Department for Communities
and Local Government
Candidate Pack
About the Department
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Welcome to DCLG
DCLG is a dynamic, professional and diverse Government Department - if you are
interested in truly making a difference - you are looking in the right place. This is an
exciting time to be working within DCLG.
Melanie Dawes is our Permanent Secretary and is:
Head of the Department, responsible for its overall leadership and effective dayto-day running
Chief Policy Adviser to the Secretary of State and the ministerial team, supporting
them to develop and achieve their priorities
Principal Accounting Officer, responsible and accountable to Parliament for the
stewardship of the department’s budget and for ensuring value for money.
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The Department
The Department for Communities and Local Government's job is to create
great places to live and work, and to give more power to local people to
shape what happens in their area.
DCLG has four strategic aims[1]:
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driving up housing supply;
increasing home ownership;
devolving powers and budgets to boost local growth in England; and
supporting strong communities with excellent public services.
We are ambitious for our people and we want our people – especially our senior
leaders – to be ambitious for DCLG and what we can achieve. DCLG has around
1600 staff and has offices in London and a number of regional locations throughout
England
[1] https://www.gov.uk/government/publications/dclg-single-departmental-plan-2015to-2020/single-departmental-plan-2015-to-2020
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Areas of work
Our areas of work
As a part of DCLG, you have the opportunity to work in one of our different teams.
Please click the below links to find out more about what we do in each group.
Key areas of delivery (Responsible for delivering key elements of DCLG’s Single
Department Plan)
• Local Government and Public Services (LGPS)
• Housing and Planning
• Decentralisation and Growth.
Enabling Functions (These areas provide the support so that the areas above
can function effectively)
• Strategy, Communications and Private Office (SCPO)
• People, Capability and Change (PC&C)
• Finance, Information, Records, Shared Services and Technology (FIRST).
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Our Ministers
The Rt HonSajid Javid MP
Secretary of State
(Ministerial Champion for the Midlands Engine)
Alok Sharma MP
Minister of State
Lord Bourne of Aberystwyth
Parliamentary Under Secretary of State
for Faith and Integration
Marcus Jones MP
Parliamentary Under Secretary of
State (Minister for Local Government)
Jake Berry MP
Parliamentary Under Secretary of State
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Our values
In DCLG we:
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are enthusiastic, energetic and creative
act professionally, work across boundaries and deliver for the government of the
day
continually strive to be better and to improve
choose to work here and want to be part of one DCLG
We are looking for people who share our values, really want to make a difference
and are committed to DCLG’s aims.
We want to hear from applicants who are interested in public services, as well as
being excited by being involved in the running of the country, and are able to serve
a Government of any political complexion. Most of all, we are looking for people
with the right skills and behaviours, from any sector or background to play a key
role in developing and delivering the Government’s policy. With the fast paced
changes in the political environment, this is a really exciting time to be working at
the heart of government.
If you think that you can make a difference and you fit the bill - We would be
delighted to receive your application.
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DCLG Locations
Around one-quarter of the department’s staff work in offices outside London,
including the following locations:
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Birkenhead
Birmingham
Leeds
London
Manchester
Newcastle Upon Tyne
Nottingham
Plymouth
Sheffield
Warrington
Liverpool
Bristol
Cambridge
Exeter
Guildford
Truro
Hastings
Hemel Hempstead
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Our offer to You
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The People Plan
Not only will you have the chance to make a real difference to the people we serve, you
will also develop yourself and build a career with us through our recently launched People
Plan.
Our People Plan and You
The People Plan was launched in July 2016 and aims to help DCLG become Smarter,
Stronger and more Streamlined. Melanie Dawes, Permanent Secretary said, “For DCLG,
I am really proud of our new People Plan – launched in July – which set out our new core
curriculum, a great career offer and our plans to further improve diversity and inclusion.”
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Building capability and professional
development
The Core Curriculum
The DCLG Core Curriculum brigades and focuses the broad learning and
development offers available across the Civil Service on what DCLG needs, and
supplements them with learning that we design and deliver ourselves. By setting
them out in a single place learning and development is easier to locate and access.
A Core Curriculum Timetable provides information on the events available to DCLG
staff each quarter.
On top of the variety of learning resources available, we also provide:
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A self assessment tool to help with identifying training needs
Opportunities to create a professional development plan
Opportunities to participate in coaching or mentoring
Help to build Leadership, management and talent
Support (including up to 6 days leave a year) to participate in volunteering
opportunities.
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Other Benefits of working at DCLG
As part of DCLG, you will have access to many other benefits including*:
Access to flexible working options (please note these are offered subject to
business need). DCLG offers a range of flexible working options. One of these is
the Flexi time scheme which allows employees to work flexible hours around
business needs. Our technology enables home and remote working options too.
Many employees work for us on a part-time or Job-share basis.
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Access to season ticket loans allowing employees to pay for season
tickets in more affordable instalments.
• Two childcare vouchers schemes, Salary Plus where DCLG will contribute
towards childcare costs and salary sacrifice scheme which enables employees
to purchase childcare vouchers through their salaries pre tax and NI deductions.
• Salary sacrifice cycle to work scheme.
• Access to a rental deposit scheme (which is a loan to help employees pay for
their rental deposits in instalments),
• Access to the Civil Service Pension Schemes.
• Access to a benefits scheme with a variety of discounts and special offers
available.
*Please note that varied eligibility criteria apply to each benefit offered in
accordance with DCLG terms and policies.
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Meet One of our EO’s
What Directorate are you based in?
I am currently based in the Strategy, Communications and Private Office Directorate (SCPO)·
What made you apply for a role in your directorate?
I attended a ‘speed dating’ session as a result of my enrolment on an EO Development
Programme and was introduced to a manager from the SCPO directorate. The EO development
programme helps EO’s within the department develop themselves and gain new skills which will
help their careers at DCLG. This ‘speed dating’ session provided me and other EO’s with the
opportunity to meet up with various managers from different areas of the department to find out a
bit more about what they do and what their roles include.
I was given my first choice of role, which was a role in the Policy Profession.
What does your directorate do?
SCPO covers Strategy, Comms and Private Office. My directorate helps to define and steer the
strategic objectives and narrative of the department. I am now working on the Single
Departmental Plan. We also lead on Brexit for the department and this is a particularly sensitive
issue that has polarised the country.
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About the application
process
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Application Steps
 1. Complete the required fields on Civil Service Jobs
 2. Complete the Numerical Reasoning Test
 3. If you have passed the Numerical Reasoning Test, you will be invited to
complete the Civil Service Judgement Test.
 4. If you have passed both online tests, we will send you a link to the Be Applied
Website where you will be asked to re-enter some basic personal information
and answer the sift question: "What are the main challenges facing DCLG over
the next 2 years?" You should think about the Seeing the Big Picture
competency when writing your answer.
 5. Your answer to the above question will be sifted and scored on a one to five
rating scale. You will then be notified of your outcome.
 6. If you have passed the sift, we will invite you to interview. You can then book
in for a time and date that suits you.
 7. We will let you know your interview outcome and if successful, we will be in
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touch further.
Online tests
Online test information:
When you are invited to complete the online tests you will be given access to
guidance. It is strongly recommended that you read this guidance before you
proceed.
These tests are not timed however, it is advised that you allow for up to an hour for
completion of each test.
Please note that the Civil Service Judgement Test may contain video content which
requires you to use an up-to date browser (for DCLG staff, please use Google
Chrome as our Internet Explorer browser will not work). The videos also have
audio content and so make sure that your computer has sound enabled or that you
have headphones available for use. If you have any issues with the sound or video
playing, you do have an option to view the transcript of what is being said in the
video. The “View Transcript” button can be located underneath the video box.
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Key Points:
This is a rolling campaign which is open until 2nd July 2018. You can apply at any time
until the deadline.
We intend on sifting and interviewing our applicants on a weekly basis. However, please
note that it may take longer than a week to communicate sift or interview results to you.
We endeavour to do this as quickly as we can.
It is a competition so you really need to ensure that you give your best and strongest
evidence to reflect what the post requires.
Stick to the word count rule. Any evidence provided above the word count limit will not be
considered (e.g. for a 250 word rule, if your evidence was 253 words, the last 3 words
would not be considered as part of your evidence)
Make it as easy as possible for the sift panel to assess your suitability for the job. This
means thinking about the relevance of your examples and how you set them out in your
application form. The sift panel, which is made up of two or three representatives of the
business, will assess each application based on the evidence provided.
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Civil Service Code
Civil Servants are appointed on merit on the basis of fair and open competition and
are expected to carry out their roles with dedication and a commitment to the Civil
Service and its core values: integrity, honesty, objectivity and impartiality. In this code:
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‘integrity’ is putting the obligations of public service above your own personal
interests
‘honesty’ is being truthful and open
‘objectivity’ is basing your advice and decisions on rigorous analysis of the
evidence
‘impartiality’ is acting solely according to the merits of the case and serving equally
well governments of different political persuasions
These core values support good government and ensure the achievement of the
highest possible standards in all that the Civil Service does. This in turn helps the Civil
Service to gain and retain the respect of ministers, Parliament, the public and its
customers.
Any applicant for a DCLG vacancy should be aware of the Code, and will be asked to
confirm that they can comply with it at interview. For more information on the Code,
please see the following link: https://www.gov.uk/government/publications/civil-servicecode/the-civil-service-code.
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Civil Service Competency Framework
The Competency Framework sets out how we want
people in the Civil Service to work. The framework
outlines ten competencies which are grouped under the
three leadership behaviours. These headings will be
used in our vacancies to indicate essential and desirable
candidate requirements. Candidates must use the
selection process to demonstrate that they have, at the
very least, all the essential requirements and, if possible
some or all of the desirable ones.
The full framework is available online at the following link:
http://resources.civilservice.gov.uk/wp-content/uploads/2012/07/Civil-ServiceCompetency-Framework-Feb2013.pdf
Competencies are used to establish suitability for a post because if you
have done something well in the past then its expected that you can do it
again in the future.
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Preparing an Application - Your Checklist:
 Have you given yourself enough time to put together a well thought out application
form?
 Have you allowed yourself enough time to complete any online tests before the
deadlines?
 Have you reviewed the job description carefully so you have a clear understanding of
the role?
 Have you researched DCLG and its policy areas?
 Have you thought about how you can answer the question that you will be sifted on?
Think about “what and “how”
 Did you draft first then refine?
 Have you avoided jargon (assume that the sift panel will have no knowledge of the
situation you are referring to)?
 Have you checked for spelling and typos?
 Have you used the past tense, ‘I’ and not ‘we’ and active language such as: ‘I
organised’, ’I accomplished’, ‘I calculated’, etc.
 Have you stuck to the word count limit, where one has been set?
 Have you put yourself in the Vacancy Manager’s shoes and read your application
through from their perspective before submitting?
 Are you familiar with the Civil Service Competency Framework?
If the answer to each of these question is ‘’yes’ – Well Done
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The Sift:
The purpose of a sift is to assess and score the evidence provided on the application form.
The sift panel, which is made up of two or three representatives of the business, will discuss and agree
standards against which they assess each application.
Each application will be scored based on the 1-5 rating scale below.
Rating
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Label
Low Demonstrated
Moderate demonstration
Good demonstration
Strong demonstration
Great demonstration
Definition
No or little positive evidence provided
Moderate positive evidence of the competency, without consistency
Adequate positive and consistent evidence of the competency
Substantial positive and consistent evidence of the competency
Substantial, consistent positive evidence of the competency and includes evidence of wholly exceeding
expectation
Applicants achieving the pre-determined pass mark will be offered and interview.
DCLG operates the Guaranteed Interview Scheme (GIS) which sees all GIS applicants meeting the
minimum standard invited to interview. If applicants who consider themselves as having a disability
meet the minimum criteria for the post, they get an interview automatically.
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The Interview:
If you have achieved the pass mark set by the sift panel you will be invited to attend an
interview.
The purpose of the interview is to test your suitability for the requirements of the role and
gives all candidates an opportunity to express their views and present their evidence
You need to prepare well for a good interview – Fail to prepare, prepare to fail
The interview will be based on the competencies that were defined in the vacancy
advertisement and will last approximately 45 minutes, although this may vary depending
on the role and the number competencies being assessed.
Don’t be put off by the panel taking notes. It’s important that they make a record of your
answers so that they are able to score you at the end of the interview and provide
feedback at the end of the process. This feedback will be provided via the Civil Service
Jobsite.
The interview, combined with any other selection activity, will inform the panel which
candidate is right for the job based on their merit. The job will be offered to the person who
would do it best.
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The Interview:
All DCLG interview panels test candidates on 3 levels:
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Suitability for the job
Suitability for technical/specialist skill (when appropriate)
Suitability for the grade
The interview panel, which is made up of two or three representatives of the business, will discuss and
agree standards against which they assess each application.
At interview, you will be marked based on the below rating scale:
Rating
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Label
Not Demonstrated
Minimal Demonstration
Moderate Demonstration
Acceptable Demonstration
Good Demonstration
Strong Demonstration
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Outstanding Demonstration
Definition
No positive evidence of the competency
Limited positive evidence of the competency, without consistency
Moderate positive evidence of the competency, without consistency
Adequate positive and consistent evidence of the competency
Substantial positive and consistent evidence of the competency
Substantial, consistent positive evidence of the competency and includes some evidence of exceeding
expectation
Evidence provided wholly exceeds expectation at this level
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Preparing for an Interview - Your Checklist
 Read through your application form to refresh your memory of the evidence you
provided.
 Think about how you might expand on the examples you have already provided.
 Think about other strong examples you could use.
 Arrange a practice interview with people your trust (friends, colleagues, current
manager, etc.) - practice makes perfect.
 Research the business and the business unit.
 Have you got a copy of the competency framework handy whilst you are putting
your examples together?
 Have you chosen your most powerful and relevant examples?
 Have you included the result and described your contribution/impact?
 Make sure you know where the interview is taking place and how to get there.
 Make sure you take along all requested ID documents.
 Think about what to wear, your posture and your non-verbal behaviour.
 Remember, it’s not about being good enough for the job, it’s being the best
candidate for the job – interviews are competitions.
 Remember that pretty much everyone feels the same about interviews – they
make you nervous; know what works best for you in terms of calming your nerves
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Reserve lists
DCLG reserves the right to create a reserve list where a competition identifies more
appointable candidates than there are available vacancies.
Any reserve lists may be used for up to 12 months to fill the same role or other similar
roles with the same essential criteria without further testing of merit.
If you are eligible for inclusion on a reserve list, you will receive an e-mail to that
effect at the end of the process, containing further information on the conditions of
the list.
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Security Clearance
All new recruits to the department must meet certain security standards. All offers of employment
are conditional on successful completion of security clearance.
The following conditions will affect your security clearance and therefore may affect your eligibility
for our vacancies
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Criminal record: If you have criminal records
Nationality and Immigration status: Particularly relevant if there are specific nationality and
residency requirements for the advertised role.
Address History: If you have lived at numerous addresses in the UK in the last 5 years.
Lived outside UK: You should have been resident in the United Kingdom for the last 3 years
and for 5 years or more for higher security roles.
Employment History: If you have had multiple employers in the last 5 years.
Credit Reference Check: If there any financial concerns that could lead to potential
vulnerability. The credit reference check is made to assess the financial state of the individual
being vetted.
Others factors: Associated with, or have or lived in areas associated with organisations
seeking to disrupt the government or have family who have associated with, organisations
and/or individuals known to security services e.g. Northern Ireland.
Please read the document attached titled - ‘DCLG notes on security clearance’ – for more
information on security clearance.
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Additional Advice
If you are unsure about any part of the process or require additional information about the post to
enable you to progress your application you should, in the first instance, contact the named person on
the vacancy advertisement as this is most likely to be the vacancy manager. However, you can also
direct your questions to the DCLG Human Resources Shared Service at
[email protected] or the DCLG Human Resources Recruitment Team at
[email protected]
Candidates can appeal at any stage of the recruitment process if they believe there has been:
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A procedural irregularity
An infringement of the Civil Service equal opportunities policy
Exceptional circumstances which were not notified to the interview panel which might have affected
performance on the day
It is important to note that these are appeals about the process not the decision.
In the first instance, an appeal should be directed to the DCLG Human Resources Recruitment Team
at [email protected].
If DCLG Recruitment team is unable to satisfactorily resolve your complaint, you may contact put your
complaint in writing to the Civil Service Commission, Room G8,1 Horse Guards Road, London, SW1A
2HQ or by Email to: [email protected]
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Good Luck!
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