Department for Work and Pensions
HEO Authors
Job Location
Leeds, United Kingdom
Job Description
We are looking to fill three different roles:
Role 1. International Author
The role of the International Author involves handling of complex appeals and cases on the export of benefit entitlements to European countries following the EU Exit. The role requires knowledge of the Withdrawal Agreement and Social Security Coordination rules to ensure guidance can be drafted to manage Upper Tribunal appeals, support decision makers, and policy delivery.
Role 2. Sanctions & Labour Market Author
This role requires sound knowledge of the Conditionality framework and Sanctions regime across a range of benefits, including UC, along with a good understanding of the underlying legislation and accompanying case-law. The candidate will work closely with operational, policy and legal colleagues in managing Upper Tribunal appeals, supporting frontline decision making and policy delivery.
Role 3. Senior Editor/Author.
This role is a multi-skilled role requiring excellent drafting and analytical skills to support effective management of legislation updates to National Archives, identifying and rectifying errors and supporting colleagues by peer reviews and accuracy checking, in accordance with editorial standards. There will be a requirement to ensure the editorial team is working efficiently towards achieving its goals, including tasks relating to the management and prioritisation of workflows. The role also involves carrying out a supporting function as an Author. This requires a sound understanding of Social Security legislation, excellent drafting skills and the ability to work at pace, applying critical thinking.
Key Functions:
Person specification
The successful candidate should be someone who has:
Behaviours
Behaviours
We'll assess you against these behaviours during the selection process:
Benefits
Alongside your salary, the Department for Work and Pensions contributes 28.97% towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
We also have a broad benefits package built around your work-life balance which includes:
Things you need to know
Selection process details
This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours and Experience.
1. Application & Sift
As part of the application process you will be asked to complete a CV and provide 4 behaviour examples. The CV is for reference only and will not be scored. Further details around what this will entail are listed on the application form.
A sift will be carried out using your 250 word Behaviour examples.
These examples need to set out evidence of how your experience meets behaviours listed above.
We are not looking at how much time you have spent in a job, but rather how you have performed. Your examples must show demonstrable evidence of what you did, how you did it, and what outcome was achieved. This should include the impact of your approach and evidence of your ability to take forward different approaches in different circumstances.
The standards detailed in the Behaviours are the minimum expectations for the role and only candidates with the strongest evidence will be invited to interview. In the event of a large number of applications, meeting the pass standard for the lead behaviour Making Effective Decisionswill determine if the other criteria are scored. Candidates will have to meet the standard for all criteria to progress to interview.
Your examples must not exceed 250 words and you are advised to take advantage of the full word count.
2. Interview Stage
If you are successful at the sift you will be invited to a MS Teams interview. The interview will comprise of Behaviour-Based questions. The guidance on Success Profiles explains these selection tools. The Behaviours being assessed are detailed in the job advert.
Behaviours:
Candidates invited to interview will receive theBehavioursquestions in advance of their interview.
By applying you are stating that you are willing to accept a post in our Leeds hub.
The Department is committed to promoting flexible ways of working, whilst enabling the business to operate at maximum efficiency and will expect colleagues to work from a blend of locations, including some time working at home, as required
Sift and interview dates to be confirmed.
Further Information
Find out more about Working for DWP
A reserve list may be held for a period of 6 months from which further appointments can be made.
Any move to DWP from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
If successful and transferring from another Government Department a criminal record check may becarried out.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf.
However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
New entrants are expected to join on the minimum of the pay band.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicants details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing.
The Civil Service values honesty and integrity and expects all candidates to abide by these principles. Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. Applications will be screened and if evidence of plagiarism or copying examples/answers from other sources is found, your application will be withdrawn. Internal DWP candidates may also face disciplinary action.
Reasonable Adjustment
At DWP we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce.
We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia.
If you need a change to be made so that you can make your application, you should: Contact Government Recruitment Service via DWPRecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.
Complete the Reasonable Adjustments section in the Additional requirements page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if youre deaf, a Language Service Professional.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
Feedback will only be provided if you attend an interview or assessment.
Security
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This job is broadly open to the following groups:
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window) .
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .
Location: Leeds, GB
Posted Date: 10/6/2024
Role 1. International Author
The role of the International Author involves handling of complex appeals and cases on the export of benefit entitlements to European countries following the EU Exit. The role requires knowledge of the Withdrawal Agreement and Social Security Coordination rules to ensure guidance can be drafted to manage Upper Tribunal appeals, support decision makers, and policy delivery.
Role 2. Sanctions & Labour Market Author
This role requires sound knowledge of the Conditionality framework and Sanctions regime across a range of benefits, including UC, along with a good understanding of the underlying legislation and accompanying case-law. The candidate will work closely with operational, policy and legal colleagues in managing Upper Tribunal appeals, supporting frontline decision making and policy delivery.
Role 3. Senior Editor/Author.
This role is a multi-skilled role requiring excellent drafting and analytical skills to support effective management of legislation updates to National Archives, identifying and rectifying errors and supporting colleagues by peer reviews and accuracy checking, in accordance with editorial standards. There will be a requirement to ensure the editorial team is working efficiently towards achieving its goals, including tasks relating to the management and prioritisation of workflows. The role also involves carrying out a supporting function as an Author. This requires a sound understanding of Social Security legislation, excellent drafting skills and the ability to work at pace, applying critical thinking.
Key Functions:
- Drafting and publishing updates to the Departments legal guidance to reflect changes to legislation by way of statutory updates or updated interpretation created by case law.
- Supporting EO Technical Team members on the management of complex or sensitive appeals to the Upper Tribunal, ensuring quality standards and deadlines are met.
- Guiding and supporting EO Technical Team members in the handling of complex case queries from front line operational staff.
- Training, supporting and developing new EO recruits through coaching.
- Stakeholder management developing and nurturing stakeholder relationships with a range of stakeholders (including lawyers, policy & operational staff). Understanding their priorities, where we overlap and where we can provide a professional and valuable service to help them achieve their aims.
- Supporting Policy colleagues when introducing new legislation or making changes to existing legislation through QA and discussion.
- Represent DMA Leeds at meetings with a range of colleagues.
- Developing and delivering solutions to issues, using case-law and guidance to improve the quality of decision making.
- Providing an advanced level of advice, guidance and support to the editorial team with focus on the correct application of editorial policy and procedures, the prioritisation of workflows, and coaching as required.
- Using bespoke XMetaL editorial tools to carry out editorial revision or updating of legislation documents, in accordance with editorial standards.
- Peer to peer review of editorial work in a timely manner, providing constructive feedback and addressing training needs where necessary.
- Establish and maintain an effective working relationship with National Archives.
- Identifying and recording effect on existing legislation and carrying out complex amendments promptly using a bespoke X-MetaL authoring tool.
- Working to continuously improve the service provided to customers to reflect their changing needs.
Person specification
The successful candidate should be someone who has:
- Strong written and verbal communication skills, able to explain complex issues clearly and concisely.
- Experience of working with, developing an understanding of and explaining legislation.
- Strong personal motivation, able to work independently or with others as needed.
- Strong interpersonal and stakeholder management skills.
- Knowledge of the welfare system and benefit legislation.
- Experience of working with X-Metal
Behaviours
- Making Effective Decisions (Lead Behaviour) -Understand own level of responsibility and empower others to make decisions where appropriate. Analyse and use a range of relevant, credible information from internal and external sources to support decisions. Invite challenge and where appropriate involve others in decision making. Display confidence when making difficult decisions, even if they prove to be unpopular. Consult with others to ensure the potential impacts on end users have been considered. Present strong recommendations in a timely manner outlining the consideration of other options, costs, benefits and risks.
- Working Together - Encourage joined up team work within own team and across other groups. Establish professional relationships with a range of stakeholders. Collaborate with these to share information, resources and support. Invest time to develop a common focus and genuine positive team spirit where colleagues feel valued and respect one another. Put in place support for the wellbeing of individuals within the team, including consideration of your own needs. Make it clear to all team members that bullying, harassment and discrimination are unacceptable. Actively seek and consider input of people from diverse backgrounds and perspectives.
- Communicating & Influencing - Communicate in a straightforward, honest and engaging manner, choosing appropriate styles to maximise understanding and impact. Encourage the use of different communication methods, including digital resources and highlight the benefits, including ensuring cost effectiveness. Ensure communication has a clear purpose and takes into account peoples individual needs. Share information as appropriate and check understanding. Show positivity and enthusiasm towards work, encouraging others to do the same. Ensure that important messages are communicated with colleagues and stakeholders respectfully, taking into consideration the diversity of interests.
- Delivering At Pace - Show a positive approach to keeping the whole teams efforts focused on the top priorities. Promote a culture of following the appropriate procedures to ensure results are achieved on time whilst still enabling innovation. Ensure the most appropriate resources are available for colleagues to use to do their job effectively. Regularly monitor your own and teams work against milestones ensuring individual needs are considered when setting tasks. Act promptly to reassess workloads and priorities when there are conflicting demands to maintain performance. Allow individuals the space and authority to meet objectives, providing additional support where necessary, whilst keeping overall responsibility.
Behaviours
We'll assess you against these behaviours during the selection process:
- Making Effective Decisions
- Working Together
- Communicating and Influencing
- Delivering at Pace
Benefits
Alongside your salary, the Department for Work and Pensions contributes 28.97% towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
We also have a broad benefits package built around your work-life balance which includes:
- Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours.
- Generous annual leave at least 23 days on entry, increasing up to 30 days over time (prorata for part time employees), plus 9 days public and privilege leave.
- Support for financial wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme.
- Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly).
- Family friendly policies including enhanced maternity and shared parental leave pay after 1 years continuous service.
- Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes.
- An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Womens Network, National Race Network, National Disability Network (THRIVE) and many more.
Things you need to know
Selection process details
This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours and Experience.
1. Application & Sift
As part of the application process you will be asked to complete a CV and provide 4 behaviour examples. The CV is for reference only and will not be scored. Further details around what this will entail are listed on the application form.
A sift will be carried out using your 250 word Behaviour examples.
These examples need to set out evidence of how your experience meets behaviours listed above.
We are not looking at how much time you have spent in a job, but rather how you have performed. Your examples must show demonstrable evidence of what you did, how you did it, and what outcome was achieved. This should include the impact of your approach and evidence of your ability to take forward different approaches in different circumstances.
The standards detailed in the Behaviours are the minimum expectations for the role and only candidates with the strongest evidence will be invited to interview. In the event of a large number of applications, meeting the pass standard for the lead behaviour Making Effective Decisionswill determine if the other criteria are scored. Candidates will have to meet the standard for all criteria to progress to interview.
Your examples must not exceed 250 words and you are advised to take advantage of the full word count.
2. Interview Stage
If you are successful at the sift you will be invited to a MS Teams interview. The interview will comprise of Behaviour-Based questions. The guidance on Success Profiles explains these selection tools. The Behaviours being assessed are detailed in the job advert.
Behaviours:
- Making Effective Decisions
- Working Together
- Communicating & Influencing
- Delivering at Pace
Candidates invited to interview will receive theBehavioursquestions in advance of their interview.
By applying you are stating that you are willing to accept a post in our Leeds hub.
- Quarry House, Leeds, LS2 7UA
The Department is committed to promoting flexible ways of working, whilst enabling the business to operate at maximum efficiency and will expect colleagues to work from a blend of locations, including some time working at home, as required
Sift and interview dates to be confirmed.
Further Information
Find out more about Working for DWP
A reserve list may be held for a period of 6 months from which further appointments can be made.
Any move to DWP from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
If successful and transferring from another Government Department a criminal record check may becarried out.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf.
However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
New entrants are expected to join on the minimum of the pay band.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicants details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing.
The Civil Service values honesty and integrity and expects all candidates to abide by these principles. Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. Applications will be screened and if evidence of plagiarism or copying examples/answers from other sources is found, your application will be withdrawn. Internal DWP candidates may also face disciplinary action.
Reasonable Adjustment
At DWP we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce.
We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia.
If you need a change to be made so that you can make your application, you should: Contact Government Recruitment Service via DWPRecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.
Complete the Reasonable Adjustments section in the Additional requirements page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if youre deaf, a Language Service Professional.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
Feedback will only be provided if you attend an interview or assessment.
Security
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This job is broadly open to the following groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window) .
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .
Location: Leeds, GB
Posted Date: 10/6/2024
Contact Information
| Contact | Human Resources Department for Work and Pensions |
|---|