Security Clearance
For ONS the requirement for SC clearance is to have been present in the UK for 3 consecutive years immediately prior to applying and the department will consider eligibility by exception on a case-by-case basis. You will be asked to provide information regarding your UK residency during your application, and failure to provide this will result in your application being rejected.
At the point of SC application, you will need to provide or give access to the following evidence:
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Departmental or company records (personnel files, staff reports, sick leave reports and security records)
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UK criminal records covering both spent and unspent criminal records
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Your credit and financial history with a credit reference agencyy
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Security Services records
Please note we will reach out to you once the advert has closed to confirm eligibility for this role, this will be via an e-mail. Please check your junk e-mails for any
correspondence.
Visa Sponsorship
ONS are unable to offer visa sponsorship for this role. Applicants are expected to hold a valid right to work in the UK when employment commences. If you are applying on a time-limited visa, this will need to be valid for at least 18 months.
To work at the ONS, candidates must meet both UK right to work and security clearance requirements (where applicable).
If you are unsure whether you meet the appropriate right to work or security clearance eligibility criteria, please refer to the guidance on Gov.uk or contact the recruitment email provided in the advert before applying. Failure to meet these requirements will result in your application being rejected and employment offers being withdrawn.
Application Process
Number of Stages: 2 stage process
Stage 1: Application
Stage 2: Interview
Stage 1 Application
The assessment process at the application stage will be based on your work history, CV, skills, experience, and personal statement. It is important that your application is tailored to highlight the skills, knowledge, and experience relevant to the role.
A personal statement is required at application stage, the maximum word count allowed is 1250 words, which should not be exceeded. You should provide evidence for each essential skill criterion listed in the person specification. As these criteria are scored, it is advisable to give clear examples for each one, including the impact of your actions, ideally utilising the STAR technique (Situation, Task, Action, Result).
Please note that Success Profiles Behaviour examples are not required at this stage of the application process.
In instances where a high number of applications are received, the sift pass mark may be adjusted, and candidates will be invited to interview based on merit order, i.e., those with the highest scores.
We often have similar roles available at different grades. If a candidate is suitable for a similar role or a lower grade than they have applied for, we may offer the candidate that role without the need to go through a further selection process providing the role has the same behaviours, and essential skills.
Stage 2 Interview
If invited to interview, you will be assessed using techniques aligned with the Civil Service Success Profiles framework, covering all behaviours listed in the job advert and any required technical skills.
Interviews may be in person or via Microsoft Teams.
A reserve list may be held for a period up to 12 months from which further appointments may be made.
Important Dates
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Eligibility checks 17/07 - 24/07. Please note we will reach out to you once the advert has closed to confirm eligibility for this role, this will be via an e-mail.
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Sift will be conducted from 24/07/2026
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Interviews will be conducted from 10/08/2026
For the full terms and conditions of the post, please see attachment.
Please note that all campaigns may be subject to withdrawal at any stage if the internal resource position changes.
This role is eligible for the Government Digital and Data (GDD) Capability and Pay Framework. If you are successful at interview, your salary will be directly linked to your capability outcome, as determined by your performance in the Technical section of the interview.
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Capability Outcome: Assessed based on scores achieved during the technical interview.
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Salary Determination: Your starting salary will reflect the capability level assigned.
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Feedback: Full feedback on your capability outcome will be provided at the point of offer.
All successful candidates are required to undertake an annual capability assessment as part of their ongoing employment terms. The outcome of this assessment directly influences individual pay levels:
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Higher Capability Outcome: Results in an increase in pay.
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Lower Capability Outcome: Results in a decrease in pay.
Completion of the assessment is mandatory. Failure to complete the annual capability assessment will result in the individual being transitioned to ONS pay terms and conditions, with a corresponding adjustment to their pay.
If you're already in a GDD Group 1 role and receiving GDD pay, and you make a lateral move (i.e. same grade, different role):
Initial Capability Assessment:
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Youll be assessed in your new role through the interview process.
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If your proficiency level is lower than your current one, you retain your current level and pay for 6 months.
If your proficiency level is higher than your current one, you will move to that level of pay.
Development Plan:
Reassessment at 6 Months:
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If you reach your previous proficiency level, you keep your current pay.
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If your proficiency is still lower, your pay will decrease to match the new level.
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If your proficiency level is higher, your pay will increase to match the new level.
Starting salary for roles within the Government Digital and Data (GDD) Capability and Pay Framework is determined solely by the capability outcome achieved during the recruitment process.
Please note:
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Existing allowances (scarce skills) will not be taken into account when calculating starting salary.
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This policy applies to all candidates, including existing Civil Servants and ONS colleagues transitioning to the GDD Capability and Pay Framework.
Feedback will only be provided if you attend an interview or assessment.
