How to apply:
Our selection process ensures a comprehensive assessment of each applicant's qualifications, skills, and potential fit within our organisation.
As part of the application process, you will be asked to complete a CV and personal statement. Further details around what this will entail are listed on the application form.
The selection process for this role will be:
Stage 1: Sift of CV and personal statement
Stage 2: Interview and Policy Exercise
You must be successful at each stage to progress to the next stage.
Stage 1: Sift
At sift, you will be assessed against the following Success Profile elements:
- Experience you will be asked to provide a CV (unlimited wordcount) and personal statement (750-word count). Please provide evidence of your Experience of the following:
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You will need to show your experience and / or knowledge of planning, planning legislation and/or planning policy.
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You can proactively forward plan and track ongoing work, ensuring the delivery of high-quality outcomes.
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Prioritise and recognise key areas of work that will need urgent attention.
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Excellent written communication skills. Experience of drafting technical detail for a non-technical audience ensuring attention to detail.
- Behaviours you will be asked to provide a 250-word statement on the following Behaviours: Making Effective Decisions
Should a large number of applications be received, an initial sift may be conducted using the lead Success Profile element, Making Effective Decisions. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to assessment/interview.
The sift will take place between 29th June and 2nd July 2026.
Stage 2: Interview and Policy Exercise
At interview stage, you will be assessed against the following Success Profile elements:
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Behaviours - Making effective decisions, Delivering at pace, Working Together and Communicating and Influencing.
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Strengths
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Technical - Strategy - 1.1. Policy Context and Purpose - Level 1: Developing and Democracy - 2.1. Working with Ministers - Level 1: Developing
You will also be asked to complete a written policy exercise. You will be assessed against the above Technical skills.
The Policy Exercise will take place on Tuesday 7th July and Interviews are scheduled to take place on Wednesday 8th & Thursday 9th July 2026.
Please note that we will try to meet the dates set out in the advert. There may be occasions when these dates will change.
This interview and policy exercise will be conducted online via Microsoft Teams. Further details will be provided to you should you be selected for interview.
You can find out more about our hiring process, how to apply, and application and interview guidance on our careers site .
Further information on the selection process
We will also hold a 12-month reserve list for this role, which may lead to potential opportunities beyond the role you applied for. You can read more about our reserve lists here.
For further information on the role, please read the role profile. Please note that the role profile is for information purposes only - whilst all elements are relevant to the role, they may not all be assessed during the recruitment process. This job advert will detail exactly what will be assessed during the recruitment process.
Reasonable Adjustments
As a Disability Confident Leader employer, we are committed to ensuring that the recruitment process is fair, accessible and allows all candidates to perform at their best. If a person with a visible or non-visible disability is substantially disadvantaged, we have a duty to make reasonable changes to our processes.
Complete the Assistance required section in the Additional requirements page of your application form to tell us what changes or help you might need during the recruitment process. For instance, you may need wheelchair access at an interview, or if youre deaf, a Language Service Professional.
If you need a reasonable adjustment so that you can complete your application, you should contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs.
Document Accessibility
This job advert contains links to the DfT Careers website. Our website provides useful guidance and information that can support you during the application process. If you are experiencing accessibility problems with any attachments on this advert or the information on our website, please contact the email address in the 'Contact point for applicants' section.
Further Information
For more information about how we hire, and for useful tips on submitting your application for this role, visit the How We Hire page of our DfT Careers website. You can find detailed information about the recruitment process and what to expect when applying for a role.
Pre-employment Checking
If your application is successful but you have been dismissed from the Civil Service, your application could be removed at the pre-employment checking stage depending on the nature of the dismissal.
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.
All external applicants and current employees of accredited non-departmental public bodies (NDPBs) will be required to undergo a Social Media Check. A Social Media Check is a review of your publicly available online activity, typically across platforms like LinkedIn, Facebook, X (formerly Twitter), Instagram, and others. The purpose is to identify any public posts or content that could raise concerns for employers, such as:
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Hate speech or discriminatory behaviour
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Threats or acts of violence
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Illegal activity or substance misuse
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Sexually explicit material
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Extremist views or affiliations
Importantly, this check does not involve hacking into your accounts or accessing private messages. It only considers content you have chosen to make public. Employers use this kind of screening to help ensure their workplace remains safe, inclusive, and aligned with company values. Its not about judging your personality or lifestyle - its about checking for potential red flags that might affect the role or company culture. If you have questions or concerns about the social media check, we would be happy to explain in more detail whats being looked at and how your data is handled securely and fairly.
Feedback
Feedback will only be provided if you attend an interview or assessment.
