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.
If you are unsure that you meet the eligibility above, please read the information available on Gov.uk on this link or contact the recruitment email on the advert before applying to discuss, as failure to meet the residency requirements will result in your security clearance application being rejected and any offer of employment being withdrawn.
At the point of SC application, you will need to provide or give access to the following evidence:
-
Departmental or company records (personnel files, staff reports, sick leave reports and security records)
-
UK criminal records covering both spent and unspent criminal records
-
Your credit and financial history with a credit reference agency
-
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 may be able to provide visa sponsorship where the role meets ONS sponsorship criteria and all relevant Home Office requirements. Applicants must hold, or be eligible to obtain, the right to work in the UK before employment commences.
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 1000 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.
When a high volume of applications are received, the sift pass mark may be adjusted. Candidates will be invited to interview based on their merit order, with those achieving the highest scores being prioritised. Applicants who score below the adjusted pass mark but still pass will be placed on hold and may be invited to interview at a later date.
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 will be 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
-
Eligibility Security Clearance checks from 09/09 to 16/09. We will be sending you an e-mail with a form to fill out. Please check your junk e-mails for any correspondence.
-
Sift will be conducted from 17/09/2026
-
Interviews will be conducted from 05/10/2026
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.
Capability Outcome: Assessed based on scores achieved during the technical interview.
Salary Determination: Your starting salary will reflect the capability level assigned.
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:
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:
Youll be assessed in your new role through the interview process.
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:
If you reach your previous proficiency level, you keep your current pay.
If your proficiency is still lower, your pay will decrease to match the new level.
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:
Existing allowances (scarce skills) will not be taken into account when calculating starting salary.
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.
