How to Apply:
Our selection process ensures a comprehensive assessment of each applicant's skills, and potential fit within our organisation.
The selection process for this role will be:
Stage 1: Sift of CV, Personal Statement and Behaviours
Stage 2: Interview
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:
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Behaviours you will be asked to provide a 250-word statement on the following Behaviours:
- Leadership
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Making Effective decisions
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Experience you will be asked to provide a CV (unlimited wordcount) and Personal Statement (500 wordcount). Please provide evidence of your Experience of the following:
- Working knowledge of PACE, CPIA, RIPA and relevant code of practice and experience of monitoring and managing their implementation in an enforcement context.
Should a large number of applications be received, an initial sift may be conducted using the lead Success Profile element, Experience - Working knowledge of PACE, CPIA, RIPA and relevant code of practice and experience of monitoring and managing their implementation in an enforcement context. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to interview.
The sift will take place 25th August 2026
Stage 2: Interview
At interview stage, you will be assessed against the following Success Profile elements:
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Behaviours:
- Making Effective Decisions
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Leadership
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Communicating and Influencing
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Working Together
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Seeing the Bigger Picture
You will also be required to create and deliver a presentation to assess the Behaviour Communicating and Influencing. Guidance will be provided if you are invited to interview.
The interviews will take place 2nd-3rd September 2026.
This interview will be conducted online via Microsoft Teams. Further details will be provided to you should you be selected for interview.
Please note that we will try to meet the dates set out in the advert. There may be occasions when these dates will change.
Further information on the selection process
For more information about how we hire, useful tips on submitting your application and interview guidance 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.
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.
Should we receive a high volume of quality applications, we may invite a shortlist of the highest scoring candidates to interview. This means that some applications that meet the required standard could be placed on hold after the sift and invited to interview if the vacant position(s) remain unfilled. You will be notified if your application is being put on hold once the sift has been completed. Following interviews, any applicants remaining on hold will be notified by the panel of the next steps regarding their application.
Appointments for this position will be made in order of merit. If you are successful in the selection process but there are no further available posts for the advertised role, you may be contacted to discuss an offer for a lower graded role (with similar experience and responsibility requirements).
If you are unsuccessful in the selection process, your application may be considered for a lower graded position if your demonstrated skills and experience meet the requirements of the alternative position. Candidates will be considered in order of merit.
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.
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.
For further information on National Security Vetting please visit the Demystifying Vetting website.
A criminal record is not necessarily a bar to obtaining employment.
Feedback
Feedback will only be provided if you attend an interview or assessment.
