This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.
We will endeavour to conduct the selection process in line with the dates indicated below, but cannot guarantee that these will not, where necessary, be revised.
1. Application by - 15th July 2026
As part of the application process, you will be asked to complete:
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CV
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Personal Statement (maximum 1000 words).
- Evidence of the Behaviour/s Delivering at Pace (maximum of 250 words per Behaviour).
Your CV should consist of your career history and skills/experience including any key achievements in each role. Your CV will be scored against the experience required for the role as noted within the essential criteria.
The Personal Statement should be aligned to and demonstrate how you meet the skills and experience set out in the essential criteria, detailed in the job description.
For guidance and information on how to construct your application (CV, Personal Statement and Behaviours), you are encouraged to visit Civil Service Careers website.
2. Sift - commencing 17th July 2026
The sift will be held on the Personal Statement, CV, Behaviour Delivering at Pace.
Should a high volume of applications be received, an initial sift will be conducted on the Personal Statement and CV
Candidates who pass the initial sift will then be progressed to a full sift that will consist of all the remaining elements submitted ( Lead Behaviour Delivering at Pace ). Candidates who fail to meet the minimum pass score for the initial sift will not have their remaining submitted elements scored and will only receive a sift score for that assessed at the initial sift.
3. interview - commencing 7th August 2026.
If you are successful at sift stage, you will be invited to an interview that will be Behaviours (Delivering at Pace, Making effective decisions Changing and improving) and Technical Skills based questions. All Behaviours listed in the selection process will be scored at the interview
The interview will take place via Ms teams.
For guidance on the Technical skills, please refer to theSFIA8 Levels of responsibility English
For guidance and information on what to expect and how to prepare for an interview, you are encouraged to visit Civil Service Careers.
Problems during the application process:
If you experience problems accessing this advert, or you think youve made a mistake on an initial application, please contact [email protected], including the vacancy reference, at least two working days before the vacancy closes. Further information can be found on our website.
Do not create or attempt to submit another application, online test or use a different Civil Service Jobs account to proceed as this would be in violation of the candidate declaration.
Reserve List
A reserve list may be held for a period of up to 12 months from which further appointments may be made. There is no guarantee that being held on a reserve list will lead to a job offer. Further information can be found on our website.
The behaviours, technical skills, have been ranked in order of importance to enable us to differentiate between candidates with tied interview scores.
Candidates judged to be a near miss at interview may be offered a post at the grade below the one advertised without the need to go through a further selection process, providing the role has the same Success Profiles elements and essential skills. There is no guarantee that further such vacancies will arise.
All Civil Servants are expected to comply with the Civil Service Code, and its core values of integrity, honesty, objectivity and impartiality.
Additional Security Checks
As well as successfully obtaining UK Security Vetting clearance, candidates will be subject to a range of additional checks. The range of checks carried out will depend on whether you are a current Home Office employee, existing civil servant or an external new entrant as well as the role requirements. Further details are included in the Notes to Candidates.
Non-Police Personnel Vetting (NPPV)
You should currently hold, or be willing to obtain, Non-Police Personnel Vetting (NPPV) Level-3 vetting (including financial checks). This is essential for the role. For further information visit About the Police National Vetting Service , Warwickshire Police.
Formal offers of employment will not be made until successful candidates have obtained both NSV clearance and NPPV3 clearance.
Please note that failure to obtain NPPV3 Clearance may trigger a formal review of your National Security Vetting Clearance (NSV). Depending on the nature of the information identified, this could result in your NSV being revoked.
Further Information
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 [email protected] stating the job reference number in the subject heading.
Reasonable Adjustments
If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
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Contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs
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Complete the Assistance Required 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 you're 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
Feedback will only be provided if you attend an interview or assessment.
