1. Are you ready to join the Government Statistical Service (GSS) Statistical Officer

2. Applying to be a Statistical Officer Eligibility You should have, or hope to obtain in the next year, one of the following: A first or second class honours degree in a numerate discipline such as mathematics, economics, psychology or geography (applications are welcome from those whose degree contain formal statistical training), a graduate diploma of the Royal Statistical Society, an equivalent qualification. We also welcome applications from candidates who do not have a degree but can demonstrate significant experience in a statistics-related field, plus continuing professional development in a relevant area that leads to qualifications (for example, RSS higher certificate).

3. Civil Service Competency Framework 3 The Competency Framework sets out how we want people in the Civil Service to work. It puts the Civil Service values of honesty, integrity, impartiality and objectivity at the heart of everything we do and it aligns to the three leadership behaviours that every Civil Servant needs to model.Civil Service values The framework outlines ten competencies which are grouped under the three leadership behaviours. These headings will be used in our vacancies to indicate essential and desirable candidate requirements. Candidates must use the selection process to demonstrate that they have, at the very least, all the essential requirements and, if possible some or all of the desirable ones. The full framework is available online at the following link: http://www.civilservice.gov.uk/wp- content/uploads/2012/07/Civil-Service-Competency-Framework-July-2012.pdf.http://www.civilservice.gov.uk/wp- content/uploads/2012/07/Civil-Service-Competency-Framework-July-2012.pdf Competencies are used to establish suitability for a post because if you have done something well in the past then its expected that you can do it again in the future.

4. Preparing an application: 4 You must show, through the application and interview process, that you have the appropriate level of knowledge, breadth of experience and, where appropriate, professional skill for the post. You will be asked to submit an application that sets your knowledge and experience of the following statistical techniques: Analysis of Variance, Regression, Multivariate Techniques, Time Series Analysis, Index Numbers, Generalised Linear Model, Hypothesis Testing and Data Collection & Sampling. Please note: You do not have to provide evidence against all the statistical techniques, only the areas where you can demonstrate knowledge and understanding of the technique. You should also provide a CV which includes your qualifications. Under each heading you should produce a short and snappy statement that describes one relevant example of when you have used the technique, describing how you used it and what using it achieved. You are advised to use the STAR model: - Situation (what was the setting and conditions, and what was your role) - Task (what specifically needed to be done – when, why, etc.) - Action (what did you do – in terms of your own contribution and ensuring the contribution of others, How you did it and why) - Result (What the outcome was and how you contributed to it – what difference did you make)

5. Your Application - Key Points: 5 The application form is your first opportunity to say why you’d be the best person for the job. It is a competition so you really need to ensure that you give your best and strongest competency-based examples to reflect what the post requires. Make it as easy as possible for the sift panel to assess your suitability for the job. This means thinking about the relevance of your examples and how you set them out in your application form. Unless told otherwise, use one example per competency and use the competency as your heading, providing your example below. Stick to the word count rule if it’s in place. Failure to provide good evidence will not get you through a sift or an interview

6. Preparing an Application - Your Checklist: 6  Have you given yourself enough time to put together a well thought out application form?  Have you reviewed the job description carefully so you have a clear understanding of the role?  Have you got a copy of the competency framework handy whilst your putting your examples together?  Have you chosen your most powerful and relevant examples?  Have you included the result and described your contribution/impact?  Did you draft first then refine?  Have you avoided jargon (assume that the sift panel will have no knowledge of the situation you are referring to)?  Have you checked for spelling and typos?  Have you used the past tense, ‘I’ and not ‘we’ and active language such as: ‘I organised’, ’I accomplished’, ‘I calculated’, etc.  Have you stuck to the word count limit, where one has been set?  Have you put yourself in the Vacancy Manager’s shoes and read your application through from their perspective before submitting? If the answer to each of the question is ‘’yes’ – Well Done

7. The Sift: 7 The purpose of a sift is to assess and score the evidence provided on the application form. The sift panel, which is made up of two or three representatives of the business, will discuss and agree standards against which they assess each application. There is a single rating scale used throughout Government, which allows candidates to compare feedback from applications made to different departments. GSS operates the Guaranteed Interview Scheme (GIS) which sees all GIS applicants meeting the minimum standard as outlined above invited to interview. RatingLabelDefinition 1Not DemonstratedNo positive evidence of the competency 2Minimal DemonstrationLimited positive evidence of the competency, without consistency 3Moderate DemonstrationModerate positive evidence of the competency, without consistency 4Acceptable DemonstrationAdequate positive and consistent evidence of the competency 5Good DemonstrationSubstantial positive and consistent evidence of the competency 6Strong Demonstration Substantial, consistent positive evidence of the competency and includes some evidence of exceeding expectation 7Outstanding DemonstrationEvidence provided wholly exceeds expectation at this level

8. The Interview 8 If you have achieved the pass mark set by the sift panel you will be invited to attend an interview. The purpose of the interview is to test your suitability for the requirements of the role and gives all candidates an opportunity to express their views and present their evidence You need to prepare well for a good interview – Fail to prepare, prepare to fail The interview will be based on the competencies that were defined in the vacancy advertisement and will last approximately an hour, although this may vary depending on the role and the number competencies being assessed. At interview you will also be tested on the Civil Service Competency framework. These skills are not tested at the application form stage. Don’t be put off by the panel taking notes. It’s important that they make a record of your answers so that they are able to score you at the end of the interview and provide feedback at the end of the process. This feedback will be provided via the Civil Service Jobsite. The interview, combined with any other selection activity, will inform the panel which candidate is right for the job based on their merit. The job will be offered to the person who would do it best.

9. Feedback 9 GSS uses the on-line Civil Service Job Site to advertise vacancies across the civil service and externally and manage the recruitment process. Candidates will receive feedback on their application form and, if relevant, their interview performance via the on- line system. This information can be used to support future applications.

10. Preparing for an Interview - Your Checklist 10  Read through your application form to refresh your memory of the evidence you provided  Think about how you might expand on the examples you gave at the application form  Think about other strong examples you could use  Arrange a practice interview with people you trust (friends, colleagues, current manager, etc) - practice makes perfect  Check out the GSS website  Make sure you know where the interview is taking place and how to get there  Make sure you take along all requested ID documents  Think about what to wear, your posture and your non-verbal behaviour  Remember, it’s not about being good enough for the job, it’s being the best candidate for the job – interviews are competitions  Remember that pretty much everyone feels the same about interviews – they make you nervous; know what works best for you in terms of calming your nerves.

11. Other Assessment Activity 11 The interview panels will test candidates on: Their suitability for the job Their suitability for technical/specialist skill (when appropriate) Their suitability for the grade Some recruitment campaigns will include an additional assessment activity as part of the selection process. This could be: - Written exercise - Work sample exercises - Group role play - Presentation (which may involve a follow up question and answer session) - Situational judgement test If this is the case, candidates will be made aware beforehand

12. Learning and Development Statistical Officers recruited centrally and those who join the GSS become part of the Government Statistical Group (GSG). New Entrants to the GSG will receive: Induction training (Within 0-6 months) focuses on: GSS history and the UK statistical system since the introduction of the Statistics and Registration Services Act 2007, career management, GSS Governance, communication skills for day-to-day success, the use of statistics in policy making and GSS future Strategy. GSS Statistical Foundation Course (Within 6-12 months) course captures the steps of the Statistical Value Chain (from collection and design all the way through to the dissemination of data) with case studies drawn from the GSS. It helps to bridge the technical gap from university to working in the GSS. A programme of continuous professional development. Statistical officers are required to keep a logbook of their professional development and they are encouraged to be part of professional communities, both inside and outside government. As a member of a professional community you will receive updates on the latest professional developments, further updates on training opportunities, seminars, talks and forums can be found on the GSS website. Secondment opportunities to other government departments or to external organisations.

13. Security Clearance 13 All new recruits to the GSS must meet certain security standards. All offers of employment are conditional on successful completion of security clearance. The following conditions will affect your security clearance and therefore may affect your eligibility for our vacancies Criminal record: If you have criminal records Nationality and Immigration status: Particularly relevant if there are specific nationality and residency requirements for the advertised role. Address History: If you have lived at numerous addresses in the UK in the last 5 years. Lived outside UK: You should have been resident in the United Kingdom for the last 3 years and for 5 years or more for higher security roles. Employment History: If you have had multiple employers in the last 5 years. Credit Reference Check: If there any financial concerns that could lead to potential vulnerability. The credit reference check is made to assess the financial state of the individual being vetted. Others factors: Associated with, or have or lived in areas associated with organisations seeking to disrupt the government or have family who have associated with, organisations and/or individuals known to security services e.g. Northern Ireland.

14. Useful Links Civil Service Competency Framework http://www.civilservice.gov.uk/wp-content/uploads/2012/07/Civil-Service- Competency-Framework-July-2012.pdf Statistician Competency Framework https://gss.civilservice.gov.uk/wp-content/uploads/2013/04/Statistician-Competency- Framework.pdf List A Techniques https://gss.civilservice.gov.uk/wp-content/uploads/2013/04/GSG-List-A-Topic- Guide-January-2014.pdf

15. 15 Good Luck! If you need more information/advice please email: GSS.Capability@statistics.gsi.gov.uk