Chief of Staff to the Chief Security Officer

The Chief Security Officer has one of the most significant security roles in the UK. DWP touches the lives of more than 20 million people and is responsible for circa £300bn of annual welfare spend. The department employs around 90,000 FTEs and operates from over 750 physical locations. ​

Working to the Finance Director General, the Chief Security Officer sits on the Finance Group Executive Team with overall responsibility for identifying DWP’s key security and data protection risks and setting relevant policies and standards across the organisation to deliver balanced and appropriate security controls. This enables the business to deliver the pension and benefits system to some of the most vulnerable people in UK society. ​

We are seeking a Chief of Staff to support the Chief Security Officer.

This is a high-profile, fast-paced opportunity, offering significant exposure to senior leadership and strategic decision-making at a pivotal point for the organisation. The postholder will work at the heart of the security leadership function, helping to shape the future operating model and strategic direction as well as ensuring continuity.

The postholder will be expected to operate with confidence and credibility, contributing actively to Senior Leadership Team discussions, providing insight, challenge and perspective, and supporting the CSO in navigating complex, system-wide issues.

Key Responsibilities

• Strategic support Develop and maintain a deep understanding of the CSO's remit, priorities, risks and stakeholder landscape.
• Provide strategic advice, challenge and support to aid informed decision-making.
• Identify emerging issues, risks and opportunities and ensure the CSO has clear visibility of matters requiring attention.
• Support the development and delivery of security strategy, governance and organisational priorities.
• Executive briefing and communications Lead the development of briefing packs, submissions and other materials to support ministerial, Permanent Secretary and senior stakeholder engagement.
• Ensure the CSO is appropriately prepared for meetings, boards, visits and external engagements.
• Coordinate clear and consistent messaging across Security and Data Protection and wider departmental stakeholders.
• Governance and leadership support Support the effective operation of senior governance forums and leadership meetings.
• Attend senior meetings and boards on behalf of, or alongside, the CSO, capturing key decisions, risks and actions.
• Monitor progress against agreed actions and ensure effective follow-through across the organisation.
• Assist the CSO in driving performance, accountability and delivery across the Security and Data Protection function.
• Coordination and stakeholder management Act as a central point of coordination between the CSO, Senior Leadership Team and key stakeholders.
• Build and maintain effective relationships across DWP, wider government and external partners.
• Coordinate cross-functional activity, ensuring delivery remains aligned with strategic priorities.
• Support engagement with senior leaders, directors, deputy directors and corporate partners.
• Risk, insight and continuous improvement Provide oversight of strategic risks, dependencies and organisational priorities.
• Analyse complex information from multiple sources and present clear recommendations to support executive decision-making.
• Identify opportunities to improve governance, reporting, communication and operational effectiveness.
• Support the development of management information, reporting and assurance products for senior audiences.

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.

Stage 1 – Application and Sift

As part of the application process, you will be required to submit:

• A completed application form, including your employment history, education, professional qualifications and relevant achievements.
• A CV and a personal statement of a maximum 750 words demonstrating how you meet the criteria. The sift panel will assess your application against the criteria, using the information provided in your employment history and personal statement.
• You are also requested to provide a 250 word statement at application for the lead Behaviour, "Seeing the Big Picture".

Should a large number of applications be received, an initial sift may be conducted using the lead behaviour, Seeing the Big Picture. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.

A NOTE ON ANONYMISATION

Due to DWP’s use of anonymised recruitment practices it is not possible for applicants to upload/attach a CV; any information that you would customarily share on a CV should therefore be entered onto the application form. Please ensure you provide sufficient information to enable the sift panel to make an informed judgement about your suitability for this role.

IMPORTANT INFORMATION

Please include all other information that you would customarily provide when presenting a CV/Personal statement, as the sift panel use this information to assess your application (please note, reference to lead behaviour sift only in the event of a large number of applicants).

DWP operates an anonymised recruitment process. When entering information relating to your employment history you will be asked to remove any personal details that could be used to identify you. This relates to name and contact details which might usually appear on your CV/Personal statement. Failure to do so will result in your application being withdrawn.

Stage 2 – Fireside Chat with the Chief Security Officer

Stage 3 - Formal Interview.

Behaviours

Four behaviour questions covering:

• Seeing The Big Picture
• Communicating and Influencing
• Working Together
• Delivering at Pace

Strength based questions

A series of strength-based questions designed to explore what you enjoy doing, how you naturally approach situations and where you are most likely to perform at your best.

Sift and Interview Information:

Where there is a large amount of applications a long sift will be completed on the behaviour Seeing the Big Picture.

Sift and Interview dates to be confirmed.

This role is full time only. Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying.

Further Information​

At the Department for Work and Pensions (DWP) we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce.

Find out more about working for DWP on the DWP Careers Hub.

Reserve List

A reserve list may be held for a period of 6 months from which further appointments can be made.

If you are placed on a reserve list but we cannot immediately offer you a post, please note:

• If you are later offered the role you applied for, in a location you have expressed a preference for, and you decline the offer or are unable to take up the post within a reasonable timeframe you will be withdrawn from the campaign and removed from the reserve list, other than in exceptional circumstances (e.g. a contractual Part Time Working Pattern cannot be accommodated in the initial role offered or in cases of serious ill health).
• If DWP makes an offer of an alternative role or location to that which you originally applied for, and you decline that offer, you will be able to remain on the reserve list.

Disability Confident Scheme

If high application volumes are received, the benchmark for candidates to proceed to the next stage may be raised. In line with our commitment to the Disability Confident Scheme (DCS), we aim to advance all candidates applying under the DCS who meet the minimum standard. However, we may only progress those candidates who best meet the required standards.

Reasonable Adjustments

We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia.

If you need a change to be made so that you can make your application, you should contact the Government Recruitment Service via DWPRecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.

Complete the “Reasonable Adjustments” 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.

Integrity, plagiarism and Civil Service Principles

The Civil Service values honesty and integrity and expects all candidates to abide by these principles.

Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words.

Examples of plagiarism can include:

• Presenting the work, ideas and experience of others as your own
• Copying content or answers from an online or published source that is not your own

Disclosure and Barring Service and Internal Fraud Database Checks

To process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service or Disclosure Scotland 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 Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.

For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk

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 applicant’s 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.

If successful and transferring from another Government Department, a criminal record check will be carried out.

Important

New entrants are expected to join on the minimum of the pay band.

Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. If you are a current employee and are successful you must be able to be released from your current post within four weeks.

Those on protected TUPE/ COSoP terms and conditions applying on promotion or voluntary permanent level move will adopt DWP’s Terms and Conditions and this may have a different impact on pay and allowances. Please review this prior to acceptance of a role.

Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing. Accepting a post will be taken to mean acceptance of revised terms & conditions.

Civil Servants applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary.

Any move to DWP from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may, however, be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at the Childcare Choices Website.

For further information on National Security Vetting please visit the Demystifying Vetting website.

Feedback

Feedback will only be provided if you attend an interview or assessment.