Internal Abuse Monitoring Analyst (Operations)

The Internal Abuse Monitoring Team plays an important role in protecting DWP systems, information and the citizens we serve.

As an Internal Abuse Monitoring Analyst, you will work as part of a supportive and experienced team, reviewing system activity and identifying unusual behaviour which may indicate inappropriate access to information, misuse of systems or potential breaches of policy.

This is a rewarding analytical role that combines attention to detail, curiosity and problem solving. You'll use information from a range of sources to identify patterns, assess concerns and build evidence-based referrals for further consideration where appropriate.

No two cases are exactly the same. Whether reviewing system alerts, examining user activity or identifying emerging trends, your work will help safeguard sensitive information, support the integrity of DWP services and contribute to maintaining public trust.

This role offers the opportunity to develop specialist knowledge within a collaborative team environment where learning, knowledge sharing and continuous improvement are actively encouraged.

Hybrid working

This role may be suitable for hybrid working, which is where an employee works part of the week in their DWP office and part of the week from home. This is a voluntary, non-contractual arrangement and your office will be your contractual place of work.

If a hybrid working arrangement is suitable for the role and for you, you will normally be required to spend a minimum of 60% of your contracted working hours from your DWP office.

If you have a disability, caring responsibilities, or other circumstances that may affect your ability to meet the minimum office attendance requirement, please discuss this with us using the contact details in this advert.

This role can only be worked in the UK and not overseas.

As an Internal Abuse Monitoring Analyst, you will:

• Review and assess alerts, user activity and monitoring outputs to identify behaviour that may require further examination.
• Analyse information from multiple sources to identify patterns, anomalies and potential risks.
• Conduct detailed reviews of system activity and determine whether activity is consistent with business need and policy requirements.
• Record findings accurately and maintain clear audit trails to support decision making.
• Prepare evidence-based referrals where concerns require further investigation by appropriate business areas.
• Contribute to the identification of emerging trends, themes and risks that may impact DWP systems, data or services.
• Work collaboratively with colleagues across Personnel Security and Insider Threat Monitoring Group and wider business areas where required.
• Support continuous improvement by identifying opportunities to enhance monitoring activity, reporting and operational processes.
• Maintain professional standards when handling sensitive information and applying relevant policies, procedures and legislation.

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.

Application and assessment process

We use a number of assessment methods during the recruitment process to give you the opportunity to demonstrate your suitability for the role.

Stage 1 – Civil Service Verbal reasoning Test

After submission of the first stage of your application you will be invited to complete a Civil Service Verbal Test. If you successfully pass the test, you will be invited to complete the final stage of the application.

Please complete the online tests as soon as possible (within 24-48 hours is recommended), the closing date for the tests is 23:55 on 24/11/2026. If you fail to complete the online test before the deadline your application will be withdrawn. Guidance for the test will be available when you are invited to take the test. The tests are administered online and accessed via the CS Jobs website.

You will be directed to the Talogy - True Talent – Scheduled Maintenance Window Webpage for online tests during an outage.

Our online test supplier will be performing scheduled maintenance between 01:00 on 14/11/2026 and ending at 04:59 on 16/11/2026. You may be unable to access tests during this period.

If you are in the middle of a test when the maintenance begins, your progress will be paused. You will be able to resume your test from where you left off via your application centre once the downtime has ended. Please note that you will not be able to launch any new tests while the system is offline.

Stage 2 – Application

You will be asked to provide:

• a 250-word example against the Making Effective Decisions behaviour
• a 1000-word personal statement demonstrating how you meet the essential criteria
• a CV, setting out your employment history, skills and relevant experience

Initial sift

If we receive a high number of applications, we will carry out an initial sift using your 250-word Making Effective Decisions example.

Candidates who meet the required standard will progress to the full sift.

Full sift

At full sift, your CV and 1000-word personal statement will be assessed together and awarded a single combined score against the essential criteria for the role.

Your personal statement should explain how your skills and experience demonstrate the essential criteria, using examples where appropriate. Your CV should provide supporting evidence of your relevant experience.

Interview and assessment

Candidates who are successful at sift will be invited to an interview and analytical exercise.

Analytical exercise

You will first complete a short analytical case exercise. You will be given information to review and asked to consider the evidence, identify relevant issues or anomalies and reach a conclusion based on the information available.

Following the exercise, you will be asked to talk the panel through your approach, including what you identified, how you assessed the information and the reasoning that led to your conclusions. The panel may ask follow-up questions to explore your analysis and thought process further.

You do not need specialist knowledge of internal abuse monitoring to complete the exercise.

Interview

Following the analytical exercise and discussion, the face to face interview will consist of:

Two Civil Service behaviour questions, Managing a Quality Service and Communicating and Influencing,

• four strength-based questions relevant to the role.

Sifting for this role will be concluded as soon as the advert closes. Interview dates to be confirmed. Interview locations to be confirmed and will be at job location sites, depending on the majority location preferences of the interviewees.

Sift and interview dates to be confirmed.

Applicants are required to meet the UK residency requirements so that National Security Vetting (NSV) checks can be conducted.

You must have resided continuously in the UK for Security Check (SC): at least 3 of the last 5 years, 2 of which must have been the immediately preceding years from the point of applying for this job.

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.

Vetting

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.