Job summary
The Sport and Gambling Analysis team is a dynamic and energetic group of individuals, with a drive to use data and evidence to shape and inform better policy decisions. We are an analytical spoke team, part of the wider Sector Analysis team, supporting Sport and Gambling policy directorate, where we get to work on areas as diverse as hosting a major sporting event, providing support for swimming pools, building new football pitches, designing regulatory framework for gambling and getting people across the country physically active.
The role of S&G Analysis team is to ensure high-quality evidence informs all stages of policy development and delivery through rigorous analysis and building a robust evidence base. More recently, our work has been focussed on Government’s missions, including Health, Growth and Opportunity Mission. You’ll also benefit from being embedded in the policy directorate and therefore work closely with policy officials, esp on the Gambling side, with regular opportunities to engage and present to senior stakeholders and at conferences.
We are an inclusive, welcoming and friendly team comprising around 10 analysts with a diverse range of skills and backgrounds. There is a brilliant, collaborative culture across DCMS policy teams and the wider DCMS analytical community, too. In this role you will be part of both analytical and policy teams, meaning you will get the best of both worlds!
Job description
We are looking for a highly-driven and data-confident social researcher / economist (with relevant evaluation experience) to lead on the development, management and delivery of the Gambling Act Review Impact Evaluation, and other Gambling and Lotteries research priorities. This is a unique and exciting opportunity to work on DCMS’ high-profile regulatory programme and its evaluation.
The key responsibilities for this role will include:
- Leading on the highly complex evaluation for the Gambling Act Review, which will include process and impact evaluation.
- Working closely with policy, the regulator (Gambling Commission) and industry stakeholders as well as managing the contract with the supplier to deliver on the full range of activities, from early delivery through to final reporting, including proactively managing risks.
- Communicating updates on the evaluation with a range of stakeholders, including senior officials within DCMS and GC.
- Steering agenda and meetings with the Evaluation Advisory and Steering groups.
- Drafting technical reports, advice papers and analytical notes to a high standard for senior stakeholders and clearly communicating complex concepts.
- Working on other projects across the Gambling Analysis team, as required, providing advice on evaluations, research methodologies and consultations.
- Working with other analysts and policy colleagues across Gambling and leading on improving our evidence base to support better data driven policy decisions, either via commissioning research or through internal analysis.
- Being a visible, effective leader in the analytical spoke, DCMS and the wider sector.
Person specification
Essential Requirements:
- Experience in application of evaluation research approaches, including advanced evaluation approaches (e.g. theory-based, experimental/quasi-experimental approaches);
- Strong team leadership skills, including an ability to lead, develop and inspire teams to deliver analysis in complex policy areas.
- A track record of building strong relationships with policy customers and external partners, to ensure analysis is trusted and used effectively.
- Excellent communication skills with the ability to articulate the value of research and evaluation and communicate technical information to a broad range of stakeholders;
- Ability to make judgements about which research methods are appropriate in different situations;
- Membership of either Government Social Research or or Government Economic Service, or eligibility to become a member.
Desirable Skills:
- Experience of working on large-scale evaluations, including experience of contract management in the delivery of research and/or evaluation;
- Knowledge of the Gambling sector or regulatory policy and/or enthusiasm for it.
- Ability to quickly understand technical and complex policy areas.
We are running an information session where prospective applicants can find out more about the role. This will be hosted by Sukriti Verma, and will take place on:
- Thursday, 27th March, 2-3 pm
The session will be an opportunity to hear more about the role, the team and wider directorate and the department. It will also be an opportunity for you to ask any questions.
Please register your interest by filling out this Registration form here by 26th March 5 pm and you will be sent an invitation.
Please note that the session will not focus on the DCMS recruitment process – please direct any queries that you have on this topic (timelines, reasonable adjustments, onboarding etc) to recruitment.team@dcms.gov.uk
Behaviours
We’ll assess you against these behaviours during the selection process:
- Leadership
- Communicating and Influencing
- Working Together
Technical skills
We’ll assess you against these technical skills during the selection process:
- “Application of knowledge” in the GES Technical Framework (Level 3 / G7); or “Technical skills” in the GSR Technical Framework (Principal Research Officer).
Benefits
DCMS values its staff and offers a wide range of benefits to everyone who works here. We’re committed to developing talent, and supporting colleagues to have great careers in our department. To support with that, some of the benefits we offer include:
- Flexible working arrangements and hybrid working – DCMS staff work on a flexible basis with time spent in offices, and time spent working from home
- 26.5 days annual leave on entry, increasing to 31.5 days after 5 years’ service
- A Civil Service pension with an employer contribution of 28.97%
- Access to the Edenred employee benefits system which offers discounts to popular retailers and access to various useful resources such as financial and savings advice
- 3 days of paid volunteering leave
- Up to 9 months maternity leave on full pay + generous paternity and adoption leave
- Staff reward and recognition bonuses that operate throughout the year
- Occupational sick pay
- Access to the Employee Assistance Programme which offers staff 24/7 confidential support and resources such as counselling, debt guidance and management advice
- Active and engaged staff networks to join including the LGBT+, Ethnic Diversity, Mental Health and Wellbeing and Gender Equality Networks
- Exceptional learning and development opportunities that you can explore alongside your day to day work
- Season ticket loan, cycle to work scheme and much more!
Terms and conditions at SCS grades will vary. Those applying for SCS roles should refer to the candidate information pack for more information on terms and conditions.
Things you need to know
Selection process details
To apply for this vacancy, you will need to submit the following documents which will assessed against the experience success profile:
- A CV setting out your career history, with key responsibilities and achievements. Please ensure you provide employment history that relates to the essential and desirable criteria, and that any gaps in employment history within the last 2 years are explained. The CV should not exceed more than 2 x A4 pages and you should insert your CV into the “Job History” section on Civil Service Jobs on the Civil Service Jobs application form.
- A Statement of Suitability (max 1000 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role in reference to the essential requirements highlighted. You may also choose to reference the desirable skills listed however these will not be considered in the assessment of your application except in circumstances where there are a high number and calibre of candidates.
For the shortlist, we will select applicants demonstrating the best fit for the role by considering the evidence provided in your application.
In the event of a large number of applicants, an initial sift will be conducted on the statement of suitability. Those who are successful in the initial sift will then be scored on all elements of the application.
For support in writing your application and interviewing, please refer to the ‘Application and Interview Guidance’ document attached to the job advert.
The interview process will assess behaviours, technical skills, and strengths.
The behaviours to be tested at interview are:
- Leadership
- Communicating and Influencing
- Working Together
Prior to the interview you will be sent the behaviour questions in advance.
You will not be made aware of the strengths being assessed prior to your interview.
The following technical skills will be assessed:
- “Application of knowledge” in the GES Technical Framework (Level 3 / G7); or
- “Technical skills” in the GSR Technical Framework (Principal Research Officer)
Your interview will take place remotely via GoogleMeets.
For indicative sift and interview dates please refer to the attached Candidate Information Pack.
Further Information
If the vacancy is offered as FTA/Loan, existing Civil Servants must join on a Loan basis only. Prior agreement to be released on loan must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return.
A reserve list may be held for a period of 12 months from which further appointments can be made.
Any move to Department for Culture, Media and Sport 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 https://www.childcarechoices.gov.uk
New entrants are expected to join on the minimum of the pay band.
DCMS has a London and a National pay scale. For more information on this, including the circumstances in which each pay scale will apply, please see the ‘Candidate Information Pack’ attached.
If successful and transferring from another Government Department a criminal record check may be carried out.
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 Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
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.
Reasonable Adjustment
We are committed to supporting candidates so they can perform at their best throughout the recruitment process. This includes making reasonable adjustments to our process.
In order to request an adjustment, please:
Complete the ‘Assistance required’ section on 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 a verbal test rather than a written one.
Alternatively, contact the Government Recruitment Service via dcmsrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.
Accessibility
If you are experiencing accessibility difficulties with any of the attachments, please contact us. Contact details can be found in the ‘contact point for applicants’ section of the job advert.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
Nationality requirements
Working for the Civil Service
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission’s recruitment principles (opens in a new window).
Diversity and Inclusion
Apply and further information
Contact point for applicants
Job contact :
- Name : Sukriti Verma
- Email : sukriti.verma@dcms.gov.uk
Recruitment team
- Email : dcmsrecruitment.grs@cabinetoffice.gov.uk
Further information
If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact recruitment.team@dcms.gov.uk in the first instance. If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: Visit the Civil Service Commission website.
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