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Job summary

DLUHC is recruiting for new roles to deliver the UK Shared Prosperity Fund (UKSPF) for Northern Ireland.The UK government is managing delivery of the UKSPF in Northern Ireland. As a high profile levelling up fund, with high interest across government, and with Northern Ireland Departments and partners, timely delivery is essential.

The team will work closely with local partners to implement delivery of the NI UKSPF Investment Plan in a way that reflects the needs of Northern Ireland’s economy and society. You will contribute to the successful delivery of the fund, maximising the impact of £127m of funding to support levelling up, promote pride in place and increase life chances for Northern Ireland’s people, businesses and communities.

This role will play a key part in assessing and enabling investments in high quality projects, promoting pride in place and increasing life chances for Northern Ireland’s people, businesses and communities.

Job description

Key responsibilities include: 

•    Contributing to delivery of the NI Investment Plan by managing a personal workload of UKSPF applications and a workload of projects in delivery;•    Stakeholder engagement, including supporting the Partnership Group for Northern Ireland and wider partner communications;•    Supporting any further development of systems and processes for project selection, contracting and monitoring and assurance; •    Flexibly, as part of a small team, assisting wider UKSPF activity, including reporting and evaluation.•    Flexibly support wider NI Area Team activity, including complementary funding to UKSPF.

Person specification

Essential:•    Funding delivery expertise, including capability to assess project applications and a good understanding of issues such as State Aid, subsidy control and due diligence, contract management, evaluation and assurance.•    Communication and influencing skills, to effectively engage with a diverse range of partners.

Desirable:•    Knowledge of Northern Ireland politics•    Experience working with NI institutions and stakeholders•    Funding design skills – including development of funding delivery systems and processes where appropriate •    Familiarity with preparation of equalities impact assessments

Offered benefits

Learning and development tailored to your role

An environment with flexible working options

A culture encouraging inclusion and diversity

A Civil Service pension with an average employer contribution of 27%

Selection process details

We are for everyone 

At DLUHC we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce. We promote equality of opportunity in all aspects of employment and a working environment free from discrimination, harassment, bullying and victimisation. 

We would strongly recommend that applicants get in touch with the vacancy manager to find out more information about this role.  

We are for everyone 

DLUHC want to bring in a diverse workforce at all levels.  

Our application system is designed to remove as much bias as possible from the recruitment system – this means that a hiring manager does not know your name, your details, see your whole application in one go (or have your CV at review stage unless stated otherwise).  

Your answers are randomised and chunked up. This means that each assessor views sets of responses to questions for example all candidates’ responses to ‘Seeing the Big Picture’ rather than seeing a candidate’s full application. The science behind this is that recruitment can be subject to ordering and fatigue effects and we want to reduce this as much as possible.  

Most of our campaigns utilise multiple assessors and so it is possible that each of your answers would be viewed by different assessors. 

When writing your application, remember: 

The assessor won’t be reading your answers sequentially.  

Do not assume that the same assessors will have read all of your answers.  

If talking about something in your first answer, make sure that you write the second answer as if you had not written the first (and so on!)

At sift, we will be assessing 

Experience (Lead Criteria): What experience do you have of assessment, contract management or delivery of government funding programmes?

Behaviour: Making Effective Decisions

Behaviour: Communicating and Influencing

Behaviour: Managing a Quality Service

Behaviour: Delivering at Pace

There is a 250 word limit per question. 

In the event that we receive a large number of applications, we may conduct an initial sift using the lead behaviour listed in the advert. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview  

The interview will be of a blended nature consisting of behaviour, experience and strength based questions as listed in the advert. The strength based questions will require natural responses from the candidates.

In full the campaign will test the below Success Profile Elements: 

Behaviours: Making Effective Decisions, Communicating and Influencing, Managing a Quality Service, Delivering at Pace

Experience: Yes 

Strengths: Yes 

We do not consider direct CV applications to our Recruitment mailbox – you must apply for this role via the application link on Civil Service Jobs 

Please note that near miss offers may be made at the lower grade to candidates who do not meet the grade criteria for this campaign. 

HEO salary 

The salary for this role is £30,792 (National). 

For existing civil servants, the usual policy on level transfer and promotion will apply and is non-negotiable. 

BENEFITS: 

Transfers across the Civil Service on or after 4 October 2018: Any move to DLUHC 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 

For further information about the benefits available to DLUHC employees, please see the attached Candidate Pack. 

GEOGRAPHICAL LOCATION: 

Belfast

SIFT AND INTERVIEW DATES: 

Sifting is envisaged to take place W/C 20th February 2023 with interview dates to be confirmed. All interviews are currently being held remotely via videocall. 

RESERVE LIST:  In the event that we identify more appointable candidates than we currently have posts available, we will hold applicant details on a reserve list for a period of 6 months from which further appointments can be made. This may include roles at a lower grade. Candidates placed on a reserve list will be informed of this. Due to the length of time CTC checks can take, our HR Shared Services team will contact reserve list candidates for London based roles to commence CTC checks. Those candidates who do not wish to remain on the reserve list should contact [email protected] to be removed from the reserve list. 

Before starting your application it’s very important to make sure that you are eligible to apply and meet the Civil Service nationality requirements. All candidates are expected to read the information provided in the DLUHC candidate pack regarding nationality requirements and rules 

Candidate Pack Information 

Please see attached Candidate pack for further information. 

Internal Fraud Database 

The Internal Fraud function of the Fraud, Error, Debt and Grants Function at the Cabinet Office processes details of civil servants who have been dismissed for committing internal fraud, or who would have been dismissed had they not resigned. The Cabinet Office receives the details from participating government organisations of civil servants who have been dismissed, or who would have been dismissed had they not resigned, for internal fraud. In instances such as this, civil servants are then banned for 5 years from further employment in the civil service. The Cabinet Office then processes this data and discloses a limited dataset back to DLUHC as a participating government organisations. DLUHC then carry out the pre employment checks so as to detect instances where known fraudsters are attempting to reapply for roles in the civil service. In this way, the policy is ensured and the repetition of internal fraud is prevented.  

For more information please see- Internal Fraud Register