Birmingham, Bristol, Leeds, London, Manchester
About the job
We are looking for an experienced developer to work as a member of the Digital Land team in the Ministry of Housing, Communities & Local Government (MHCLG). We are a team of digital specialists, and policy people working with urban planners, and local government to make more land and housing data available to fix the broken housing market.
You’ll be developing data visualisations, pipelines, and prototyping other tools to help people publish data across local government. You’ll thrive using agile methods and enjoy working openly, collaboratively and as part of a truly multidisciplinary team focused on a number of different projects related to planning, land and housing data.
Responsibilities• Building digital services to serve a variety of citizen and government needs, taking responsibility for the quality of code you produce
• Implementing services and APIs for purposes such as collecting, processing and presenting data to our users, building prototypes and integrating with services and software used by local government
• Sharing knowledge of tools and techniques with your wider team, both developers and non-developers
• Acting as a digital ambassador, supporting recruitment, identifying good practices for others to adopt and sharing experiences through blog posts, talks at conferences etc.
• Participating in workshops, retrospectives, design crits, user research testing and feedback workshops, and other collaborative work usual in a digital team
• Providing technical leadership within the team advising and working with developers to identify the best solutions
• Taking responsibility for solving often complex, technical and design issues
Successful candidates should be able to demonstrate the following skills & experience
• Good software development skills, specialising either in front-end development, or backend development with an emphasis on processing data
• An understanding of how to build accessible, progressively enhanced services on the Web
• Knowledge of how to build automated tests to support our continuous deployment environment
• The ability to quickly research and learn new programming tools and techniques
• Helping colleagues with their career development and coaching more junior staff members
• Some experience of line management would be beneficial
• Some experience of working with geospatial data would be beneficial
We'll assess you against these behaviours during the selection process:
- Working Together
- Developing Self and Others
- Managing a Quality Service
We'll assess you against these technical skills during the selection process:
- Can you tell us about some of the tools and techniques you have used to clean, process and visualise data?
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension
Things you need to know
Successful candidates must pass a disclosure and barring security check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check
Selection process details
This vacancy is using Success Profiles
, and will assess your Behaviours, Strengths, Experience and Technical skills.
MHCLG want to bring in and bring on a diverse workforce at all levels.
The 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:
Technical (Lead Question): Can you tell us about some of the tools and techniques you have used to clean, process and visualise data?
Behaviour: Working Together - Can you tell us a little about your experience working as part of a team, and how you contributed to its success?
Behaviour: Developing Self and Others - Can you tell us some of the ways you discover new technologies, approaches, and techniques, and how you then communicate what you have learnt to other people?
Behaviour: Managing a Quality Service - Can you describe some of the techniques you use to ensure the software you develop functions in the way you intend?
Experience: What experience do you have of developing or supporting software in a beta or live environment?
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 based on the lead behaviour.
The interview will be of a blended nature consisting of behaviour, experience, ability, technical and strength based questions as listed in the advert. The strength based questions will require natural responses from the candidates.
Please note we do not consider CV applications – you must apply for this role through Civil Service Jobs:
Transfers across the Civil Service on or after 4 October 2018:
Staff transferring from other government departments to a new PAYE scheme on any type of move other than TUPE/COSOP will lose their access to salary sacrifice for childcare. However, MHCLG do have childcare voucher scheme for under-5s and have a staff benefits scheme offering cycle to work and discounted shopping vouchers.
For further information about the benefits available to MHCLG employees, please see the attached Candidate Pack.
SIFT AND INTERVIEW DATES:
Sifting is envisaged to take place from 9th July 2020 with interviews provisionally scheduled for 16th July 2020.
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 firstname.lastname@example.org to be removed from the reserve list.
CTC (Counter-terrorism Clearance):
Successful candidates for roles based in our 2 Marsham Street building must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check and the process can take up to 8 weeks to complete.
Please note that successful candidates will need to pass the CTC security checks – this requires you to have been resident in the UK for the past 3 years. Please refer to the MHCLG Notes on Security Clearance section of our Candidate Pack for further information on Counter Terrorism Clearance (CTC).
Candidates should also note that with effect from 1st August 2018 the department will also check all applicants who are successful at interview, against the Internal Fraud Database (IFD) held by the Cabinet Office. In accordance with the Civil Service Internal Fraud Policy, any applicant who is included on the IFD will be refused employment by MHCLG. Please see the Candidate Pack for further information on the Internal Fraud Database.
TERMS & CONDITIONS STATEMENT:
• Please note that existing MHCLG staff currently within their probation period would still need to complete their probation should they be successful for the role.
Grade 7 policy role
• The salary for this role is circa £56,000 (London) or £51,500 (National), in exceptional circumstances, a salary of up to £1,000 higher might be available.
• For existing civil servants, the usual policy on level transfer and promotion will apply and is non-negotiable.
Candidate Pack Information
Please see attached Candidate pack for further information and guidance on:
•Internal Fraud Database
•Notes on Security Clearance
•Additional Information on Modernised Terms and Pay
Feedback will only be provided if you attend an interview or assessment.
Working for the Civil Service
The Civil Service Code
sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
Apply and further information
Contact point for applicants
|Job contact :|
|Name : || ||Paul Downey|
|Email : || ||email@example.com|
|Recruitment team :|
|Email : || ||firstname.lastname@example.org|