Social Researcher - Voter Registration & Election Policy
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Job description
The Union and Constitution Group is part of the Department for Levelling Up, Housing and Communities (DLUHC). Our work on elections, devolution and the union between UK nations is a key priority for the Department and the Prime Minister - it is an exciting time to work on the union and constitution.
Given the high profile and political nature of Constitution Group Analysis’ remit, analysts in CGA work across high priority, important and complex analytical questions. The team works collaboratively with policy and delivery colleagues as well as with analysts across Government.
We are looking for a HEO social researcher with strong research and analytical skills. The role will focus on the election portfolio, which will involve working across a number of high priority research and evaluation products. This work relies on building strong relationships with a range of stakeholders - including policy teams in DLUHC, elections teams in local authorities, analysts and stakeholders across the Civil Service, and researchers at the Electoral Commission.
Recent research projects we have delivered and published include a research report for the Modern Electoral Registration Programme (MERP) Evaluation and the voter identification research: a photographic ID ownership in Great Britain (a nationally representative survey) and evaluations of the 2018 and 2019 voter ID pilots.
The exact responsibilities will depend on the skills and experience of the successful candidate and the priorities at the time, but will likely include:
Electoral Integrity Programme (EIP) research and evaluation: the role will involve supporting with the delivery of a large scale and complex evaluation across a range of policy measures that are included in the EIP. This is likely to involve: conducting in-house analysis of administrative and monitoring data to assess the impact and effectiveness of the programme; designing and administering an online survey for Electoral Registration Officers; and supporting with qualitative research commissioned as part of the evaluation.- Modern Electoral Registration Programme (MERP): working on a 3-year evaluation that started in 2020 following reforms to the way the annual canvass is conducted by elections teams. The evaluation consists of annual qualitative and quantitative research with electoral services staff.
With all the products above, the postholder will need to be flexible in responding to urgent deadlines, prepare both briefing and analytical products where possible whilst also being able to explain complex issues to senior government officials.
Person specification
To apply for this post, you must be an existing member of the Government Social Research (GSR) profession, or meet the entry requirements for the profession (outlined below).
We are looking for an analyst with the following key skills:
Analytical skills: strong research skills and experience of applying appropriate analytical and research methods to answer different research questions.- Evaluation: understanding of different types of evaluation (process or impact); methods used for evaluation (experimental, quasi-experimental or theory-based) and an interest in developing skills in policy evaluation.
- Communication: ability to communicate research and analysis clearly to a range of internal and external stakeholders and support evidence-based decision-making.
- Interpersonal skills: works collaboratively with other team members and stakeholders to provide high-quality and relevant research and analysis.
- Comfortable working in a fast moving and high-profile policy environment.
Entry Criteria:
This post is open to members of Government Social Research (GSR) or candidates that meet the entry criteria set out below.
Civil Servants who are currently a GSR member will retain their professional membership in this role. Please make any current affiliation clear in your application.
External candidates or civil servants without a current affiliation will be assessed for accreditation to Government Social Research as part of the recruitment process. You will be required to sit an initial test as part of the accreditation process.
If you’re not a member of GSR already, you need to meet one of the following entry criteria:
Entry criteria for GSR:
Relevant Qualification: Hold an undergraduate degree, at a minimum of 2:1 or 2:2 with a postgraduate degree, in a social science subject. A qualifying social science subject is one which contains substantial social research methods training (comprising around one third of modules taken in the course) including quantitative research methods and three of the following: systematic/literature reviews; qualitative methods; interpretation of data and presentation of results; study design and hypothesis testing; and application of ethics to research.
OR
Professional Experience: Hold an undergraduate degree, at a minimum of 2:1 or 2:2 with a postgraduate degree, in any subject, or hold a degree equivalent (for example, an advanced Certificate or Diploma from MRS) and have at least 4 years’ social research practice experience. Social research practice experience consists of experience working in a research agency, market research agency or specialist research team. To enter the GSR through this route you must make explicit the breadth and depth of your research experience and skills, which must include quantitative research methods and three of the following: systematic/literature reviews; qualitative methods; interpretation of data and presentation of results; study design and hypothesis testing.
Behaviours
We'll assess you against these behaviours during the selection process:
- Making Effective Decisions
- Working Together
- Delivering at Pace
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%
Things you need to know
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!)
GSR Testing
Candidates who ARE NOT members of Government Social Research service (GSR) will be invited to sit the Government Social Research Knowledge test. This is the first part of the GSR membership process and you must pass this test for your application to progress to the next stage of the recruitment process.
We will arrange for you to sit the GSR Knowledge Test as soon as possible. This test must be completed prior to interview and if candidates fail the knowledge test their application is terminated at this point.
If you are not an existing GSR member, please email Analytical.Recruitment@levellingup.gov.uk from your email account to let us know you are not a full member of Government Social Research service. We will arrange for you to sit the GSR Knowledge Test as soon as possible. This test must be completed prior to interview and if candidates fail the knowledge test their application is terminated at this point.
Candidates who are EXISTING members of Government Social Research service (GSR) do not need to complete this test as part of their application.
If you are a GSR member, please email Analytical.Recruitment@levellingup.gov.uk from your Departmental email account to let us know you are a full member of Government Social Research service. Your application will progress to the next stage of the recruitment process.
Candidates who do not pass the filter and eligibility questions will not move to the second stage.
At sift, we will be assessing:
Technical (Lead Question) - In no more than 250 words, please demonstrate your experience in applying the technical skills required for the Government Social Research (GSR) profession. We'll assess you against these technical skills during the selection process:
- GSR membership/entry criteria
- GSR Technical Skills:
- knowledge of research methods, techniques and application of these in small projects
- analysis and interpretation
https://www.gov.uk/guidance/the-government-social-research-competency-framework
Making Effective Decisions
Working Together
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, ability, technical and strength based questions as listed in the advert. The strength based questions will require natural responses from the candidates. Candidates may be required to deliver a presentation more details will be given at the stage.
In full the campaign will test the below Success Profile Elements:
Behaviours: Making Effective Decisions, Working Together, Delivering at Pace
Technical: We’ll test you on the technical skills shown in the GSR technical framework at Research Officer level https://www.gov.uk/guidance/the-government-social-research-competency-framework
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:
- Wolverhampton
- Darlington
- Leeds
There may be opportunities for candidates to work flexibly depending on the business needs. This will be discussed with the vacancy manager on a case-by-case basis if you are successful for the role.
SIFT AND INTERVIEW DATES:
Sifting is envisaged to take place W/C 12th of December 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 recruitment@levellingup.gov.uk 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
Feedback will only be provided if you attend an interview or assessment.
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We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles.
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