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Ministry of Housing, Communities and Local Government Candidate Pack
Ministry of Housing, Communities
and Local Government
Candidate Pack
About the Department
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The Department
The Ministry of Housing, Communities and Local Government's job is to
create great places to live and work, and to give more power to local people
to shape what happens in their area.
MHCLG has four strategic aims
• driving up housing supply;
• increasing home ownership;
• devolving powers and budgets to boost local growth in England; and
• supporting strong communities with excellent public services.
We are ambitious for our people and we want our people – especially our senior
leaders – to be ambitious for MHCLG and what we can achieve.
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MHCLG Locations
Around one-quarter of the department’s staff work in offices outside London,
including the following locations:
• Birkenhead
• Birmingham
• Leeds
• London
• Manchester
• Newcastle Upon Tyne
• Nottingham
• Plymouth
• Sheffield
• Warrington
• Liverpool
• Bristol
• Cambridge
• Exeter
• Guildford
• Truro
• Hastings
• Hemel Hempstead 4
Our Offer to You
Not only will you have the chance to make a real difference to the people we serve, you
will also develop yourself and build a career with us through our recently launched People
Plan.
Our People Plan and You
The People Plan was launched in July 2016 and aims to help MHCLG become Smarter,
Stronger and more Streamlined. Melanie Dawes, Permanent Secretary said, “For
MHCLG, I am really proud of our new People Plan – launched in July – which set out our
new core curriculum, a great career offer and our plans to further improve diversity and
inclusion.”
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About the application process
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Nationality Requirements
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Before starting your application it’s very important to make sure that you are eligible
to apply and meet the Civil Service nationality requirements.
MHCLG roles are open to UK, Commonwealth, European Economic Area (EEA)
and certain non EEA nationals. Further information on whether you are able to
apply is available here.
Unfortunately, if you are successful for a campaign but do not meet the Civil
Service nationality requirements, your offer of employment will be withdrawn and
you will not be able to take up post. Please check this before applying.
Success Profiles
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During the application for this
role, we will be using the new
Civil Service Success Profiles:
You may find it helpful to read
through Success Profiles online:
https://www.gov.uk/government/p
ublications/success-profiles
The page contains various links
which sets out the five elements
of the Success Profile.
Civil Service Code
Civil Servants are appointed on merit on the basis of fair and open competition and
are expected to carry out their roles with dedication and a commitment to the Civil
Service and its core values: integrity, honesty, objectivity and impartiality. In this code:
• ‘integrity’ is putting the obligations of public service above your own personal
interests
• ‘honesty’ is being truthful and open
• ‘objectivity’ is basing your advice and decisions on rigorous analysis of the
evidence
• ‘impartiality’ is acting solely according to the merits of the case and serving equally
well governments of different political persuasions
These core values support good government and ensure the achievement of the
highest possible standards in all that the Civil Service does. This in turn helps the Civil
Service to gain and retain the respect of ministers, Parliament, the public and its
customers.
Any applicant for a MHCLG vacancy should be aware of the Code, and will be asked
to confirm that they can comply with it at interview. For more information on the Code,
please see the following link: https://civilservicecommission.independent.gov.uk/code/
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Preparing an application:
You must show, through the application and interview process, that you have the
appropriate level of knowledge, breadth of experience and, where appropriate,
professional skill for the post.
Under each heading you should produce a short and snappy statement that describes
one relevant example of your best achievement using 1st person singular (‘I’ not ‘we’)
taking account of any word count rule.
You are advised to use the STAR model:
- Situation (what was the setting and conditions, and what was your role)
- Task (what specifically needed to be done – when, why, etc.)
- Action (what did you do – in terms of your own contribution and ensuring the
contribution of others, How you did it and why)
- Result (What the outcome was and how you contributed to it – what difference did
you make)
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Your Application - Key Points:
The application form is your first opportunity to say why you’d be the best person for the
job.
It is a competition so you really need to ensure that you give your best and strongest
examples to reflect what the post requires.
Make it as easy as possible for the sift panel to assess your suitability for the job. This
means thinking about the relevance of your examples and how you set them out in your
application form.
Stick to the word count rule if it’s in place.
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Preparing an Application - Your Checklist:
❑ Have you given yourself enough time to put together a well thought out application
form?
❑ Have you reviewed the job description carefully so you have a clear understanding of
the role?
❑ Have you got a copy of the Success Profiles and the CS Behaviours whilst your
putting your examples together?
❑ Have you chosen your most powerful and relevant examples?
❑ Have you included the result and described your contribution/impact?
❑ Did you draft first then refine?
❑ Have you avoided jargon (assume that the sift panel will have no knowledge of the
situation you are referring to)?
❑ Have you checked for spelling and typos?
❑ Have you used the past tense, ‘I’ and not ‘we’ and active language such as: ‘I
organised’, ’I accomplished’, ‘I calculated’, etc.
❑ Have you stuck to the word count limit, where one has been set?
❑ Have you put yourself in the Vacancy Manager’s shoes and read your application
through from their perspective before submitting?
If the answer to each of these question is ‘’yes’ – Well Done
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The Sift:
The purpose of a sift is to assess and score the evidence provided on the application form.
The sift panel, which is made up of two or three representatives of the business, will discuss and agree
standards against which they assess each application.
Each application will be scored based on the 1-5 rating scale below.
Applicants achieving the pre-determined pass mark will be offered and interview.
As an employer we are committed to promoting and protecting the physical and mental health and
well-being of all our staff
MHLG operates the Guaranteed Interview Scheme (GIS) which sees all GIS applicants meeting the
minimum standard invited to interview. If applicants who consider themselves as having a disability
meet the minimum criteria for the post, they get an interview automatically.
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The Interview:
If you have achieved the pass mark set by the sift panel you will be invited to attend an
interview.
The purpose of the interview is to test your suitability for the requirements of the role and
gives all candidates an opportunity to express their views and present their evidence
You need to prepare well for a good interview – Fail to prepare, prepare to fail
The interview will be based on the criteria that were defined in the vacancy advertisement
and will last approximately 45 minutes, although this may vary depending on the role and
the number competencies being assessed.
Don’t be put off by the panel taking notes. It’s important that they make a record of your
answers so that they are able to score you at the end of the interview and provide
feedback at the end of the process. This feedback will be provided via the Civil Service
Jobsite.
The interview, combined with any other selection activity, will inform the panel which
candidate is right for the job based on their merit. The job will be offered to the person who
would do it best. 14
The Interview:
All MHCLG interview panels test candidates on 3 levels:
• Suitability for the job
• Suitability for technical/specialist skill (when appropriate)
• Suitability for the grade
.
The interview panel, which is made up of two or three representatives of the business, will discuss and
agree standards against which they assess each application.
At interview, you will be marked based on the below rating scale:
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Other Assessment Activity
All MHCLG interview panels test candidates on 3 levels:
• Suitability for the job
• Suitability for technical/specialist skill (when appropriate)
• Suitability for the grade
To help with this some recruitment campaigns will include an additional assessment
activity as part of the selection process. This could be:
- Written exercise
- Work sample exercises
- Group role play
- Presentation (which may involve a follow up question and answer session)
- Situational judgement test
If this is the case, candidates will be made aware beforehand.
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Feedback:
MHCLG uses the on-line Civil Service Job Site to advertise vacancies across the
civil service and externally and manage the recruitment process.
This vacancy uses Civil Service Jobs to advertise the vacancy and to conduct any
online sift tests if applicable. However, your application will be submitted and
managed through an on-line recruitment system called Be Applied.
Candidates will receive feedback on their application form and, if relevant, their
interview performance via the on-line system. This information can be used to
support future applications.
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Preparing for an Interview - Your Checklist
❑ Read through your application form to refresh your memory of the evidence you
provided
❑ Think about how you might expand on the examples you gave at sift
❑ Think about other strong examples you could use
❑ Arrange a practice interview with people your trust (friends, colleagues, current
manager, etc) - practice makes perfect
❑ Research the business and the business unit
❑ Talk to the ‘Vacancy Contact’ about the post (see the job description for details)
❑ Make sure you know where the interview is taking place and how to get there
❑ Make sure you take along all requested ID documents
❑ Think about what to wear, your posture and your non-verbal behaviour
❑ Remember, it’s not about being good enough for the job, it’s being the best
candidate for the job – interviews are competitions
❑ Remember that pretty much everyone feels the same about interviews – they
make you nervous; know what works best for you in terms of calming your nerves.
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Reserve lists
MHCLG reserves the right to create a reserve list where a competition identifies more
appointable candidates than there are available vacancies.
Any reserve lists may be used for up to 6 months to fill the same role or other similar
roles with the same essential criteria without further testing of merit.
If you are eligible for inclusion on a reserve list, you will receive an e-mail to that
effect at the end of the process, containing further information on the conditions of
the list.
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Security Clearance
All new recruits to the department must meet certain security standards. All offers of employment
are conditional on successful completion of security clearance.
The following conditions will affect your security clearance and therefore may affect your eligibility
for our vacancies
• Criminal record: If you have criminal records
• Nationality and Immigration status: Particularly relevant if there are specific nationality and
residency requirements for the advertised role.
• Address History: If you have lived at numerous addresses in the UK in the last 5 years.
• Lived outside UK: You should have been resident in the United Kingdom for the last 3 years
and for 5 years or more for higher security roles.
• Employment History: If you have had multiple employers in the last 5 years.
• Credit Reference Check: If there any financial concerns that could lead to potential
vulnerability. The credit reference check is made to assess the financial state of the individual
being vetted.
• Others factors: Associated with, or have or lived in areas associated with organisations
seeking to disrupt the government or have family who have associated with, organisations
and/or individuals known to security services e.g. Northern Ireland.
Please read the following slides titled - ‘MHCLG Notes on Security Clearance’ – for more
information. 20
MHCLG Notes on Security Clearance –
Page 1 of 5
All Ministry of Housing, Communities and Local Government (MHCLG) staff (regardless of their contract type) must meet theBaseline Personnel Security Standard (BPSS). This is a series of basic security checks to confirm identity and employmenthistory.
In addition to the BPSS, all staff working in our Marsham Street office in London must successfully secure National SecurityVetting (NSV), commonly known as Security Clearance.
Levels of National Security Clearance (NSV)
There are three levels of NSV clearance:
• Counter Terrorist Check (CTC),
• Security Check (SC) and
• Developed Vetting (DV).
To be eligible to work in 2 Marsham Street, London, candidates will be required to be cleared to Counter Terrorist Check (CTC)
level as a minimum.
All offers of employment are conditional on successful completion of BPSS and National Security Vetting.
Candidates should not resign from their current job until these checks have been successfully completed.
Each level of NSV is designed to provide an appropriate level of assurance in respect of a range of threats, and the impact and
damage that could arise from compromise, loss or improper exploitation of the information or other assets to which an
individual has access.
Each vacancy will state the level of security required for the post. The nature and level of the security checks will vary subject
to the level of clearance required, although at each level similar considerations will inform decision making.21
MHCLG Notes on Security Clearance –
Page 2 of 5
CTC and SC NSV clearances take on average between 6 – 8 weeks to complete (DV takes
significantly longer). However, there are various factors below that may affect the length of time
the check takes, or ultimately affect whether a candidate is eligible for security clearance.
• Lived outside UK: For meaningful checks to be carried out individuals should have
been resident in the United Kingdom for the last 3 years for Counter Terrorist Check
(CTC), 5 years for Security Clearance (SC) and 10 years for Developed Vetting (DV).
• Employee records: Any indication of unreliability, relevant in a security context
• Criminal record information: It is important to be honest about any offences
committed in the past. Having a criminal record is not an automatic bar, each case
will be considered individually
• Security Service records: Concerns arising from checks undertaken by the Security
Service.
• Financial irregularities: For SC or DV clearance only - Poor financial judgment or
management, excessive expenditure, or high levels of indebtedness.
• Other factors: Inconsistencies, discrepancies or gaps in information provided,
personal circumstances, personality and lifestyle.
If you have any questions or queries with regards to any of these areas please contact the HR
Shared Service Centre at [email protected]
For more details please refer to the Cabinet Office HMG Personnel Security Controls 22
MHCLG Notes on Security Clearance –
Page 3 of 5
If you are invited for an interview you must bring a photographic for of ID e.g.
passport or photo driving licence with you in order to be able to sign in at reception.
If you are successful at the interview stage you will be sent a conditional offer and
a form to complete that begins the National Security Vetting process. Once you
have completed and returned the form you will receive an e-mail invitation to
complete the online form for National Security Vetting (CTC, SC or DV).
Photographic ID and proof of address will be requested during your pre-
employment and security checks. Further details of ID required will be shared with
you at time of offer.
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MHCLG Notes on Security Clearance –
Page 4 of 5
Some examples of the types of information that will be required when completing theonline form are:
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Your details:
• maiden name/adoptive names (if appropriate)
• your date of birth
• county and country of birth
• your address/es for the last five years
• your employment record for the previous five years, including line
manager details
Your parent’s details:
• full names
• maiden name/adoptive names (if appropriate)
• county and country of birth
• addresses
• date of death (if appropriate)
Your spouse’s/partner’s details:
• your spouse’s/partner’s full name
• your spouse’s/partner’s maiden/adoptive (if appropriate)
• your spouse’s/partner’s date of birth
• when you got married
• date of death (if appropriate)
• details of any former partners
MHCLG Notes on Security Clearance –
Page 5 of 5
Candidates will only be able to take up the post once the ALL the checks
have been successfully completed. It is therefore very important that
candidates respond to requests for information and action immediately.
CTC and SC NSV clearances take on average of 6 – 8 weeks to complete (DV
takes significantly longer). However, the vetting checks cannot start until
candidates have submitted all the information requested and any delay will mean a
delay in the vetting process.
If you have any questions about eligibility and security vetting please contact the
HR Shared Service Centre at [email protected]
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Additional Information on Modernised
Terms and Pay – Page 1 of 2
Pay
The applicable salary scale is outlined in the job advert and is expressed as a minimum and
maximum. External recruits will almost always be brought in on the minimum and this is not
negotiable. It will be clearly outlined in the advert if flexibility exists to appoint at a higher point
on the salary scale.
Separate provisions apply for cross civil service transfers and promotions. Candidates should
contact MHCLG HR Shared Service Centre if they have any queries about how their pay will be
impacted by transferring to MHDCLG.
Existing civil servants applying for posts advertised on or after the 1 June 2014, and external
recruits appointed after 1 June 2013 will not have any contractually guaranteed rights to
automatic pay progression or pay uplifts.
Modernised terms
The Ministry is updating its term and conditions of employment as part of the Civil Service
Reform. . For more information on whether this affects you please see the table below. This is
a guide only and full terms and conditions will be supplied with the letter of appointment.
It is the candidate’s responsibility to ensure they are aware of the Term and Conditions
they will adopt should they be successful in application. 26
Additional Information on Modernised
Terms and Pay – Page 2 of 2
Term and conditionNew Starters
(external to the CS only)
Promotion* Lateral Transfers*
Annual Leave 25 days annual leave,
increasing by 1 day for each
year of service up to a
maximum of 30 days
Maximum of 31.5 days annual
leave
Maximum of 31.5 days annual
leave
Public and Privilege Leave 9 days public and privilege
holidays.
9 days public and privilege
holidays.
9 days public and privilege
holidays.
Working Hours Standard 37 hour week
irrespective of location
36 hours for London based
staff
37 hours for National based
staff
36 hours for London based
staff
37 hours for National based
staff
Mobility Clause Mobility clause - staff may be
required to transfer to any Civil
Service post in the United
Kingdom provided the post and
move is deemed reasonable.
Mobility clause - staff may be
required to transfer to any Civil
Service post in the United
Kingdom provided the post and
move is deemed reasonable.
No Change
Sick Pay 1 month full sick pay followed
by 1 month half pay, increasing
for each year of service to a
maximum of 5 months full and 5
months half.
6 months full sick pay
followed by 6 months
half pay.
6 months full sick pay followed
by 6 months half pay.
Compulsory Redundancy
Notice
3 Months 6 Months 6 Months
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*Individuals transferring in from another government department who are already subject to modernised terms
and conditions will retain those modernised terms and conditions.
Internal Fraud Database - Page 1 of 2
The Cabinet Office introduced an Internal Fraud Policy in November 2015, which was initially
piloted with the Home Office, DWP, the Department of Health, and HMRC until March 2016 and
has since been rolled out to a number of other Government Departments. MHCLG has
participated since 1st August 2018.
Participating departments provide the Cabinet Office with information about employees who
have been dismissed for fraud or dishonesty offences. This information is the individual’s name,
date of birth, national insurance number and a general description of the relevant misconduct.
This also applies to employees who resign or otherwise leave but who, because of an adverse
decision by the investigation panel or decision maker, would have been dismissed for fraud or
dishonesty had they continued in employment.
The types of fraud/dishonesty covered by this process are defined by the CO as follows:
1. 1. Dishonest or fraudulent conduct, in the course of employment in the Civil Service, with a
view to gain for the employee or another person;
2. 2. For employees of DWP only, this includes dishonest or fraudulent conduct relating to
benefits, even if not connected with employment; and
3. 3. For employees of HMRC only this includes dishonest or fraudulent conduct relating to tax
duties, contributions or payments administered by HMRC even if not connected with
employment.
4. 4. For Home Office employees only this includes dishonest or fraudulent conduct relating to
immigration, passport, asylum or nationality matters even if not connected with employment.28
Internal Fraud Database – Page 2 of 2
The Cabinet Office input this information onto a database - the Internal Fraud database (IFD). It
shares with Civil Service Resourcing (CSR) and MHCLG Recruitment team, the name, date of
birth and national insurance numbers of the staff included on the IFD.
This information will be retained by the Cabinet Office on the IFD for a period of five years from
the date of dismissal (or the date employment ended).
What does this mean for you?
If you are successful in interview, MHCLG will, as part of its pre-employment screening, check
your details against the IFD held by the Cabinet Office. If your details are found on the IFD, you
will be refused employment by MHCLG.
MHCLG will also share with the Cabinet Office the outcome of its checks for monitoring and
analysis purposes. The CO will use this information for research on the prevention and
detection of fraud.
If you are notified that you are included on the IFD and believe that there has been an error in
the inclusion of your data and you wish to make an appeal please contact the CO email box
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Additional Advice
If you are unsure about any part of the process or require additional information about the post to
enable you to progress your application you should, in the first instance, contact the named person on
the vacancy advertisement as this is most likely to be the vacancy manager. However, you can also
direct your questions to the MHCLG Human Resources Shared Service at
[email protected] or the MHCLG Human Resources Recruitment Team at
Candidates can appeal at any stage of the recruitment process if they believe there has been:
• A procedural irregularity
• An infringement of the Civil Service equal opportunities policy
• Exceptional circumstances which were not notified to the interview panel which might have affected
performance on the day
It is importance to note that these are appeals about the process not the decision.
In the first instance, an appeal should be directed to the MHCLG Human Resources Recruitment
Team at [email protected].
If MHCLG Recruitment team is unable to satisfactorily resolve your complaint, you may contact put
your complaint in writing to the Civil Service Commission, Room G8,1 Horse Guards Road, London,
SW1A 2HQ or by Email to: [email protected]
Good Luck!
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