Honours Secretary

The role offers a high level of autonomy as well as the opportunity to work collaboratively with senior external stakeholders, including the Royal Household, No 10, Cabinet Office, Committee Chairs and members.
It requires efficient management of rigorous, time bound and transparent processes.
The team is experienced and knowledgeable and working on Honours is rewarding as it celebrates excellent and often selfless work in diverse aspects of UK life, and enjoys a national profile.
DCMS is the biggest departmental contributor of nominations to the Honours system (run by Cabinet Office).
The Honours & Awards Team is a highly collaborative team, so there is plenty of support.
The job includes: Leading the delivery of and owning responsibility for DCMS Honours nominations for specific lists, ensuring delivery of Birthday and New Year Honours according to strict deadlines Liaison with Cabinet Office, the Royal Household (eg.
on Royal Garden Party nominations), No.10, Committee Chairs and Members Working with and leading on a new Honours case management system, managing its budget and being lead POC with supplier Shared line and task management of EOs within the Honours Team Drafting submissions and briefings Liaising closely with the Permanent Secretary and her office, SCS and policy teams and Honours coordinators at key points Person specification Essential requirements: Excellent planning, coordination and project management skills Experience of working at pace and and prioritising work to meet strict deadlines Good written and oral communication skills, with the ability to engage effectively with colleagues and stakeholders at all levels Experience of drawing information from a variety of sources and making sound recommendations The ability to work collaboratively and flexibly Desirable skills: Previous experience working on similar Departmental Honours Line and task management Behaviours We'll assess you against these behaviours during the selection process: Communicating and Influencing Managing a Quality Service Working Together Delivering at Pace Benefits Alongside your salary of 34,584, Department for Culture, Media and Sport contributes 10,018 towards you being a member of the Civil Service Defined Benefit Pension scheme.
Find out what benefits a Civil Service Pension provides.
DCMS values its staff and offers a wide range of benefits to everyone who works here.
Were 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 This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours, Strengths and Experience.
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 500 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 and strengths.
The behaviours to be tested at interview are: • Communicating and Influencing • Managing a quality service • Working together • Delivering at pace 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.
Your interview will take place remotely via GoogleMeets.
For indicative sift and interview dates please refer to the attached Candidate information pack.
Further information New entrants are expected to join on the minimum of the pay band.
Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment.
All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria.
For more information please See our vetting charter Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service.
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 If successful and transferring from another Government Department a criminal record check may be carried out.
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 ****** 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 Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed.
The level of security needed is counter-terrorist check (opens in a new window) .
See our vetting charter (opens in a new window) .
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements This job is broadly open to the following groups: UK nationals nationals of the Republic of Ireland nationals of Commonwealth countries who have the right to work in the UK nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS) individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020 Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service Further information on nationality requirements (opens in a new window) Working for the Civil Service The Civil Service Code (opens in a new window) 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 (opens in a new window) .
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.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion The Civil Service is committed to attract, retain and invest in talent wherever it is found.
To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .
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