Policy & Strategy Lead, Grenfell Memorial

In November 2023 the Grenfell Tower Memorial Commission recommended the Government explore options for appropriate bodies that could be responsible for the ongoing management and maintenance of the memorial after its construction.
This role will ensure that DCMS delivers on the cross-Government priority to ensure delivery of a fitting & lasting memorial.
Working in close partnership with MHCLG, relevant Arms Length Bodies and colleagues across DCMS, the jobholder will lead DCMS contribution to the MHCLG Grenfell Memorial programme, by establishing the implications of the memorials design, build and long term future for both DCMS and the Public Bodies potentially in scope to play a permanent role.
This is an area of significant political interest and offers an exciting opportunity for candidates looking to work on a priority project, with significant exposure to senior officials, and leading advice for ministers.
Main areas of responsibility will be to: Lead delivery of advice to ministers and senior officials, developing credible policy options that deliver long term maintenance and/or ownership of the memorial by DCMS ALBs - working with financial, commercial and legal colleagues Develop and maintain productive working relationships with ALBs, ensuring proactive and collaborative engagement with the Grenfell Memorial programme - as well as facilitating their engagement with MHCLG and the Memorial Commission Work with MHCLG to ensure that funding arrangements for the Memorials future are robust and implementable, with risks understood and, where possible, mitigated Ensure any impacts on DCMS ALB objectives are understood & mitigated where possible Develop a long term work programme that articulates DCMS relationship with the Grenfell Memorial design, build and its long term ownership/maintenance.
Person specification Essential requirements Experience of working in areas with financial, commercial and legal risk The ability to develop policy and develop well-researched options with analysis and recommendations The ability to convey key messages persuasively to a range of partners, and influence stakeholders whose policy objectives may differ The ability to see the bigger picture and work collaboratively with colleagues across DCMS and Whitehall Comfortable making effective decisions to maintain focus in an uncertain and changing landscape.
Desirable skills Experience of or interest in the heritage or cultural sectors Knowledge of Public Body structures and Public Body finances.
We are running an information session where prospective applicants can find out more about the role.
This will be hosted by Fazima Osborn an d will take place on: 12.30pm on Monday 25th November The session will be an opportunity to hear more about the role, the team and wider directorate and the department.
It will also be an opportunity for you to ask any questions.
Please register your interest by filling out this form https://forms.gle/iKxZWRkLdX64xR978 and you will be sent an invitation.
Please note that the session will not focus on the DCMS recruitment process - please direct any queries that you have on this topic (timelines, reasonable adjustments, onboarding etc) to ****** Behaviours We'll assess you against these behaviours during the selection process: Working Together Communicating and Influencing Making Effective Decisions Seeing the Big Picture Benefits Alongside your salary of 49,839, Department for Culture, Media and Sport contributes 14,438 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 post, please send us the following documents no later than 23:55 on 2nd December 2024 via the CS Jobs portal: 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 750 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.
For the shortlist, we will assess your experience and 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: Working Together Communicating & Influencing Making Effective Decisions Seeing the Big Picture 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.
As part of your interview, you may be asked to deliver a short oral presentation.
Full details of this, including the topic, and whether or not you will need to use visual aids, will be sent to you 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 If the vacancy is offered as FTA/Loan, existing Civil Servants must join on a Loan basis only.
Prior agreement to be released on loan must be obtained before commencing the application process.
In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant.
This includes grade on return.
This role is full time only.
Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying.
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.
New entrants are expected to join on the minimum of the pay band.
DCMS has a London and a National pay scale.
For more information on this, including the circumstances in which each pay scale will apply, please see the Information for Applicants document .
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 In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf.
However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct.
If you will be doing this, please advise Government Recruitment Service of your intention by emailing ****** stating the job reference number in the subject heading.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email ****** Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD).
This check will provide information about employees who have been dismissed for fraud or dishonesty offences.
This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued.
Any applicants details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
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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