Chief Executive

PLEASE READ THE FOLLOWING INFORMATION AND APPLICATION

PACK FOR FULL DETAILS. INTERNAL CANDIDATES DO NOT NEED TO

SUBMIT A DIVERSITY MONITORING OR NATIONALITY & IMMIGRATION

FORM.









Office of Fair Trading (OFT)

Project Director - Strategy & Planning

OFT714









Information & Application Pack

April 2009

Contents



Welcome 3

Setting the Role in Context 4

About the Role 7

Job Description 8

Person Specification 9

Terms and Conditions 13

How to apply 17

Recruitment Process 19

Diversity Monitoring and Nationality and Immigration Status 20

Diversity Monitoring Form 22

Nationality & Immigration Status Form 26

Appendix 1: Professional Skills for Government 28

Appendix 2: Civil Service Code 30









Information & Application Pack 2

Office of Fair Trading (OFT)

Project Director – Strategy & Planning



Welcome April 2009



Over the last three years, since I joined the OFT, I have had the pleasure of

working with highly talented, high performers who want to build our reputation

as a “first class” competition and consumer authority.



We are committed to changing whatever is necessary to become an

exemplary organisation; exemplary because we will have created a

competition and consumer empowerment culture in the UK that visibly

benefits the consumer and the UK economy; exemplary because we are

working in ways that release innovative thinking and creative problem solving,

which breaks new ground and ensures we maximise the benefits from the

investment of effort by our staff, multiplying the already positive impact our

work has on the daily lives of consumers and businesses.



We are looking for a Project Director to join our Strategy and Planning Group

to continue to develop the OFT‟s strategy as part of the wider competition and

consumer regime.



Think seriously about joining us. Now is the time to join the OFT. We are an

ambitious organisation intent on driving change in ourselves, in the UK

economy and internationally. Bring to us your diversity of view and intellectual

curiosity, share your ideas and learning, and develop with others the skills of

decision making and of making things happen which you believe makes you

stand out from your peers. You can make a difference to the OFT. You can

make markets work well for consumers.









John Fingleton

Chief Executive, Office of Fair Trading









Information & Application Pack 3

Setting the Roles in Context



The OFT is the UK‟s competition and consumer authority, and although there

have been considerable successes in recent years, we are intent on raising

our game. Our Annual Plan 2009-10 details our mission and objectives and

how we hope to achieve them (for details, please see the Annual Plan on:



http://www.oft.gov.uk/shared_oft/about_oft/ap10/oft1036.pdf



Our strong belief is that markets work well when there is vigorous but fair

competition within them and that this underpins the UK‟s economic wellbeing.

Our goal is to make markets work better for consumers, and hence for

businesses and the wider economy, and our ability to do this has been

enhanced by new powers in the competition and consumer fields in recent

years.



Our vision to deliver this goal is to:



 Undertake high impact investigations and studies;



 Become a centre of excellence and intelligence;



 Work with others to achieve our objectives;



 Develop, promote and attract the best talent.



This vision is embedded in the following key objectives:



 Ensuring compliance with consumer legislation and competition law,

through self-regulation or enforcement action;



 Encouraging healthy competition in markets through market studies,

educating consumers and businesses or by using merger control;



 Influencing government policy and regulation to ensure markets

work well for businesses and consumers;



 Partnering with other education or enforcement agencies to help

deliver competitive markets which function;



 Ensuring the OFT has the capabilities to deliver these objectives.









Information & Application Pack 4

We will continue to build on our successes, rise to new challenges and

change the way we work, so our vision will become a successful reality.



What we do



Our main activities encompass the enforcement of competition and

consumer law, market studies and advocacy. Our work involves gathering and

analysing market intelligence, understanding the barriers to market processes

and designing solutions that open up markets. We have been entrusted with

new roles, in relation to consumer law and trading standards. This ensures

that close links between competition and consumer law and policy are

maintained (as they are in other jurisdictions globally).



We also have a number of statutory functions we fulfil:



 Consumer credit licensing and regulation;

 Regulation of estate agents;

 Responding to super complaints made by designated consumer

bodies;

 Controlling mergers encompassed by the Enterprise Act and,

referring them to the Competition Commission if necessary;

 Undertaking inspections in the UK under European competition

rules.



We manage Consumer Direct, the first line consumer advice service, which

both provides us with market intelligence and enables us to provide practical

advice to consumers to resolve their problems.



The changes ahead



As we advance towards our aim to become an exemplary organisation we

have implemented the following changes:



 We are focusing on activities that allow us to achieve greatest

impact. In recent months we have marked a significant change in

the OFT‟s performance as a high impact public authority:









Information & Application Pack 5

o Agreeing the resolution of our case against BA with a penalty of

£121.5m for price fixing in relation to passenger fuel surcharges,

many times larger than the previous largest fine we have

imposed;



o Taking a case to court with the main high street banks in relation

to the application of unfair terms regulations to their charges for

unauthorised overdrafts;



o Settling our case against several large supermarket groups and

suppliers in relation to collusion over the prices of dairy

products.



o First successful criminal prosecution under the Enterprise Act

2002 which resulted in prison sentences for 3 executives.



 We have restructured the organisation into 3 delivery areas, Policy

and Strategy, Markets and Projects, and Corporate Services

(including credit licensing and Consumer Direct).



 We are investing time and effort to develop a culture which will

support delivery of our focus on value added work.



In addition, we need to embed the changes that ensure:



 Our activities and processes are efficient and effective;



 Our work is of the highest intellectual calibre, is soundly based and is

comprehensively reasoned, to withstand objective scrutiny;



 We regularly evaluate the benefits of our work to consumers and the

economy as a whole.



Although the changes are being strongly led from the top, each director and

manager in OFT has a key role in delivering the extent of change required

within their focus.









Information & Application Pack 6

About the Role



The Strategy and Planning team‟s role is to provide a compelling vision and

strategic direction for the Office of Fair Trading (OFT) and a route map for its

delivery and successful achievement. To do this, the team carries out a range

of projects and programmatic work, including horizon scanning, ideas

generation and research, relationship management, corporate performance

and risk management. It works across the Office and with the Board.



Reporting arrangements:



The post fit within the organisational structure as set out in the diagram below.





CEO









Policy and Markets and Corporate

Strategy Projects Services









Strategy and Chief General Policy

Planning Economist‟s Counsel

Office





Project

Director – Performance Capability Strategy Partnerships

Strategy &

Planning









Information & Application Pack 7

Job Description

Project Director – Strategy & Planning



Reporting to: Senior Director, Strategy & Planning

Responsible for: Up to 10 multidisciplinary professional staff

Location: London, EC4



 To continue to develop OFT‟s strategy as part of the wider competition

and consumer regime. This requires close working with HM Treasury,

the Department for Business, Enterprise and Regulatory Reform. It

includes leading on OFT‟s interest in the better regulation agenda.





 To work with other delivery partners on strategy and planning issues, in

order to increase the OFT‟s effectiveness. Key delivery partners

include the economic regulators, Competition Commission, Trading

Standards Services and other regulators.





 To ensure that OFT‟s planning and performance measures enable it to

deliver against its objectives, and to continuously improve its

performance. The OFT‟s performance is measured through the

government planning cycle and its own Annual Plan. The postholder

will work with others in the Office and government to develop future

performance indicators that ensure that the Office delivers its mission

effectively over the next 1-3 years.





 To lead a team of up to 10, and to play an influential role in the

Strategy and Planning team and in wider corporate projects.





This job description is not exclusive or exhaustive. It is intended as

an outline indication of the areas of activity and may be amended in

light of the changing needs of the organisation. There is an

expectation that the successful candidate will have the flexibility and

ambition to apply their skills across the OFT; this may include taking

on a different role in the future to that which you are originally

recruited.









Information & Application Pack 8

Person Specification

Project Director – Strategy & Planning



Part 1: Experience, Knowledge and Skills



Experience



Essential:



• Demonstrable experience of developing and delivering strategy;



• Working in or closely with government departments;



• Working in or closely with businesses.



Desirable:



 Previous experience in working on organisational design, capability and

performance management would be desirable, but is not essential.



Knowledge:



 Applicants should have knowledge of, or the ability rapidly to acquire

knowledge of, the work of the Office of Fair Trading and the strategic

issues facing it.



Skills and competencies



Suitable candidates for the advertised post will need to show particular

strengths in the areas of:



• Strategic thinking: the ability to frame issues, to analyse and organise

information effectively, to identify all relevant factors and to look beyond

the obvious; to use good analysis to inform decision-making and to

deliver outcomes.



• Influencing: the ability to work effectively with colleagues at all levels,

and with senior figures in the public and private sectors; to influence

internally and externally; and to build relationships that achieve

outcomes. The ability to work across organisational and disciplinary

boundaries, including demonstrating high oral and written

communication skills. The ability to deal with technical issues and









Information & Application Pack 9

complex expert issues and to ensure that strategic decisions are well

informed.



• Judgment: the ability to make sound and timely judgements and

decisions, showing an awareness of implications; and to offer new

ideas and solutions balancing risk with reward



• Delivering results: the ability to meet and exceed expectations,

showing a strong customer or client focus; to be determined to deliver

outcomes; and able to overcome obstacles. The drive constantly to

improve yourself, your team, and the world around you



• Team leadership: the ability to lead and to manage; including creating

small high performing teams in fluid environments, and being willing

and able to coach others to high standards.



• Project and programme management: the ability to design, develop

and deliver projects in a policy or strategy environment; the ability to

design, develop and deliver a portfolio of projects.



Part 2: Personal characteristics and behaviours



These personal and behavioural characteristics reflect the requirements to

deliver this role within the OFT:



 Intellectual leadership, the ability to think creatively and innovatively

and demonstrate high quality analytical skills, and political nous;



 Outstanding delivery, programme management, and advocate of

continual improvement;



 Sound judgment, including the ability to choose wisely between

alternative actions, and to rationalise and explain decisions on complex

questions;



 Excellent communication and representation skills, including the ability

to negotiate and exert influence with senior decision makers with

different imperatives;



 First rate written and oral communication and presentation skills;



 Very strong interpersonal skills, as evidenced by the ability to work

positively and build trust with different stakeholders and interests.









Information & Application Pack 10

In addition, all senior Civil Servants are expected to demonstrate

competence against the Professional Skills for Government Framework

(PSG) requirements in the following areas:



PSG competency framework - SCS Pay band 1 requirements



Leadership



 Provide direction for the organisation

 Deliver results

 Build on the capability of the organisation to address current and future

challenges

 Emphasise integrity



Core skills



 Analysis and use of evidence

 Financial management

 People management

 Programme and project management

 Communications and marketing

 Strategic thinking



Professional skills



 SCS colleagues should work to the professional standards applicable

to their role. The applicable professional standards should be agreed

by the employer, through discussion with relevant Heads of Profession

when a role is created or a new individual appointed to post.



Broader experience



 Individuals joining or being promoted within the SCS are expected to

demonstrate broader experience.









The model applied since 2005 requires individuals to demonstrate broader

experience in at least two of the following career groups established in 2004:



 Corporate services delivery;

 Operational delivery;

 Policy delivery.



This model is being superseded by one designed to focus more closely on

individual professions. Heads of Profession will develop new broader





Information & Application Pack 11

experience criteria based on this model for their profession by March 2009

and these will be mandatory for recruitment by 2012. The concept of the

career groupings will end with the implementation of these criteria by

professions.



Please refer to the following link for full details of the PSG:



http://www.civilservice.gov.uk/iam/psg/uploaded_files/7/scs_psg_compe

tency_framework.pdf



Please also see Appendix 1 for guidance as to the core requirements.



 Understanding and commitment to the seven principles of public life

and the values set out in the Civil Service Code (see Appendix 2).









Terms and Conditions



Contract: Permanent. Existing Civil Servants on loan for 3

years, with the possibility of extension or

permanent transfer by agreement.



Remuneration: The role falls within SCS Payband 1. The overall

value of the remuneration package is up to about

£110,000. This includes salary, pension and

bonus.









Information & Application Pack 12

Salary: The payband 1 salary ranges from £56,000 to

£116,000. The target rate for posts in this band is

£78,500. The OFT typically appoints people in the

range £65,000 to £85,000, depending on the

experience of the candidate, the responsibilities of

the role and the conditions of the recruitment

market. The starting salary for this post for well-

qualified, experienced candidates is up to £85,000.

Existing civil servants should note that salary will

be calculated according to the usual rules on

transfer/promotion.



Abatement of salary may apply if you are in receipt

of a public service pension. In addition, civil

servants who have been granted early retirement

(under the terms of Compulsory Early Retirement,

Compulsory Early Severance, Flexible Early

Retirement or Flexible Early Severance) may be

required to repay all or part of their lump sum

compensation payments if their re-employment

commences during the period represented by

compensation.









Terms and Conditions (continued)



Pension: This post is pensionable.





The Civil Service offers a choice of final salary and

stakeholder pension, giving you the flexibility to

choose the pension that suits you the best. On

appointment, you will be eligible to join the

Principal Civil Service Pension Scheme (PCSPS).



Further information on the pension schemes is

available on the Cabinet Office website at:



www.civilservicepensions.gov.uk







Information & Application Pack 13

Please note that pension arrangements are

currently being reviewed, and new entrants joining

the Civil Service after 1 July 2007 will be sent

further detailed information about their pension

options prior to appointment.



Bonus: The package includes an annual bonus of up to

20% of salary. The OFT last year paid an average

of 8.5% in bonuses. Bonuses are payable for

performance and are not paid to all employees.



Security Clearance: Any offer of appointment will be subject to

satisfactory completion of security and other

checks. As part of your application, you must

complete and return the Nationality and

Immigration Declaration form enclosed with this

information and application pack. Further

information about the security checking procedures

is available on request.



Location: City of London.



Annual leave: 30 days plus 2.5 days privilege leave to be taken

at fixed times of the year.



Terms and Conditions (continued)



Sick leave: Entitlement to the following:



a) full pay for not more than 6 months in all during

any period of 12 months, and



b) thereafter half pay subject to a maximum of 12

months sick leave in any period of four years or

less.



Other benefits: The OFT occupies open plan offices in central

London, with an on-site gym and a café. There is

also an active sports and social club. Interest free

loans are available for the purchase of quarterly or

longer season tickets for travel between home and

office. There is also a salary sacrifice scheme for

purchase of Childcare Vouchers.





Information & Application Pack 14

Hours: You will normally be required to work a 5 day week

of 36 hours excluding meal breaks. As a Senior

Civil Servant you will be expected to work such

additional hours as may from time to time be

reasonable and necessary for the efficient

performance of your duties.



Notice period: Once confirmed, the appointment may be

terminated at any time by notice. Unless

dismissed on disciplinary grounds, you will receive

three months notice. You will also be required to

give three months notice if you want to leave the

Office.



Age of retirement: The minimum age at which SCS can retire with an

unreduced pension is set at 60.









Terms and Conditions (continued)



Nationality: This post is open to EC nationals, members of the

Commonwealth, European Economic Area (EEA),

Swiss nationals and certain non-EEA family

members. Candidates from the Commonwealth

must be free from any restrictions to reside and

take up employment in the UK.



Relocation: The OFT will assist with the payment of certain

relocation costs incurred by new recruits on taking

up appointment where appropriate and subject to

certain conditions, up to a maximum of £5,000.



Probation: You will be on probation for a period of six months

unless you are already an established civil servant

who has satisfactorily completed a probation

period.



Confidentiality: You will be subject to the provisions of the Official

Secrets Act and required to exercise care in the

use of official information acquired in the course of





Information & Application Pack 15

official duties, and not to disclose information

which is held in confidence.



Conflict of Interest: If you or your spouse has any business interest or

conflict of interest with the activities of the OFT you

will be expected to declare this at a later stage.

You will also be asked to inform us if you have any

indirect association of this kind through any other

family member or partnership.









Information & Application Pack 16

How to Apply



Applications should be sent to:



By email to: recruitment@oft.gsi.gov.uk



Or by post to:



Recruitment Team

The Office of Fair Trading

Fleetbank House

2-6 Salisbury Square

London

EC4Y 8JX



to arrive not later than 5pm on Wednesday 13th May 2009.



Please state reference OFT714 – Project Director S&P in all

correspondence.



Please include in your application:



 A comprehensive CV setting out your career history, with

responsibilities and achievements, and details of your current salary

and benefits (in confidence). In line with our commitment to equal

opportunity, please note we do not require your date of birth as part of

your application;



 A two page covering letter, highlighting your suitability for this role and

providing your full postal address, daytime, evening and mobile

telephone numbers;



 Please provide a statement that you have no actual or perceived

conflicts of interest or if you are unsure then the details of any such

conflicts. In most cases these will be manageable;



 Contact details of two referees together with a brief statement of in

what capacity, and for how long, they have known you. Referees will

not be contacted prior to preliminary interview or taken without the prior

consent of candidates;



 Please also complete and return an Diversity Monitoring Form and

Nationality & Immigration Status Form.





Information & Application Pack 17

If after reading the material you have any questions about any aspect of the

recruitment of this appointment, or wish to have an informal and confidential

discussion about the position being recruited you can call:



Claire Craig, Senior Director, Strategy & Planning 020 7211 8344

Mac McPherson, Head of Recruitment 020 7211 8162









Information & Application Pack 18

Recruitment Process



If you have difficulties with any of the dates set out in this section, please give

details in your covering letter.



Dates may be subject to change:



Closing Date 13 May 2009



Panel Shortlist Meeting 20 May 2009



First interviews 4, 9 & 10 June 2009



Candidate Assessments with

From 15 – 26 June 2009

Occupational Psychologist



Final Panel Interviews with OFT 7 & 8 July 2009





The process of recruitment and assessment embraces the principles of fair

and open competition and best practice.



The first is to maintain the principle of selection for appointment to the Civil

Service on merit on the basis of fair and open competition. For the most

senior posts in the Civil Service, the Commissioners discharge their

responsibilities directly by overseeing the recruitment process and chairing the

final selection panel. The second is to promote an understanding of the Civil

Service Code which sets out the constitutional framework in which all civil

servants work and the values they are expected to uphold, and to hear and

determine appeals made under it. A copy of the Civil Service Code is to be

found in Appendix 2.









Information & Application Pack 19

Diversity Monitoring and National and Immigration Status



All Government Departments are required to carry out basic security checks,

known as the 'Baseline Standard' before recruiting new staff. These checks

are to ensure that before an offer of employment is made the following four

requirements have been met:



 A candidate's identity has been established - candidates called for

interview are required to bring their passport with them;



 Recent employment details have been confirmed;



 There are no restrictions to the candidate living or working in the UK - all

applicants are requested to return a completed Nationality and Immigration

Status form;



 Details of any unspent convictions have been declared.



These processes are all carried out under the principles of the Data Protection

Act. Only relevant and sufficient information is requested, it is treated in the

strictest confidence and will not be kept for any longer than is necessary.

Refusing to provide any of the information requested will be a factor taken into

consideration in any employment decision.



Please note that there are a few roles at the Office of Fair Trading which

require a higher level of security clearance. You will be advised if this applies

to you.



Diversity Monitoring Form



We need to carry out diversity monitoring in order to meet our statutory

obligations and to ensure our selection processes are fair. Please help us to

do this by completing this form. You are not obliged to do so, or you may

choose not to answer all the questions. Any personal data provided will be

treated in strict confidence and will be used for monitoring purposes only. The

information you provide will not be seen by the Selection Panel, nor will it

affect the selection process.







Nationality and Immigration Status Form









Information & Application Pack 20

Your application can not be processed if this form is not completed. Where

applicable, documentary evidence to support the information given will be

required before any subsequent offer of employment is made. As a

government department, the Office of Fair Trading can only consider

applications from UK nationals; Commonwealth Citizens or nationals of EEA

countries. For further information about our eligibility requirements, please

refer to our website at www.oft.gov.uk









Information & Application Pack 21

OFT Diversity Monitoring Form



Diversity at the OFT



The Office of Fair Trading is committed to equality and diversity in its

workforce. Like every other organisation, the OFT is also subject to legal

obligations concerning disability, gender, race, sexual orientation, religion and

age.



How the diversity monitoring data will be used



This information is an essential part of both these goals. The data we gather

lets us know how the diversity of our workforce compares with the population

in general as well as central government guidelines, and shows where

adjustments need to be made to match these figures. It also lets us monitor,

year on year, the progress of various diversity groups through their careers to

judge whether everyone has the same opportunities open to them. This is why

we aim for a 100% return rate.



The information on this form is strictly confidential and the related data will

be used as part of statistical considerations for planning and development

purposes as mentioned above. Access to any related files will be compliant

with the

Data Protection Act 1998.



Some examples of where diversity information is used:



 Recruitment: To ensure OFT are providing equal opportunities

regardless of gender, ethic origin or disability, ensuring a diverse

workforce within the organisation;

 Pay and Reward: To ensure OFT are providing equal pay for equal

tasks, independent of gender, ethic origin or disability;

 Promotion: To ensure OFT are providing equal promotion aspects

across the entire organisation; and

 Learning and Development: To ensure that all employees are offered

equal training and career development opportunities within the OFT.







Please complete information below:





Employee Number (if





Information & Application Pack 22

applicable):

First Name:

Surname:

Date of Birth:

Position applied for:

Vacancy Reference

Number:





ETHNICITY

Which ethnic group do you most identify with?

The categories below are based on the broad categories used in the 2001

Census as recommended by the Equality and Human Rights Commission

(EHRC). Please indicate with an X in the relevant box.





British

Irish

White

Any other White background (please specify)



Black Caribbean and White

Black African and White

Mixed Asian and White

Any other Mixed/multiple ethnic background

(please specify)

Indian

Pakistani

Asian or Asian Bangladeshi

British Chinese

Any other Asian background (please specify)



African

Black or Black Caribbean

British Any other Black background (please specify)



Any other ethnic background (please specify)



Prefer not to say





RELIGION AND BELIEFS







Information & Application Pack 23

What is your religion or belief?

Buddhism Judaism

Christianity Sikhism

Hinduism None

Islam Prefer not to

say

Other philosophical belief or religion (please specify)









SEX AND GENDER

How do you identify yourself?

Femal Male Transsexu Prefer not to

e al say

Which of the following statements best describes you?

Gay / Prefer not to

Heterosexual Bisexual

Lesbian say





DISABILITY



A disabled person is defined in the Disability Discrimination Act as someone

with a physical or mental impairment that has a substantial and long-term

impact on their ability to carry out day to day activities. Examples are: mobility,

manual dexterity, speech, hearing, seeing and memory.

The definition also covers HIV, Multiple Sclerosis and Cancer from the time of

diagnosis, and progressive conditions from the point at which they have an

impact on day to day activities.

Having read this do you consider yourself to be covered by the definition?





Yes No Prefer not to say



If yes, which would you say is the most affected:

Eyesight Mobility

Hearing Manual dexterity

Speech Physical coordination

Progressive condition Ability to learn, understand or

Ability to lift, carry or move remember to say

Prefer not

everyday objects

Specific arrangement required Statement of Disability (details

(details below) below)

If specific arrangements are required, or to declare a statement of disability

please state here:







Information & Application Pack 24

If you have a disability, please advise us if you've not already done so, so that

reasonable adjustments can be made if required.



DECLARATION



I understand that the information I have provided above will be recorded and

processed on the HR database in accordance with the Data Protection Act

1998 and the data protection principles contained therein.

Name: Date:



Signed:









NATIONALITY AND IMMIGRATION STATUS FORM



The Office of Fair Trading (OFT) has to be satisfied that an applicant‟s

nationality and immigration status allows them to be eligible for appointment.

Applicants must therefore complete and return this form.









Information & Application Pack 25

If you are appointed, documentary evidence will be sought to confirm your

answers. Your answers may, additionally, be checked against UK

immigration and nationality records.



Full name:



Any other names used:



Current address: Postcode:



Date of birth:



Nationality at birth:



Present nationality (if different):

*please delete as applicable



Have you ever possessed any other nationality or citizenship? Yes

/ No*



If yes, please specify:







Are you subject to immigration control? Yes

/ No*



If yes, please specify:







Are you lawfully resident in the UK? Yes

/ No*



Are there any restrictions on your continued residence in the UK?

Yes/No*

If yes, please specify:







Are there any restrictions on your continued freedom to take

employment in the UK? Yes /

No*



If yes, please specify:





Information & Application Pack 26

If applicable, please state your Home Office/Port reference number here:









Declaration: I undertake to notify any material changes in the information I

have given above to the OFT Human Resources Branch.



Signature

Date







Important: Data Protection Act (1998). This form asks you to supply

'personal' data as defined by the Data Protection Act 1998. You will be

supplying this data to the OFT HR Branch where it will be processed

exclusively for the purpose of a check against the UK‟s immigration and

nationality records. The OFT HR Branch will protect the information which

you provide and will ensure that it is not passed to anyone who is not

authorised to see it.



By signing the declaration on this form, you are explicitly consenting for the

data you provide to be processed in the manner described above. If you have

any concerns about any of the questions or what we will do with the

information you provide, please contact the Office of Fair Trading's HR Branch

for further information.









Information & Application Pack 27

Professional Skills for Government Appendix 1



Analysis and Use of Evidence

Outcome of effective performance

1. Ensure that the collection, analysis and use of evidence in the organisation

complements that of wider government

2. Ensures the evidence base for the strategy and work of the organisation is

open to critical challenge and inspires the confidence of stakeholders including

the public

3. Sets demanding standards for the use of evidence in line with government

requirements and proprieties, and ensures that they are met

4. Champions the role of analysis/evidence in the organisation and maintain an

effective relationship with relevant experts

Financial Management

Outcome of effective performance

1. Has an intimate understanding of, and guides the long-term development of,

the organisation‟s business model. Is a compelling communicator of strategies,

trends and risks.

2. With Board colleagues, can set and monitor challenging business plan

goals, targeting continuous improvement in the overall efficiency and

effectiveness of the organisation‟s resources. Uses long-term, innovative

thinking and networking to stimulate new opportunities or solutions and early

identification of corporate risks.

3. Is fluent at interpreting a wide range of financial information, including

market analyses, and can use this to determine policy and strategy.

4. Fosters an organisational culture that encourages best practice public sector

governance, and consistently monitors business performance against these

standards.

5. Champions the role of Finance within the organisation, and maintain an

effective relationship with the Finance Director.

People Management

Outcome of effective performance

1. Able to create a culture of high performance and people management that is

intolerant of poor performance

2. Aligns functions and resources, and deploys people and skills optimally to

achieve strategic priorities

3. Able to act as a passionate and inspiring advocate for change

4. Able to foster an organisational culture that is positive about change and

committed to delivery of the strategic vision

5. Champions the role of HR in the organisation and maintains an

effective relationship with the HR Director





Information & Application Pack 28

Programme and Project Management

Outcome of effective performance

1. Operates PPM techniques effectively in an environment of ambiguity and

uncertainty

2. Works collaboratively across Departments to ensure PPM techniques are

applied effectively, with appropriate trade-offs between programmes

3. Takes delivery of OGC Gateway™ reports as SRO and takes appropriate

action

4. Champions the role of PPM in the organisation and maintain an effective

relationship with relevant experts and senior stakeholders

Communications and Marketing

Outcome of effective performance

1. Creates and drives forward a culture that demands active, two-way

engagement with all stakeholders, including people within the organization

2. Creates and drives forward a culture that ensures close working between

communications, policy and delivery

3. Aligns communications objectives with clear cross department and cross

government objectives

4. Champions the role of communications and marketing in the organisation

and maintain an effective relationship with the Director of Comms

Strategic Thinking

Outcome of effective performance

1. Able to shape and set the long-term vision and direction for the department,

taking into account both wider government priorities and delivery systems

2. Knows how to identify tensions, set priorities and make trade-offs between

different policy areas and over different timescales (short, medium and long

term)

3. Able to present Ministers and colleagues with key choices based on robust

evidence and facilitate the strategic development process

4. Knows how to take a corporate perspective across government, pro-actively

working as a team with Whitehall peers, influencing and shaping their strategic

agendas and understanding key strategy and decision processes

5. Champions the role of strategic thinking in the organization, working

effectively with relevant internal and external experts









Information & Application Pack 29

Civil Service Code Appendix 2



The following details the importance and application of the civil service

code in practise.



1. The Civil Service is an integral and key part of the government of the

United Kingdomi. It supports the Government of the day in developing and

implementing its policies, and in delivering public services. Civil servants

are accountable to Ministers, who in turn are accountable to Parliamentii.



2. As a civil servant, you are appointed on merit on the basis of fair and

open competition and are expected to carry out your role 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; and

 „impartiality‟ is acting solely according to the merits of the case and

serving equally well Governments of different political persuasions.



3. 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.



4. This Codeiii sets out the standards of behaviour expected of you and all

other civil servants. These are based on the core values. Individual

departments may also have their own separate mission and values

statements based on the core values, including the standards of behaviour

expected of you when you deal with your colleagues.









Standards of behaviour



Integrity



5. You must:



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 fulfil your duties and obligations responsibly;

 always act in a way that is professionaliv and that deserves and retains

the confidence of all those with whom you have dealings;

 make sure public money and other resources are used properly and

efficiently;

 deal with the public and their affairs fairly, efficiently, promptly,

effectively and sensitively, to the best of your ability;

 handle information as openly as possible within the legal framework;

and

 comply with the law and uphold the administration of justice.



6. You must not:



 misuse your official position, for example by using information acquired

in the course of your official duties to further your private interests or

those of others;

 accept gifts or hospitality or receive other benefits from anyone which

might reasonably be seen to compromise your personal judgement or

integrity; or

 disclose official information without authority. This duty continues to

apply after you leave the Civil Service.



Honesty



7. You must:



 set out the facts and relevant issues truthfully, and correct any errors

as soon as possible; and

 use resources only for the authorised public purposes for which they

are provided.









8. You must not:



 deceive or knowingly mislead Ministers, Parliament or others; or

 be influenced by improper pressures from others or the prospect of

personal gain.



Objectivity





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9. You must:



 provide information and advice, including advice to Ministers, on the

basis of the evidence, and accurately present the options and facts;

 take decisions on the merits of the case; and

 take due account of expert and professional advice.



10. You must not:



 ignore inconvenient facts or relevant considerations when providing

advice or making decisions; or

 frustrate the implementation of policies once decisions are taken by

declining to take, or abstaining from, action which flows from those

decisions.



Impartiality



11. You must:



 carry out your responsibilities in a way that is fair, just and equitable

and reflects the Civil Service commitment to equality and diversity.



12. You must not:



 act in a way that unjustifiably favours or discriminates against particular

individuals or interests.









Political Impartiality



13. You must:



 serve the Government, whatever its political persuasion, to the best of

your ability in a way which maintains political impartiality and is in line

with the requirements of this Code, no matter what your own political

beliefs are;

 act in a way which deserves and retains the confidence of Ministers,

while at the same time ensuring that you will be able to establish the









Information & Application Pack 32

same relationship with those whom you may be required to serve in

some future Government; and

 comply with any restrictions that have been laid down on your political

activities.



14. You must not:



 act in a way that is determined by party political considerations, or use

official resources for party political purposes; or

 allow your personal political views to determine any advice you give or

your actions.



Rights and responsibilities



15. Your department or agency has a duty to make you aware of this Code

and its values. If you believe that you are being required to act in a way

which conflicts with this Code, your department or agency must consider

your concern, and make sure that you are not penalised for raising it.



16. If you have a concern, you should start by talking to your line manager

or someone else in your line management chain. If for any reason you

would find this difficult, you should raise the matter with your department‟s

nominated officers who have been appointed to advise staff on the Code.



17. If you become aware of actions by others which you believe conflict

with this Code you should report this to your line manager or someone

else in your line management chain; alternatively you may wish to seek

advice from your nominated officer. You should report evidence of criminal

or unlawful activity to the police or other appropriate authorities.



18. If you have raised a matter covered in paragraphs 15 to 17, in

accordance with the relevant proceduresv, and do not receive what you

consider to be a reasonable response, you may report the matter to the

Civil Service Commissionersvi. The Commissioners will also consider

taking a complaint direct. Their address is:



3rd Floor, 35 Great Smith Street, London SW1P 3BQ.

Tel: 020 7276 2613

email: ocsc@civilservicecommissioners.gov.uk









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If the matter cannot be resolved using the procedures set out above, and

you feel you cannot carry out the instructions you have been given, you

will have to resign from the Civil Service.



19. This Code is part of the contractual relationship between you and your

employer. It sets out the high standards of behaviour expected of you

which follow from your position in public and national life as a civil servant.

You can take pride in living up to these values.

i

This Code applies to all Home civil servants. Those working in the Scottish Executive and the National

Assembly for Wales, and their Agencies, have their own versions of the Code. Similar Codes apply to

the Northern Ireland Civil Service and the Diplomatic Service.

ii

Constitutionally, civil servants are servants of the Crown. The Crown's executive powers are exercised

by the Government.

iii

The respective responsibilities placed on Ministers and special advisers in relation to the Civil Service

are set out in their Codes of Conduct: www.cabinetoffice.gov.uk/propriety_and_ethics.

iv

Including taking account of ethical standards governing particular professions.

v

The whistleblowing legislation (the Public Interest Disclosure Act 1998) may also apply in some

circumstances. The Directory of Civil Service Guidance gives more information:

www.cabinetoffice.gov.uk/propriety_and_ethics.

vi

The Civil Service Commissioners‟ Appeals leaflet gives more information:

www.civilservicecommissioners.gov.uk. This Code does not cover HR management issues.









Information & Application Pack 34