Director of Analysis and Insight

Home Office

SCS Pay Band 2

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Contents

The Department Diversity & Inclusion Welcome and Person Specification

The Role
Page 3 - 5 Page 6 Page 10
Page 7 - 9

The Panel Expected Timeline Process Commission

Page 11 Page 13 Page 14 Page 18

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The Home Office HOME OFFICE SECTOR

The Home Office is one of the original great 43 territorial police forces in England and Wales OISC
ICI Border
and MAC
Departments of State and has one of the most Immigration

challenging jobs in Government. Its mission is Security

National 45 fire and rescue services in
fundamentally important: to keep Britain’s Service
(MI5)
Crime England
UK Visas
Agency
streets safe and its borders secure. Each and National Police National Fire Border Force and
Immigration
Chiefs’ Council Chiefs’ Council
every member of Home Office staff plays a part National
Operational Counter Regional
in making that happen. Delivery Terrorism Organised HMICFRS IOPC
College of
Policing HM Passport
Policing Crime Units
Office (incl. Immigration
GRO Enforcement
With a budget of £13.6bn and a staffing profile DBS SIA GLAA England and
OCDA IPC Wales)
of up to 35,000, the Home Office leads on Border, Immigration
immigration and passports, drugs policy, crime and Citizenship System
Public Safety & (BICS)
policy, counter-extremism and counter-
terrorism and works to ensure visible, National Security
Home Office

responsive and accountable policing in the UK.

BICS Policy &

Home Office
These issues are at the heart of the Office for Security Serious & Crime, International Group
Government’s agenda. The challenges the System: HQ & Counter- Organised Crime Policing & Fire (provides policy, oversight &
co-ordination)
Policy Terrorism Group Group
Department faces are significant and can Leadership (providing policy & (providing policy & strategic (providing policy & BICS Strategy
strategic direction) direction) funding) (provides strategic direction)
change rapidly in the global environment in and
BICS Transformation
Governance
which we operate. This makes it one of the (leads BICS transformation
portfolio
most exciting and stimulating Departments to
work in.

Home Office Structure Departmental Enabling Functions (and advisory bodies)

Home Office Cross-Cutting Directorates

Further information on the key Directorates in
the Home Office can be found on the right. Science, Technology, Analysis, Research and Strategy
Home Office

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About the Home Office
The Home Office’s primary mission is to keep
our citizens safe and our borders secure.
- Immigration Enforcement enforces the law against those who break
The Home Office includes: our immigration laws;
- Crime, Policing and Fire Group works with police, fire and rescue
services and other partners, to reduce crime, vulnerability and - Her Majesty’s Passport Office is responsible for issuing UK
extremism, keep citizens safe and become more efficient; passports and for overseeing the system of civil registration in
England and Wales;
- Office for Security and Counter Terrorism works with other
- Capabilities and Resources is responsible for ensuring that
Departments and agencies to ensure an effective and coordinated
operational and policy teams in the Home Office have the support they
response to the threat of terrorism;
need to achieve the Department’s priorities. The work is captured in a
wide portfolio of enabling functions including human resources,
- Serious and Organised Crime Group works with the National Crime
estates, finance, investment management, performance
Agency, police, other Departments, agencies and partner
management, governance and assurance, commercial and security;
organisations to tackle serious and organised crime;
- Digital, Data and Technology (DDaT) is responsible for delivering
- Border, Immigration and Citizenship Policy and Strategy Group the Home Office’s technology platforms. The function is made up of
delivers our overall policy approach to tackling migration and border more than 3000 staff, augmented by a large number of supplier
issues; partners;

- Border Force is responsible for securing the UK border and

- Science, Technology, Analysis, Research and Strategy is a new
controlling migration at 138 ports and airports across the UK and
function responsible for setting overall strategy – underpinned by
overseas;
science, analysis, research and technology – across the Home Office,
- UK Visas and Immigration makes high-quality decisions about who to enable the rest of the business areas to achieve their potential in a
comes here, with a culture of customer satisfaction for business single, shared direction.
people and visitors who want to come here legally;

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 Home Office Analysis and Insight

Director of Analysis
and Insight

Centre of Excellence Team

Director’s office, Corporate
Support, Organisational Culture
and Transformation

Serious and
Protection, Counter- Counter- Fire
Organised Crime and Central
Immigration Irregular Borders Terrorism Extremism Licensing Central
Crime Policing Analysis
Systems Migration Security Analysis Analysis and Public Economic
Analysis and Asylum
Research Analysis and Insight
Analysis and Insight and Insight Order Unit
Analysis and Unit Team
Unit Unit Analysis
Analysis

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 Everyone in our workforce is unique and brings achieve their potential, offering flexible working
Diversity & their own individual perspectives. We represent
different age groups, socio-economic
arrangements wherever possible.

backgrounds, faith and beliefs. To gain the As a public authority the Home Office has
Inclusion benefits of this diversity we must embed an
inclusive culture where everyone feels
statutory duties placed on it that require it to
promote equality of opportunity and eliminate
comfortable voicing their own opinions and unlawful discrimination. We expect all staff to
Our priorities are to prevent ideas. assist the Department in meeting these
obligations. All staff should have due regard for
terrorism, cut crime, control Creating an inclusive and diverse Department the need to promote good relations between
immigration, promote growth and focuses on supporting the wider ambition of individuals from different groups and work
creating a ‘Brilliant Civil Service’ and becoming
transform the Home Office. the UK’s most inclusive employer.
towards achieving equality of opportunity for all.
Creating a diverse and inclusive The Home Office has concluded that
Home Office is imperative to Home Office Positive Action membership of any group or organisation that
achieving these objectives. Statement promotes hatred in its philosophy, aims,
principles or policies based on gender, gender
identity, race, disability, sexual orientation,
The Home Office is committed to a policy of
religion or belief is incompatible with the work
equal opportunity for all staff. We will not
and values of the Home Office.
discriminate on grounds of gender, gender
identity, race, disability, sexual orientation,
religion or belief, age, those with caring Positive Action Statement
responsibilities, part time workers or any other
factor irrelevant to a person’s work. The Home Office is committed to being an
inclusive employer with a diverse workforce.
We encourage a diverse workforce and aim to We encourage applications from people from
provide a working environment where all staff at the widest possible diversity of backgrounds,
all levels are valued and respected, and where cultures and experiences.
discrimination, bullying, promotion of negative
stereotyping and harassment are not tolerated. We particularly welcome applications from
Black, Asian and Minority Ethnic (BAME)
Assessment for recruitment, selection, candidates, as they are under-represented
appraisal, training and career progression
within the senior civil service.
purposes are based both on the individual’s
ability and suitability for the work. We are
committed to providing all staff with
opportunities to maximise their skills and

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Welcome Message

Professor John Aston, Home Office Chief Scientific Adviser and DG Science, Technology,
Analysis, Research and Strategy

Thank you for your interest in the position of Director of Analysis and Insight in the Home Office. It is an exciting and
challenging role at the heart of the department, and an integral part of the newly formed Science, Technology,
Analysis, Research and Strategy DG Group.

The Home Office is in the process of an ambitious transformation agenda, seeking new ways of working to address
current and future challenges, and making sure that we learn lessons from the past. Analysis and insight are critical
to this process, and as Director of Analysis and Insight you will be helping to shape and embed this agenda. This
is, of course, in addition to ensuring that the best analysis and evidence are available to support decision-making
across all areas of the department’s work, including crime, immigration, national security and borders.

You will be an experienced leader, who can rise to the challenge of leading a team of over 450 through a period of change, while continuing
to build Home Office Analysis and Insight’s reputation as a centre of excellence. You will be a passionate advocate for the use of analysis
and evidence, and will be a strong communicator who can convey actionable insights from analysis to a wide range of stakeholders.

I look forward to hearing from you.

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 reports to the Director General and Chief through a period of significant change,
About the role Scientific Adviser, and is responsible for
maintaining and growing Home Office Analysis
including overseeing growth in areas outside
London and moves to greater flexible working;
and Insight as a centre of excellence, both in
Director of Analysis and Insight terms of the quality of its outputs and as a place • Continue the transformation of the use of
talented people want to work. analysis and evidence in the department,
Location while continuing to build HOAI as a centre of
The post-holder is required to build and maintain excellence recognised across the department,
The post could be based at Sheffield or London, effective relationships with Ministers, the Chief Whitehall and beyond;
but with staff based in multiple other locations. Scientific Adviser, senior policy and operational
Some regular travel between sites will be required. • Personally champion analysis and insight,
decision-makers, and external partners, shaping a including ensuring customer support for
Grade and Salary programme of work that ensures analysis and managing competing demands from across
insight adds maximum value to Home Office the Home Office through an effective and
c.£100,000 business and the public debate on key social transparent prioritisation process;
policy issues. The Director of Analysis and Insight
The post is set within the Senior Civil Servant will also need to cultivate an ethos in the • Ensure professional standards in Home Office
(SCS) Pay Band 2 salary range. Starting salary organisation which combines customer-focus, Analysis and Insight, including: rigorously
will be dependent on your qualifications, innovation, political awareness, open and maintaining the necessary degree of
knowledge and the relevant experience you are collaborative working, and independence with independence and objectivity; supporting the
able to offer. No allowances will be payable. rigorous quality assurance and professionalism. In Home Office heads of analytical professions
this high-profile role you will oversee 450 – 500 to meet their statutory responsibilities (e.g. for
Contract Type staff and you will have a budget responsibility publishing statistics and signing off impact
exceeding £15m. assessments); and representing the Home
This role is being offered on a permanent basis Office as a senior member of the cross-
appointment or on loan from another Government The key deliverables for this role are as follows: government analysis and insight community;
Department (it is expected you would complete 2
years minimum). • Be accountable for meeting the Home Office’s • Be accountable for professional development
analytical requirements at strategic, for Home Office economists, statisticians and
The Role operational, and in some cases tactical, level operational and social researchers, at the
– and for ensuring analysis delivers actionable same time as influencing investment in
This role is responsible for leading the Home
insights which improve departmental analysis and insight capabilities, and building
Office Analysis and Insight (HOAI) team, a
outcomes and maximise real-world impact the department’s expertise in emerging
directorate of over 450 people which includes the
(including publicly); techniques and disciplines.
Home Office’s professional analysts (economists,
statisticians, social researchers, operational • Have responsibility for multi-disciplinary • Be the Home Office champion for the
researchers, some intelligence analysts and data analysis and insight teams working across all Public Sector Equality Duty, and to lead on
scientists). Analysis and Insight is part of the areas of Home Office business, including implementing a number of analytical
cross-cutting Science, Technology, Analysis, crime, policing, fire, extremism, counter- recommendations in the Windrush Lessons
Research and Strategy (STARS) group in the terrorism, borders and migration; Learned Review.
Home Office. The Director of Analysis and Insight
• Lead an organisation of over 450 people

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 Essential Criteria
Person Specification • Dynamic leadership skills, including the ability to influence
Ministerial/Board level and other senior thinking and decision-
making, inspire change, and to set a clear direction to deliver
Director of Analysis and Insight organisational objectives;

The successful candidate will be an excellent experienced analytical • Strong analytical skills; and/or experience of setting direction for
leader, comfortable working with and presenting at Executive Committee analytical work programmes, particularly in government settings,
level, with a breadth of experience gained whilst working to put analysis which directly support strategic organisational objectives, working
and evidence at the heart of decision making in large and complex across boundaries so that the right people are involved to deliver;
organisations.
• The ability to develop actionable insights from analysis and to
It is essential that in your written application communicate them clearly to a wide range of customers, including
you give evidence of examples of proven Ministers/Board members, scanning the political context and taking
experience in each of the essential criteria account of wider influences to develop long term strategies to
of the person specification. maximise the impact of analysis and insights on delivering Home
Office priorities;

• Creating and sustaining a culture of innovation and continuous

improvement, and supporting transformational programmes.

Desirable Criteria
• Membership of one of the four principal analytical professions
(economics, operational research, social research, and statistics)
and/or a good understanding of intelligence assessment or emerging
analytical disciplines (e.g. data science, social media analysis,
behavioural science).

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Panel

DG & Chief Scientific Adviser, Professor John Aston, HO Science, Technology, Analysis, Research & Strategy
John joined the Home Office as its Chief Scientific Adviser in September 2017. He is on secondment from the University of
Cambridge where he is a Professor of statistics, specialising in applied statistics. He was, until recently, a trustee of the Alan
Turing Institute, and has previously spent much of his career working in the United States and Taiwan, as well as holding an
academic position at the University of Warwick.

Rosie Glazebrook, Panel Chair and Civil Service Commissioner

Rosie has wide board experience in the public and private sectors as a Non-Executive Director, Board Member and Chair. She
has particular interests in data, ethics, commercial development, strategy and governance and has a scientific background.

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Anjali Juneja, Deputy Director of EU Transition and International Unit, Food Standards Agency
Anjali is an experienced civil servant, having spent over 15 years in the Home Office including a short spell at Her Majesty’s
Inspectorate of Constabulary. She is a qualified barrister who began her career in the Home Office as a Presenting Officer.
After the birth of her first child, Anjali took up the role of Principal Private Secretary to the Permanent Secretary at the Home
Office where she supported the department in managing several counter-terrorism incidents, the emergence of issues relating
to the Windrush generation and a number of other high-profile policy and corporate issues for the department. As a senior
BAME member of staff, Anjali has also helped to spearhead and support a range of important initiatives on diversity and
inclusion. Anjali has recently joined the Food Standards Agency where she is responsible for EU transition and Trade.

Further panellist to be confirmed in due course.

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Expected Timeline
Please note that these dates are only indicative at this stage and could be subject to change.

We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are
therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process.
The anticipated timetable is as follows:

Advert Closing Date Sunday, 22 November 2020

Expected shortlist w/c 23/11/20

Assessments Date range:

24/11/20 – 04/12/20

Interviews Monday, 7 December 2020

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 Application
The Recruitment Process
To apply for this post, you will need to submit the following documentation
If you are shortlisted, you will be provided with full details of the next by no later than 23:59 on Sunday, 22 November 2020.
stages of the selection and assessment process. This will include an
individual psychological assessment. 1. A CV setting out your career history, with key responsibilities and
achievements. Please ensure you have provided reasons for any gaps
The final selection panel interview will be held in London at the Home within the last two years.
Office or via video conference due to the current situation with Covid-19. 2. A Supporting Statement (maximum 1,250 words) explaining how you
You will be advised of the format in advance. consider your personal skills, qualities and experience provide
evidence of your suitability for the role, with particular reference to the
Please note: Expenses incurred by candidates during the recruitment essential in the person specification. Failure to submit both a CV and
process will not be reimbursed by the Home Office except in exceptional Supporting Statement will mean the panel only have limited
circumstances and only when agreed in advance with the SCS information on which to assess your application against the criteria in
Recruitment Team. the person specification.
3. A completed Diversity Monitoring Form. please note that the panel
may not consider your application if this form is not returned. If you do
not wish to provide a declaration on any of the characteristics, you will
have the option to select 'prefer not to say'. The information you
provide when submitting your application will help us monitor our
progress towards the Civil Service becoming the most inclusive
employer by 2020. See the Civil Service Diversity and Inclusion
Strategy for more information.
4. Guaranteed interview request form for disabled persons (please
complete for consideration if required). Further information on the
Guaranteed Interview Scheme can be found on the next page.
5. Nationality form which will be used to verify that you have the right to
work in the UK.
Please note: the documents stated are mandatory. Applications that do
not include all the required documents will not be accepted.

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Further Information access restricted to those who need it in connection with dealing with your
application and the selection process. Data may also be used for the
Should you wish to have an informal discussion about the role, please purposes of monitoring the effectiveness of the recruitment process, but
contact Chief of Staff to Director of Analysis & Insight, Rosie Jonsson by in these circumstances will be kept anonymous. The ethnic monitoring
email: Rosie.Jonsson@homeoffice.gov.uk. form is used for monitoring the selection process only. If you do not wish
to have these details recorded please return the form uncompleted. If you
If you have any queries about any aspect of the selection process, please are unsuccessful, your personal data relating to application will be
email the SCS Recruitment Team: scsrecruitment@homeoffice.gov.uk. destroyed after 12 months. If you are successful, data will be passed to
the Home Office personnel team.
Equal Opportunities Monitoring

As part of the application process we ask candidates to complete equal

opportunities monitoring information. This will help us to follow the
recommendations of the Equality and Human Rights Commission, that
employers should monitor selection decisions to assess whether equality
of opportunity is being achieved. The information on the form will be
treated as confidential and used for statistical purposes only. The form
will not be treated as part of your application.

The Home Office Positive Action Statement can be found in the Diversity
and Inclusion section earlier in this document.

Guaranteed Interview Scheme for Disabled Persons

The Home Office is an accredited user of the Government’s “Disability

Confident” disability symbol, which denotes organisations which have a
positive attitude towards disabled applicants. Applicants who meet the
minimum criteria in the job specification are guaranteed an interview.
Selection will be on merit. If you wish to apply for consideration under this
scheme, please complete the form in Annex C. It is not necessary to state
the nature of your disability.

Data Protection

The Home Office takes its obligations under the Data Protection Act
seriously. Any data about you will be held in secure conditions with

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 The post is set within the Senior Civil Servant (SCS) Pay Band 2 salary range.
Terms and Conditions Starting salary will be dependent on your qualifications, knowledge and the
relevant experience you are able to offer. No allowances will be payable.

Please note: Standard Cabinet Office rules on pay will apply to civil servants
appointed on level transfer or promotion, their salary will increase by the
better of the minimum of the SCS PB2 range or a promotion award of up to
10% more than their current salary will be given (whichever is the greater).
Individuals appointed on level transfer will retain their existing salary.

You may be eligible for a non-consolidated annual bonus payment, subject

to successful performance, in line with the Home Office Senior Civil Service
pay arrangements. These are set annually within the guidelines laid down
by the Cabinet Office.

Childcare Support: The Government’s Tax-Free Childcare Scheme

(TFC), has recently been introduced and replaced all employer provided
The information offered in this document is supplied in good faith but childcare voucher schemes. You can get up to £500 every 3 months for
does not in itself form any part of the contract of employment. each of your children to help with the costs of childcare. In order to
determine your eligibility, you can find the rules for that scheme on
Appointment Term: This post is offered as a permanent appointment or a GOV.UK at helping pay for childcare.
loan from another Government department may also be considered (it is
expected you would complete 2 years minimum). Annual leave: If you are an existing civil servant appointed on promotion,
you will be appointed on modernised terms and conditions. Please contact
Working Arrangements: This role is available on a full-time basis; we will the SCS Recruitment Team: SCSRecruitment@homeoffice.gov.uk for further
also consider some flexible working options, including a pre-arranged job- details. Existing civil servants appointed on level transfer will retain current
share. contractual entitlements in relation to annual leave and privilege leave.
Working Hours: For existing civil servants appointed on promotion, basic Nationality: This is a Reserved post. In order to apply for this post you must
hours of work will be 37 hours per week, excluding lunch breaks. For existing be a UK National, i.e. British Citizen, British Subject under Part IV of the
civil servants appointed on level transfer, your current contractual British Nationality Act 1981 having the right of abode in the UK, or British
entitlements in relation to basic hours of work will continue to apply. Dependent Territories citizen acquiring citizenship from connection with
Gibraltar. In order to confirm your eligibility for this post, please complete the
Location: The post could be based at Sheffield or London, with regular nationality form at Annex C which asks for information regarding nationality.
London and national travel as required. This information will also be used to commence the security clearance
Remuneration: c.£100,000 process, should you be selected for appointment. You will not be asked to
produce the evidence stated at the application stage but you will be required

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to do so should you be invited to the final panel interview. While in post Civil Service Code: The Civil Service Code sets out the constitutional
there will be certain restrictions on political activities. Applicants should also framework within which all civil servants work and the values they are
note that there may be restrictions placed upon their ability to move to some expected to uphold. A copy of the Code can be found at
business appointments once they have left this position. http://www.civilservice.gov.uk/about/values.

While in post there will be certain restrictions on political activities. Applicants

should also note that there may be restrictions placed upon their ability to move
to some business appointments once they have left this position.

Conflict of interest: If you or your spouse have any business interest or

potential conflict of interest with the activities of the Home Office 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.

Pre-appointment checks: The responsibilities of the Department mean that

we set very high standards for our staff. Honesty and integrity are essential
and form part of the core values of the Civil Service. We will always carefully
check the suitability of new employees for employment at the Home Office
and are not tolerant of dishonest behaviour. We do not condone criminal
activity in any way.

However, within these constraints, we recognise the contribution that ex-

offenders can make to a workforce. Our aim is to ensure that potentially
suitable candidates for employment are not automatically ruled out from
employment with the Home Office. As such, having a criminal record will not
automatically bar an individual from working with us. For more information
please contact the SCS Recruitment Team.

Security clearance: The successful candidate will be required to obtain

Developed Vetting (DV) level clearance before taking up post. Further
information on what this involves can be obtained by contacting the SCS
Recruitment Team.

For further information, please follow this link:

https://www.gov.uk/guidance/security-vetting-and-clearance.

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 • The Home Office’s recruitment processes are underpinned by
The role of the Civil the principle of selection for appointment on merit on the basis of fair and
open competition, as outlined in the Civil Service Commission’s
Recruitment Principles, which can be found at
Service Commission http://civilservicecommission.independent.gov.uk/civil-service-
recruitment/.
• Civil Service Commissioners chair selection panels for all external
recruitment competitions at Senior Civil Service Pay Band 2 (Directors),
What is the role of the Civil Service Pay Band 3 (Director General) and Permanent Secretary levels. An
external competition is one that is advertised outside the Civil Service
Commission in relation to recruitment? and candidates who are not existing civil servants may apply.
• If you feel your application has not been treated in accordance with the
Recruitment Principles and you wish to make a complaint you should
contact scsrecruitment@homeoffice.gov.uk in the first instance. If you
are not satisfied with the response you receive from the Home Office you
can contact the Civil Service Commission.
• The Commission publishes a guide that outlines its approach to handling
a complaint under the Recruitment Principles. This can be accessed at
http://civilservicecommission.independent.gov.uk/civil-service-
recruitment/complaints/. We would recommend you read this guidance
before submitting a complaint.

• Complaints should be sent in writing to: Civil Service Commission, Room

G8, 1 Horse Guards Road, London, SW1A 2HQ.

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