Government Digital Service Deputy Director, Digital Identity · with digital identity at the heart of what is possible in the future. GDS is a centre of digital innovation and strategy

Government Digital Service Deputy Director, Digital Identity

Senior Civil Service Pay Band 1 - £92,000 - £102,000

Candidate Information Pack

Closing Date: noon 14th February 2020

A Brilliant Civil Service: becoming the UK’s most inclusive employer

The Civil Service Diversity and Inclusion Strategy

Deputy Director, Digital Identity

Role

Annex Diversity

About

Process Terms

Welcome Criteria

Main duties and responsibilities

Civil service code and Additional

documents

Diversity & Inclusion

Cabinet OfficeGDS

Application Terms, Conditions and Benefits

Message from Lisa Barrett

Success Profiles

This pack provides information for candidates on the appointment of a Deputy Director, Digital Identity at GDS, including details of how to apply.It contains the following sections:

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This is an unprecedented time for digital, data and technology in the UK government as we transform public services toward a new vision for what it means and feels like to interact with government. We envision a future in which new technologies and ways of working prioritise what a citizen needs, while protecting their privacy and information. Digital identity is at the heart of this agenda.

Welcome


About Role Criteria Process Terms Annex Diversity

Welcome message from Lisa Barrett There have never been more opportunities to work collectively and creatively to respond to the changing needs and expectations of millions of people, and deliver services that are simpler, faster and easier to use.

I joined GDS last year and oversee all aspects of technology, strategy and implementation of Digital Identity. Previously I worked at the Ministry of Justice, overseeing a large-scale initiative to improve data-driven decision making. My background more generally is in digital start ups and scale ups, including as a Director at Coursera.com and MD at AVADO Digital. My career has centred on using data to uncover and understand root issues, and build solutions that scale.

As my Deputy Director, you will be working at the cutting edge of Digital Identity with the experts in the field. Her Majesty’s Government is committed to ensuring there is a privacy centric solution to digital identity that helps prevent fraud and meets the needs of users. You will be working with senior stakeholders from across the public and private sector, based across the UK and internationally. You will also be joining a network of digital, data and technology leaders that has

developed into an essential forum for coordinating and driving transformation, collaboration and innovation across government. Over five million people have verified themselves to access public services, and you will lead a team of people dedicated to helping that number to grow across the UK economy and government, so that more people from across our society are able to access the services they need when they need them.

Working with your senior colleagues from other departments you will set standards and maintain a shared vision to deliver transformation. You will share best practice and drive collective efficiencies wherever possible; support and guide our cross government programmes to build capability and make government a destination of choice.

The potential to shape our society’s future is enormous and our purpose is to ensure the profession is equipped and inspired to deliver real, meaningful change for users; to do the work of transformation that makes government work better for everyone.

Lisa Barrett Director, Digital IdentityGovernment Digital Service

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About


Role Criteria Process Terms Annex DiversityWelcome

Background to the Cabinet OfficeThe Cabinet Office is at the centre of Government, co-ordinating policy and strategy. Headed by the Permanent Secretary, John Manzoni – also the Chief Executive of the Civil Service - it is comprised of a number of different business units, including Government Digital Services (GDS). The Cabinet Office’s core purpose is to make government work better and be greater than the sum of its parts. To do this, we have four main objectives:• to support the Prime Minister and Cabinet in

delivering the Government’s agenda;• to drive efficiency and reform, and make public

service work better;• to build a more united democracy and a

stronger civil society; and• to strengthen and secure the UK at

home and abroad.

At the heart of this are our Cabinet Office values. To deliver our purpose and help make Cabinet Office a great place to work, we all commit to:

• Treating everyone with Respect • Actively Collaborate, and • Build Trust

We pride ourselves in our ambition to be the most inclusive government department employer by 2020 and we have a number of staff benefits, including flexible working to ensure we meet this.

Information about the Cabinet Office can be found by visiting: www.cabinet-office.gov.uk

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About


Role Criteria Process Terms Annex DiversityWelcome

Background to Government Digital Service (GDS)The Government Digital Service (GDS) is situated at the heart of the Cabinet Office, responsible for shaping the digital transformation of government, with digital identity at the heart of what is possible in the future. GDS is a centre of digital innovation and strategy for all of government. We grow leading digital, data and technology talent right across the Civil Service and ensure that Her Majesty’s Government (HMG) can deliver on its ambitions now and into the future. We represent more than 15,000 Digital, Data and Technology (DDaT) professionals and interface with industry and other government stakeholders worldwide.

Since 2012, GDS has been pioneering a world leading, privacy-centric approach to digital identity that is making it possible for anyone to prove who they are online. HMG has recently reaffirmed its commitment to this agenda, including the importance of Digital Identity for the UK and for effective digital services and the running of digital government. Following on Ministerial commitments to create a digital identity unit and to allow people to use their digital identity across all HMG services,

dramatically improving user experience, we seek a highly effective leader to play a key leadership role in this place.You will be joining during an exciting acceleration phase, as we look to appoint the UK’s first ever Government Chief Digital and Information Officer (GCDIO) who will be a member of the Permanent Secretary community and among the senior most leaders across HMG.

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About


Welcome Role Criteria Process Terms Annex Diversity

Background to Government Digital Service (GDS)

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Role


Criteria Process Terms Annex DiversityWelcome About

The Role

The Deputy Director for Digital Identity is responsible for a range of accountabilities and activities that will deliver digital identity policy, implementation, coordination and technical feasibility.

Responsibilities include designing the appropriate programme frameworks and implementation plans, delivering the agreed objectives, monitoring and mitigating risks and escalating issues for resolution through the appropriate channels. As the Digital Identity Unit comes into place, the Deputy Director will have two distinct areas of focus: working in the Digital Identity Unit concentrating on the strategic aspects of digital identity for the UK economy; and running the technology and commercial frameworks to support digital identity for HMG.Areas of work include overseeing the identity trust framework including the development and implementation of compliance, enforcement and technical feasibility; commercial arrangements to ensure the appropriate actors and relationships between government and private sector; technology that underpins the effective creation of digital identities and principles of privacy and economic inclusion; marketing and engagement activities across stakeholders both in and outside of government; and collaborative work to ensure interoperability across all sectors.

Specifically, the role is focused on the following key, high-level accountabilities:• establishing and maintaining an appropriate

programme/project management framework, providing the necessary structure to lead, monitor, and control programmes to ensure benefits are realised as agreed. This will include ensuring appropriate governance in the DIU, while also adjusting structures to manage Gov.UK Verify going forward.

• effectively translating between technical and business concepts to enable the development and execution of digital identity transformation programmes and strategic plans.

• overall responsibility for the delivery of multiple digital solutions across agile teams - being accountable for resourcing, management, reporting and coordination.

• leading and inspiring multi-disciplinary digital and technology teams and suppliers. This requires an exceptional people, team and programme leader who not only sets and delivers vision with existing resources but foresees what is needed and is able to acquire those resources, whether directly into the team or through cross-departmental and cross-governmental collaboration

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Role


Welcome About Criteria Process Terms Annex Diversity

• visible leadership and the ability to manage a wide range of people and a mix of technical, professional and administrative roles and a broad understanding of capabilities required.

• being the face of the Digital Identity Unit and leading all areas of the day-to-day work, providing the technical enablement of the strategy. This includes: executing plans and roadmaps to implement HMG’s digital identity acceleration plan; framework for identity creation, identity use and audit; ongoing implementation and evolution of that framework and its components, including compliance; counter fraud and threat intelligence; technology strategy and implementation; policy strategy and implementation, including but not limited to means of unblocking use of digital ID in various sectors; communications with citizens including but not limited to what digital ID is and is not, and privacy concerns; engagement with government and private sector stakeholders; and others.

• understanding and articulating the digital identity potential to the business in an exciting and passionate manner.

The Role (continued)

• delivering transformation at pace; navigating through challenges, a complex environment and ambiguity to achieve significant improvements for the business.

• establishing and overseeing appropriate reporting, including controls and benefits realisation; being comfortable challenging reports as necessary and ensuring that required decisions are made in a timely manner.

• ownership of the governance processes that ensure appropriate discussion, decision making and coordination across government and at all levels, from working level through Permanent Secretaries and Ministers; in collaboration with and in the service of goals established with the Director, Director General and Permanent Secretary.

• executing and managing the programme budget, including risk allowance.

• driving organisational change and alignment, partnering cross-functionally with business leaders.

• ability to engender collaboration and secure agreement across government, private sector and other relevant stakeholders.

• a high level of attention to detail across programme delivery. Within the current context, responsibility of the Deputy Director(s) will include delivering Gov.UK Verify within the operational and budgetary agreements, to achieve a successful transition to the future state of pan-government and private sector use

It should be noted that digital identity is a rapidly developing area with a range of variables and interested stakeholders, and the individual in this role will need to be flexible and adaptive. Areas of work may change, and change should be expected.All Deputy Directors in GDS are members of the Senior Leadership Team and work with colleagues to provide corporate leadership to the whole of the Cabinet Office, as well as their own teams. Our leaders always set the example and inspire their colleagues. They make quality time for people and take an interest in them. They know what matters to people - both inside and outside work – and value them as individuals; always finding opportunities for to develop them

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Role


Welcome About Criteria Process Terms Annex Diversity

Essential• deep business knowledge; the ability to lead at

the forefront of a cutting edge market• significant experience obtained in complex

digital technology or at scale; technical programme management to deliver innovative and cutting-edge solutions; experience leading successful venture projects or organisations, with evidence of delivery against ambitious goals with limited resources

• senior operational and delivery experience in a digital capacity including experience with fail-fast, minimum viable product, test-and-learn, data-driving and other relevant approaches, and a total lack of fear of asking questions and digging into things you do not understand

• strategic delivery across an evolving political and technical landscape

• experience leading and managing teams in fast-paced environments, and managing a range of people across diverse work streams; ability to maintain a clear focus on resource prioritisation and efficiency, continually questioning the value of activities against strategic priorities

• ability to establish and maintain excellent stakeholder relationships

• demonstrated ability to run all aspects of a successful operation at multiple levels, including transformation projects; ranging from the need to understand and monitor complex technical detail as relevant, to credible, high level briefing, strategy and management related to internal and external stakeholders;

• proven track record building effective and influential relationships and acting as an advocate for change, including being able to overcome communication and cultural barriers to bring people together and achieve results;

• demonstrable track record leading and inspiring teams, including the ability to rapidly restructure, repurpose and rally teams as needed ongoing to achieve results, balancing dependencies and priorities across their business area;

• demonstrated contribution to peer-level leadership communities

The Role and Person Specification

while showing respect and appreciation. GDS expects that all of its senior leaders operate in line with the Civil Service Leadership statement to be inspiring, confident and empowering: https://www.gov.uk/government/publications/civil-service-leadership-statement/civil-service-leadership-statement

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Criteria


Welcome About Role Process Terms Annex Diversity

Person Specification (continued)• experience implementing and leading on new

contracts and relationships between players in a nascent sector; commercial and procurement relationships and know-how

Knowledge, Skills & Abilities• digital mindset, skillset and leadership, and

the ability to work in both agile and waterfall methodologies and merge the two effectively to achieve results

• positive self-starter with a practical approach to achieving both vision and immediate objectives; high degree of personal credibility and resilience, along with the enthusiasm and commitment to deliver in challenging, high profile environments

• capabilities to own a large and complex portfolio• capable of delivering at pace to

challenging timescales• resilient and confident under pressure

and with ambiguity• excellent communication skills and credibility at

the most senior levels, with experience delivering inspiring, engaging messages about the future direction;

• collaborative, open and transparent working culture, and a focus on creating and leading inclusive and diverse teams; ability to inspire and make use of the range of experiences and skills; ability to ensure culture is flexible, responsive and creative while focus on results

• the ability to constructively confront issues and challenge assumptions at the highest levels; including with delivery partners, stakeholders and clients

• excellent people leadership skills and proven ability to visibly motivate, develop and hold to account large and diverse teams;

• able to think critically and analytically to draw sound conclusions on the basis of complex data

• experience of managing relationships and developing collaborations across different organisations

• a strong understanding of and ability to work within the operations of central government, departments, digital directorates, portfolio management teams and GDS

Desirable:• experience operating at the intersection of

government and the private sector• technical experience of digital identity

and related fields

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Criteria


Welcome About Role Process Terms Annex Diversity

CriteriaSuccess Profiles In the Civil Service, we use our Success Profiles. This Framework aims to attract and retain people of talent and experience from a range of sectors and all walks of life; for each role we advertise we consider what you will need to demonstrate to be successful.This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity. We will be looking at your experience, career history and achievements that are relevant to the specific job role.

We'll assess you against these behaviours during the selection process:

• seeing the big picture• leadership• communicating and influencing• making effective decisions• working together

The lead behaviour is ‘seeing the big picture’ and if we receive a large number of applications, applications will be assessed against this criteria alone first. They will then be assessed against the other criteria if they have met the minimum score on the lead criteria.

Saxton Bampfylde Ltd is acting as an employment agency advisor to the Government Digital Service on this appointment.

Candidates should apply for this role through our website at www.saxbam.com/appointments, using code AAIAMA.

Click on the ‘apply’ button and follow the instructions to upload a CV and cover letter.

The closing date for applications is noon on Friday 14 February 2020.

Failure to submit both documents will mean the panel only have limited information of which to assess your application against the essential and desirable criteria in the Person Specification on pages 9-10.

Guaranteed Interview SchemeCabinet Office is committed to the employment and career development of disabled people and will guarantee to interview anyone with a disability whose application meets the minimum essential criteria (listed on pages 9-10) for the post.

The Selection Process

You will receive an acknowledgement of your application through the online process. The panel will then assess your application to select those demonstrating the best fit with the role by considering the evidence you have provided against the Person Specification section on pages 9-10. Applications will be sifted against the essential and desirable criteria to select those demonstrating the best fit with the post.

If you are shortlisted, you will be asked to take part in two assessments which will include an Independent Leadership Assessment and a Staff Engagement Exercise. These assessments will not result in a pass or fail decision. Rather, they are designed to support the panel’s decision making and highlight areas for the panel to explore further at interview. You will also have the opportunity to speak to Lisa Barrett prior to the panel interview to learn more about the role and the organisation. Shortlisted candidates may also be required to provide two references prior to interviews.

You will be asked to attend a panel interview in order to have a more in-depth discussion of your previous experience and professional competence in relation to the essential and desirable criteria set out in the Person Specification on pages 9-10. Those invited to interview may be asked to prepare a presentation and full details of this part of the assessment process will be made available to shortlisted candidates.

For more information about the post, please contact [email protected]

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Process


Terms Annex DiversityWelcome About Role Criteria

The Recruitment Process

Closing Date noon 14th February

Longlist w/c 17th February

Preliminary interviews with Saxton Bampflyde 24th February - 13th March

Shortlist w/c 16th March

Assessments 18th - 27th March

Final interviews 2nd April

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Process


Terms Annex DiversityWelcome About Role Criteria

Expected Timeline

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Terms


Welcome About Role Criteria Process Annex Diversity

Terms, Conditions and BenefitsAppointmentThis post will be a permanent appointment. The salary for this post will be £92,000 - £102,000. Existing Civil Servants will be appointed in line with the Civil Service pay rules in place on the date of their appointment.

PensionThere is a choice of excellent pension schemes. More information about pension provisions can be found at www.civilservice.gov.uk/pensions

Flexible Working We would welcome applications for flexible working patterns including job-share arrangements.

Leave allowances25 days’ paid leave per annum rising to 30 days after five years’ service. In addition, full-time staff receive eight public holidays and the Queen’s Birthday privilege day as well as competitive maternity leave, parental leave and adoption leave.

LocationThe postholder will be based in London, The Whitechapel Building, 10 Whitechapel High Street, London, E1 8QS.

Expenses and Relocation CostsWe are not able to reimburse you for any costs incurred during the recruitment process. No relocation costs will be available on appointment.

Equality and DiversityCabinet Office is committed to a policy of equal opportunity for all staff. We will not discriminate on grounds of gender, gender identity, race, disability, sexual orientation, religion or belief, age, those with caring responsibilities, part time workers or any other factor irrelevant to a person’s work. We encourage a diverse workforce and aim to provide a working environment where all staff at all levels are valued and respected, and where discrimination, bullying, promotion of negative stereotyping and harassment are not tolerated.

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Terms


Welcome About Role Criteria Process Annex Diversity

Assessment for recruitment, selection, appraisal, training and career progression purposes is 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 achieve their potential, offering flexible working arrangements wherever possible. As a public body, we have statutory duties placed on us that require us to promote equality of opportunity and eliminate unlawful discrimination. We expect all staff to assist the department in meeting these obligations. All staff should have due regard for the need to promote good relations between individuals from different groups and work towards achieving equality of opportunity for all.

Civil Service CodeAll civil servants are subject to the provisions of the Civil Service Code (see annex A below) which details the Civil Service values, standards of behaviour and rights and responsibilities. Go to http://civilservicecommission.independent.gov.uk for more information.

ChildcareWe recognise that many staff balance working lives with the demands of a family life. We offer support with childcare and holiday pay schemes costs by providing childcare vouchers for staff who meet the eligibility criteria.

ComplaintsThe Cabinet Office’s recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition as outlined in the Civil Service Commissioners’ Recruitment Principles details of which can be found at http://civilservicecommission.independent.gov.uk

The Civil Service Commission has two key functions: 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 Commission discharges its responsibilities directly by overseeing the recruitment process and by a Commissioner chairing the selection panel. 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. If you feel your application has not been treated in accordance with the Principles and you wish to make a complaint, you should contact the Cabinet Office Recruitment Team, Human Resources, 4th Floor, 1 Horse Guards Road, London SW1A 2WH in the first instance. If you are not satisfied with the response you receive you can contact the Office of the Civil Service Commissioners.

Terms, Conditions and Benefits

http://civilservicecommission.independent.gov.uk




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Annex


DiversityWelcome About Role Criteria Process Terms

Annex - Civil Service Code and Additional InformationSaxton Bampflyde Ltd GDPR Personal Data NoticeAccording to GDPR guidelines, we are only able to process your Sensitive Personal Data (racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, genetic data, biometric data, health, sex life, or sexual orientation) with your express consent. You will be asked to complete a consent form when you apply and please do not include any Sensitive Personal Data within your CV (although this can be included in your covering letter if you wish to do so), remembering also not to include contact details for referees without their prior agreement.

The equal opportunities monitoring online form will not be shared with anyone involved in assessing your application. Please complete as part of the application process.

ANNEX ACivil Service valuesThe statutory basis for the management of the Civil Service is set out in Part 1 of the Constitutional Reform and Governance Act 2010.Please read the statutory guidance here: https://www.gov.uk/government/publications/civil-service-code/the-civil-service-code

https://www.gov.uk/government/publications/civil-service-code/the-civil-service-code

https://www.gov.uk/government/publications/civil-service-code/the-civil-service-code

A Brilliant Civil Service: becoming the UK’s most inclusive employer

The Civil Service Diversity and Inclusion Strategy

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Diversity


Welcome About Role Criteria Process Terms Annex

Diversity & InclusionThe Civil Service is committed to becoming the most inclusive employer in the UK. We are committed to understanding, respecting and representing as broad a range of views and backgrounds as we have in UK society. We know that diverse perspectives and experiences are critical to an effective, modern Civil Service.Our vision is to ensure the Civil Service represents modern Britain and is a truly inclusive employer – an example to other employers. We will create an organisation where diversity is not only respected and valued – but celebrated.

What’s in it for me?We want to maximise the potential of everyone who chooses to work for us – regardless of background.If you’re interested in becoming a world class leader, developing your career with us – starting with this interesting and challenging role – or doing things differently and inspiring colleagues, then the Civil Service is the place for you.Our passion for diversity and equality means creating a work environment for all employees that is welcoming, respectful, engaging, and enriched with opportunities for personal and professional development.

What’s next?You’ve taken the first step and looked through this job pack to understand the skills and experience needed to perform this role. Now join us in achieving our ambitions and let us help you achieve yours. Read more.

https://www.gov.uk/government/publications/a-brilliant-civil-service-becoming-the-uks-most-inclusive-employer

Documents

Government Digital Service Deputy Director, Digital Identity · with digital identity at the heart of what is possible in the future. GDS is a centre of digital innovation and strategy