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Government Higher Statistical Officers (HStO) Candidate Pack
What do HStOs do? Higher Statistical officers can work on a variety of projects
such as:
Developing statistical tools for future data collection Designing ways of collecting data through surveys or using
administrative data for statistical purposes Quality assurance including checking and cleaning data Identifying customer needs and ensuring data delivery is fit for
purpose Interpreting statistical analysis for policy development Help to build confidence in statistics by applying the Code of
Practice for Official Statistics Answering Parliamentary Questions (PQs) and Freedom of
Information requests
Applying to be a Higher Statistical Officer (HStO) To apply candidates will need to demonstrate on their application form that they have: the relevant qualification (see next slide or advert) provided evidence against the three statistical strands:
Acquiring Data/Understanding customer needs Data Analysis Presenting and disseminating data effectively
Once the application form is submitted, candidates will automatically be asked to complete an online multiple choice test. Candidates will need to complete and pass this test before their application progresses to sift stage. Candidates that fail the test or do not complete the test will be rejected at this stage. Their applications will not be sifted. Please note: Data Analysis is asked for twice on the application form . The Assessors will be looking for evidence of two Statistical Data Analysis techniques . It is important that candidates also describe the software applications used when applying the techniques.
Eligibility
You should have, or hope to obtain in 2016 one of the following: A first or second class honours degree in a subject containing formal
statistical training (e.g. Statistics, Mathematics, Economics, Sciences, Business Studies, Psychology, Geography or similar); or
A higher degree, e.g. an MSc or PhD, in a subject containing formal statistical training (e.g. Statistics, Mathematics, Economics, Sciences, Business Studies, Psychology, Geography or similar); or
Applications from candidates who do not have a degree are welcomed, but they must demonstrate that they have worked in a statistics/data science related field. Candidates will be required to demonstrate their continuous professional development (via a CPD Log Book) in statistics/data science to demonstrate knowledge at the same level as a foundation degree/HND (Level 5).
Statistical Competencies Candidates should refer to the GSG competency framework Level 2 when completing their application from and providing evidence ready for interview. Candidates are expected to provide evidence against the three statistical strands. Acquiring Data/ Understanding customer needs Data Analysis (tested twice) Presenting and Disseminating data effectively
Civil Service Competencies Candidates should note that they are not required to provide evidence against the civil service competencies on their application form but these areas will be tested thoroughly at interview. Therefore before interview candidates should refer to the civil service competency framework and prepare examples to talk about at interview. Changing and Improving Collaborating and Partnering Making Effective Decisions Delivering at Pace
Civil Service Competency Framework
The Competency Framework sets out how we want people in the Civil Service to work. It puts the Civil Service values of honesty, integrity, impartiality and objectivity at the heart of everything we do and it aligns to the three leadership behaviours that every Civil Servant needs to model.
The framework outlines ten competencies which are grouped under the three leadership behaviours. These headings will be used in our vacancies to indicate essential and desirable candidate requirements. Candidates must use the selection process to demonstrate that they have, at the very least, all the essential requirements and, if possible some or all of the desirable ones. The full framework is available online at the following link: https://www.gov.uk/government/publications/civil-service-competency-framework Competencies are used to establish suitability for a post because if you have done something well in the past then its expected that you can do it again in the future.
Online Multiple Choice test
Candidates are required to complete an online multiple choice test once they have submitted their application.
This test forms part of the minimum criteria required for these posts.
The test is timed and will take 45 minutes
Candidates should note that every correct answer is worth 3 points, an incorrect answer -1 and not answering the question will score 0. Our advice is ‘if in doubt do not answer the question’.
If you have selected an answer and change your mind you can ‘clear the answers’
If candidates pass the online multiple choice test their application form will progress to the next stage – sift.
Attached to the advert is a copy of a practice test and the answers. Candidates are advised to try this before attempting the real test.
Preparing an application
You must show that you have the appropriate level of knowledge,
breadth of experience and, where appropriate, professional skill for the post.
Under each heading you should produce a short and snappy statement that describes one relevant example of your best achievement using 1st person singular (‘I’ not ‘we’) taking account of any word count rule.
You can use the STAR model:
- Situation (what was the setting and conditions, and what was your role) - Task (what specifically needed to be done – when, why, etc.) - Action (what did you do – in terms of your own contribution and ensuring
the contribution of others, How you did it and why) - Result (What the outcome was and how you contributed to it – what
difference did you make)
Your Application - Key Points
The application form is your first opportunity to say why you would be the best person for the job.
It is a competition so you really need to ensure that you give your best and strongest competency-based examples to reflect what the post requires.
Make it as easy as possible for the sift panel to assess your suitability for the job. This means thinking about the relevance of your examples and how you set them out in your application form.
Failure to provide good evidence will result in your
application form not passing the sift
Preparing an Application - Your Checklist:
Have you given yourself enough time to put together a well thought out application form? Have you reviewed the job description carefully so you have a clear understanding of the role? Have you got a copy of the Civil Service and GSG Statistician competency frameworks, these
will be handy whilst you are putting your examples together? Have you chosen your most powerful and relevant examples? Have you included the result and described your contribution/impact? Did you draft first then refine? Have you avoided jargon (assume that the sift panel will have no knowledge of the situation
you are referring to)? Have you checked for spelling and typos? Have you written in the first person, ‘I’ and not ‘we’ and used active language such as: ‘I
organised’, ’I accomplished’, ‘I calculated’, etc. Have you adhered to the word count limit, the word limit is 250. Have you put yourself in the Vacancy Manager’s shoes and read your application through from
their perspective before submitting?
If the answer to each of the question is ‘’yes’ – Well Done
The Sift:
The purpose of a sift is to assess and score the evidence provided on the application form.
The sift panel, which is made up of two or three representatives of the profession, will discuss and agree standards against which they assess each application.
There is a single rating scale used throughout Government, which allows candidates to compare feedback from applications made to different departments.
GSS operates the Guaranteed Interview Scheme (GIS). This means that all GIS applicants who meet the minimum standard are invited to interview.
Rating Label Definition 1 Not Demonstrated No positive evidence of the competency 2 Minimal Demonstration Limited positive evidence of the competency, without consistency 3 Moderate Demonstration Moderate positive evidence of the competency, without consistency 4 Acceptable Demonstration Adequate positive and consistent evidence of the competency 5 Good Demonstration Substantial positive and consistent evidence of the competency 6 Strong Demonstration Substantial, consistent positive evidence of the competency and includes some evidence of exceeding
expectation 7 Outstanding Demonstration Evidence provided wholly exceeds expectation at this level
If you have completed and passed the online multiple choice test and achieved the pass mark set by the sift panel you will be invited to attend the assessment day. This will consist of: a Data Analysis and Dissemination presentation and a competency based
interview.
The interview will start with a presentation and questions around this followed by questions on the following areas: Acquiring Data/Understanding customer needs Data Analysis (testing two statistical techniques and programming software
used) Presenting and Disseminating data effectively Changing and Improving Collaborating and Partnering Making Effective Decisions Delivering at Pace
Assessment Day
The Interview
The purpose of the interview is to test your suitability for the requirements of the role and provides all candidates with an opportunity to express their views and present their evidence
You need to prepare well for a good interview – Fail to prepare, prepare to fail
The interview will be based on the competencies that were defined in the vacancy advertisement and will last approximately an hour, although this may vary depending on the role and the number competencies being assessed.
At interview you will also be tested on the Civil Service Competency framework.
Don’t be put off by the panel taking notes. It is important that they make a record of your answers so that they are able to score you at the end of the interview.
The interview, combined with any other selection activity, will inform the panel which candidate is right for the job based on their merit. The job will be offered to the person who would do it best.
Preparing for an Interview - Your Checklist
Read through your application form to refresh your memory of the evidence you
provided Familiarise yourself with the Civil Service and GSG competency frameworks Think about how you might expand on the examples you gave on the
application form Think about other strong examples you could use Arrange a practice interview with people you trust (friends, colleagues, current
manager, etc) - practice makes perfect Check out the GSS website Make sure you know where the interview is taking place and how to get there Make sure you take along all requested ID documents Think about what to wear, your posture and your non-verbal behaviour Remember, it’s not about being good enough for the job, it’s being the best
candidate for the job – interviews are competitions Remember that pretty much everyone feels the same about interviews – they
make you nervous; know what works best for you in terms of calming your nerves.
Online candidate system and feedback
GSS uses the on-line Civil Service Jobs website to advertise vacancies and manage all correspondence with candidates. If invited to interview, candidates will be asked to select a suitable date and time for their interview via the online system.
All candidates will receive their sift feedback via the online system. Individual comments against the competencies and overall comments are not provided.
Following interview candidates will receive an email via the online system to say if they have passed or failed. If they have passed their status will show as ‘reserve’.
If candidates require feedback following their interview they will need to email [email protected] to request this. It is not automatically sent via the online system.
All correspondence with candidates is carried out via the online system.
All candidates will be notified if they have passed or failed both sift and interview.
Other Assessment Activity
The interview panels will test candidates on: • Their suitability for the job • Their suitability for technical/specialist skill (when appropriate) • Their suitability for the grade
Please note that sme recruitment campaigns will include an additional assessment activity as part of the selection process. This could be:
- Written exercise - Work sample exercises - Group role play - Presentation (which may involve a follow up question and answer session) - Situational judgement test
If this is the case, candidates will be made aware beforehand
The Statistician offer ONS is committed to developing the skills of its Statisticians and supporting their continuous professional development. Learning and development can be achieved through: Continuous professional development through a statistics and data science learning
curriculum and a range of high quality training courses to develop your statistical and data science knowledge
Secondments and voluntary sector placements outside of the GSS to develop a strong understanding of customer needs and how statistics are used outside government
The opportunity to defer your placement on the statistician scheme to take up a post on the Department for International Development’s Overseas Development Institute Programme
A comprehensive induction course that covers the structure and governance of the GSS, UK Code of Practice for Official Statistics, the UK Statistics Authority and career management.
Professional Status Candidates that are successful through the HStO recruitment will automatically join the Government Statistician Group (GSG) which is part of the Government Statistical Service (GSS). The GSS is a community for all civil servants working in the collection, production
and communication of official statistics. Our members come from a range of professions, including statisticians, economists, social researchers and communicators. They are spread across most UK government departments and the devolved administrations in Northern Ireland, Scotland and Wales. The National Statistician is head of the GSS.
We collect, analyse and publish official statistics to help government, business, and the public understand the current state of the UK economy and society. Our statistics allow people to make informed decisions, whether it’s the Prime Minister trying to improve the UK economy, or a citizen interested in the crime rate in their area.
GSS statistics are produced without any political influence, to ensure that they are a trusted and authoritative source of information.
Government Statistician Group
(GSG) Government Statistician Group (GSG) This is a professional community for civil servants who are recognised
members of the statistics profession. Members of the GSG have unique continuous professional development opportunities and guidance open to them through the GSS Professional Support Team. They allow statisticians to develop both specific statistical skills and operational skills.
Each government department has a Head of Profession (HoP) for
statistics, who is responsible for professional statistical matters and statistical staff working in their departments. HoPs are professionally accountable to the National Statistician.
Security Clearance All new recruits to the GSS must meet certain security standards. All offers of employment are conditional on successful completion of security clearance. The following conditions will affect your security clearance and therefore may affect your eligibility for our vacancies:
• Criminal record: If you have criminal records • Nationality and Immigration status: Particularly relevant if there are specific nationality and
residency requirements for the advertised role. • Address History: If you have lived at numerous addresses in the UK in the last 5 years. • Lived outside UK: You should have been resident in the United Kingdom for the last 3 years
and for 5 years or more for higher security roles. • Employment History: If you have had multiple employers in the last 5 years. • Credit Reference Check: If there any financial concerns that could lead to potential
vulnerability. The credit reference check is made to assess the financial state of the individual being vetted.
• Others factors: Associated with, or have or lived in areas associated with organisations seeking to disrupt the government or have family who have associated with, organisations and/or individuals known to security services e.g. Northern Ireland.
