Digital Capability Manager

The Digital Capability Manager role underpins the delivery of numerous schemes, projects, products and interventions centrally, in-line with the organisations goals and ambitions.,

• Leading Talent schemes such as apprenticeships, industrial placements, Social Mobility Schemes and many more. This includes developing the learning activities for learners and support for their line managers.
• Ensuring that learning providers meet their contractual obligations and ensuring value for money is delivered for the Department and UK taxpayers.
• Supporting with the roll out of our Digital Academy. This will include People Projects such as supporting with the development of leadership programmes and line manager inductions.
• Supporting core projects such as our relationship with Women in Data and our Digital Sustainability initiative.
• Engaging with colleagues across Digital regarding professionalisation to reach organisation goals.
• Supporting internal colleagues to develop through our skills assessment system: The Careers Toolbox.
Digital recruitment:
• Contribute on the Governance activities to support the recruitment of contingent labour. This will include ensuring alignment to both Departmental and external Governance Frameworks are adhered to.
• Be a part of the secretariat function for various Assurance Boards within Digitals remit, working closely with key stakeholders and colleagues to deliver this.
• Be responsible for the delivery of skilled resources into Digital Group to meet the demands of the business, helping to build skills across the organisation in response to both immediate and future Departmental priorities., You will be asked to complete your employment history any information that you would customarily share on a CV should therefore be entered onto the application form.
• Personal details that could be used to identify you including your name, contact details and address must be removed for your application to be considered.
• If your employment history/personal statement contains any personal details your application will be withdrawn.
Sift dates to be confirmed. Stage 2: Interview If youre successful at sift stage you will be invited to a video interview via Microsoft Teams. There, you will be assessed against the experiences listed in the essential criteria. Questions in Advance To help you prepare and settle into the interview you will be sent the experience-based questions in advance of the interview, 7 days prior to your interview. These questions should be treated as confidential and should not be shared. The interview panel may ask you other questions which will not be shared in advance, including follow-up questions, and those about your experience-based abilities. Candidates should be asked further probing questions if their response is deemed to require further information to determine suitability for the role. Candidates are strongly encouraged to secure their interview slot promptly to ensure fairness in preparation time with the questions provided in advance.

When giving details in your employment history and personal statement you should highlight your experience in line with essential criteria below:
• Lead criterion: Experience of working in a digital capability environment. This could include recruitment, governance, project delivery, early talent, talent development, strategy and evaluation or people initiatives.
• Ability to communicate effectively and collaborating with various stakeholders, including senior management to achieve outcomes. This could include both verbal and written communication.
• Experience of using data including tracking, analysing and evaluating data to make informed decisions.
• Ability to manage and deliver projects/ processes and day to day reporting.
• Present confidently to peers and stakeholders to help inform decision making., Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Alongside your salary of 37,497, Department for Work and Pensions contributes 10,862 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. We also have a broad benefits package built around your work-life balance which includes:
• Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours.
• Generous annual leave at least 23 days on entry, increasing up to 30 days over time (prorata for part time employees), plus 9 days public and privilege leave.
• Support for financial wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme.
• Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly).
• Family friendly policies including enhanced maternity and shared parental leave pay after 1 years continuous service.
• Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes.
• An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Womens Network, National Race Network, National Disability Network (THRIVE) and many more.
This job role may be suitable for hybrid working, which is where an employee works part of the week in their DWP office and part of the week from home. This is a voluntary, non-contractual arrangement and your office will be your contractual place of work. The number of days that anyone will be able to work at home will be determined primarily by business need but personal circumstances and other relevant circumstances will also be taken into account. If you are successful, any opportunities for hybrid working, including whether a hybrid working arrangement is suitable for you, will be discussed with you prior to you taking up your post. Salary Information New entrants to the Civil Service will join on band minimum. Existing Civil Servants who secure a new role on lateral transfer should maintain their current salary. Existing Civil Servants who gain promotion may move to the bottom of the grade pay scale or 10% increase in salary whichever would be the greater.,
• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window) Working for the Civil Service The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants. We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window) . The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy. Diversity and Inclusion The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .