Adopting Success Profiles across the Government Statistical Service
|Publication date:||2 September 2019|
|Who this is for:||Members of the Government Statistical Service|
This guidance sets out the process for external recruitment, internal civil service recruitment and badging for statistical officers (StOs), higher statistical officers (HStOs) and senior statistical officers (SStOs) in the statistics profession. The principles can also be applied in Grade 6 and Grade 7 exercises.
The aim is to enable a fairer and more inclusive method. This is done through the assessment of a range of experiences, abilities, strengths, behaviours and technical or professional skills required for different roles.
What has changed?
The Success Profile framework moves away from a purely competency based system of assessment. It introduces a more flexible framework which assesses candidates against a range of elements using a variety of selection methods.
Five elements form part of the framework:
Success Profiles should be viewed as a toolkit to enable more dynamic, role specific interviewing. They should also enable candidates to give a more rounded, authentic overview of themselves
For further information on each element, read the Success Profiles guidance on GOV.UK.
GSS recruitment and Success Profiles
How the Success Profiles align
This table summarises the GSS approach to the implementation of Success Profiles for departmental and GSS Recruitment led campaigns.
|Old GSS process||Success Profiles equivalent||New GSS process||Change?|
|GSS online test and technical test.||Ability||Continue with existing GSS online and technical test.||No|
|GSS professional competencies.||Technical||Continue with existing process.||No|
|Civil service competencies||Behaviours / Strengths||Adopt blended approach through assessment of strengths, ability and behaviour||Yes|
|Civil service situational judgement test - SStO grade only||Ability||Continue with situational judgement test||No|
GSS recruitment led campaigns
Applications will be made by CV and personal statement.
This means that at sift stage, technical skills, experience and ability can be measured through a personal statement mapped to the person specification.
For the GSS, ability will be tested through civil service sift tools:
- GSS Online Test
- Civil Service Situational Judgement tests
Questioning at interview will be a mixture of statistics competencies and civil service behaviour questions:
- situational (future facing)
- past evidence
- strength based
|Grade||Civil Service Competency||Behaviour||Change|
|StO and HStO||Managing a Quality Service||Managing a Quality Service||No|
|StO, HStO and SStO||Seeing the Big Picture||Seeing the Big Picture||No|
|StO, HStO and SStO||Leading and Communicating||Leadership||Yes|
|SStO||Delivering at Pace||Delivering at Pace||No|
|Competency||Assessment method – GSS led campaigns||Change|
|Acquiring data / Understanding customer needs||Interview question||No|
|Disseminating and presenting information effectively||Presentation or interview question||Yes|
|Data analysis||Interview question||No|
Department led campaigns
Occasionally departments may need to run their own recruitment campaigns. If this happens, departments must ensure that they follow the guidance, structure and requirements for recruitment into the GSG. This ensures standardisation for all entrants to the GSG regardless of entry route.
- internal department only exercise (lateral and promotion)
- across government (lateral and
- external (lateral and promotion)
Steps to take:
- Contact GSS recruitment to discuss campaign. Receive support, guidance and training standard for GSS Success Profile process.
- Decide to advertise role as a department or through GSS campaign.
- Job advert aligns to Success Profiles – Ability, Technical (Statistical Competencies) and Behaviours – using the existing testing methods for GSS recruitment.
- Using the specific competencies referred to above, endorsed by GSS People Committee ensures standardisation. However, departments can use alternative competencies if they consider them to be more relevant to their post. GSS recruitment can advise on how to assess other competencies, e.g. by a competency question or presentation.
- GSS recruitment will help departments with interview outcome moderation on their campaigns if required.
GSS, HR departments and existing assessors are completing an upskilling programme to support the use of Success Profiles across GSG. All new GSS assessor training for departments from January 2019 will be delivered as Success Profiles.
This guidance is reviewed every two years.
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