Candidate Information Pack HM Revenue & Customs Deputy Director Planning and Performance Personal Tax SCS1 Reference: 1491049 Closing date: Friday 06 May 2016

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Table of Contents

Welcome Message ...................................................................................................................... 3

Background to Her Majesty’s Revenue & Customs ..................................................................... 4

Vacancy Description .................................................................................................................... 5

Recruitment Process ................................................................................................................... 7

Indicative Timeline ....................................................................................................................... 9

Terms, Conditions and Benefits ................................................................................................. 10

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Welcome Message

Thank you very much for your interest in this role, which plays a highly influential part in ensuring that we in Personal Tax deliver on our commitments to our customers, our colleagues and our stakeholders.

It is a very unusual role, and the successful candidate will find it highly challenging. We have brought together our operational planning and performance analysis teams with our long term business planning colleagues. This means you will need to be on top of “what’s hot” in terms of customer contact this week and next week, whilst simultaneously being able to develop the performance regime to support the digital transformation.

Communications skills are key, we have a huge range of stakeholders and need to develop and communicate products that present complex plans and results in simple and impactful ways. You will also need to be strong in people and process leadership skills to underpin the highest quality of information.

We are just coming to the end of Phase 1 of a change programme to deliver this. Phase 1 has brought several planning and analytical teams together, which is already yielding many benefits but in Phase 2 we will also be delivering new systems and processes and the post holder will be accountable for the vision and leadership of that exciting transition as well as delivering a first class range of planning and performance products on a daily basis.

It is fast-paced and exciting – I thoroughly enjoy every day in HMRC - and I look forward to appointing a colleague who will share our vision, our enthusiasm, and our fantastic team.

Rachel Mclean

Director of Finance & Planning, Personal Tax

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About HMRC

HM Revenue & Customs is one of the largest Government Departments and one of the UK’s biggest organisations. Almost every individual and business in the UK is a direct customer of HMRC. We collect in excess of £500 billion a year in revenue from over 50 million customers across the UK.

We are an effective, efficient and impartial tax and payments authority with a vital purpose: to collect the money that pays for the UK’s public services and help families and individuals with targeted financial support.

As part of our continued drive to increase tax compliance to help bridge the over £30 billion tax gap, we have embarked on a major transformational programme to redirect more of our people and resources to compliance activities, modernising systems and re-engineering processes to become more customer-orientated. We also aim to bring our 58,000 staff together from 170 to 13 modern offices across the country.

Our single departmental plan describes HM Revenue and Customs’ (HMRC) priority objectives for 2015 to 2020: Single Departmental Plan 2015 to 2020

Personal Tax

The objectives of Personal Tax (PT) are the same as HMRC’s: to maximise revenues, reduce costs and improve the customer experience, in line with HMRC’s customer-centric business strategy. Personal Tax touches the lives of 60 million people through PAYE, Self-Assessment, National Insurance and through specialist taxes and reliefs like Inheritance Tax, Gift Aid and Capital Gains Tax. The money we bring in – over £250 billion every year – pays for the UK’s vital public services and benefits for those who need them.

Personal Tax (PT) is undergoing a hugely exciting and challenging period of transformation. We are changing the way we conduct our business as we move into a more digital future, and we are now putting the customer at the heart of all our processes and operations. We are delivering a substantial reduction in our costs over the next few years, at the same time as improving our customer services dramatically, and therefore our resource, performance and financial planning need to be second to none.

This role reports to the Personal Tax Director of Finance & Planning, who is a member of the Director General’s Leadership team and who also sits a member of the HMRC Chief Financial Officer’s Finance Leadership Group. A fellow Deputy Director who controls the financial management of Personal Tax also reports to the same Director. The Deputy Director Planning and Performance chairs the Personal Tax Planning sub-group to the DG’s Leadership team. Quite simply the post holder will be working with the most senior stakeholders within HMRC.

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Vacancy Description

Job Title

Deputy Director Planning and Performance

Vacancy Reference

1491049

Salary The post is at Senior Civil Service Pay Band 1 (SCS1) level. The salary range is £63,000 to £117,800

Existing Civil Servants will be appointed in line with the normal Civil Service pay arrangements.

Available on

promotion

Yes

Vacancy Description

The Deputy Director Planning and Performance is accountable for the accurate delivery of demand forecasts, capacity plans and business analysis covering all lines of business and contact types within Personal Tax. The position is of key strategic importance and will measure and tie together all planning assumptions and key customers of the planning cycle. The post holder will be accountable for the following;

Leadership

Works with senior leaders across HMRC to provide strong and visible leadership and strategic direction, encouraging and enabling those to motivate and inspire their teams

Ensure that the appropriate roles, processes and structures are in place to meet the objectives of the Planning and Performance Team

Demand Forecasting

Accountable for the accurate demand forecasting of all lines of business and contact types within Personal Tax.

Capacity Planning

Accountable for the accurate and effective alignment of employee supply to forecasted demand.

Business Planning

Accountable for the accurate setting and tracking of operational plans and results versus agreed targets and budgets.

Performance Management and MI

Accountable for the accurate tracking of all HMRC contact centre performance against plan and the accurate and concise articulation of variances and their cause.

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Person Specification

The Deputy Director Planning and Performance must be a leader with a proven track record in developing the strategic direction of a portfolio business. The individual will have had significant experience of business planning and a natural flair for identifying opportunities for growth and value management, ideally within the field of Personal Tax. The individual needs the following attributes and skills:

Excellent leadership and people management skills with the ability to facilitate teams to achieve the desired output

Can demonstrate senior stakeholder management and challenge, with the ability to interact and influence industry specialists and senior leaders

Strategic flair and creativity to see opportunities for development with the ability to implement change

Customer focus, the ability in improving the customer experience in line with financial restrictions

Exceptional track record in the following;

Demand Forecasting Capacity Planning

Business Planning Performance Management & MI

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Recruitment Process

How to Apply To apply for this post please email the following documentation to scs.recruitment@csresourcing.gsi.gov.uk by no later than 06 May 2016

A CV setting out your career history, with responsibilities and achievements;

A statement of suitability (no longer than two pages) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role;

A completed Equality Monitoring Form (Annex A). All monitoring data will be treated in the strictest confidence and will not affect your application in any way.

If applying under the Guaranteed Interview Scheme (GIS), please complete the form found at Annex B. Please see Equality and Diversity section below for more information on the GIS.

Please include the vacancy reference number and job title in the subject line. If you do not receive an acknowledgement of your application within 48 hours please email euan.slack@csresourcing.gsi.gov.uk

Civil Service Commission’s Recruitment Principles

Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission’s Recruitment Principles.

Overview of the Process

The Executive Recruitment Team will acknowledge your application and advise you of the outcome of the sift meeting. Depending on the number of applications received there may be a second stage sift. Applications will be sifted to select those demonstrating the best fit with the post. The final short list candidates will undergo a series of tests before sitting a final panel interview.

Shortlisted candidates may have the opportunity to meet with the recruiting line manager prior to the final selection panel interview to learn more about the role and the organisation. You will be given further details about this after the shortlist meeting. The final selection panel interview will be held at 100 Parliament Street, London, SW1A 2BQ. You will be advised of the format in advance. The selection panel will be chaired by Rachel McLean and will include an independent panellist. Where possible the Executive Recruitment Team will provide feedback. However, depending on the volume of applications it may not always be possible to provide feedback to all candidates.

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Arrangements for interview

Expenses incurred by candidates during the recruitment process will not be reimbursed by the Department except in exceptional circumstances and only when agreed in advance.

As part of the assessment process candidates invited to interview will be asked to give a short presentation. Candidates will be given the topic on the day and 30 minutes to prepare.

Assessments Candidates invited for interview will be asked to undergo an assessment designed to identify key behavioural strengths as well as any associated areas for development. This is to support the selection panel’s decision making. Candidates may also be tested on numerical and verbal reasoning.

The assessment consists of a number of personality questionnaires and a subsequent discussion with an assessor. Candidates will need to be flexible about setting aside time in their diary to do this. Those undertaking the assessment will be provided with full details beforehand. The assessment explores applicant career motivations, levels of resilience, strengths in building relationships and how influential they are, how they lead and manage, how they manage change and complexity as well as understanding the applicant’s key values, attitudes and behaviours.

The assessment does not lead to a pass or fail decision; rather, it is intended to highlight areas of strength and possible concerns which the panel can probe at interview.

Where an individual has been assessed and applies for another SCS post at the same pay band within a two year period, it is our policy to reuse the original report. If there is a compelling reason why your personality and leadership approach would have altered within this timeframe, the vacancy holder may agree to the preparation of a new report.

Reserve Lists If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies in the Civil Service requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.

Closing Date The deadline for applications is 06 May 2016

Alternative Formats

If you wish to receive a hard copy of the information, or in an alternative format e.g. Audio, Braille or large font then please contact: scs.recruitment@csresourcing.gsi.gov.uk. If you cannot apply online, please post applications to: Executive Recruitment, Civil Service Resourcing, LG72, 100 Parliament Street, London, SW1A 2BQ.

Further Information

If you have any questions about the role or would like to discuss the post further, please contact euan.slack@csresourcing.gsi.gov.uk

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Indicative Timeline Please note that these dates are only indicative at this stage and could be subject to change. If you are unable to meet these timeframes, please let us know in your application letter.

The anticipated timetable is as follows:

Advert Closing Date

Friday 06 May 2016

Short List Meeting

From 09 May 2016

Assessments

From 16 May 2016

Interviews

From 23 May 20116

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Terms, Conditions and Benefits The information offered in this document is supplied in good faith but does not in itself form any part of the contract of employment.

Eligibility The post is advertised to suitably qualified people on level transfer or promotion to existing Civil Servants and those in accredited Non Departmental Public Bodies.

Appointment Term

Permanent

Working Arrangements

This role is available for full-time, part-time or flexible working arrangements (including job share arrangements)

Salary Range The salary range for this post is £63,000 to £117,800.

Existing Civil Servants will be appointed in line with the normal Civil Service pay arrangements.

Modernised Terms and Conditions

Civil Servants taking up appointment on promotion will adopt the modernised Senior Civil Service terms and conditions which came in to effect from 1 July 2013.

Existing Civil Servants appointed on level transfer will retain their existing terms and conditions.

Location 100 Parliament Street, London, SW1A 2BQ

Relocation costs will not be reimbursed.

Travel Required

Some travel may be required. Travel and subsistence costs will be reimbursed in line with departmental policy.

Security Clearance

Before the appointment of the successful candidate can be confirmed, the Department will undertake background security checks. The successful candidate must hold or be willing to obtain security clearance to CTC clearance level before taking up post.

Reserved for UK Nationals

Certain posts, notably those concerned with security and intelligence, might be reserved for British citizens. This is not a reserved post.

Conflicts of Interest

Candidates must note the requirement to declare any interests they may have that might cause questions to be raised about their approach to the business of the Department. They are required to declare any relevant business interests, share holdings, positions of authority, retainers, consultancy arrangements or other connections with commercial, public or voluntary bodies, both for themselves and for their spouses/partners.

The successful candidate will be required to give up any conflicting interests and his/her other business and financial interests may be published.

If you believe you may have a conflict of interest, please contact euan.slack@csresourcing.gsi.gov.uk before submitting your application.

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Equality and Diversity

The Department is committed to being an equal opportunities employer. We value and welcome diversity. We aim to develop all our staff to enable them to make a full contribution to meeting the Department's objectives, and to fulfill their own potential on merit. We will not tolerate harassment or other unfair discrimination on grounds of sex, marital status, race, colour, nationality, ethnic origin, disability, age, religion or sexual orientation. We will promote and support the use of a range of flexible working patterns to enable staff to balance home and work responsibilities; and we will treat people fairly irrespective of their working arrangements.

Under the terms of the Equality Act 2010, we are legally required to consider making reasonable adjustments to ensure that disabled people are not disadvantaged in the recruitment and selection process. We are therefore

committed to meeting, wherever possible, any needs you specify in your application. We will also consider any reasonable adjustments under the terms of the Act to enable any applicant with a disability (as defined under the Act) to meet the requirements of the post.

The Department uses the ‘two ticks’ Disability Symbol, showing it is an employer which has a positive attitude towards applications from disabled people. The Department also offers a Guaranteed Interview Scheme (GIS) for all disabled applicants. We are committed to interviewing all applicants with a disability who provide evidence of meeting the minimum requirements necessary for the post, as set out in this applicant pack.

To be eligible, your disability must be within the definition laid down in the Equality Act 2010. A disabled person is defined by the Equality Act 2010 as someone who has a physical or mental impairment, which has a substantial and long-term adverse effect on their ability to perform normal day-to-day activities. For the purposes of this policy, these words have the following meanings:

● ‘substantial’ means more than minor or trivial

● ‘long-term’ means that the effect of the impairment has lasted, or is likely to last, 12 months (there are special rules covering recurring or fluctuating conditions)

● ‘normal day-to-day activities’ include everyday things like eating, washing, walking and going shopping.

Should you consider yourself eligible to apply for this post under the GIS, please complete the form at Annex B.

Civil Service Code

All civil servants are subject to the provisions of the Civil Service Code that details the Civil Service values, standards of behaviour and rights and responsibilities. For further information visit Gov.UK.