Length of employment: Job Summary: DWP is responsible for some of the most important and interesting policies which impact the day to day lives of many people. This role in Decision Making and Appeals (DMA) provides an exciting opportunity to support the delivery of these critical policy areas by ensuring the legislation aligns with the respective policy intent. DMA Leeds is a motivated, friendly and supportive team and we are committed to creating a great place to work for all our colleagues; an inclusive and respectful environment that reflects the diversity of the society we serve and ensures people can develop a wide range of key skills and behaviours. DMA Leeds is a team of experts that provides specialised services to help manage DWP's legal risks, ensuring that Social Security Benefits and Child Maintenance are administered in compliance with the legislation, whilst effectively reflecting their intended policies. It sits within DWP Services and Fraud Group, managing all DWP appeals to Upper Tribunal and the higher courts and publishes legal guidance for Decision Makers in the Advice for Decision Making (ADM), Child Maintenance Decision Makers Guide (CMDMG) and the Decision Makers Guide (DMG). We also operate a complex case guidance service for Decision Makers. The team works closely with policy colleagues, lawyers, operational delivery staff and the tribunal services to help achieve accuracy, fairness and consistency in decision making. Supporting welfare delivery and reform is another significant area of the unit's work. In advance of drafting legal guidance, this involves scrutinising ministerial submissions, instructions to lawyers and drafting regulations to ensure that they are accurate and correctly reflect case law and policy intent. Job Description: We are looking to fill 3 different roles: Role 1. Personal Independence Payment (PIP) Author PIP is a constantly evolving benefit at the heart of ongoing Welfare Reform. The role of the PIP Author requires knowledge of disability benefits and understanding of the legislation and case law. It involves the handling of complex statutory appeals and cases on a range of topics covering entitlement to payability of PIP. The candidate will be required to effectively triage legal risk in each case and provide ongoing support to the EO Technical Team, whilst working closely with operational, policy and legal colleagues in managing Upper Tribunal appeals, supporting frontline decision making and policy delivery. Role 2. Capital & Benefit Cap Author This role deals with how capital is treated across all means-tested Social Security benefit lines and the imposition of the Benefit Cap in Universal Credit (UC). Additional responsibilities include supporting service modernisation colleagues in UC and overseeing legal guidance for the Introduction and Evidence topics in UC. The candidate will be required to provide ongoing support to the EO Technical Team and should have a good understanding of the underlying legislation and accompanying case-law. The candidate will work closely with operational, policy and legal colleagues in managing Upper Tribunal appeals, supporting frontline decision making and policy delivery. Role 3. Team 3 Author This is a multi-skilled role which deals with the treatment of all capital, income, student income and earnings rules in all means-tested Social Security benefits, Additional responsibilities include supporting service modernisation colleagues in UC and overseeing legal guidance for the Introduction and Evidence topics in UC and contribution conditions in Jobseeker's Allowance (JSA). The candidate will work closely with co-authors in a busy hub environment and be required to provide ongoing support to the EO Technical Team. The candidate should have a good understanding of the underlying legislation and accompanying case-law and will work closely with operational, policy and legal colleagues in managing Upper Tribunal appeals, supporting frontline decision making and policy delivery. Key Functions: Drafting and publishing updates to the department's legal guidance to reflect changes to legislation by way of statutory updates or updated interpretation created by case law. Supporting EO Technical Team members on the management of complex or sensitive appeals to the Upper Tribunal, ensuring quality standards and deadlines are met. Providing feedback to Technical Team members on the quality and accuracy of their submissions. Guiding and supporting EO Technical Team members in the handling of complex case queries from front line operational staff. Training, supporting and developing new EO recruits through coaching. Stakeholder management - developing and nurturing stakeholder relationships with a range of senior stakeholders (including lawyers, policy & operational staff). Understanding their priorities, where we overlap and where we can provide a professional and valuable service to help them achieve their aims. Supporting Policy colleagues when introducing new legislation or making changes to existing legislation through Questions and Answers (QA) and discussion. Represent DMA Leeds at meetings with a range of colleagues. Developing and delivering solutions to issues, using case-law and guidance to improve the quality of decision making. To understand more about DWP and Policy Group - and full information on applying for this vacancy - you must read the attached Candidate Pack. DWP 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 (pro-rata 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 year's 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 Women's Network, National Race Network, National Disability Network (THRIVE) and many more. The successful candidate should be someone who has: Strong written and verbal communication skills, able to explain complex issues clearly and concisely. Experience of working with, developing an understanding of and explaining legislation. Strong personal motivation, able to work independently or with others as needed. Strong interpersonal and stakeholder management skills. Knowledge of the welfare system and benefit legislation. 1. Application & Sift As part of the application process you will be asked to complete a CV and provide 4 Behaviour examples. The CV is for reference only and will not be scored. Further details around what this will entail are listed on the application form. A sift will be carried out using your 250 word Behaviour examples.These examples need to set out evidence of how your experience meets the Behaviours listed in the job advert. We are not looking at how much time you have spent in a job, but rather how you have performed. Your examples must show demonstrable evidence of what you did, how you did it, and what outcome was achieved. This should include the impact of your approach and evidence of your ability to take forward different approaches in different circumstances. In the event of a large number of applications, the benchmark for candidates to proceed to the next stage may be raised and meeting the pass standard for the Lead Behaviour " Making Effective Decisions " will also determine if the other Behaviours are scored. In line with our commitment to the Disability Confident Scheme (DCS), we aim to advance all candidates applying under the DCS who meet the minimum standard. However, we may only progress those candidates who best meet the required standards. Candidates will have to meet the standard required for all the Behaviours, in order to progress to interview. Your examples must not exceed 250 words and you are advised to take advantage of the full word count. DWP operates an anonymised recruitment process, you should remove any personal details that could be used to identify you. Failure to do so will result in your application being withdrawn. 2. Interview Stage If you are successful at the sift you will be invited to a MS Teams interview. The interview will comprise of Behaviour-based questions. The guidance on Success Profiles explains these selection tools. The Behaviours being assessed are detailed in the job advert. Candidates invited to interview will receive theBehaviourquestions in advance of their interview. The evidence you provide must relate to your own experiences. If evidence of plagiarism, or sharing of questions, information or answers throughout any part of the selection process is found, your application will be withdrawn. Examples of plagiarism can include: Presenting the work, ideas and experience of others as your own. Copying content from an online/published source. Using forms of Artificial Intelligence to produce application content which you present as your own. We recognise that AI may be helpful when applying for this role, but it is important to use it in the right way. Read the DWP AI Candidate Guide to understand how you can make the best use of GenAI while ensuring your application remains authentic and effective. The written application sift is scheduled for week commencing 30th June 2025. Interview dates are scheduled for week commencing 21st July 2025. Please note that these dates are only indicative and could be subject to change. Offer Once all interviews have been completed, candidates will be notified of the outcome by email and offers will be made in merit order. By applying you are stating that you are willing to accept a post in our Leeds hub. Quarry House, Leeds, LS2 7UA The department is committed to promoting flexible ways of working, whilst enabling the business to operate at maximum efficiency and will expect colleagues to work from a blend of locations, including some time working at home, as required. Hybrid Working Certain job roles 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. Reserve List You may be placed on a reserve list for a period of 6 months if your application is successful, but we cannot immediately offer you a post. DWP may then contact you and offer you an alternative role or location that is within reasonable travelling distance of your home. Please note: If you accept an offer of a post, you will be expected to withdraw from any reserve lists of campaigns you have applied for, with DWP, at this grade. If you are offered the role you applied for, in the location you applied for and you decline this offer, or are unable to take up post within a reasonable timeframe, you will be withdrawn from the campaign and removed from the reserve list, other than in exceptional circumstances. If DWP makes an offer of an alternative role or location to that which you originally applied for, and you decline that offer, you will be able to remain on the reserve list. Working Pattern DWP is a family-friendly employer and part time and job sharing working patterns within working hours may be available, but must meet business needs. We will do our best to let people with existing part time contracts retain their contracted hours, provided they are in line with current business needs. Applying for a lateral transfer or promotion from outside DWP Civil Servants that transfer into DWP from another government department or organisation, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, including those concerning weekly working hours, working days and times, and mobility. Exceptions may be allowed by DWP for pay, sick pay and annual leave to take account of expressed terms and conditions before the transfer. Previous service will count towards service-related entitlements. A transferee accepting a post will be taken to mean acceptance of revised terms & conditions. Civil servants applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary. Further Information Find out more about Working for DWP A reserve list may be held for a period of 6 months from which further appointments can be made. Any move to DWPfrom another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website. If successful and transferring from another Government Department a criminal record check may be carried out. In order to process applications without delay, we will be sending a Criminal Record ChecktoDisclosure and Barring Serviceon your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailingstating the job reference number in the subject heading. New entrants are expected to join on the minimum of the pay band. Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government. DWP takes development seriously. Our aim is for our colleagues in these roles to be appropriately skilled and qualified - as determined by the business. Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing. The Civil Service values honesty and integrity and expects all candidates to abide by these principles. Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. Applications will be screened and if evidence of plagiarism or copying examples/answers from other sources is found, your application will be withdrawn. Internal DWP candidates may also face disciplinary action. Reasonable Adjustments At DWP we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce. We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia. If you need a change to be made so that you can make your application, you should: Contact Government Recruitment Service via DWPRecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs. Complete the "Reasonable Adjustments" section in the "Additional requirements" page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a Language Service Professional. If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section. The 'Great Place to Work for Veterans Scheme' The 'Great Place to Work for Veterans Scheme' makes it easier for veterans to join the Civil Service.For further information please go to the Civil Service Making the Civil Service a Great Place to Work for Veterans - GOV.UK (www.gov.uk) If you wish to be considered for inclusion in this scheme, please tick this box when applying.