Length of employment: 2 years Job Summary: The Gambling and Lotteries team is part of the Sport and Gambling Directorate in the Policy Group at DCMS. Our team of around 20 people works on some of the most challenging policy priorities in the department, balancing consumer choice with protection from harm. The gambling team is responsible for gambling policy in Great Britain, including regulatory policy for the online and land-based sectors, and consumer protection policy. The team's current focus is on implementing the Gambling Act Review, including delivering secondary legislation on online slots stakes, reforms to land-based gambling regulation and the creation of a levy on operators to fund research, prevention and treatment. The team works closely with the Gambling Commission, the independent regulator which is an arm's length body of DCMS, and with external gambling stakeholders. Job Description: Gambling is a high profile policy area and you will lead your part of the team to provide objective advice to ministers and support them in fulfilling their parliamentary obligations. You will work closely with a wide range of stakeholders including other government departments, the gambling industry and civil society bodies to achieve DCMS and the government's objectives. Specific responsibilities Leading the delivery of land-based gambling reform measures as outlined in the 2023 gambling white paper, including measures to reform casino regulation. Working closely with stakeholders including the Gambling Commission and with industry to maintain strong working relationships. Future/horizon-scanning to ensure the team is prepared for longer-term challenges. Ensuring the team submits high quality and timely responses to parliamentary questions, correspondence and Freedom of Information requests. Line management of at least one HEO/SEO team member, with a strong focus on talent development. Wider team leadership responsibilities, fostering excellent team spirit and continuing to make the team a great place to work. DCMS values its staff and offers a wide range of benefits to everyone who works here. We're committed to developing talent, and supporting colleagues to have great careers in our department. To support with that, some of the benefits we offer include: Flexible working arrangements and hybrid working - DCMS staff work on a flexible basis with time spent in offices, and time spent working from home. 26.5 days annual leave on entry, increasing to 31.5 days after 5 years' service. A Civil Service pension with an average employer contribution of 28.97% Access to the Edenred employee benefits system which offers discounts to popular retailers and access to various useful resources such as financial and savings advice 3 days of paid volunteering leave. Up to 9 months maternity leave on full pay generous paternity and adoption leave. Staff reward and recognition bonuses that operate throughout the year. Occupational sick pay. Active and engaged staff networks to join including the LGBT, Ethnic Diversity, Mental Health and Wellbeing and Gender Equality Networks. Exceptional learning and development opportunities that you can explore alongside your day to day work. Season ticket loan, cycle to work scheme and much more! Terms and conditions at SCS grades will vary. Those applying for SCS roles should refer to the candidate information pack for more information on terms and conditions.The ideal candidate would have the following key skills and experience: Essential criteria: Demonstrable evidence of working in policy development and/or legislation in a complex stakeholder landscape. Experience of championing evidence-based policy making, presenting best options to senior leaders, even when the evidence is complex or incomplete. Proven ability to build and maintain a network of colleagues and contacts to achieve progress on shared objectives. Previous experience of developing long-term plans that reflect wider strategic priorities and views, perspectives and needs of stakeholders, to deliver results, and adapting those plans when necessary. Experience of leading others in a high-profile and high-performing environment. Desirable skills: Experience of working on government regulation Knowledge and understanding of gambling policy in Great Britain We are running an information session where prospective applicants can find out more about the role. This will be hosted by Millie Dyer, and will take place on: Friday 9th May, [11:00 AM] The session will be an opportunity to hear more about the role, the team and wider directorate and the department. It will also be an opportunity for you to ask any questions. Please register your interest by filling out this Registration form by 5pm on Thursday 8th May and you will be sent an invitation. Please note that the session will not be recorded and will not focus on the DCMS recruitment process - please direct any queries that you have on this topic (timelines, reasonable adjustments, onboarding etc) to recruitment.team@dcms.gov.uk To apply for this vacancy, you will need to submit the following documents which will assessed against the experience success profile : A CV setting out your career history, with key responsibilities and achievements. Please ensure you provide employment history that relates to the essential and desirable criteria, and that any gaps in employment history within the last 2 years are explained. The CV should not exceed more than 2 x A4 pages and you should insert your CV into the \"Job History\" section on the Civil Service Jobs application form. A Statement of Suitability (max 750 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role in reference to the essential requirements. You may also choose to reference the desirable skills listed, however these will not be considered in the assessment of your application except in circumstances where there are a high number and calibre of candidates. For the shortlist, we will select applicants demonstrating the best fit for the role by considering the evidence provided in your application. In the event of a large number of applicants, an initial sift will be conducted on the statement of suitability. Those who are successful in the initial sift will then be scored on all elements of the application. For indicative sift and interview dates please refer to the attached Candidate Information Pack. For support in writing your application and interviewing, please refer to the ' Application and Interview Guidance ' document attached to the job advert. The interview process will assess behaviours and strengths, through a presentation which will be provided prior to interview. The behaviours to be tested at interview are: Seeing the Bigger Picture Making Effective Decisions Working Together Leadership Prior to the interview you will be sent the behaviour questions in advance. You will not be made aware of the strengths being assessed prior to your interview. As part of your interview, you may be asked to deliver a short oral presentation. Full details of this, including the topic, length of time, and whether or not you will need to use visual aids, will be sent to you prior to your interview. Your interview will take place remotely via GoogleMeets. Further Information If the vacancy is offered as FTA/Loan, existing Civil Servants must join on a Loan basis only. Prior agreement to be released on loan must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return. This role is full time only. Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying. For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter A reserve list may be held for a period of 12 months from which further appointments can be made. Any move to Department for Culture, Media and Sport from 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. Determine your eligibility at https://www.childcarechoices.gov.uk New entrants are expected to join on the minimum of the pay band. DCMS has a London and a National pay scale. For more information on this, including the circumstances in which each pay scale will apply, please see the 'Candidate Information Pack' attached. 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 Check to Disclosure and Barring Service on 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 emailing stating the job reference number in the subject heading. 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. Reasonable Adjustment We are committed to supporting candidates so they can perform at their best throughout the recruitment process. This includes making reasonable adjustments to our process. In order to request an adjustment, please: Complete the 'Assistance required' section on 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 a verbal test rather than a written one. Alternatively, contact the Government Recruitment Service via dcmsrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs. Accessibility If you are experiencing accessibility difficulties with any of the attachments, please contact us. Contact details can be found in the 'contact point for applicants' section of the job advert. 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