Successful candidates can expect to be involved in a range of the following: Key Responsibilities Provide coaching and mentoring to individuals and teams to develop their continuous improvement skills and confidence. Design and deliver training sessions, workshops, and learning programmes to build CI capability across the organisation. Support teams to apply Lean, Six Sigma, and other CI tools to real-world service challenges. Promote a culture of collaboration, innovation, and learning, encouraging staff to identify and act on improvement opportunities. Work closely with service leads and project teams to build Continuous Improvement (CI) into everyday ways of working, helping teams find better, smarter ways to deliver services. Develop and maintain resources, toolkits, and communities of practice to support sustainable improvement. Use data and feedback to evaluate the impact of coaching and capability-building activities. Person specification Key Criteria for the Role: We are seeking leaders who can: Lead Criteria Strong knowledge ofLean, Six Sigma, or other Continuous Improvement methodologies and must a hold a Continuous Improvement qualification Demonstrate experience in coaching and mentoring individuals and large teams to deliver complex improvement activity at pace, using Lean Six Sigma methodologies.Skilled in using data and evidence to identify opportunities and measure improvement. Strong track record to engage and collaborate with a wide range of stakeholders when leading and facilitate workshops and training both in person and visually. Ensuring improvements and learning are implemented, embedded and aligned to organisational priorities Other Criteria Ability tobuild trust and influenceacross a wide range of stakeholders. Skilled in usingdata and evidenceto identify opportunities and measure improvement. Excellent communication, interpersonal, and facilitation skills. A collaborative and adaptable approach, with a passion fordeveloping others. Experience in developingCI learning materials or frameworks. Behaviours We'll assess you against these behaviours during the selection process: Changing and Improving Communicating and Influencing Leadership Developing Self and Others Benefits Alongside your salary of 42,614, Department for Work and Pensions contributes 12,345 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. 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 (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. Things you need to know Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience. Selection will be by a written sift, followed by an interview (video via MS Teams) As part of the application process you will be asked to complete a CV and personal statement. Further details around what this will entail are listed on the application form. Please see the following link for an overview of Success Profiles: Success Profiles Candidate Overview The Civil Service uses a Behaviour Framework to assess candidates, knowledge and skills. You will be assessed against the following Civil Service Behaviours at SEO level: Changing and improving Communicating and Influencing (5-minute presentation) Leadership Developing Self and Others It may help to use the WHO or STAR model to explain What the task/ work was, How you approached the task/work/situation and what the Outcomes were, what did you achieve? Or What was the Situation ? What were the Tasks ? What Action did you take? What were the Results of your actions? CV - the CV is an on-line tool accessed through the Civil Service Jobsite and there is no requirement to upload your personal CV. Our CV element is short, and allows an initial check of eligibility, so please put the main content of your evidence and skills in your Personal Statement. Personal statement - when completing your personal statement of up to 1250 words, please read and understand the Key Criteria thoroughly as this is what your written evidence will be assessed against. Your layout is entirely your preference; you may choose narrative, bullets, etc. You may choose to address each criteria separately, however, one narrative example may cover and evidence several key criteria. You may not be able to meet all the key criteria, but please ensure you evidence: the key personal requirements and what have you done that relates to the requirements. You dont have to explain the whole process, just what you have done and the skills and experience you have used. Share with us what makes you suited to this role and why, what you can do and the skills you have that are transferable to the key requirements, and the life experience or passion you have that are linked to this role. Interview You will be asked to deliver a short (5 minutes) verbal presentation, this will be assessed against communicating and influencing alongside behaviour and strength-based questions. Application (1250 words) 1. Written Sift The written sift will be conducted using evidence from your Personal Statement and will be assessed against the key criteria within the advert. In the event of a large number of applications we will use the lead criteria to initially assess your application during the sift stage. Candidates who pass the initial sift may be progressed to a full sift or direct to interview. If high application volumes are received, the benchmark for candidates to proceed to the next stage may be raised. 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. Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use 2. Interview Shortlisted candidates will be invited to attend an interview. This will be a video interview via MS Teams. The interview panel will be a minimum of two people. The interview will assess, behaviours and strengths. The interview aims to be more of a conversation exploring the candidates capability for the role. To help you prepare and settle into the interview you will be sent the Presentation and behaviour questions in advance of the interview, 5 days prior to your interview. These questions should be treated as confidential. Y ou will not be required to use visual aids, and your presentation will be timed and should last no more than 5 minutes. The interview panel may ask you other questions which will not be shared in advance, including follow-up questions, and those about your behaviours. Candidates may be asked further probing questions to determine suitability for the role. At the interview stage, candidates will be asked for their preferences, for up to 3 locations. These will tell us where you would prefer to work, if you are successful. Please do not select a location unless you are prepared to accept a role in that location. All locations are subject to demand management processes that will need to identify there is available capacity, before it can be offered. Sift and interview dates to be confirmed. 3. Selection and Feedback We will notify all candidates as soon as possible. A reserve list will be held for up to 3 months, which we may also use to fill future similar vacancies. If you are offered the role you applied for, in a location you have expressed a preference for, and you decline the offer or are unable to take up post within a reasonable time frame 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. *Note -Exceptional circumstances could be when a candidate has requested a contractual Part Time Working Pattern, and this pattern cannot be accommodated in the initial role offered or in cases of serious ill health. Further Information Find out more about Working for DWP 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 Check to Disclosure and Barring Service or Disclosure Scotland 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 Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading. For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk 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 applicants 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. 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. 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. Please note that for candidates requesting to work in Newcastle, this role will be based at Benton Park View from September 2025, and then at 1 Pilgrim Place in Newcastle city centre by the end of 2027. The exception to this are roles in Economic, Serious and Organised Crime (ESOC) which will be located elsewhere in Newcastle, and this can be communicated separately as part of those campaigns. 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 youre 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. Feedback Feedback will only be provided if you attend an interview or assessment. Security Successful candidates must undergo a criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks. Nationality requirements This job is broadly open to the following groups: 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). Apply and further information This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative. The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window). Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records. Contact point for applicants Job contact : Name : SDO Resourcing & Recruitment Team Email : spd.recruitmentadmin@DWP.GOV.UK Recruitment team Email : dwprecruitment.grs@cabinetoffice.gov.uk Further information Appointment to the Civil Service is governed by the Civil Service Commissions Recruitment Principles. If you feel your application has not been treated in accordance with these principles and you wish to make a complaint, you should in the first instance contact DWP by email: HR.BUSINESSASSURANCE@DWP.GOV.UK. If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission. Click here to visit the Civil Service Commission. Attachments SEO Continuous Improvement Coach 418996 Candidate Pack Final v2 Opens in new window (pdf, 974kB) SEO Continuous Improvement Coach 418996 Candidate Pack Final W v2 Opens in new window (pdf, 699kB) Strategic Locations V2.0 Opens in new window (pdf, 108kB) DWP Terms and Conditions January 2024 Opens in new window (docx, 17kB)