Details
Reference number
429296
Salary
£44,447 - £50,044
National: minimum £44,447, maximum £46,547; Outer London: £50,044
A Civil Service Pension with an employer contribution of 28.97%
GBP
Job grade
Senior Executive Officer
Contract type
Permanent
Business area
DWP - Counter Fraud, Compliance and Debt - Economic, Serious and Organised Crime (ESOC)
Type of role
Investigation
Operational Delivery
Working pattern
Flexible working, Full-time, Job share, Part-time
Number of jobs available
7
Contents
* Location
* About the job
* Benefits
* Things you need to know
* Apply and further information
Location
Birmingham, Eastbourne, Glasgow, Pontypridd, Staines, Taunton
About the job
Job summary
Are you looking for a new challenge? Do you have leadership experience, great communication skills and enjoy coaching others? Do you have, or are you willing to work towards, an accreditation in Criminal or Financial Investigations?
Then DWP may be the place for you. This is an exciting opportunity to join our Counter Fraud and Compliance Directorate (CFCD) on a team committed to tackling fraud encountered through our Economic, Serious and Organised crime team. You will be at the forefront of tackling serious and organised crimes against DWP which often has links into wider criminality of modern slavery, human trafficking, and identity fraud. You will work with senior leaders across multi law enforcement agencies on high profile and serious fraud operations involving many suspects in multi-million-pound criminality.
As Senior Operational Leader, you will role model excellent senior management leadership, overseeing investigations into either criminal or financial teams, taking responsibility for the flexible, effective, personalised delivery of customer service, quality, and performance. You will provide transformational leadership to the site and beyond - leading through others, driving people engagement, and inspiring colleagues to deliver objectives.
CFCD is a great place to work where the leadership team are passionate about attracting the best talent whilst nurturing and valuing new and existing colleagues to be the best they can be. We are looking for people who can demonstrate our values and commitment to leadership which are based around Collaboration, Resilience, and Inclusivity. We look for emotionally aware leaders who enable teams to be innovative, adaptable, and flexible. We want you to be comfortable challenging the norm and finding daring and dynamic solutions that support our values and enable colleagues to shine in whatever role they do.
Job description
As a Senior Operational Leader, you can expect to be involved in a range of the following:
* Report directly to the Grade 7, being fully accountable for the leadership of a large, geographically diverse team of Criminal or Financial Investigators, setting strategic business priorities for your areas of responsibility and driving performance against key objectives.
* Be a self-starter, able to use your own initiative and make sound, complex decisions at pace.
* Lead performance within your business area, undertaking regular face-to-face performance reviews with your direct reports, identifying risks to performance achievement, and driving forward continuous improvement.
* Have experience and knowledge of leading diverse teams in an investigations environment, through effective coaching and mentoring, to improve service delivery.
* Work alongside multiple, senior representatives from other government departments/external bodies, building strong, collaborative relationships which enhance our reputation and achieve excellent outcomes.
* Provide visible, effective leadership through regular site visits, taking a personal lead in engaging with and communicating key messages with clarity and passion to obtain buy in.
* Motivate teams to operate flexibly, seeking feedback, listening, and acting on this, setting performance standards.
* Encourage creative thinking and collaborative working between teams and directorates to drive innovation and service improvements.
* Contribute to people planning activities, ensuring appropriate and effective deployment of people and resources within and between sites.
* Ensure all matters are dealt with promptly and sensitively, in line with DWP policies and procedures, and legislative frameworks, managing risk exposure by overseeing compliance.
Person specification
Key Criteria
What we are looking for in our Senior Operational Leaders:
* A proven ability to lead diverse and inclusive teams in an investigations environment, inspiring others through change and challenge. With evidence of successfully embedding change and continuous improvement, while delivering high-quality outcomes that support the organisation's strategic priorities. (Lead Criteria)
* An ability to operate effectively in a fast-paced and evolving environment, making sound decisions under pressure. Demonstrating how you have prioritised competing demands and resources to maintain performance and deliver investigations to required standards and timescales. (2nd Lead Criteria)
* A strong commitment to building professional capability, both personally and across teams. Experience in developing a coaching culture that supports continuous learning and future-proofs service delivery by equipping people with the right skills to meet challenges.
* You have proven experience of working collaboratively with stakeholders to support the delivery of business priorities. Demonstrating this by how you assess options, manage risks, and make difficult or unpopular decisions with appropriate consultation and justification.
Essential Criteria
Please note that the role that you are applying requires National Security Vetting (NSV) to the level – Security Check (SC). You can find more information at United Kingdom Security Vetting: Applicant - GOV.UK )
If you are successful in your application, you will need to attain SC clearance before you can take up post. This is mandatory and is in addition to completion of Baseline Personnel Security Standard (BPSS).
The purpose of the NSV process is to provide a level of assurance about an individual's trustworthiness, integrity and reliability, and other factors that increase their vulnerability to corruption or risk of committing a security breach. It involves the investigation of an individual's background and circumstances to achieve this aim.
To be eligible to apply, you must have lived in the UK for at least 5 years across your lifetime and at least 3 of the last 5 years. If you do not meet these conditions, we will not be able to proceed with your application, because you will be unable to obtain Security Clearance. This does not apply to people based overseas in the UK military or working for HMG.
The application process will ask for personal details about you, your address history, previous relationships, your parents, your employment history, your financial circumstances, and details of any pending, spent or unspent convictions. This list is not exhaustive. Please view the Vetting explained - GOV.UK ) for more information.
If you require any further information, please contact the vacancy holder – the details are on the jobs portal through which you made your application.
If you are successful in your application, we recommend that you familiarise yourself with the NSV process and advise that you collate as much information as you can prior to starting your Vetting application.
If you go on to attain Security Clearance, then you should be aware of the following:
Behaviours expected of you to maintain clearance
Keeping your clearance is dependent upon maintaining good security behaviours. You must:
* Not take any illegal drugs.
* Always act with honesty and integrity and, if you are a Civil Servant, adhere to the Civil Service Code.
* Always act in a way that will not put you at risk of being unduly influenced, exploited or blackmailed by people such as criminals and journalists.
Candidate Integrity Declaration
In addition to the above candidates who are successful will be asked about the following before we offer them a position.
Candidates must declare to the best of their knowledge:
* Any disciplinary finding of guilt / failure to meet the appropriate standard of conduct relating to their employment they have ever had.
* Any charge of a disciplinary offence / notification of a failure to meet the appropriate standards they have ever had where the case has not yet been concluded.
* Any past convictions, criminal findings, or police cautions, regardless of whether they are 'spent', they have ever had.
* The disclosure of this information will not automatically disbar the candidate from this role, but we need to be aware of any event or issue which could impinge on the candidate's credibility if questioned in court.
What Checks are Involved?
* Successful completion of the Baseline Personnel Security Standard.
* Completion, by the individual, of a security questionnaire.
* A departmental/company records check which will include, for example personal files, staff reports, sick leave returns and security records.
* A check of both spent and unspent criminal records.
* A check of credit and financial history with a credit reference agency.
* A check of Security Service (MI5) records.
* Exceptionally, if there are any unresolved security concerns about the individual, or if recommended by the Security Service, the individual may also be interviewed.
* In the event of any unresolved financial concerns, the individual may also be required to complete a separate financial questionnaire so that a full review of personal finances can be carried out.
Checks may extend to third parties included on the security questionnaire.
Learning Requirements:
To apply for this post all candidates must be willing to attain, or already hold at least one of the following:
* Accredited Counter Fraud Investigations Program (ACFIP).
* Counter Fraud Investigator Apprenticeship (CFIA).
* An equivalent such as PINs (Professionalism in Security).
* SAO accreditation via the National Crime Agency.
DWP endorses the use of apprenticeships and successful candidates meeting the Counter Fraud Investigator Apprenticeship (CFIA) eligibility criteria will be required to complete this learning programme and achieve the level 4 award (as a condition of their appointment).
CFIA includes face to face learning elements which the applicant needs to be aware could require them to travel outside of daily travelling times and incur overnight stays away from home.
More details on what is involved in this learning can be found in the link below:
Counter fraud investigator / Institute for Apprenticeships and Technical Education
Candidates are strongly advised to familiarise themselves with the requirements of this learning.
You must be willing to attain the appropriate accreditation to undertake the technical functions of the role. This may be attained through completion of a qualification or apprenticeship.
Where a qualification is not achieved, it would not be possible to fulfil the role requirements and candidates will be redeployed, within CFCD where possible, following Workforce Management Policy and Procedures. If you have questions about equivalent qualifications, please contact the vacancy holder.
Government Counter Fraud Profession (GCFP)
The DWP is committed to investing in people and ensuring their teams are a professional workforce. It is a requirement of counter fraud post holders within DWP to attain, and retain, membership of the Government Counter Fraud Profession (GCFP) at Practitioner level. This means if you are successful in applying for this role you will need to undertake an annual self-assessment to evidence your knowledge, skills, and experience within your role to attain and retain practitioner level membership. We provide post holders with a learning routeway to support them in achieving as well as any workplace adjustments they may require. Failure to attain membership of the GCFP at practitioner level may result in DWP seeking an alternative role for you.
In applying you will have indicated that you have read and fully understood the professional requirements for this Counter Fraud role.
Travel Requirements:
You are required to attend and oversee:
* Briefings and operational planning with external stakeholders such as Police, Lawyers, and Barristers.
* Participate in high profile arrests, search, and seizure exercises.
* Attendance at Court to support criminal or financial proceedings and hearings.
* Due to the nature of the role this could be at any location nationally and during unsociable hours (both night/day and weekends). A Departmental vehicle OR hire car may be made available if you hold a full UK driving license.
Further support
If you have questions or concerns at any point, please talk to the Vacancy Holder. It is much easier to discuss and address an issue at an early stage than after concerns have been raised.
Behaviours
We'll assess you against these behaviours during the selection process:
* Leadership
* Working Together
* Delivering at Pace
* Making Effective Decisions
Benefits
Alongside your salary of £44,447, Department for Work and Pensions contributes £12,876 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 (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.
Things you need to know
Selection process details
This vacancy is using Success Profiles, and will assess your Behaviours, Strengths and Experience.
Stage 1 - Application and Sift
As part of the application process, you will be required to complete a personal statement that addresses all key criteria of the role. In no more than 1250 words, please detail the relevant skills and experience you can bring to the position. Ensure you refer to both the job description and the person specification details provided above when presenting your evidence.
When completing your statement of suitability, please read and understand the Key Criteria thoroughly, as this is what your written evidence will 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; what have you done that's relatable to the requirements? You don't have to explain the whole process, just what you have done and the skills, experience you have used.
Further details around what this will entail are listed on the application form.
You will also be asked to complete a CV with details of your education, professional qualifications and full employment history. Your CV will not be formally assessed so please put the main evidence of your skills into your personal statement. Your CV will be used to add context to your personal statement.
Should a large number of applications be received, an initial sift may be conducted using the lead or both the lead and the 2nd lead criteria. If so, we will sift on:
* A proven ability to lead diverse and inclusive teams in an investigations environment, inspiring others through change and challenge. With evidence of successfully embedding change and continuous improvement, while delivering high-quality outcomes that support the organisation's strategic priorities. (Lead Criteria)
* An ability to operate effectively in a fast-paced and evolving environment, making sound decisions under pressure. Demonstrating how you have prioritised competing demands and resources to maintain performance and deliver investigations to required standards and timescales. (2nd Lead Criteria)
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 DCS candidates who meet the minimum standard. However, we may only progress those candidates who best meet the required standards.
However, in the event we don't receive a high number of applications we may not undertake a sift and progress all candidate to interview.
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.
**Please note the closing date for your full application is 23:55 on 09/10/2025.
The Sift is scheduled to be held between 20/10/2025 to 03/11/2025 These dates made be subject to change.
Stage 2 - Interview
Those who pass the Written Application Sift with the required score will be invited to a blended interview and will receive an electronic notification to your Civil Service Jobs account.
Please note that interviews will be Face-to-Face at either of our Birmingham, Eastbourne, Pontypridd, Taunton, Staines or Glasgow offices. You will receive an invite with the relevant details to attend the office at the appointed time through the email account you provide us with on your application. If you require any reasonable adjustments to attend a face-to-face interview, please ensure you state those on your application form when asked to do so.
Interviews are scheduled to take place between 17/11/2025 and 21/11/2025, please note that these dates are only indicative at this stage and could be subject to change. Interviews will be scheduled Monday to Friday, between 09:00 to 17:00.
Communications will be electronic, SMS or by telephone therefore it is important that you check your Civil Service Jobs account regularly, as well as your spam/junk email folder. Telephone calls may show as a withheld number, it is important that you answer so that your interview can be confirmed. If you would like to opt out of SMS messages, please email CFCD..GOV.UK
As part of our commitment to improving the candidate experience, you may be contacted during the recruitment process to provide feedback.
Preparing for the interview
The interview will take place face to face and will last for approximately 45 minutes where you will be asked a mixture of Behavioural and Strength questions. A blended interview aims to be more of a conversation at interview offering a more inclusive approach. The Strength and Behaviour based questioning explores what the candidate can and has done, but also their potential.
Behaviours
You will be assessed against the Civil Service Behaviours listed above at Level 3, and looking for work-based examples in your answers.
An example of a Behavioural question would be "Tell me about a time when you've had to deal with a difficult customer."
It may help to use one or more examples of a piece of work you have completed or a situation you have been in and use the WHO or STAR model to explain:
* WHO - What it was, How you approached the work/situation and what the Outcomes were, what did you achieve? or
* STAR- What was the Situation? What were the Tasks? What Action did you take? What were the Results of your actions?
Strengths
It is difficult to prepare for strength type questions. However, you can think through your answers, focus on your achievements and aspects you enjoy and decide how these can be applied in the organisation and role.
While strengths questions are shorter and we do not expect a full STAR response, the panel is interested in your first reaction to the question and information or reasoning to support this.
If you withdraw your application at any stage, it will not be progressed any further.
Stage 3 – Offer
Once all interviews have been completed, candidates will be notified of the outcome by email. Offers will be made in strict merit order to the highest scoring candidate first based on your location preferences and the geographical requirements of the business. Dependent on your position on the merit list, if none of your location preferences remain at the point we make a job offer, we may offer you a role at an alternative advertised location. If we are unable to offer you a role in any of your preferred locations, and you are unable to accept a role at an alternative advertised location, we will add you to the reserve list if one is being held.
The successful candidate(s) will be notified of a start date following successful security checks, which is likely to be during February/March 2026.
Please note:
* 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 timeframe you will be withdrawn from the campaign and removed from the reserve list, other than in exceptional circumstances*.
* If we make 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.
Important information.
VISA
For these vacancies, we strongly recommend that applicants consult with an immigration specialist or qualified advisor to assess their eligibility for Visa Sponsorship before deciding to apply. Please note that while we consider sponsorship requests in accordance with current DWP guidance and Home Office policy, sponsorship cannot be guaranteed.
Candidate pack
It is important that you take time to read the candidate pack which can be found at the bottom of this job advert. This provides further information about the role and working in DWP.
Location
You should only apply for suitable posts where you can travel to and from your home office location daily within a reasonable time.
Please be aware that this role can only be worked in the UK and not overseas. Relocation costs will not be reimbursed.
Hybrid working
This job role 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. Hybrid working will not commence until any training and consolidation period has been successfully completed.
Working pattern
Part-time, part-year, term-time compressed hours and job-sharing working patterns within working hours will be considered 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. Please note that successful candidates with agreed alternative working patterns will be required to work full time for specific periods to complete all training and consolidation.
Hours of work
The full-time working week in DWP is 37 hours. You may be required to work at any time between the hours of:
* 7:45am and 8:00pm on any day between Monday to Friday, and
* 8:45am to 5:00pm on Saturday.
Managers will agree working patterns with successful applicants within these business hours and review these as appropriate. You will be given advance notice of your personal schedule.
Further Information
At the Department for Work and Pensions (DWP) we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce.
Find out more about working for DWP on the DWP Careers Hub.
Reserve List
A reserve list may be held for a period of 12 months from which further appointments can be made.
If you are placed on a reserve list but we cannot immediately offer you a post, please note:
* If you are later 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 the post within a reasonable timeframe you will be withdrawn from the campaign and removed from the reserve list, other than in exceptional circumstances (e.g. a contractual Part Time Working Pattern cannot be accommodated in the initial role offered or in cases of serious ill health).
* 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.
Disability Confident Scheme
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.
NSV
For further information on National Security Vetting please visit the Demystifying Vetting website.
Reasonable Adjustments
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 the Government Recruitment Service via 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.
Integrity, plagiarism, Civil Service Principles and the use of Artificial Intelligence (AI)
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.
Examples of plagiarism can include:
* Presenting the work, ideas and experience of others as your own
* Copying content or answers from an online or published source that is not your own
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.
Disclosure and Barring Service and Internal Fraud Database Checks
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- 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.
If successful and transferring from another Government Department, a criminal record check will be carried out.
Important
New entrants are expected to join on the minimum of the pay band.
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. If you are a current employee and are successful you must be able to be released from your current post within four weeks.
Those on protected TUPE/ COSoP terms and conditions applying on promotion or voluntary permanent level move will adopt DWP's Terms and Conditions and this may have a different impact on pay and allowances. Please review this prior to acceptance of a role.
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. 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.
Any move to DWP 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 the Childcare Choices Website.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check .
See our vetting charter .
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)
* 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
Working for the Civil Service
The Civil Service Code 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 .
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 and the Civil Service Diversity and Inclusion Strategy .
Apply and further information
This vacancy is part of the Great Place to Work for Veterans initiative.
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 : CFCD Recruitment Team
* Email :
Recruitment team
* Email :
Further information
Appointment to the Civil Service is governed by the Civil Service Commission's 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..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.