Higher Education Analysis HEO

Job summary

IMPORTANT - This vacancy is using the Civil Service Verbal test. The deadline for completing the test is the same as the vacancy closing date. Please ensure you complete the test with sufficient time to complete the written application.

Higher Education Analysis (HEA) Division are recruiting an HEO analyst to carry out exciting, high-profile work that will make a real difference to the higher education (HE) sector. The division provides a full range of analytical services, covering all DfE’s HE activity. We work to ensure that HE delivers better outcomes and value for students, employers and the taxpayer.

The role sits within the Higher Education Statistics and Research Unit (HESRU). The unit’s work includes producing key statistics on trends within the sector alongside original analysis and research to inform policy development and evaluation.

The HE policy area involves billions of pounds of government spending and is high-profile, attracting significant media and ministerial interest. This role is an excellent opportunity for individuals with backgrounds in data, analysis, and research to join our team and strengthen our approach to analysis and insight in DfE Higher Education.

Job description

We are recruiting for an inquisitive, delivery-focussed analyst to join our team. We are looking for candidates with a track record of delivering analytical solutions that have a real impact, whilst working collaboratively with others to ensure the right analytical solution is delivered in an effective and efficient way.

The role provides opportunities to get involved with the full range of analytical activity provided by a policy-facing division including data management and analysis, statistical analysis, complex modelling, communicating results to senior officials and ministers, and data science approaches. The successful candidate will utilise a wide range of data and information to drive evidence-based decisions to improve the HE sector.

In HE analysis, we take a people-centric approach to ensuring that we can provide high-quality evidence and analysis. We take pride in developing our analysts, providing coaching, mentoring, learning and development tailored to the individual.

The role is available in the HE Provider and Participation Statistics team, within HESRU. The team produces official DfE statistics, leads on key HE data sources, works closely with internal and external stakeholders, and provides policy analysis to support ministerial priorities and strengthen the HE evidence base. The successful candidate will support on all aspects of this work, developing expertise across all HE data and evidence sources.

The team publishes the Higher Level Learners in England statistical publication, which combines multiple data sources to present comprehensive statistics on HE learners in England. The successful candidate will have the opportunity to support the production of this release.

The successful candidate will play a vital role in the team to:

• Develop expertise in HE and wider education data, particularly the Higher Education Statistics Agency (HESA) data that the team leads on, alongside the Individualised Learner Record and the National Pupil Database
• Build strong working relationships with both external partners (including Jisc and the Office for Students) and internal partners (including fellow analysts and policy colleagues)
• Produce original analysis to support policy development and evaluation, in line with ministerial priorities and to support the HE evidence base
• Produce the team’s Official Statistics publication, Higher Level Learners in England

The role is open to:

• Analysts from the Government Statistical Service (GSS), Government Social Research (GSR), Government Economics Service (GES), Government Operational Research Service (GORS).
• Candidates who hold a first, or upper second-class degree with at least 50% base in mathematics, statistics, economics or social research methods (if not already a badged analyst)

Please note: Although badging is not offered as part of the interview, successful applicants will be expected to apply for badging within the first 12 months of their role. Opportunities to get badged into an analytical profession regularly arise throughout the year and the successful candidate will be supported in their application.

GORS: GORS Technical Framework - GOV.UK

GSR: The Government Social Research Technical Framework - GOV.UK (www.gov.uk)

GSG: Competency framework for the Government Statistician Group (GSG) – Government Analysis Function

GES: GES Technical Framework 2022 - GOV.UK (www.gov.uk)

Person specification

Essential Criteria:

• Evidence of applied analytical or research experience
• Experience in communicating analysis clearly in a way that is accessible and understood by experts and non-experts, using verbal and written communication.
• Ability to proactively prioritise and plan own work effectively, managing demands to deliver high-quality outcomes to the desired timeline.
• Experience with analytical software or research tools, including R and SQL

Memberships

This role is open to:

- Analysts from the Government Statistical Service (GSS), Government Social Research (GSR), Government Economics Service (GES), Government Operational Research Service (GORS) and/or
- Candidates who hold a first, or upper second-class degree with at least 50% base in mathematics, statistics, economics or social research methods (if not already a badged analyst)

Technical skills

We'll assess you against these technical skills during the selection process:

• Data analysis (GSG), knowledge and application of OR (GORS), technical skills (GSR), analysis of data (GES). Or for unbadged analysts, evidence of how you have applied analytical skills to solve a problem
• Presenting and disseminating data effectively (GSG), achieving impact with analysis (GORS), using and promoting social research (GSR), effective communication (GES). Or for unbadged analysts, evidence of how you communicate & share analytical results

Benefits

Alongside your salary of £41,446, Department for Education contributes £12,006 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).

Applicants currently holding a permanent post in the Civil Service should note that, if successful, their salary on appointment would be determined by the Department’s transfer / promotion policies.

As a member of the DfE, you will be entitled to join the highly competitive Civil Service Pension Scheme, which many experts agree is one of the most generous in the UK.

You will have 25 days leave, increasing by 1 day every year to a maximum of 30 days after five years’ service. In addition, all staff receive the King’s Birthday privilege holiday and 8 days’ bank and public holidays.

We offer flexible working arrangements, such as job sharing, term-time working, flexi-time and compressed hours.

Most DfE employees will be working a hybrid pattern, spending at least 60% of their time in an office or work setting. Changes to these working arrangements are available in exceptional circumstances but must be agreed with the line manager and in line with the requirements of the role.

Travel to your primary office location will not be paid for by DfE, but costs for travel to an office which is not your main location will be covered.

Part‑time hours available, from a minimum of 0.8 FTE.

As an organisation, which exists to support education and lifelong learning, we offer our staff excellent professional development opportunities.

Things you need to know

Artificial intelligence

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 (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Experience and Technical skills.

Stage 1: Civil Service Verbal Test (CSVT)

When you have completed your personal information, you will be asked to complete the CSVT. You must achieve the minimum pass mark to progress to the next stage.

Stage 2: Written Application

Experience

To apply for this role, you will be required to provide a CV and Statement of Suitability.

• Your CV should include details of your employment history, qualifications and the skills and experience gained in those roles.
• Your Statement of Suitability (max 500 words) should demonstrate how your experience meets the essential criteria listed above. Please indicate which profession you are a member of, or seeking to be a member of, in this statement.

Technical Skills

You will be required to provide a 250-word example demonstrating how you meet the technical skills listed above or, for unbadged analysts, how you meet the the analytical requirements of the role.

How to structure your response to the technical criteria:

We recommend using the STAR (Situation, Task, Action, Result) approach

• Situation - Describe the situation you found yourself in and what happened.
• Task - The Hiring Manager will want to understand what you tried to achieve from the situation that you found yourself in.
• Action- What actions did you take and how did you do it. Make sure to use “I”, not “we” to explain how your actions lead to a result.
• Result - Use facts and statistics to demonstrate the results that your actions produced. Explain whether it was a successful outcome, and if not, what you learned from the experience.

Stage 3: Sift

We reserve the right to increase the minimum pass mark for the CSVT where there is a high volume of applications or a particularly strong field of candidates. Where this occurs, candidates who do not meet the revised pass mark will not progress further, and their written application will not be assessed.

We will use your CV and statement to assess your suitability for the role against the essential criteria listed in the person specification section above.

To confirm, the maximum word count for the personal statement/ statement of suitability is 500. Please adhere to this limit as anything over 500 words will not be taken into account.

You will use your 250-word examples to assess your suitability for the role against the technical skills listed above or for unbadged analysts, the analytical requirements of the role.

In the event of a high volume of applications, we reserve the right to conduct an initial sift on only the lead technical skill detailed above (data analysis (GSG), or equivalents for other professions/unbadged analysts).

More guidance on personal statements can be found here – completing your application.

Stage 4: Interview

At interview you will be asked questions to assess your experience in line with the essential criteria listed above.

We will also ask questions around the technical skills listed in the advert or for unbadged analysts the analytical requirements of the role, as outlined above.

How to structure your interview answers:

We recommend using the STAR (Situation, Task, Action, Result) approach

• Situation - Describe the situation you found yourself in and what happened.
• Task - The Hiring Manager will want to understand what you tried to achieve from the situation that you found yourself in.
• Action- What actions did you take and how did you do it. Make sure to use “I”, not “we” to explain how your actions lead to a result.
• Result - Use facts and statistics to demonstrate the results that your actions produced. Explain whether it was a successful outcome, and if not, what you learned from the experience.

Important Information

If you fail to complete the test before the deadline, your application will be withdrawn. Guidance will be available when you are invited to take the test. The test is untimed, administered via Civil Service Jobs, and applicant guidance is available during the test and online on GOV.UK Online Tests guidance.

Applicants must complete the test on their own, without help, and Departments reserve the right to retest applicants under supervised conditions at later stages of the selection process. Doing this can provide reassurance to recruiters who are concerned about the authenticity of one or more test results.

Please ensure you allow yourself sufficient time to complete the assessment and submit your application before the advertised deadline.

Reasonable adjustments & test accessibility:

See our reasonable adjustments guide for candidates (online tests), or some example case studies, to act as a guide. You can use these to help you decide whether to ask for help or take the test without help.

More information about online tests can be found here: Preparing for the Civil Service Verbal and Numerical tests - GOV.UK. You will also find practice tests on this page if you would find them helpful prior to completing the live test.

Other Information

Interviews may be via Microsoft teams or face to face; the vacancy manager will confirm prior to the Interview.

In your application, please don’t include personal information that identifies you.

This means we can recruit based on your knowledge and skills, and not background, gender or ethnicity - it's called name blind recruitment (opens in a new window).

Please ensure that you remove from your application, all references to your:

• name/title
• educational institutions
• age
• gender
• email address
• postal address
• phone number
• nationality/immigration status

We reserve the right to raise the minimum pass mark in the event of a high volume or strong field of candidates.

Please be aware that this role can only be worked in the UK from the location options provided and not from overseas.

The government is committed to supporting apprenticeships, enabling people to learn and progress in a role whilst earning. We want to monitor the number of people who have completed apprenticeships who are now applying to progress further in their career and are asking this question to all candidates, on all vacancies. You will be asked a question as part of the application process about any previous apprenticeships you have completed. Your response to this question will not affect your application and it is not a requirement of the role to have completed a previous apprenticeship.

If successful and transferring from another Government Department a criminal record check maybe 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 circumstance some candidates will want to send their completed forms direct. If you will be doing this, please advise Department of Education of your intention by emailing Pre-Employment.Checks.DFE@education.gov.uk stating the job reference number in the subject heading.

Department for Education do not cover the cost of travel to your interview/assessment unless otherwise stated.

A reserve list may be held for a period of 12 months from which further appointments can be made.

Candidates will be posted in merit order based upon location preference. Where more than one location is advertised you will be asked to state your preferred location.

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.

Terms and conditions of candidates transferring from ALBs and NDPBs

Bodies that are not accredited by the Civil Service Commission and are not able to advertise at Across Government on Civil Service jobs will be treated as external new starters and will come into DfE on modernised terms and conditions with a salary at the band minimum.

Bodies that are accredited by the Civil Service Commission but do not have civil service status will be offered modernised terms and will not have continuous service recognised for leave or sickness benefits. Salaries should be offered at band minimum, but there is some flexibility where this would cause a detriment to the individual.

Bodies that are accredited by the Civil Service Commission and do have Civil Service status will be treated as OGD transfers. Staff appointed on lateral transfer will move on to pre-modernised DfE terms (unless they were on modernised terms in their previous organisation). Staff appointed on promotion will move on to modernised DfE terms. Staff will transfer over on their existing salary (on lateral transfer) and any pay above the DfE pay band maximum will be paid as a mark time allowance. Staff moving on promotion will have their salaries calculated using the principles set out in the attached OGD transfer supplementary information.

Reasonable adjustment

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. If you need a change to be made so that you can make your application, you should:

Contact Department of Education via centralrecruitment.operations@education.gov.uk soon as possible before the closing date to discuss your needs.

Complete the “Assistance required” 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.

Please refer to the attached ‘Reasonable Adjustments Guide 05_2025 – accessible version’ at the bottom of the advert, for further information.

Childcare Vouchers

Any move to Department for Education (DfE) will mean you will no longer be able to carry on claiming 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/

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a basic (or equivalent) 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 theCivil 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.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 : Louis Erritt
• Email : Louis.erritt@education.gov.uk

Recruitment team

• Email : Centralrecruitment.operations@education.gov.uk

Further information

The Department for Education’s recruitment processes are underpinned by the Civil Service Commissioners Recruitment Principles, which outlines that selection for appointment is made on merit based on fair and open competition. You have the right to complain if you feel a department has breached the requirement of the Recruitment Principles. In the first instance, you should raise the matter directly with the department concerned via CentralRecruitment.Operations@education.gov.uk. If you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages

Attachments

DFE Terms & Conditions - accessible version (1) Opens in new window (pdf, 215kB)Reasonable Adjustments guide 2025 - accessible version Opens in new window (pdf, 739kB)OGD Transfer Supplementary information - accessible version Opens in new window (pdf, 327kB)