Principal Occupational Psychologist

Job summary

DWP is looking to fill one Principal Occupational Psychologist role at Grade 7 equivalent within the Policy Occupational Psychology team funded by Working Age Services, Jobs and Careers Services Directorate. ​

​The role available will be based in various sites geographically within aligned National Locations and the successful applicant may be based in any DWP operational site subject to Demand Management approval to be confirmed at time of posting. We are currently unable to offer London with this advert​

​This role is suitable for hybrid working which is where an employee works part of the week (Minimum of 60% office time) 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. If you have a disability, caring responsibilities, or other circumstances that may affect your ability to meet the minimum office attendance requirement, please discuss this with us using the contact details in this advert. Travel to other national locations will be required.​

​Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission's Recruitment Principles here. Successful candidates will be posted in merit order based on your location preferences, where appropriate, 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 DWP may offer you a role at an alternative advertised location. ​

​Visa Sponsorship ​

​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.

Job description

Successful candidates can expect to be involved in a range of the following:​

• Provide occupational psychology advice and evidence to the design and delivery of the Get Britain Working Coaching Academy, including, but not limited to, development of coaching skills, embedding trauma-informed and person-centred approaches, training transfer, alignment with the agreed definition of operational coaching, operationalisation of the essential knowledge and skills used for observations/assessments, evaluation and measuring impact in line with agreed theory of change. This may include delivery of agreed Academy content to support wider roll-out.​
• Provide occupational psychology advice and evidence on all aspects of culture and organisational change to support the successful delivery of JCS (in collaboration with people and business change teams), leading on the delivery of agreed products and services, such as alignment with wider DWP values, people change and engagement activities, interface with the National Careers Service.​
• Lead embedding the operational definition of coaching for the Work Coach role (project delivered by DWP occupational psychology) to ensure it is a foundation for JCS policy and operations, including, but not limited to, raising awareness with operational colleagues, informing the offer for and expectations of customers, embedding in employment lifecycle (e.g. job descriptions, role catalogue, selection, onboarding, development). Scope out the requirement to expand this project to the Work Coach Team Leader role and other customer-facing operational delivery roles. ​
• Lead the job design of key roles required for JCS deliver, to include, but not limited to required job analysis, assessment/ selection and development processes, support with the testing and roll out of role changes as the department's offer change. ​
• Provide occupational psychology advice and evidence, including how prospective workers seek, secure and explore work opportunities, to inform the development of key JCS digital products and services.​
• Contribute to the development of National Careers Service tools by providing expert input related to career development, job seeking, skills assessments and other areas identified by taking a multi-disciplinary approach with career coaching and skills experts.​
• Support the design and delivery of the new Employment Advisers training package and long-term ownership of materials to maintain quality and applicability to JCS requirements.
• Support design and delivery for pathfinder ‘test and learn’ activities including understanding user experience, supporting employee technology adoption and readiness for technology change.​
• Develop and maintain a consistent national approach to job matching for DWP customer, which can include better understanding and recording of the skills and capabilities of our customers, working with digital, policy and operations to identify potential integrated solutions with other services. ​
• Deliver evidence-based occupational psychology advice, feedback and projects about public policy and programme development to support welfare and reform as directed by the Chief Psychologist. Proactively identify opportunities for the Policy Occupational Psychology team to contribute to the breadth of departmental policy, building relationships, and engaging with stakeholders.​
• Maintain strong professional integrity, standards and ethics including upholding standards to deliver a safe, ethical, and legally compliant occupational psychology service in line with British Psychological Society and Health & Care Professions Council requirements. Adhere to all DWP Occupational Psychology Profession policies including those regarding continuous professional development, clinical governance, maintaining memberships and registration.​
• Act as a role-model and an ambassador for the occupational psychology profession, identifying opportunities where it can contribute more widely across JCS, DWP and the Civil Service. Participate in and contribute to the DWP and Government Occupational Psychology Profession as agreed with the DWP Chief Psychologist. ​
• Chartered Psychologists and Registered Occupational Psychologists are required to supervise Trainee Occupational Psychologists on the qualification to achieve Registered Occupational Psychologist status. If not already registered on the Register of Applied Practice Psychology Supervisors (RAPPS), you will work towards RAPPS eligibility within a reasonable timescale of starting the role. The requirement to be a Supervisor within the timeframe of this position will be discussed on appointment.​

Person specification

Key Criteria for the Role:​

​Lead Key Criteria​

• You must meet the Qualification, Licences and Membership requirements as listed in the ‘Qualifications – Essential’ and ‘Licences – Essential’ and ‘Memberships – Essential’ sections of the job advert (please read these carefully to be sure you meet the requirements).​
• Significant experience applying an occupational psychology evidence-based, consultancy approach to inform decision-making at a strategic and organisational level to inform policies, processes, and strategy. You will be able demonstrate prior experience of doing this in at least one of the following areas: organisational change including culture change, job design and system design, employment and return to work. This experience does not need to be in a welfare, vocational rehabilitation, or employment support context, but that would be valuable. ​

Other Key Criteria​

• Excellent leadership skills demonstrated through proven track record of leading occupational psychology service delivery that is a respected and impactful partner to the organisation/ business unit. ​
• Excellent theoretical and practical understanding of occupational psychology evidence-base and concepts in 1) work design, organisational change and development and 2) learning, training and development, with 3) wellbeing and work as desirable.​
• Ability to work autonomously, with an organised approach to your work, and at pace to deliver a high-quality work from scoping to delivery stages in a way that meets project aims, costs and timescales.​
• Excellent decision-making skills with a track record of including others in those decisions and building sustainable relationships with people from different disciplines, specialisms and business to make informed decisions.​
• Evidence of delivering a safe, ethical, and legally compliant occupational psychology services in line with British Psychological Society and Health & Care Professions Council requirements.​

​Should a large number of applications be received, an initial sift may be conducted using the Lead Key Criteria to initially assess your application during the Sift stage. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to assessment/interview. ​

​Licences​

• Registered Occupational Psychologist with the Health & Care Professions Council with no sanctions or restrictions on your registration or willing and eligible to apply for registration. ​

Qualifications​

• MSc Occupational Psychology (or equivalent titled course) approved as Stage 1 by the British Psychological Society.​
• British Psychological Society Qualification in Occupational Psychology Stage 2 (QOPS2) or have completed Part 1 and Part 2 of a professional doctorate in occupational psychology or another programme approved by the BPS, which confers Chartered Member with the BPS (see Memberships) and Full Member of the Division of Occupational Psychology (see Memberships) and Registered Occupational Psychologist with the HCPC (see Licences). ​

​Memberships​

• Chartered Member of the British Psychological Society. ​
• Full Member of the Division of Occupational Psychology, British Psychological Society. ​
• Desirable: Register of Applied Practice Psychology Supervisors. ​

​Queries about your qualifications, licences, or memberships must be raised in good time to allow us to respond before the closing date as deadlines cannot be extended. ​

Licences

Registered Occupational Psychologist with the Health & Care Professions Council with no sanctions or restrictions on your registration or willing and eligible to apply for registration.

Qualifications

MSc Occupational Psychology (or equivalent titled course) approved as Stage 1 by the British Psychological Society.​

British Psychological Society Qualification in Occupational Psychology Stage 2 (QOPS2) or have completed Part 1 and
Part 2 of a professional doctorate in occupational psychology or another programme approved by the BPS, which
confers Chartered Member with the BPS (see Memberships) and Full Member of the Division of Occupational
Psychology (see Memberships) and Registered Occupational Psychologist with the HCPC (see Licences). ​

Memberships

Chartered Member of the British Psychological Society. ​
Full Member of the Division of Occupational Psychology, British Psychological Society. ​
Desirable: Register of Applied Practice Psychology Supervisors. ​

​

Behaviours

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

• Leadership
• Delivering at Pace
• Communicating and Influencing
• Making Effective Decisions

Technical skills

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

• Professional Skill: Knowledge Base
• Professional Skill: Consulting
• Behaviour Ambassador

Benefits

Alongside your salary of £63,741, Department for Work and Pensions contributes £18,465 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

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 Behaviours, Experience and Technical skills.

Step 1 Application – Your personal statement (1250 words)​

• Submit a personal statement online up to 1,250 words against the Key Criteria for the role.​
• Within the first paragraph it is imperative you state the specific qualifications, membership and licences that you hold. Specific wording for this paragraph is explained in the job advert.​
• It is recommended you download or print a copy of the job advert, because it disappears from CS Jobs after the closing date.​
• Your Personal Statement will be sifted against how well it demonstrates the Key Criteria. ​
• 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. Inline 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.​

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 advice - When completing your personal statement, 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 don’t 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. ​

​Please ensure that all example in your application are taken directly from your own experience and 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​

​Step 2 Interview – including a presentation​

​Shortlisted candidates will be invited to attend an interview via MS Teams. The interview will assess Behaviours and Technical abilities.The interview will last up to 75 minutes.​

​You will receive a link to join the interview at the appointed time through the email account you provide us with on your application. There will be up to three people on the interview panel including an Occupational Psychologist and colleagues from the relevant business unit.​

​You will be asked questions on the following Behaviours from Civil Service Success Profiles at Grade 7 level:​

1. Leadership (Lead Behaviour)​
2. Delivering at Pace​
3. Communicating and Influencing​
4. Making Effective Decisions ​

You will be asked questions on the following Technical questions from areas from the Government Occupational Psychology Skills & Standards at Principal Psychologist, Grade 7 level, including the delivery of a 5-minute Technical presentation, without visual aids:​

1. Behaviours: Ambassador (Technical Question)​
2. Professional Skill: Consultancy (Technical Question)​
3. Professional Skill: Knowledge Base (Technical Presentation)​

You will be sent the presentation question in advance, at least 5 days before your interview.​

You will be told which Behaviour or Technical area is being assessed when each question is asked and you will be asked further probing questions to determine your suitability for the role. ​

Interview Advice - You may find the STAR – Situation, Task, Action, Result – framework useful to prepare. Listen to the exact question to ensure your preparation notes for the Behaviour or Technical area meet the question asked. ​

​Read the Civil Service Success Profiles and the Government Occupational Psychology Skills & Standards for the G7/ Principal Occupational Psychologist levels to understand what we are looking for. We want to get the best from you and make sure you have the opportunity to tell us your best evidence. ​

​Please let us know if you have any reasonable adjustments in good time so we can prepare them.​

Step 3 Selection & Feedback​

​We will notify all candidates as soon as possible. Feedback will only be provided following an interview. ​

​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.​

​Our offer to successful candidates will be based on an assessment of your skills and experience as demonstrated at interview.​

​Pre-Employment Checks​

This role will be subject to an Enhanced Check. Please note there will be an on-going requirement to undergo an Enhanced Check every 3 years.

As part of the pre-employment checks for this role two clinical references will be required. Details of on-going investigations and warnings will be requested. Successful candidates will be asked to provide details of clinical referees.

​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 end of 2027.

​Current Civil Servants (all contract types) will need to ensure that they are still employed as a civil servant at the point of starting in the relevant new post. If their contract ends (e.g. end of FTA contract or resignation) at any point during the recruitment/onboarding process for the advertised role, they will no longer be eligible and may be withdrawn.

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.

Existing Civil Servants and applicants from accredited NDPBs are eligible to apply, but will only be considered on loan basis (Civil Servants) or secondment (accredited NDPBs). Prior agreement to be released on a loan basis 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.

Reserve List

A reserve list may be held for a period of 3 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.

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 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.

Integrity, plagiarism and Civil Service Principles

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

Disclosure and Barring Service and Internal Fraud Database Checks

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service/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

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 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 member