This document provides information about a job opening for a Deputy Director - Finance Controller position within the Department for Education in the UK. The role involves leading the design and delivery of the overall financial risk and control environment for the department and its agencies. Key responsibilities include financial reporting and accounting, ensuring compliance, and producing the department's annual report and accounts. The successful candidate will have strong leadership skills, expertise in central government financial policy, and experience developing financial strategies. The full-time position is located in Sheffield or Manchester and offers a salary between £75,000-£95,000.

1. Strategy and Resources
Directorate
Finance and Commercial
Group
Deputy Director – Finance Controller

2. Contents
The Department for Education’s overview
Job Specification
Terms and Conditions
Application and Recruitment Process
Appendix A – Equality Monitoring Form
Appendix B – Guaranteed Interview Scheme
Appendix C – Nationality and Immigration Form
Appendix D – Civil Service Code

3. Department for Education overview
The Department for Education is responsible for providing world-class education and
care that allows every child and young person to reach his or her potential,
regardless of background.
Our three proposed system goals below define the overarching outcomes that we
are aiming for by 2020:
1. Safety and wellbeing: all children and young people are protected from harm and
vulnerable children are supported to succeed with opportunities as good as those for
any other child.
2. Educational excellence, everywhere: every child and young person can access
high-quality provision, achieving to the best of his or her ability regardless of location,
prior attainment, and background.
3. Prepared for adult life: all19-year-olds complete school or college with the skills
and character to contribute to the UK’s society and economy, and are able to access
high-quality work or study options.
In addition, through the Government Equalities Office (GEO), the Department for
Education is responsible for supporting the Minister for Women and Equalities (the
Rt Hon Nicky Morgan MP), leading the Government’s work to deliver an ambitious
equalities agenda.
The Department’s Single Departmental Plan can be accessed via the following link
https://www.gov.uk/government/publications/department-for-education-single-departmental-plan-
2015-to-2020
Further information about the Department can be found at:
https://www.gov.uk/government/organisations/department-for-education

4. Job Specification
Deputy Director – Finance Controller
BusinessArea: Financeand CommercialGroup
The role
This is a new role, which is being established to strengthen financial reporting
and control across the department and its executive agencies, which are
responsible for around £60bn of spending.
The key responsibilities will be to:
 Lead on the design and delivery of the overall risk and control environment
of the DfE group, including:
o our overall approach to risk management
o the financial policies for the department – driven by Managing Public
Money, the Consolidated Budgeting guidance, and our Treasury
delegation letter,
o advice on specific technical issues that arise, and the finance
guidance on the intranet
o the department’s delegation framework, covering non-financial as
well as financial issues
o Building and effective and proportionate risk and control culture within
the department
o the control regime for our transactional services, working closely with
colleagues who manage our relationship with SSCL, to ensure systems
and processes are slick and effective, that compliance is effectively
monitored, and that areas of non-compliance are dealt with
o effective and secure cash management and Treasury reporting
systems
o the overall governance and decision making framework for the
department
o the assurance regime to support the delegation framework, working
closely with internal audit and other assurance providers
o work to monitor and combat fraud and error, and to manage debts
due to the department
 Lead on the financial accounting and reporting strategy for the DfE group.
We have now demonstrated that our current approach of consolidating the
accounts of academy schools into the DfE group is unworkable and
unsustainable. We will do this one last time – covering 2015-16 – and then
move to a new approach from 2016-17 involving the production of a new
sector account covering academy schools (to an end-August date) and
simplifying the Education Funding Agency (EFA) and DfE accounts to focus
on grants paid. The postholder will:
o own this overall strategy, working with a number of colleagues to
deliver the individual elements;

5. o Lead on the preparation of the accounts for the core department, the
Teachers Pension Scheme, and (working with relevant finance
business partners) our two smaller executive agencies; and liaise with
the EFA on the production of their accounts. In doing this you will work
closely with the National Audit Office, support all the Accounting
Officers, and report to the Audit and Risk Committee.
o Lead the production of our returns for Whole of Government
Accounts
Particular challenges for the postholder will be:
 Creating a new team, getting the right mix of financially qualified staff, some
with deep technical skills; those with experience in CI and process redesign;
and those with programme and project management skills.
 Ensuring that the new team works closely with others in the central finance
team and in the rest of the department to deliver effective controls, and
produce the annual report and good quality accounts on time and with a clean
audit opinion.
 Engaging in a proportionate way with the financial management reform
programme across department, for example proposals to build centres of
excellence on technical accounting issues.
 As a senior leader in Strategy and Resources Directorate, working flexibly,
jointly and collaboratively with colleagues to deliver an end to end customer
focussed set of corporate functions. The assurance framework will be one
example of this – it needs to provide assurance across a wider range of
corporate functions.
The post-holder will need to demonstrate:
 Excellent leadership and communication skills coupled with the ability to make
an impact at the highest levels across the organisation – Management
Committee, Ministers and NEDs
 Understanding of central government financial policy and practice and the
capacity to provide professional support and advice to senior leaders and
stakeholders
 Excellent technical skills across a range of management and financial
accounting disciplines
 A sound understanding of financial systems and data management issues
 The ability to work at pace, in often fast moving environments, and where it is
often not possible to satisfy all our internal and external stakeholders.
 Experience in developing strategy, and then business planning, particularly
focused on improving performance and financial outcomes. Although the key
elements of the new division are clear, there is more to be done to work out

6. how it should interface with other parts of the current finance function, and
then to develop a transition plan to get there safely over the next six months.
 Desirable: experience of managing commercial relationships
Competencies required
Setting Direction
Seeing the Big Picture
 Shape strategies and plans which help put into practice and support the
Department’s vision and long-term direction, including those shared with other
departments
 Create joined up strategies and plans that have positive impact and add value
for stakeholders
Engaging people
Leading and Communicating
 Lead from the front, ensuring visibility and communicating in a straightforward,
truthful and candid way
 Inspire staff and delivery partners to engage fully with long term vision and purpose
of the Department, supporting them to make sense of change
 Actively promote diversity and equality of opportunity inside and outside the Civil
Service, valuing difference and external experience
Collaborating and Partnering
 Build and maintain a strong network of collaborative relationships and partnerships
across the Department and externally
 Encourage and establish principles of working effectively across boundaries to
support the business
Delivering Results
Managing a quality service
 Clarify and articulate the diverse requirements of customers and delivery
partners to support delivery of professional excellence and expertise
 Use customer insight to determine and drive customer service outcomes and
quality throughout your own area, in particular in the development of our
planning systems

7. Delivering at pace
 Translate strategic priorities into clear outcome-focused objectives for
managers and provide the energy and drive in achievement of these
objectives
 Maintain a strong focus on priorities and drive a performance culture, injecting
energy and enthusiasm to achieve results
 Promote resilience and responsiveness in the face of challenges and
unexpected developments
Professional skills:-
 A CCAB financial qualification is essential for this post, with significant post
qualification experience
Terms and Conditions of appointment
The successful candidate(s) will be appointed on the modernised SCS terms and
conditions. Existing civil servants will retain their existing rights if accepting this post
on level transfer.
Remuneration
Grade: SCS Band 1
Salary minimum: £75,000 p.a.
Salary maximum: £95,000 p.a.
Working Pattern
This job is available on a full-time, part-time (minimum 4 days a week) and job-share
basis.
Hours
As a senior civil servant, you will be required to work such additional hours as may
from time to time be reasonable and necessary for the efficient performance of your
duties.
Location
Any DfE site, but a preference for Sheffield or Manchester. Some travel to London
will be required.
Appointment and Confidentiality

8. The offer of a job will be made subject to satisfactory references and security
clearance. The successful applicant will be required to adhere to the Official Secrets
Act and to the Civil Service Code and to exercise care in the use of official
information acquired in the course of official duties, and not to disclose information,
which is held in confidence. You will be required to undertake the appropriate
security checks for the post.
Equal Opportunities
The Department is committed to being an equal opportunities employer. We value
and welcome diversity. We aim to develop all our staff to enable them to make a full
contribution to meeting the Department's objectives, and to fulfil their own potential
on merit. We will not tolerate harassment or other unfair discrimination on grounds of
sex, marital status, race, colour, nationality, ethnic origin, disability, age, religion or
sexual orientation. We will promote and support the use of a range of flexible
working patterns to enable staff to balance home and work responsibilities; and we
will treat people fairly irrespective of their working arrangements.
Under the terms of the Equality Act 2010 and the former Disability Discrimination Act
1995 we are legally required to consider making reasonable adjustments to ensure
that disabled people are not disadvantaged in the recruitment and selection process.
We are therefore committed to meeting, wherever possible, any needs you specify in
your application. We will also consider any reasonable adjustments under the terms
of the Act to enable any applicant with a disability (as defined under the Act) to meet
the requirements of the post.
The Department, as a disability symbol user, offers a Guaranteed Interview Scheme
(GIS) for all disabled applicants. We are committed to interviewing all applicants with
a disability who provide evidence of meeting the minimum requirements necessary
for the post, as set out in this information pack.
To be eligible, your disability must be within the definition laid down in the Equality
Act 2010. Should you consider yourself eligible to apply for this post under the GIS,
please complete the relevant section of the application form.
How to apply
To apply for this post, please submit the following:
 A CV;
 A two page statement of suitability for the post, including evidence against the
competencies as set out in the Civil Service Competency Framework;
 A one page endorsement of your suitability for the role from your line
manager, including their contact details.
 A completed Equality Monitoring Form (Annex A - attached). All monitoring
data will be treated in the strictest confidence and will not affect your
application in any way;
 If you wish to apply under the Guaranteed Interview Scheme, the form
included at Annex B;

9.  A completed Nationality and Immigration Form (Annex C). This form is
mandatory.
Applications should be sent to SCS.RECRUITMENT@education.gsi.gov.uk.
Applications will be sifted based on the competencies outlined above.
Applications should arrive not later than 12 noon on Monday 4 April 2016. Late
applications will not be accepted.
Any questions with regards to the role please contact the Finance and Commercial
Director, Simon Judge on simon.judge@education.gsi.gov.uk or 020 7340 7502.
Timetable
Closing Date: 12 noon on Monday 4 April
Sift: c. Wednesday 6 April
Interview with Occupational Psychologist: 8-21 April
Panel Interviews: 22 April or w/c 25 April
Panel Members:
Richard Calvert, DG Strategy and Resources, DfE
Simon Judge, Finance and Commercial Director, DfE
Vanessa Howlinson, Department for Transport

10. Annex A
Equal Opportunities in the Department for Education
The DfE believes that everyone should have an equal opportunity to meet their
aspirations, realise their full potential and improve their life chances. Providing that
equal opportunity will make for a fairer and more prosperous society. We will work
with our partners to ensure our policies and services recognise and respond to the
diverse needs of all children, young people and adults, and to ensure that excellent
learning experiences are universallyavailable. We will aspire to be an exemplar equal
opportunities employer, and create a workplace which values diversity and is free
from any form of unfair discrimination. In doing so we will enable the Department to
better meet the needs of its diverse range of customers and to develop and deliver
policies which better meet the needs of the communities we serve. We will monitor
our progress to ensure we are succeeding and that we are making a full contribution
to building a diverse and inclusive society.
To do this we need to look at
 How we advertise jobs
 How we select people for interview
 Who is offered the post, and
 What we do after a successful interview/appointment
Monitoring the recruitment and selection procedures is one way of helping to ensure
that there is no unfair discrimination in the way we recruit/engage people.
How you can help us
We need to know about age, sexual orientation, disability, ethnicity, religious belief
and gender of people. We would like you to complete the questionnaire attached and
return it with your completed application form.
The information you give us will be treated as confidential and will not form part of the
application process.

11. Equality Act 2010: The Department for Education will record the information
given for the purposes of recruitment and selection monitoring. The information
will be processed for the purpose of personnel administration only. The
information will be retained on a database with restricted access for monitoring
purposes only.
Age
What is your date of birth?
Gender
Are you?  Male  Female
Disabilty
Equality Act 2010
The Equality Act 2010 defines a person as disabled if they have (or previously had) a
physical or mental impairment which has (or had) a substantial and long term adverse
effect on their ability to carry out normal day to day activities. Special provisions also apply
to people with HIV infection and cancer.
You should answer yes to the question if you have a physical or mental impairment or
long-term health condition which is expected to last, or has lasted, for a year or more,
which makes it difficult for you to do things that most people do fairly regular and frequent
basis. This includes people who are receiving treatment or using equipment, (except
glasses or contact lenses) that alleviates the effects of an impairment or a condition,

12. people with an impairment or condition that is likely to reoccur, people who have conditions
that will get worse over time and people with severe disfigurements.
Do you consider yourself to have a disability?  Yes  No
Ethnic Origin
Which group do you most identify with Please tick only one box.
Section A: Asian or Asian British Section D: Mixed
 Indian  White and Black Caribbean
 Pakistani  White and Black African
 Any other Asian background  White and Asian
 Any other mixed background
Section B: Black or Black British Section E: White
 Caribbean  British
 African  Irish
 Any other black background  Any other white background
Section C: Chinese or Other Ethnic Group Prefer not to say 

13.  Chinese
 Any other
 Buddist  Christian
 Hindu  Jewish
 Muslim  Sikh
 Any other religion
 No religion
 Prefer not to say
 Bisexual
 Gay Man
 Gay woman/Lesbian  Heterosexual
Prefer not to say
Thank you for your co-operation, please return this questionnaire with
your completed CV and personal statement.
Religion
SexualOrientation

14. Appendix B
Guaranteed Interview Scheme
We guarantee tointerviewanyone withadisabilitywhose applicationmeetsthe minimumcriteria
for the post.By ‘minimumcriteria’we meanthatyoumustprovide uswith evidence inyour
applicationwhichdemonstratesthatyougenerallymeetthe level of competence requiredforeach
competence,aswell asmeetinganyof the qualifications,skillsorexperience definedasessential.
We are committedtothe employmentandcareerdevelopmentof disabledpeople (the minimum
criteriameansthe essential competencesassetoutinthe advertisementforthe post).Toshow this
we use the DisabilitySymbol awardedbyJobcentre Plus.
What do we meanby disability?
The EqualityAct 2010 definesadisabledpersonassomeonewhohasa physical ormental
impairmentwhichhasasubstantial andadverse long-termeffectonhisorher abilitytocarry out
normal day-todayactivities.
How do I apply?
If you wantto applyunderthe GuaranteedInterviewScheme simplycompletethe declarationbelow
and senditin withyourapplication.
We will tryto provide access,equipmentorotherpractical supportto ensure thatif youhave a
disabilityyoucancompete onequal termswithnon-disabledpeople.
DECLARATION
I considermyself tohave adisabilityasdefinedaboveandIwouldlike toapplyunderthe
GuaranteedInterviewScheme.
I require the followingspecial arrangementstobe made forme to be able to attendan interview:
…………………………………………………………………………………………………….....…………………………………………………
Name:……………………………………………………………………………………….. Date:………………………………………...
Signature*:……………………………………………………………………..
* There isno needfora signature if youare submittingthe formelectronically
Please return the completed form with your application
ANYFALSE DECLARATION OF DISABILITY TO OBTAIN AN INTERVIEW

15. Appendix C
Nationality and Immigration Status Form
In applying for a post in the Department for Education (DfE) you need to be aware that as the
DfE is a government department people have to meet certain legal requirements to work here.
Your application will only be considered if you are one of the following:
 UK national,
 British National (overseas),
 British Protected Person,
 Commonwealth Citizen,
 EEA National of other member states and certain non-EEA family members and Swiss
nationals under the EU – Swiss Agreement.
The following paragraph relates to reserved posts only (Posts which require deep vetting security
clearance i.e. MI5). For you to be employed by the DfE there must be no employment restriction
or time limit on your permitted stay in the UK. Candidates should normally have been resident in
the UK for three years preceding their application. If you are unsure as to your eligibility on this
point scs.recruitment@education.gsi.gov.uk
Completion of this form is mandatory. If you fail to complete it your application will be
automatically rejected. The DfE will seek documentary evidence to confirm your answers
which may also be checked against UK immigration and nationality records.
Full Name
Any other names used
Date of Birth Male Female
Current address Nationality at birth
Present nationality (if different)
Postcode

16. Nationality and Immigration Status Form (continued)
Are you lawfully resident in the UK? Yes No
Are there any restrictions on your continued residence in the UK? Yes No
If yes please specify
Are there any restrictions on your continued freedom to take up
employment in the UK?
Yes No
If yes please specify
If applicable please state your Home Office/ Port reference number here:
Declaration
I undertake to notify any material changes in the information I have given to the Human Resources or
Security Branch concerned.
Signed Date
Important: Data Protection Act (1998).
This form asks you to supply ‘personal’ data as defined by the Data Protection Act (1998). You will be
supplying this data to the appropriate Human Resources (HR) or Security authority where it will be
processed exclusively for the purpose of a check against the UK’s immigration and nationality
records. The HR or Security authority will protect the information which you provide and will ensure it
is not passed on to anyone who is not authorised to see it.
By signing the declaration on this form you are explicitly consenting for the data you provide to be
processed in the manner described above. If you have any concerns about any of the questions or
what we do with the information you provide please contact the person who issued this form for
further information.
Have you ever possessed any other nationality or citizenship? Yes No
If yes please specify
Are you subject to immigration control? Yes No
If yes please specify

17. Appendix D
CIVIL SERVICE CODE
Civil Service values
1. The statutory basis for the management of the Civil Service is set out in Part 1 of the
Constitutional Reform and Governance Act 2010.
2. The Civil Service is an integral and key part of the government of the United Kingdom.
3. It supports the Government of the day in developing and implementing its policies, and
in delivering public services. Civil servants are accountable to Ministers, who in turn are
accountable to Parliament.
4. As a civil servant, you are appointed on merit on the basis of fair and open competition
and are expected to carry out your role with dedication and a commitment to the Civil
Service and its core values: integrity, honesty, objectivity and impartiality. In this Code:
 ‘integrity’ is putting the obligations of public service above your own personal
 interests;
 ‘honesty’ is being truthful and open;
 ‘objectivity’ is basing your advice and decisions on rigorous analysis of the
evidence; and
 ‘impartiality’ is acting solely according to the merits of the case and serving
equally well Governments of different political persuasions.
5. These core values support good government and ensure the achievement of the highest
possible standards in all that the Civil Service does. This in turn helps the Civil Service to
gain and retain the respect of Ministers, Parliament, the public and its customers.
6. This Code sets out the standards of behaviour expected of you and other civil servants.
These are based on the core values which are set out in legislation. Individual
departments may also have their own separate mission and values statements based on
the core values, including the standards of behaviour expected of you when you deal
with your colleagues.
7. Civil servants working for the Scottish Executive and the Welsh Assembly Government,
and their Agencies, have their own versions of the Code. Similar Codes apply to the
Northern Ireland Civil Service and the Diplomatic Service. Civil servants working in Non

18. Ministerial Departments in England, Scotland and Wales are covered by this Code.
8. Some civil servants are accountable to the office holder in charge of their organisation.
This is made clear in terms and conditions of employment.
9. Civil servants advising Ministers should be aware of the constitutional significance of
Parliament, and of the conventions governing the relationship between Parliament and
the Government.
10. The respective responsibilities placed on Ministers and special advisers in relation to the
Civil Service are set out in their Codes of Conduct:
www.cabinetoffice.gov.uk/propriety_and_ethics . Special advisers are also covered by
this Civil Service Code except, in recognition of their specific role, the requirements for
objectivity and impartiality (paras 10-15 below).
Standards of behaviour
Integrity
11. You must:
 fulfil your duties and obligations responsibly;
 always act in a way that is professional5 and that deserves and retains the
confidence of all those with whom you have dealings;
 carry out your fiduciary obligations responsibly (that is make sure public money
 and other resources are used properly and efficiently);
 deal with the public and their affairs fairly, efficiently, promptly, effectively and
 sensitively, to the best of your ability;
 keep accurate official records and handle information as openly as possible
within the legal framework; and
 comply with the law and uphold the administration of justice.
12. You must not:
 misuse your official position, for example by using information acquired in the
course of your official duties to further your private interests or those of others;
 accept gifts or hospitality or receive other benefits from anyone which might
reasonably be seen to compromise your personal judgement or integrity; or
 disclose official information without authority. This duty continues to apply after
you leave the Civil Service.
Honesty
13. You must
 set out the facts and relevant issues truthfully, and correct any errors as soon as
possible; and
 use resources only for the authorised public purposes for which they are
provided.

19. 14. You must not:
 deceive or knowingly mislead Ministers, Parliament or others; or
 be influenced by improper pressures from others or the prospect of personal
gain.
Objectivity
15. You must:
 provide information and advice, including advice to Ministers, on the basis of the
 evidence, and accurately present the options and facts;
 take decisions on the merits of the case; and
 take due account of expert and professional advice.
16. You must not:
 ignore inconvenient facts or relevant considerations when providing advice or
making decisions; or
 frustrate the implementation of policies once decisions are taken by declining to
take, or abstaining from, action which flows from those decisions.
 Including taking account of ethical standards governing particular professions.
Impartiality
17. You must:
 carry out your responsibilities in a way that is fair, just and equitable and reflects
the Civil Service commitment to equality and diversity.
18. You must not:
 act in a way that unjustifiably favours or discriminates against particular
 individuals or interests.
Political Impartiality
19. You must:
 serve the Government6, whatever its political persuasion, to the best of your
ability in a way which maintains political impartiality and is in line with the
requirements of this Code, no matter what your own political beliefs are;
 act in a way which deserves and retains the confidence of Ministers, while at the
same time ensuring that you will be able to establish the same relationship with
those whom you may be required to serve in some future Government; and
 comply with any restrictions that have been laid down on your political activities.
20. You must not:
 act in a way that is determined by party political considerations, or use official
resources for party political purposes; or
 allow your personal political views to determine any advice you give or your
actions.

20. Rights and responsibilities
21. Your department or agency has a duty to make you aware of this Code and its
values. If you believe that you are being required to act in a way which conflicts with
this Code, your department or agency must consider your concern, and make sure
that you are not penalised for raising it.
22. If you have a concern, you should start by talking to your line manager or someone
else in your line management chain. If for any reason you would find this difficult,
you should raise the matter with your department’s nominated officers who have
been appointed to advise staff on the Code.
23. If you become aware of actions by others which you believe conflict with this Code
you should report this to your line manager or someone else in your line
management chain; alternatively you may wish to seek advice from your nominated
officer. You should report evidence of criminal or unlawful activity to the police or
other appropriate regulatory authorities. This Code does not cover HR management
issues.
24. If you have raised a matter in accordance with the relevant procedures, and do not
receive what you consider to be a reasonable response, you may report the matter
to the Civil Service Commission. The Commission will also consider taking a
complaint direct. Its address is:
GO8, Grd Floor, I Horse Guards Rd, London . SW1A 2HQ
Tel: +44 (0) 20 7271 2613
email: info@civilservicecommission.org.uk
25. Some civil servants are accountable to the office holder in charge of their
organisation. This is made clear in terms and conditions of employment.
26. The whistleblowing legislation (the Public Interest Disclosure Act 1998) may also
apply in some circumstances. The Directory of Civil Service Guidance and the Civil
Service Management Code give more information:
www.cabinetoffice.gov.uk/conduct-ethics/civilservice.aspx .
27. If the matter cannot be resolved using the procedures set out above, and you feel
you cannot carry out the instructions you have been given, you will have to resign
from the Civil Service.
28. This Code is part of the contractual relationship between you and your employer. It
sets out the high standards of behaviour expected of you which follow from your
position in public and national life as a civil servant. You can take pride in living up to
these values.

21. The Civil Service Commission’s Guide to Bringing a Complaint gives more information,
available on the Commission’s website: http://civilservicecommission.independent.gov.uk