This document provides information about a Deputy Director Planning and Performance role within HM Revenue & Customs (HMRC) Personal Tax department. It includes a welcome message, background on HMRC, a description of the vacancy, recruitment process details, indicative timeline, and terms and conditions. The successful candidate will be accountable for demand forecasting, capacity planning, business planning, and performance management/management information for Personal Tax. They will provide strategic leadership and people management.

1. Candidate Information Pack
HM Revenue & Customs
Deputy Director Planning and Performance
Personal Tax
SCS1
Reference: 1491049
Closing date: Friday 06 May 2016

2. Deputy Director Planning and Performance (Ref: xxxxxx)
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Table of Contents
Welcome Message...................................................................................................................... 3
Background to Her Majesty’s Revenue & Customs..................................................................... 4
Vacancy Description.................................................................................................................... 5
Recruitment Process ................................................................................................................... 7
Indicative Timeline....................................................................................................................... 9
Terms, Conditions and Benefits................................................................................................. 10

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Welcome Message
Thank you very much for your interest in this role, which plays a
highly influential part in ensuring that we in Personal Tax deliver
on our commitments to our customers, our colleagues and our
stakeholders.
It is a very unusual role, and the successful candidate will find it
highly challenging. We have brought together our operational
planning and performance analysis teams with our long term
business planning colleagues. This means you will need to be on
top of “what’s hot” in terms of customer contact this week and
next week, whilst simultaneously being able to develop the
performance regime to support the digital transformation.
Communications skills are key, we have a huge range of
stakeholders and need to develop and communicate products
that present complex plans and results in simple and impactful
ways. You will also need to be strong in people and process
leadership skills to underpin the highest quality of information.
We are just coming to the end of Phase 1 of a change
programme to deliver this. Phase 1 has brought several planning
and analytical teams together, which is already yielding many
benefits but in Phase 2 we will also be delivering new systems
and processes and the post holder will be accountable for the
vision and leadership of that exciting transition as well as
delivering a first class range of planning and performance
products on a daily basis.
It is fast-paced and exciting – I thoroughly enjoy every day in
HMRC - and I look forward to appointing a colleague who will
share our vision, our enthusiasm, and our fantastic team.
Rachel Mclean
Director of Finance & Planning, Personal Tax

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About HMRC
HM Revenue & Customs is one of the largest Government Departments and one of the
UK’s biggest organisations. Almost every individual and business in the UK is a direct
customer of HMRC. We collect in excess of £500 billion a year in revenue from over 50
million customers across the UK.
We are an effective, efficient and impartial tax and payments authority with a vital purpose:
to collect the money that pays for the UK’s public services and help families and
individuals with targeted financial support.
As part of our continued drive to increase tax compliance to help bridge the over £30
billion tax gap, we have embarked on a major transformational programme to redirect
more of our people and resources to compliance activities, modernising systems and re-
engineering processes to become more customer-orientated. We also aim to bring our
58,000 staff together from 170 to 13 modern offices across the country.
Our single departmental plan describes HM Revenue and Customs’ (HMRC) priority
objectives for 2015 to 2020: Single Departmental Plan 2015 to 2020
Personal Tax
The objectives of Personal Tax (PT) are the same as HMRC’s: to maximise revenues,
reduce costs and improve the customer experience, in line with HMRC’s customer-centric
business strategy. Personal Tax touches the lives of 60 million people through PAYE, Self-
Assessment, National Insurance and through specialist taxes and reliefs like Inheritance
Tax, Gift Aid and Capital Gains Tax. The money we bring in – over £250 billion every year
– pays for the UK’s vital public services and benefits for those who need them.
Personal Tax (PT) is undergoing a hugely exciting and challenging period of
transformation. We are changing the way we conduct our business as we move into a
more digital future, and we are now putting the customer at the heart of all our processes
and operations. We are delivering a substantial reduction in our costs over the next few
years, at the same time as improving our customer services dramatically, and therefore
our resource, performance and financial planning need to be second to none.
This role reports to the Personal Tax Director of Finance & Planning, who is a member of
the Director General’s Leadership team and who also sits a member of the HMRC Chief
Financial Officer’s Finance Leadership Group. A fellow Deputy Director who controls the
financial management of Personal Tax also reports to the same Director. The Deputy
Director Planning and Performance chairs the Personal Tax Planning sub-group to the
DG’s Leadership team. Quite simply the post holder will be working with the most senior
stakeholders within HMRC.

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Vacancy Description
Job Title Deputy Director Planning and Performance
Vacancy
Reference
1491049
Salary The post is at Senior Civil Service Pay Band 1 (SCS1) level. The salary range
is £63,000 to £117,800
Existing Civil Servants will be appointed in line with the normal Civil Service
pay arrangements.
Available on
promotion
Yes
Vacancy
Description
The Deputy Director Planning and Performance is accountable for the
accurate delivery of demand forecasts, capacity plans and business analysis
covering all lines of business and contact types within Personal Tax. The
position is of key strategic importance and will measure and tie together all
planning assumptions and key customers of the planning cycle. The post
holder will be accountable for the following;
Leadership
 Works with senior leaders across HMRC to provide strong and visible
leadership and strategic direction, encouraging and enabling those to
motivate and inspire their teams
 Ensure that the appropriate roles, processes and structures are in place to
meet the objectives of the Planning and Performance Team
Demand Forecasting
 Accountable for the accurate demand forecasting of all lines of business
and contact types within Personal Tax.
Capacity Planning
 Accountable for the accurate and effective alignment of employee supply to
forecasted demand.
Business Planning
 Accountable for the accurate setting and tracking of operational plans and
results versus agreed targets and budgets.
Performance Management and MI
 Accountable for the accurate tracking of all HMRC contact centre
performance against plan and the accurate and concise articulation of
variances and their cause.

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Person
Specification
The Deputy Director Planning and Performance must be a leader with a proven
track record in developing the strategic direction of a portfolio business. The
individual will have had significant experience of business planning and a
natural flair for identifying opportunities for growth and value management,
ideally within the field of Personal Tax. The individual needs the following
attributes and skills:
 Excellent leadership and people management skills with the ability to
facilitate teams to achieve the desired output
 Can demonstrate senior stakeholder management and challenge, with the
ability to interact and influence industry specialists and senior leaders
 Strategic flair and creativity to see opportunities for development with the
ability to implement change
 Customer focus, the ability in improving the customer experience in line with
financial restrictions
 Exceptional track record in the following;
Demand Forecasting Capacity Planning
Business Planning Performance Management & MI

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Recruitment Process
How to Apply To apply for this post please email the following documentation to
scs.recruitment@csresourcing.gsi.gov.uk by no later than 06 May 2016
 A CV setting out your career history, with responsibilities and
achievements;
 A statement of suitability (no longer than two pages) explaining how
you consider your personal skills, qualities and experience provide
evidence of your suitability for the role;
 A completed Equality Monitoring Form (Annex A). All monitoring data
will be treated in the strictest confidence and will not affect your
application in any way.
 If applying under the Guaranteed Interview Scheme (GIS), please
complete the form found at Annex B. Please see Equality and Diversity
section below for more information on the GIS.
Please include the vacancy reference number and job title in the subject
line.
If you do not receive an acknowledgement of your application within 48 hours
please email euan.slack@csresourcing.gsi.gov.uk
Civil Service
Commission’s
Recruitment
Principles
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.
Overview of
the Process
The Executive Recruitment Team will acknowledge your application and advise
you of the outcome of the sift meeting. Depending on the number of
applications received there may be a second stage sift.
Applications will be sifted to select those demonstrating the best fit with the
post. The final short list candidates will undergo a series of tests before sitting
a final panel interview.
Shortlisted candidates may have the opportunity to meet with the recruiting line
manager prior to the final selection panel interview to learn more about the role
and the organisation. You will be given further details about this after the
shortlist meeting.
The final selection panel interview will be held at 100 Parliament Street,
London, SW1A 2BQ. You will be advised of the format in advance.
The selection panel will be chaired by Rachel McLean and will include an
independent panellist. Where possible the Executive Recruitment Team will
provide feedback. However, depending on the volume of applications it may
not always be possible to provide feedback to all candidates.

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Arrangements
for interview
Expenses incurred by candidates during the recruitment process will not be
reimbursed by the Department except in exceptional circumstances and only
when agreed in advance.
As part of the assessment process candidates invited to interview will be asked
to give a short presentation. Candidates will be given the topic on the day and
30 minutes to prepare.
Assessments Candidates invited for interview will be asked to undergo an assessment
designed to identify key behavioural strengths as well as any associated areas
for development. This is to support the selection panel’s decision making.
Candidates may also be tested on numerical and verbal reasoning.
The assessment consists of a number of personality questionnaires and a
subsequent discussion with an assessor. Candidates will need to be flexible
about setting aside time in their diary to do this. Those undertaking the
assessment will be provided with full details beforehand. The assessment
explores applicant career motivations, levels of resilience, strengths in building
relationships and how influential they are, how they lead and manage, how
they manage change and complexity as well as understanding the applicant’s
key values, attitudes and behaviours.
The assessment does not lead to a pass or fail decision; rather, it is intended to
highlight areas of strength and possible concerns which the panel can probe at
interview.
Where an individual has been assessed and applies for another SCS post at
the same pay band within a two year period, it is our policy to reuse the original
report. If there is a compelling reason why your personality and leadership
approach would have altered within this timeframe, the vacancy holder may
agree to the preparation of a new report.
Reserve Lists If we receive applications from more suitable candidates than we have
vacancies for at this time, we may hold suitable applicants on a reserve list for
12 months, and future vacancies in the Civil Service requiring the same skills
and experience could be offered to candidates on the reserve list without a new
competition.
Closing Date The deadline for applications is 06 May 2016
Alternative
Formats
If you wish to receive a hard copy of the information, or in an alternative format
e.g. Audio, Braille or large font then please contact:
scs.recruitment@csresourcing.gsi.gov.uk.
If you cannot apply online, please post applications to:
Executive Recruitment, Civil Service Resourcing, LG72, 100 Parliament Street,
London, SW1A 2BQ.
Further
Information
If you have any questions about the role or would like to discuss the post
further, please contact euan.slack@csresourcing.gsi.gov.uk

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Indicative Timeline
Please note that these dates are only indicative at this stage and could be subject to change. If
you are unable to meet these timeframes, please let us know in your application letter.
The anticipated timetable is as follows:
Advert Closing Date Friday 06 May 2016
Short List Meeting From 09 May 2016
Assessments From 16 May 2016
Interviews From 23 May 20116

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Terms, Conditions and Benefits
The information offered in this document is supplied in good faith but does not in itself form any
part of the contract of employment.
Eligibility The post is advertised to suitably qualified people on level transfer or
promotion to existing Civil Servants and those in accredited Non Departmental
Public Bodies.
Appointment
Term
Permanent
Working
Arrangements
This role is available for full-time, part-time or flexible working arrangements
(including job share arrangements)
Salary Range The salary range for this post is £63,000 to £117,800.
Existing Civil Servants will be appointed in line with the normal Civil Service
pay arrangements.
Modernised
Terms and
Conditions
Civil Servants taking up appointment on promotion will adopt the modernised
Senior Civil Service terms and conditions which came in to effect from 1 July
2013.
Existing Civil Servants appointed on level transfer will retain their existing terms
and conditions.
Location 100 Parliament Street, London, SW1A 2BQ
Relocation costs will not be reimbursed.
Travel
Required
Some travel may be required. Travel and subsistence costs will be reimbursed
in line with departmental policy.
Security
Clearance
Before the appointment of the successful candidate can be confirmed, the
Department will undertake background security checks. The successful
candidate must hold or be willing to obtain security clearance to CTC clearance
level before taking up post.
Reserved for
UK Nationals
Certain posts, notably those concerned with security and intelligence, might be
reserved for British citizens. This is not a reserved post.
Conflicts of
Interest
Candidates must note the requirement to declare any interests they may have
that might cause questions to be raised about their approach to the business of
the Department. They are required to declare any relevant business interests,
share holdings, positions of authority, retainers, consultancy arrangements or
other connections with commercial, public or voluntary bodies, both for
themselves and for their spouses/partners.
The successful candidate will be required to give up any conflicting interests
and his/her other business and financial interests may be published.
If you believe you may have a conflict of interest, please contact
euan.slack@csresourcing.gsi.gov.uk before submitting your application.

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Equality and
Diversity
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 fulfill
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, 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 uses the ‘two ticks’ Disability Symbol, showing it is an
employer which has a positive attitude towards applications from disabled
people. The Department also 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 applicant pack.
To be eligible, your disability must be within the definition laid down in the
Equality Act 2010. A disabled person is defined by the Equality Act 2010 as
someone who has a physical or mental impairment, which has a substantial
and long-term adverse effect on their ability to perform normal day-to-day
activities. For the purposes of this policy, these words have the following
meanings:
● ‘substantial’ means more than minor or trivial
● ‘long-term’ means that the effect of the impairment has lasted, or is likely
to last, 12 months (there are special rules covering recurring or
fluctuating conditions)
● ‘normal day-to-day activities’ include everyday things like eating,
washing, walking and going shopping.
Should you consider yourself eligible to apply for this post under the GIS,
please complete the form at Annex B.
Civil Service
Code
All civil servants are subject to the provisions of the Civil Service Code that
details the Civil Service values, standards of behaviour and rights and
responsibilities. For further information visit Gov.UK.