Land Registry Recruitment. Guidance for Candidates xxxxxxxx. Page 1 of 17

Transcription

1 Land Registry Recruitment Guidance for Candidates xxxxxxxx Page 1 of 17

2 Contents 1 Introduction Page 3 2 Frequently Asked Questions Page 3 3 Applying for a vacancy with Land Registry Page 5 4 CSIST - Candidate Guidance Page 7 5 Scoring Page 9 6 Job Description Page 9 7 Competence Framework Page 14 Page 2 of 17

3 1 Introduction All Land Registry vacancies are advertised on Civil Service Jobs. If you have any difficulties with the website, please use the Help button to view the Frequently Asked Questions (FAQ). If the FAQ s do not answer your question you can raise your issue with the Civil Service Resourcing Support team who will respond with a resolution within 48 hours. If you have any difficulties with the policies and processes relating to your application then please contact us at HRResourcingTeam@landregistry.gsi.gov.uk or call us on This telephone number is available between the hours of 08:00 and 16:30 Monday to Friday. As a Civil Service department, Land Registry are required to select people for appointment on merit on the basis of fair and open competition as detailed within the Civil Service Commission Recruitment Principles. For further information on working for Land Registry, please visit our website 2 Frequently Asked Questions I would like to apply for more than one office, what do I need to do? Do not apply for more than one office, your subsequent applications will be discounted. In the drop down box in the Additional Requirements section on your application form list them in order of preference. I failed the CSIST, can I retake it? No, you can only have one attempt at the CSIST test for this vacancy. You will be able to take it again for another vacancy but not the Registration Executive vacancy at another office as this is one campaign. I am having Technical issues with the CSIST, what do I need to do? Occasionally, candidates may experience some technical issues with the test. In some circumstances the test will not load and it shows the following: The test is loading. Currently 0%. Before you can take the test, you will need to delete the cookies in your browser. For advice on how to delete cookies in Internet Explorer, please click on the following: For advice on how to delete cookies in Mozilla Firefox, please click on the following: For advice on how to delete cookies in Google Chrome, please click on the following: Once you have deleted your cookies you can visit the following link to take the test: Once you have completed this then please then us HRResourcingTeam@landregistry.gsi.gov.uk and we will reset the system to enable you to take the test. Page 3 of 17

4 I have passed the CSIST test but I have not left any time to fill out my application form before the deadline, what can I do? Unfortunately all applications must be completed by the deadline of midnight on Monday 27 th July. I submitted my application with the wrong information, what do I need to do to correct it? You should not press submit until you are happy with the application form information, however if you have made a mistake the contact us by at HRResourcingTeam@landregistry.gsi.gov.uk confirming the correct information and we will update it on your behalf. What evidence do I need to give on my application form? Please ensure you read the following Civil Service guidance which gives advice on how to write competency based examples: _a_job_learning_resource_v5rev.pdf You will need to give evidence supported by examples against the Essential Criteria for the role at application stage. These are listed on the Job Description. Will I receive feedback on my application? No, you will not receive any feedback on your application due to the number of anticipated applications for this post. You will receive brief feedback if you attend an interview. What competencies should I prepare for should I be invited to interview? See the CS Competency framework below, Managing a Quality Service, Building Capability for All and Making Effective Decisions. Due to my length of service, my annual leave is higher than that advertised. Will I retain my current leave entitlement? If you are a serving Civil Servant, your service will be transferred and you will retain your leave entitlement. If you are a non-civil servant applying for the vacancy, your leave quota will be 28.5 days (pro-rated if you work part-time hours). I need a Reasonable Adjustment for one of the tests or the interview, what do I need to do? In the Additional Requirements section on the application form please choose yes to Assistance Required and detail the reasonable adjustments in the free text box. If it is an adjustment to CSIST then please HRResourcingTeam@landregistry.gsi.gov.uk as soon as possible with details. If you would like to discuss the adjustment required then please call Can I take notes into the interview? No, not unless it is because of a Reasonable Adjustment. What do I do if I cannot attend the interview or mapping test on the dates given? You will need to contact the HRResourcingTeam@landregistry.gsi.gov.uk as soon as possible and let them know when you can attend. This exercise has a tight timeline and we will try and accommodate your requests however may not always be possible due to the panel availability. Page 4 of 17

5 3 Applying for a vacancy with Land Registry Step 1 - You will be required to fill out a short application form and then invited to sit the online Civil Service Initial Sift Test (CSIST). We recommend that you complete the test at the earliest opportunity to give yourself sufficient time to complete the remainder of the application form if you are successful in passing the test. For further information on CSIST please see the attached guidance document. You must complete the test and subsequent application form (if successful) by Monday 27th July at the very latest. You will only be required to complete the full application form if you pass the CSIST test. If you fail the test you will receive an which could take up to 24 hours and you will not be invited to progress to the next stage. Step 2 - If you pass the online test you will be asked to complete the rest of the application form. This must be completed by midnight on 27th July. At this stage you will need to give evidence supported by examples against the Essential Criteria (listed as 'Additional Competencies' on the form). Please ensure you read the candidate guidance in full before completing this section. Your application will be sifted by the panel against the Essential Criteria. Unfortunately due to the volume of applications anticipated we will be unable to give detailed feedback at this stage, however you will receive a score via the candidate communication centre. Step 3 - If successful at sift then you will be invited to come in to the local office to sit a paper based spatial reasoning mapping test. The test will have 15 minutes preparation time and the test will last for 30 minutes. You will be sent details of a practice test prior to the spatial reasoning test for this exercise. Step 4 - If you pass the spatial reasoning test, you will be invited to a competency based interview on a date to be confirmed after the test results have been issued. The interview will last for 45 minutes. The competencies you will be tested on are as follows: Making Effective Decisions, Managing a Quality Service & Building Capability for all. If you require any reasonable adjustments at any stage in the process please ensure that you tick 'yes' to the question on the application form 'Do you need any assistance or adjustment at any stage of the process?' and detail the required changes in the free text box. If you wish to apply for more than one location, please DO NOT apply for posts at any other office, please list in order of preference under the Additional Requirements free text box section of your application form. As a candidate YOU MUST: Read the Job Description and Competency Framework included in this document. The Job Description lists the Essential Criteria for the role that you will be assessed on at application stage and three competencies from the Civil Service Competency Framework associated with the role that you will be assessed on during the later stages of the recruitment process. Be honest about your knowledge, skills and experience. Complete the application form as fully as you can, providing the appropriate amount of accurate, up-to-date information and recent examples. Page 5 of 17

6 Please ensure you read the following Civil Service guidance which gives advice on how to write competency based examples: _a_job_learning_resource_v5rev.pdf *Please note that the Land Registry recruitment process is to ask for evidence supported by examples against the Essential Criteria for the role at application stage. The generic competencies on the framework aligned with the role will be assessed at Interview stage. Respond fully to the Essential Criteria (detailed within the additional competency boxes) ensuring that you demonstrate both what you did, how you did it and what you achieved. You must give evidence supported by recent examples. There is a 250 word limit for each competency statement. o o o o General statements or assertions about what you have done are of little value and your evidence should focus on actual achievements. Avoid lengthy examples, hard-to-follow explanations and jargon There is no spell-check on this system, so it is recommended that you copy and paste from Word. Please note that the system has a 20 minute timeout so you will need to ensure that you click Save and Proceed Review your application form before clicking submit once you have submitted, you will not be able to amend your application. Indicate as early in the process as possible if any reasonable adjustment is required or if you are applying under the guaranteed interview scheme. Land Registry operates the Two Ticks Symbol scheme, which guarantees that disabled people (as defined by the Equality Act 2010) will progress to the next stage of the selection process if their application meets the essential criteria. (A score of 4 or more is required at shortlist stage in all the Essential Criteria). Ensure your application form is received by the closing date for receipt of applications this is 11:59pm on the advertised date. You must familiarise yourself with the Civil Service Code. Monitor communications and Civil Service Jobs profile to track progress through the recruitment process and respond to requests through the Civil Service Jobs portal. Select your interview slot where asked to do so. Due to a high volume of anticipated applications we will be unable to give feedback after sift. However if you are successful in reaching the interview stage then feedback will be provided via the CS Jobs Portal. Page 6 of 17

7 4 CSIST Candidate Guidance How is the test administered? The CSIST is an online test that is accessed via Civil Service Jobs. Before starting the test check that you have a good internet connection and speed. Clearing out cookies before you start will help to ensure that you can complete the test without having access problems. When you start the test you will be given full instructions on how to complete it and the types of questions you will be required to answer. It is important that you complete the test in a suitable environment one that is quiet and free from distractions. You must complete the test on your own and must not make any copies of the test. You may be asked to re-sit the test under supervised conditions in order to validate test results. What does the test measure? The CSIST measures behaviours against the Civil Service Competency Framework (Delivering Results, Engaging People and Setting Direction) and performance on the test is used as an indication of broad capability to effectively apply these behaviours in work, at the minimum level required for the grade that the candidate has applied for. Can I take the test on any computer? You can complete the CSIST on any computer however you will need to make sure that the computer you are using has a good internet connection. It is NOT recommended that an Apple device is used to complete the CSIST as these devices don t tend to be compatible. Is there an opportunity to practise? There are examples in the instructions that will help to familiarise you with the structure of the test before you take it. How can I prepare for the test? You can find practice tests using an internet search engine such as Google. You should look for and use free sites that let you practice situational judgement tests as well as those which involve understanding or interpreting information. It is important to keep in mind though that all tests vary slightly from one another and so you should not expect any practice tests made freely available on the internet will look identical to the CSIST. How long does the test take? The CSIST are timed, giving a maximum time period in which to read and answer the questions before the test is stopped automatically. The EO test take 30 minutes It is important that you make sure you have enough time to complete the test before you start as it is not possible to save or re-start the test. Full instructions are provided in the invitation you will receive to complete the test. The time allowed for you to complete the test is intended to be generous, so most people are able to complete the test within the time allowed. This means that the main focus of the test is on your accuracy of responding rather than how quickly you respond. Page 7 of 17

8 What materials do candidates need to answer the test? Before starting the test you will need to make sure that you have some rough paper, a pen or pencil and a calculator. You may also want to have a clock or watch next to you so that you can keep an eye on the time. Technical issues with the CSIST Occasionally, candidates may experience some technical issues with the test. In some circumstances the test will not load: The test is loading. Currently 0%. Before you can take the test, you will need to delete the cookies in your browser. Please then us HRResourcingTeam@landregistry.gsi.gov.uk and we will reset the system to enable you to take the test. Page 8 of 17

9 5. Scoring Candidates will be given a score of 1-7 for each essential criteria section on the application form. Score Label Definition 1 Not Demonstrated No positive evidence of the competency/criteria 2 Minimal Demonstration Limited positive evidence of the competency/criteria 3 Moderate Demonstration Moderate positive evidence of the competency/criteria 4 Acceptable Demonstration Adequate positive evidence of the competency/criteria 5 Good Demonstration Substantial positive evidence of the competency/criteria Strong Demonstration Substantial, positive evidence of the 6 competency/criteria and includes some evidence of exceeding expectations 7 Outstanding Demonstration Evidence provided wholly exceeds expectation at this level Candidates must achieve at least a score of 4 in each assessed area to be considered appointable. The panel retain the right to increase the pass score for individual vacancies. Where, following the assessment process further differentiation between candidate scores is required, the panel may assess candidate s demonstration of the desirable criteria or weight chosen competencies. The candidate with the highest score will be offered the position. Where there are additional candidates that have achieved the pass rate for the exercise, they will be placed on a reserve list for 12 months. Page 9 of 17

10 6 Job Description Part A Main components of the job Job Title Registration Executive Grade: RE2L No of Posts Group/Team See Advertisement Operations Location Local Offices in England and Wales. Please see individual advertisement for the Office Purpose Process applications to create or amend Land Registry data and handle customer enquiries that may arise. Work with fellow team members to support the team in delivering operational performance, change initiatives, staff engagement and customer relationships, whilst developing own technical standards and capability. Make the maximum personal contribution to the office s strategic aims, key business objectives, performance indicators and service standards. Develop and maintain effective relationships with external customers delivering measurable benefits to both the customer and Land Registry. Understand and support the aims of the Digital Strategy. Demonstrate Land Registry s values in all aspects of their work. Background Land Registry is going through a period of change from a vastly paper based organisation to a digital one. We are seeking to recruit additional Caseworkers to support increasing intakes of applications. We are also seeking to build a workforce with the knowledge and expertise that will be required to deal with the complex work that won t be automated in a digital process. Page 10 of 17

11 Duties Casework processing To process casework applications from initial stages through to their conclusion, applying Land Registry practice and making judgments. Seeking advice from Senior Caseworkers to deal with points outside of their Technical Authority. Contributing to Team Performance To maximise the operational performance, both effectiveness and efficiency, of their team. Delivering an optimum personal performance in working towards team objectives. Building Customer Relationships To support and assist the Customer Team Leader to proactively build and sustain customer relationships aligned with our customer strategy. To use these relationships to actively drive migration to e- channels, reduce rework, promote and drive use of new products and services and achieve all customer-related KPIs and targets. Coaching of colleagues Provide support and technical advice to colleagues taking opportunities to coach, mentor and develop others. Personal Development To build capabilities through continuous learning, identifying and acting upon own development needs. Other duties as required Work with other members of your team to deliver operational performance and benefits associated with LR Connect and business as usual change. Other duties as required, such as participation in local initiatives and change programmes. Page 11 of 17

12 Accountable for: The jobholder will be accountable for: Completing casework to the required standards. When referring any matters outside of their own authority, the jobholder will outline the issues, research problems and suggest courses of action when referring to colleagues Senior Caseworkers. Making the maximum personal contribution towards all operational objectives and to the wider operational performance of the office. Engaging with their team and with other teams to maximise and continuously improve performance within their office and across the agency. Identifying and acting upon own development needs. Using feedback opportunities alongside self-analysis to create personal learning objectives. Compliance with local and national policies including those relating to health and safety. Embracing change initiatives within their team, office and agency, including sharing successful practice with other teams and/or offices. Building and maintaining effective customer relationships and interacting in the most effective manner for both Land Registry and the customer (in accordance with agreed customer service standards). Maximising the customer relationship. Examples include; driving migration to e-channels, reducing inbound errors, encouraging and improving take up of self-help. Accountable to: The Jobholder reports directly to the Team Leader. The Jobholder will refer technical points outside their own experience and/or technical authority. The Jobholder will refer any complaints or issues affecting customers that they are unable to resolve themselves to their Team Leader. Management (staff, financial, leadership) Working Arrangements Financial Resources None. Leadership, Management and team working The Jobholder will be expected to work as part of a customer team, sharing experience and knowledge in order to improve team efficiency and develop knowledge and skills. Whilst the role has no direct line management responsibilities the equivalent civil service grading requires the jobholder to act as a leader at all times. Permanent. Working pattern: Full Time 37 hours, (36 in Croydon) or Part Time hours, a minimum of 28 hours over a minimum of four days whilst in training which is likely to last 6 months. Following successful completion of training, alternative working patterns can be applied for and will be subject to the usual considerations as set out in the relevant policy. Page 12 of 17

13 Part B - Person Specification Essential Criteria Qualifications / Education None. Skills / Training Demonstrate effective verbal and written communication skills. Excellent attention to detail and ability to make sound judgements/decisions based on available evidence Evidence of effective customer service skills. Good PC skills, experience of using Microsoft based software, including knowledge of Outlook, Word and Excel. Aptitude in Spatial Reasoning. Knowledge / Experience / Behaviours Experience of working as a team member to deliver common goals. Ability to effectively engage with colleagues including those at a senior level. Evidence of having adapted to change. Effective organisational skills and able to prioritise work. Adopts a positive approach when interacting with others. Desirable Criteria Qualifications / Education A level /NVQ Level 3 or above or equivalent qualifications Skills / Training Evidence of collaborating with customers and/or colleagues for the benefit of the team or business. Evidence of having used customer relationship management software/other digital solutions to build customer relationships and understand customer needs. Knowledge / Experience / Behaviours Experience of using a variety of research methods and problem solving skills to address concerns/issues. Whilst in post: What we will expect from you Satisfactorily complete the training period in order to gain an RCU1 Technical Authority in accordance with local requirements. To develop your knowledge of the Land Registration Act and rules. What you can expect from us The Jobholder will be given full induction training in order to process various types of work related to Land Registration. There are a broad range of skills required to carry out this work and the ability to adapt and apply knowledge to the different types of work encountered is key to this role. Page 13 of 17

14 As part of the wider Civil Service there will be opportunities for self-development through Civil Service Learning, and also internal opportunities for a structured career path. Part C - Competencies The following competencies will be tested during the selection process: Competencies Please refer to Competencies Framework 1 Making Effective Decisions 2 Managing a Quality Service 3 Building Capability for All At shortlisting stage your application will be considered against the Essential Criteria for the role. These criteria, the Desirable Criteria and the competencies may all be tested at later stages during the selection process. Part E Land Registry Values Values statements Respect We value trust, honesty and integrity. We are sincere in listening, understanding and responding to customers and each other. Accountability We are each accountable for what we do and understand that our actions have consequences. We take personal responsibility for our own performance and development. We know what we need to achieve in working with customers and colleagues to meet challenging business goals. One Land Registry We work together as one Land Registry team. We work across boundaries and know how we each contribute to business growth. We understand and value the contribution of others. Getting things done We get the right things done at the right time by continually challenging ourselves to achieve what we thought was not possible. We strive for simplicity and efficiency. Forward-thinking Innovation and change are a way of life. We are passionate in our pursuit of new ideas to meet customers needs, wherever we find them. We shape our future by identifying and planning for the challenges ahead, embracing risk and disruption as enablers for growth. Land Registry leadership statement We take a positive, can-do approach to leadership and change. Challenging negativity, we focus upon meeting customers needs in innovative ways that give value for money. We understand and balance our roles as corporate leaders, developers of our people, and leaders of change. Page 14 of 17

15 6 Competence Framework Civil Service Competency Framework By Grade - Level 2 EO or equivalent About this framework The competency framework sets out how we want people in the Civil Service to work. It puts the Civil Service values of honesty, integrity, impartiality and objectivity at the heart of everything we do and it aligns to the three high level leadership behaviours that every civil servant needs to model: Set Direction; Engage People and Deliver Results. Civil servants work in a huge range of jobs across the country and overseas but one thing we have in common is that we are here to support the elected Government, providing advice to help shape its policies and ensuring seamless and practical implementation in line with those policies. Competencies are the skills, knowledge and behaviours that lead to successful performance. The framework outlines 10 competencies, which are grouped into 3 clusters as set out above. For each competency there is a description of what it means in practice and some examples of effective and ineffective behaviours at all levels. The competencies are intended to be discrete and cumulative, with each level building on the levels below i.e. a person demonstrating a competency at level 3 should be demonstrating levels 1 and 2 as a matter of course. These indicators of behaviour are not designed to be comprehensive, but provide a clear sense of and greater understanding and consistency about what is expected from individuals in the Civil Service. What does it mean for me? The framework will be used for recruitment, performance management and development discussions and for decisions about progression. Most of you will need to focus on a number of competencies, usually around six, identified with your manager as being essential to your role. You are encouraged to discuss the framework with your line manager to identify the competencies that apply most to your job role. Page 15 of 17

16 The competencies to be tested during this campaign at interview are as follows: Strategic Cluster Setting Direction 3. Making Effective Decisions Effectiveness in this area is about being objective; using sound judgement, evidence and knowledge to provide accurate, expert and professional advice. For all staff, it means showing clarity of thought, setting priorities, analysing and using evidence to evaluate options before arriving at well-reasoned justifiable decisions. At senior levels, leaders will be creating evidence based strategies, evaluating options, impacts, risks and solutions. They will aim to maximise return while minimising risk and balancing social, political, financial, economic and environmental considerations to provide sustainable outcomes. People Cluster - Engaging People 6. Building Capability for All Effectiveness in this area is having a strong focus on continuous learning for oneself, others and the organisation. For all staff, it s being open to learning, about keeping one s own knowledge and skill set current and evolving. At senior levels, it s about talent management and ensuring a diverse blend of capability and skills is identified and developed to meet current and future business needs. It s also about creating a learning and knowledge culture across the organisation to inform future plans and transformational change. Performance Cluster - Delivering Results 9. Managing a Quality Service Effectiveness in this area is about being organised to deliver service objectives and striving to improve the quality of service, taking account of diverse customer needs and requirements. People who are effective plan, organise and manage their time and activities to deliver a high quality and efficient service, applying programme and project management approaches to support service delivery. At senior levels, it is about creating an environment to deliver operational excellence and creating the most appropriate and cost effective delivery models for public services. 3. Making Effective Decisions Effective Behaviour People who are effective are likely to Demonstrate accountability and make unbiased decisions Examine complex information and obtain further information to make accurate decisions Speak with the relevant people in order to obtain the most accurate information and get advice when unsure of how to proceed Explain clearly, verbally and in writing, how a decision has been reached Provide advice and feedback to support others to make accurate decisions Monitor the storage of critical data and customer information to support decision making and conduct regular reviews to ensure it is stored accurately, confidentially and responsibly 6. Building Capability for All Effective Behaviour People who are effective are likely to Take ownership of team and individual development by identifying capability needs and consistently achieving development objectives Take responsibility for the quality of your own work and seeking opportunities for improvement through continuous learning Proactively support the development plans of others Take account of the diverse contributions of team members and delegate work to improve capabilities of all Encourage and be open to developmental feedback from others Page 16 of 17

17 9. Managing a Quality Service Effective Behaviour People who are effective are likely to Explain clearly to customers what can be done Work with team to set priorities, create clear plans and manage all work to meet the needs of the customer and the business Ensure that levels of service are maintained flag up risks or concerns in order to meet customer requirements Keep internal teams, customers and delivery partners fully informed of plans and possibilities Promote adherence to relevant policies, procedures, regulations and legislation, including equality and diversity and health and safety Identify common problems or weaknesses in policy or procedures that affect service and escalate these Page 17 of 17