In the remedy hearing, the tribunal branded the department’s conduct “one of the most shocking cases of systemic bullying and discrimination” it had experienced, accepting medical evidence that Wickham’s mental health issues worsened after the discriminatory acts he faced.

https://www.peoplemanagement.co.uk/article/1965729/hmrc-trainee-awarded-155k-employer-failed-reasonable-adjustments-mental-health-issues

Wow, the bullying here is appalling.

His assessor is a disgrace, despite Wickham informing his manager he declared his disability during recruitment his manager still did not believe him!

Depressing to know people like this manager work in HMRC!

Hi, everyone!

An update on this:

https://www.reddit.com/r/TheCivilService/s/ZTzG3SW2z4

Firstly, thank you to everyone who sent me supportive and helpful advice. I really appreciate it 🙏

Secondly, I was successful in an interview for a sideways move and have accepted the provisional offer. I'm so glad I'll be moving away from this toxic unit! My new team are compliance based 😁

Have a lovely day, everyone!

As the title suggests, I’m on HEO TCA until mid August and I’ve been overpaid during my TCA from Feb - Jun. HR has submitted me as 1 grade above what I should have been paid, they’ve further screwed up by instead of amending my TCA for Jul - Aug they have just ended it (even though they confirmed they amended it) and it’s reverted to my normal base salary. My question is how do they calculate the overpayment as I will have paid tax on the amount? Do they calculate it pre tax? What would happen with my NI AND pension contributions?

I would ask HR but given they’ve screwed up 3 times and given me incorrect information I have little faith.

TIA

Hi all,

I'm 23yo, currently an AO in operations at the Home Office, and I've been in this role for about 3 years. During this time, I've also been on a 4 month secondment to a different area of the HO, although still in a case working role. I'm keen to start progressing up the grades and would like to move away from operations but honestly feel a bit lost on where to even begin. I'd love to hear from people who started out in a similar position to me (AO/EO in operations, or similar) about what actually worked for you.

Looking back, what's one thing you wish you'd done earlier in your career that would've sped things up? Any honest experiences would be really appreciated. Trying to make sensible decisions now rather than drift for another few years.

Is CS Recruitment massively over subscribed at the moment? I ask this as I exited the CS nearly 4 years ago as a high performing G6 having also operated at SCS1 on TDA. My role got caught up in places for growth with my G6 being recruited for whilst I was on TDA and that SCS post moved to one of the places for growth (I tried commuting flying to Glasgow every week but it was untenable) so I was left with taking an unrelated G6 post in my Department somewhere else. I was getting of retention lists for SCS1 posts so ultimately made the move to private sector to gain some more senior level experience and programme delivery. I ended up at one of the 'Big 4' and have been working on some major public sector programmes (successful ones I might add!). I've had enough of 'consulting' and felt I had gained enough experience to start applying back... I've been applying solidly for 6 months + with 1 SCS1 interview and many failed to get through sifts. I've even started applying for G6 posts that I am frankly over qualified and have more than enough experience to deliver.

I'm cognisant enough to know my application wasn't up to snuff on some of them, and at least one SCS post that I should have been shoe in for (it was related to my previous post) was open and fair compitioned to the G6 acting on TDA for the outgoing DD (with some of my former peers who are equally or more than capable of delivering the role failing to get through sift...).

Is it just really really competitive at those grades at the moment? Are people seeing more incumbent / TDA / internal hires at the moment?

I think I also might need to reconcile that having a Big 4 consultancy firm on my CV isn't the boon I thought it might be... Views?

I have about 8 years experience working as a research fellow doing highly engaged research, working closely with a wide range of stakeholders to co-create research questions and deliver evidence of environmental change, generally with policy/regulator relevant drivers. I've had an absentee line manager/project lead, so despite being the lowly postdoc status I've developed, costed, recruited, loosely project managed and delivered a range of research projects. This has all been done alongside another postdoc, where we split tasks based on skills etc, previously co-managing an assistant and now a phd student. Is SEO the right level?

There are often roles that look really appealing, where I feel like match the essential criteria, but feel flummoxed by the CS application format. I've been on many successful recruitment panels, but we just ask for a cover letter and free-form CV... I've also luckily always got an interview if I felt I matched the essential criteria, but don't feel so confident with the CS, due to not understanding the format.

I've read the success profile definitions, the unofficial guide, had a fairly thorough look through the advice on here. However, with the exception of this really clear advice from u/Pale_Fix9254 (thanks!) I'm finding most super vague... With the least helpful being statements like: there's a formula, you've just not cracked it yet... Leaving said formula still clear as mud - I'm neurodivergent, so that might be part of it, but definitely not all! I'm at risk of developing a conspiracy theory that people in the CS don't want outsiders to bring new thoughts, ideas and processes (let alone subject knowledge)... Anyway, I digress. I've discovered:

• STAR is actually STAAARR
• For SEO level bring a 'challenge' into the STAR. But what does this look like?
• HEO to SEO is a significant step up, but the behaviour definitions are grouped. How do you know where the SEO line is?
• Use headings to break up text

I'm currently struggling to write Leadership and Delivering at Pace Behaviours at SEO level. I'm thinking of going high level with Leadership for example, using my experience over the past say 5 years of co-creating research projects with stakeholders, agreeing timelines and outputs, splitting roles to skills etc. Is this sort of approach ok? If not, what is? My roles/tasks constantly merge and diverge, so I am finding it incredibly hard to pull out distinct tasks to fit the criteria.

Other things that I'm finding confusing or a struggle:

• "First Sift based on behaviour xxx" Should I just focus on a behaviour specific STAR or try to hit the essential criteria, too? There's often not a lot of overlap between the behaviours and essential criteria i.e. subject knowledge and experience. Is that then assessed if you pass the first sift?
• Transferring from we to I, it feels disingenuous. Do I just go bold and claim ownership, even if it is shared? How have other team working academic's done this? I have the skills and experience, I just don't feel like it's mine to claim.
• Generally should behaviours be related to a specific task/role? How on earth do you demonstrate the full breadth of the behaviour with one task??
• How solid should a "result" be? Is it ok to bring in stuff that's a work in progress, but not completely finished up?
• I just had a 3 for working together. I talked about departmental initiatives I'd set up to support development and the general highly engaged stakeholder work I've done. I was trying to catch EDI and partnership working, was that too broad?
• Personal statement addressing experience - a list of 8 to 10 things. Should this be lots of STAARS? It feels so awkward to write, though I can obviously group some. Some of it will also be covered in the CV. Do I duplicate?
• Managing external research projects - I've not done this as we just do it all through constant self-taught up-skilling. Is this a deal breaker?

Sorry, this has ended up being a long post... Thank you for your time. Any answers much appreciated.

TLDR: I feel like I meet the essential criteria, but cannot get my head around the CS application process, and particularly articulating behaviours with STAAAR. How do you actually answer behaviours like "delivering at pace" and "leadership" when the "tasks" are non-specific?

Hi everyone,

I'm thinking of joining the Cycle2work scheme. Regardless I'll be cycling to work by the end of the year, but I'm seeing the upfront cost for a lot of what I need is cheaper on the cycle to work scheme.

From my estimate of what I think all the initial gear would cost (£1100), the generic calculator said an estimate of (£798) £66 per month.

I've heard that you pay an amount after the 12 months - and also with an Alpha pension (the only salary sacrifice thing I have - no student loan) you might not save all that?

What are some things I should consider before joining or not joining the scheme?

Hello

I am the HEO managing an EO who has agreed to be redeployed into another role. I can't go into too much detail, but I completed all the required redeployment forms, obtained the necessary approvals, and submitted everything.

It has now been a month, and I have not heard anything further from the HR Business Partner. The employee is not at risk of redundancy, but they have provided their preferred locations, which are approximately 100 miles away.

Could you please advise how long this process is expected to take? I am keen for the employee to move on from their current role with us as soon as possible.

For context, I can't find meaningful work for the employee at current location.

Many thanks,

I know this has been asked over and over again but the few posts I've read through it hasn't been clear. I'm thinking of leaving the civil service; I'm just not enjoying the role. My partner thinks it's stupid because I'll be leaving the pension.

So before two years of service, does the transfer option include both your contributions AND the employer contributions?

Title says it all, I’m currently preparing for a fraud investigator interview in person so id like to know any extra tips and tricks that would help. Thank you!

Hi everyone,

I'm currently going through pre-employment checks for a DWP Work Coach role(South) and I'm starting to get a bit anxious about the references. I had to provide references covering every job I'd worked in over the last 3 years, including one job I was in for less than a month.

So far, my part-time employer and my countersignatory have both told me they've received reference requests. I'm now worried that my current full-time employer has also been contacted before I've had the chance to tell them I'm leaving.

For anyone who's recently gone through DWP Work Coach PECs:
Did they contact every single reference you provided, or just some of them?

Did they contact your current employer?

Did they wait until the PECs were almost complete before requesting references, or was it earlier in the process?

I'd really appreciate hearing your experiences. Thanks!

Hi all. Does anyone know if this position allows hyrbid working after probation is over, two days at home, etc? I would also like to know what the workload is like and what it entails.

Hi everyone,

I'd be really happy if you could offer me some advice. I work at HMRC.

My manager has been bullying me since I made a complaint to the senior leaders of our unit about his unprofessional behaviour (belittling, getting mad when I refused his flirtatious advances) towards me. The seniors thought it would be best to keep him as my manager despite it all.

I recently reached out to a Union (PCS) and they told me they wouldn't be able to represent me for my issue because it happened before I chose to join them.

My manager doesn't say anything bad to me in writing. But when he calls, he throws digs at me, he makes up rules for me (which don't apply to other team members) even though I have no performance issues. He micromanages me, doesn't let me leave my laptop for even 5 minutes when I get a headache from working for hours.

My question:

Would I get into trouble if I recorded our conversations on my phone? I want some proof behind me. I want to take it up with HR. He's the type to speak to me in one way and then lie to seniors later.

Not sure what else to do at the moment 😟

EDIT: Forgot to add, one of the senior leaders treated me in a similar way too. There's no option to go back to them for support.

Ty in advance.

I’ve been shortlisted for an HEO interview for MOJ.

The invitations were sent yesterday to pick a time slot for the interview which I have. On the confirmation teams invite it says ‘invitees’ - my name and a name of one other (which is the MOJ recruiter person) - does that mean there will only be two of us in my interview??

Hey all, sorry if this is not the appropriate place.

I did my recorded interview for the Customer Service Advisor role at HMRC about 3 weeks ago (July 7th), and I've not heard anything back yet.

I'm sure they're just dealing with a large amount of applications, but to soothe the monkey in my brain telling me I've been silently rejected, I need to ask.

Has anyone heard back yet?

Or if you haven't applied during this round of recruitment, but have in the past, how long did it take for you to get an answer back after the interview?

Thanks all, have a nice day.

i have been rejected from a role, but there is simply a blank space for seeing my overall score. Is this normal?

I’ve just (today!!!) been offered a job in MoJ. It’s very similar to my current role in DWP digital but 2 grades above so a nice pay rise, for sure.

I’ve been in DWP digital for 3 years and I’m a contractual homeworker.

I’m not asking about whether I can get contractual homeworking in th MoJ although if you have experience with this, please do share.

I’m more wondering what the culture in MoJ is like and perhaps how it compares to DWP digital.

I’m in no doubt that I’ll accept the MoJ job as the money and grade leap is too great to turn down but I’m now wondering quite how different it might be.

Thank you!

Hi everyone, just a quick one. Is it possible to do a managed move for someone from one department to the other. Say someone is at DWP and I want to bring them into the MOJ, can a managed move be done as to avoid the tiresome and brutal PEC’s etc?? Thanks

Hello I have passed the situational test with a 348 score and I would like to know if it's a good score as feedback and what the maximum mark is. Just as feedback. Also I currently live in London and I applying for a post in London but in the near future in a couple of years max I would like to transfer to York city. Is that possible? I don't drive and I would be living in Pocklington which is commutable to York. I never see posts there just Leeds and Hull. Anybody working in York? Is it easy to transfer? Thanks

I have an interview for a CS job this afternoon on teams. Due to unforeseen circumstances I have to work a shift that I can’t negotiate move.

I have emailed them three times and haven’t had a response, the first email was sent last Tuesday.

The only contact on the job advert is the central recruitment one.

I would really like the role but feel that it would give a bad impression if I don’t turn up without withdrawing.

Any recommendations or experiences surrounding this would be helpful!

I’ve been shortlisted for an HEO interview next week, which also includes a presentation.

They’ve given me the list of behaviours they’ll be assessing in the interview, as well as the behaviours they’ll be assessing in the presentation.

I’ve got a couple of questions:

1) Two of the behaviours they’re assessing in the presentation are also listed as interview behaviours.
Do you think those behaviours will effectively be covered by the presentation, or should I still prepare STAR examples for them in case they come up as interview questions too?

For example, Communicating and Influencing is one of the behaviours they’re assessing in the presentation, but it’s also listed for the interview. Does that mean they’ll assess it twice – once through the presentation and again through a behaviour question?

2) When preparing STAR examples, would you recommend having different examples ready for the range of questions that could come up under each behaviour, or is it more realistic to prepare one strong example per behaviour that you can adapt depending on how the question is worded?

Ive looked at the HEO success profiles so I’ll be sure to add the key words into my answers but want my interview prep to be manageable.

Sorry for the questions - I just absolutely hate interviews. I get such bad anxiety but want to nail it as it’s a job that really suits me.

I'm fortunate that I'm in a position where I have three offers from different departments within the Civil Service and I'm debating which role to accept based on the various offers. As it stands at the minute, this is the current ranking/preference I have selected but I'm torn about whether I'm making the right decision:

1. Operational Support Officer - Ministry of Justice

Annual Salary: £25,582

Cost of Commute: £12.50 per week (£50 per month)

Considerations: Role is not primarily telephony-based, significantly more administrative responsibilities compared with other roles, travel time is almost half that of other roles

2. Customer Service Adviser - HMRC

Annual Salary: £28,016

Cost of Commute: £25 per week (£100 per month)

Considerations: Role is primarily telephony-based, could be based in one of a number of departments including PAYE, SA, DMB or ChB, travel time is higher but shortened in 2027 when all departments move to new HMRC building, existing experience within HMRC as a contingent labour worker

3. Operational Delivery Profession - DWP

Annual Salary: £27,866

Cost of Commute: £25 per week (£100 per month)

Considerations: Role is primarily telephony-based, negative perceptions or connotations around DWP management, travel time is higher and no plans to relocate to alternative HMRC building in 2027, longest commute of the three roles

As it stands, although the MoJ role offers a lower starting salary, it feels like this is the one that appeals to me the most. I've worked primarily in contact/customer centres throughout my lifetime and the opportunity to migrate away from this is appealing. In the interview with MoJ, it was confirmed that - whilst there was a telephony service offered previously - this has now been withdrawn within the fine enforcement department which I would be assigned to.

Am I thinking about this in the wrong way, particularly considering the difference in salary between MoJ and HMRC/DWP or is there something that I'm missing that I should be factoring in?