Honours Performance and Insights Adviser

The role offers a high level of autonomy as well as the opportunity to work collaboratively with senior external stakeholders, including No.10, the Cabinet Office, Committee Chairs and members. It requires efficient management of significant volumes of data. The team is experienced, knowledgeable and highly collaborative.

The job includes:

• Leading the delivery of and owning responsibility for DCMS Honours nominations demographic and statistical data, including managing data collection and collation alongside descriptive data analysis;
• Using historical data analysis to support a strategic work to developing honours nominations;
• Liaison with Cabinet Office, No10 and the DCMS internal DDAT function on DCMS data and technology systems;
• Working with and leading on the Honours Case Management System reporting tools and dashboards;
• Supporting the profile and reach of the honours team across the department from a data and analytical perspective working closely with analytical counterparts;
• Proactively leveraging AI to streamline processes/reduce duplication., As the Honours Performance and Insights Adviser, your role is to develop insightful management information, and wider data, for the Honours team. You will establish what data we need to collect, ensure it is captured accurately throughout the nomination and award process, and turn management information into practical insights that help us to streamline delivery and ensure our honours reflect society., * Data design and collection: Review and refine how we capture information about nominations, our processes, and outcomes, ensuring we collect consistent, useful and timely data.
• Analysis and insight: Track nomination data across lists and regions, comparing our figures against standard demographic sources (such as ONS population data) to measure diversity and spotlight under-represented groups.
• Reporting: Build and maintain clear operational trackers and our case management system to give the team and stakeholders good visibility of the pipeline and outcomes. Working with specialists, explore the creation of dashboard solutions.
• Data quality: Take ownership of the honours database, ensuring records are accurate, up-to-date, properly structured and compliant with data protection standards.
• Operational insight: Work with operational colleagues to identify bottlenecks in the two annual cycles to help the team run faster, smoother assessment rounds.
• Collaborative working: Act as the team’s data lead, working closely with policy colleagues and linking with the wider DCMS community for advice and best practice. You can expect support from the DCMS Analysis function.
• Commitment to learning and development: You do not need to know everything on day one, but you must be keen to learn. We will support your growth with access to training resources and mentoring. In return, you will take ownership of developing these skills and applying them directly to improve our work., We’ll assess you against these behaviours during the selection process:
• Seeing the Big Picture
• Managing a Quality Service
• Communicating and Influencing
• Delivering at Pace, * UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

• Data collection, analysis and insight: Proven ability to manage data collection and reporting processes, and experience analysing data descriptively to develop insights that inform decision-making.
• Practical data handling: Practical experience organising, cleaning, and analysing datasets to track figures, check data quality, and calculate comparisons.
• Delivery at pace: Experience working at pace and prioritising tasks effectively to meet strict operational deadlines.
• Communicating with data: Strong written and oral communication skills, with the ability to explain data and findings clearly to non-specialist colleagues and external stakeholders.
• Collaboration: Ability to work collaboratively and flexibly across a team and wider department, including linking with analytical teams to support evidence-based decisions.

Desirable Skills:

• Data visualisation: Experience creating visual dashboards or reporting tools (such as in Power BI or advanced Excel) to track pipeline or demographic data, * Seeing the bigger picture
• Managing a quality service
• Communicating and Influencing
• Delivering at pace, Successful candidates must undergo a basic (or equivalent) criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Alongside your salary of £36,734, Department for Culture, Media and Sport contributes £10,641 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides .

DCMS values its staff and offers a wide range of benefits to everyone who works here. We’re committed to developing talent, and supporting colleagues to have great careers in our department. To support with that, some of the benefits we offer include:

• Flexible working arrangements and hybrid working - DCMS staff work on a flexible basis with time spent in offices, and time spent working from home
• 26.5 days annual leave on entry, increasing to 31.5 days after 5 years’ service
• A Civil Service pension with an employer contribution of 28.97%
• Access to the Edenred employee benefits system which offers discounts to popular retailers and access to various useful resources such as financial and savings advice
• 3 days of paid volunteering leave
• Up to 9 months maternity leave on full pay + generous paternity and adoption leave
• Staff reward and recognition bonuses that operate throughout the year
• Occupational sick pay
• Access to the Employee Assistance Programme which offers staff 24/7 confidential support and resources such as counselling, debt guidance and management advice
• Active and engaged staff networks to join including the LGBT+, Ethnic Diversity, Mental Health and Wellbeing and Gender Equality Networks
• Exceptional learning and development opportunities that you can explore alongside your day to day work
• Season ticket loan, cycle to work scheme and much more!, Any move to Department for Culture, Media and Sport from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

New entrants are expected to join on the minimum of the pay band.

DCMS has a London and a National pay scale. For more information on this, including the circumstances in which each pay scale will apply, please see the ‘Candidate Information Pack’ attached.

If successful and transferring from another Government Department a criminal record check may be carried out.