Higher Scientific Officer

Details
Reference number

439240

Salary

£38,419 - £41,109

GBP

Job grade

Higher Executive Officer

Contract type

Permanent

Business area

HO - Chief Operating Officer Group

Type of role

Science

Working pattern

Full-time, Part-time, Compressed hours

Number of jobs available

1

Contents

• Location
• About the job
• Benefits
• Things you need to know
• Apply and further information

Location

Solihull

About the job
Job summary

The Home Office works to build a safe, fair and prosperous UK. We achieve this through our work on counter-terrorism, policing, crime, drugs policy, immigration and passports.

The Chief Operating Officer Group works closely with the Home Office's policy and operational commands to enable us together to deliver the department's priorities. The group is comprised of different teams and professional functions, including Commercial, Finance, People, Portfolio and Project Delivery, Security, Science, Technology, Analysis and Research (STAR), Estates and Information and Digital, Data and Technology.

The Forensic Information Databases Service (FINDS) operates and administers national forensic database systems that identify links between forensic evidence recovered from scenes of crime and arrestees (and on occasion other individuals including vulnerable persons and missing persons). FINDS deliver scientific services ensuring the integrity of records held on the National DNA Database (NDNAD), the National Fingerprint Unified Collection (IDENT1), the National Footwear System (NFS), and the Police National Computer (PNC), on behalf of policing and the wider Criminal Justice System. FINDS is a vital service delivering across Home Office priority outcomes and is critical for maintaining public confidence in the multiple databases supporting policing and underpinning justice outcomes.

Job description

The FINDS Performance and Impact Analyst promotes and maintains the integrity of the data held on the National DNA Database (NDNAD) through the FINDS Data Assurance Strategy. They will enable the delivery of a performance management framework within the whole NDNAD supply chain and support the development of error reduction strategies. They will also interrogate system biometric and nominal data to deliver consistent, accurate and reliable management information (MI) to support business decisions and to answer Parliamentary Questions (PQs), Freedom of Information Act (FOIA) requests, and ministerial correspondence required from the unit.

Key Responsibilities

• Analyses National DNA Database (NDNAD) data to identify performance trends in the DNA laboratory processes or the process within Law Enforcement Agencies (LEAs).
• Collates performance and integrity data from LEAs, trends data to highlight areas for further focus; identifying risk and opportunities to support continuous improvement linking best practice between LEAs.
• Ensures that the FINDS can respond to ministerial submissions, Parliamentary Questions and Freedoms of Information Act requests and ensures that the management information feeding into these responses are accurate.
• Generates performance reports for Boards and Groups, including the NPCC DNA Operations Group, the Forensic Capability Network (FCN) and the FINDS Quarterly Supplier Performance Meeting (QSPM).
• Maintains effective relationships with HO colleagues, LEAs in England and Wales, Northern Ireland and Scotland, and Forensic Service Providers to ensure there is an understanding of the risk profile associated with the NDNAD supply chain.

Note: An employee may be required to carry out other duties within the scope of the grade and within the limits of their skill, competence and training.

Working Pattern

This role is available on a full-time basis with the option of compressed hours working. This role is also suitable for part-time working hours, with a minimum requirement to work [4 days / 30 hours] per week due to business requirements.

Travel

Occasional travel within the UK may be required. Travel costs incurred for business need will be reimbursed in line with Home Office travel policy.

Person specification

Essential Criteria

• Able to analyse and interpret large amounts of information effectively and present findings from it clearly and concisely.
• Evidenced use of analytical or reporting tools such as MS Excel or Jaspersoft.
• Has excellent judgement and decision-making skills; is able to assess what the impact of releasing sensitive information will be and is able to manage that impact.
• Possesses excellent communication skills (both written and oral), which convey key issues, information and solutions effectively to an audience from a range of backgrounds.
• Experience in communicating analytical data products and visualisations effectively, using media tailored to the audience.
• Presenting clear insights and complex ideas to technical and non-technical audiences.

Desirable Criteria

• Scientific degree or experience in a scientific or analytical background.

Behaviours

We'll assess you against these behaviours during the selection process:

• Seeing the Big Picture
• Communicating and Influencing
• Working Together
• Making Effective Decisions
• Managing a Quality Service

We only ask for evidence of these behaviours on your application form:

• Seeing the Big Picture

Benefits

In addition to your salary, a career with the Home Office offers a range of benefits, including:

• A Civil Service pension with an employer contribution of 28.97%.
• In-year reward scheme for one-off or sustained exceptional personal or team achievements.
• 25 days annual leave on appointment, rising with service to 30 days.
• Eight days of public holidays, plus one additional privilege day.
• Where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all employees will be expected to spend a minimum of 60% of their working time in an office.
• See more of our benefits on our careers website.

Things you need to know
Selection process details

This vacancy is using Success Profiles , and will assess your Behaviours, Strengths and Experience.

This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.

We will endeavour to conduct the selection process in line with the dates indicated below, but cannot guarantee that these will not, where necessary, be revised.

1. Application – by 4th January

As part of the application process, you will be asked to complete:

• C.V.
• Personal Statement (maximum 500 Words).
• Evidence of the Behaviour - Seeing the Big Picture (maximum of 250 words per Behaviour).

Your CV should consist of your career history, qualifications and skills/experience, including any key achievements in each role. Your CV will be used to provide further context on your personal statement and scored against the essential criteria.

The Personal Statement should be aligned to and demonstrate how you meet the skills and experience set out in the essential criteria, detailed in the job description.

For guidance and information on how to construct your application (CV, Personal Statement and Behaviour), you are encouraged to visit Civil Service Careers website.

2. Sift – commencing 7th January 2026.

The sift will be held on the CV, Personal Statement and Behaviour - Seeing the Big Picture.

Should a high volume of applications be received, an initial sift will be conducted on the Behaviour - Seeing the Big Picture. Candidates who pass the initial sift will then be progressed to a full sift that will consist of the CV and Personal Statement.

3. Interview – week commencing 26th January

If you are successful at sift stage, you will be invited to an interview that will be Behaviour and Strength based questions (as listed in the job advert).

The interview will take placeon Teams. Candidates will be required to have access to:

• A laptop (personal or work) with a working webcam
• Good internet connection
• Microsoft Teams

For guidance and information on what to expect and how to prepare for an interview, you are encouraged to visit Civil Service Careers.

Artificial Intelligence

Artificial Intelligence can be a useful tool to support your application; however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.

Problems during the application process

If you experience problems accessing this advert, or you think you've made a mistake on an initial application, please contact , including the vacancy reference, at least two working days before the vacancy closes. Further information can be found on our website.

Do not create or attempt to submit another application, online test or use a different Civil Service Jobs account to proceed as this would be in violation of the candidate declaration.

Reserve List

A reserve list may be held for a period of up to 12 months from which further appointments may be made. There is no guarantee that being held on a reserve list will lead to a job offer. Further information can be found on our website.

Standards

All Civil Servants are expected to comply with the Civil Service Code, and its core values of integrity, honesty, objectivity and impartiality.

Additional Security Checks

As well as successfully obtaining UK Security Vetting clearance, candidates will be subject to a range of additional checks. The range of checks carried out will depend on whether you are a current Home Office employee, existing civil servant or an external new entrant as well as the role requirements. The level of Criminal Record Check required for this role is Basic. Further details are included in the Notes to Candidates.

Non-Police Personnel Vetting (NPPV)

You should currently hold, or be willing to obtain, Non-Police Personnel Vetting (NPPV) Level-3 vetting (including financial checks). This is essential for the role. For further information visit About the Police National Vetting Service , Warwickshire Police.

Further Information

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct.

If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre- stating the job reference number in the subject heading.

Reasonable Adjustments

If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

• Contact Government Recruitment Service via as soon as possible before the closing date to discuss your needs
• Complete the "Assistance Required" section in the "Additional Requirements" page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

Feedback

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check .

See our vetting charter .

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• 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

Further information on nationality requirements

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles .

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy .

Apply and further information

This vacancy is part of the Great Place to Work for Veterans initiative.

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants
Job contact :

• Name : HORC Campaign Team - (Corporate Enablers)
• Email :

Recruitment team

• Email :

Further information

If you feel that your application has not been treated in accordance with the Civil Service recruitment principles and you wish to make a complaint, then contact the Government Recruitment Service via If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission.

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