Disability

Opportunity in the Civil Service

Judith Haxton, Leadership and Personnel Division,
Department for Education and Skills

The Civil Service needs you - and it's a world you'll want to join! Today's Civil Service is an increasingly streamlined, multi-billion pound business where 500,000 motivated people impact on every aspect of life in Britain. Bringing In and Bringing on Talent is a key theme of the Civil Service Reform Programme, which aims to deliver a Civil Service for the 21st century. We want to develop a more dynamic and diverse work environment where everyone can contribute. This chapter tells you about the career opportunities in the Civil Service and what support you can expect.

Graduate Recruitment

If you have a disability, you should not be discouraged from sharing the same career aspirations as your fellow-students. The Disability Discrimination Act (DDA) makes it unlawful to discriminate against disabled people, for a reason related to their disability, in all aspects of employment, including: recruitment, promotion, retention, development and dismissal. The DDA means that employers with 15 or more employees must consider making adjustments to the work place or working practices which might help a disabled person overcome work-related barriers.

In recognition of the many strengths and advantages that employees with disabilities can offer, some organisations have gone a lot further than simply complying with the Act, and are actively encouraging graduates with disabilities to apply for posts.

The Civil Service is a leader in this field and is committed to helping people with disabilities realise their potential. That commitment translates into real activities - making information about jobs in the Civil Service more accessible, offering work placements to give graduates the chance to develop their skills in the work place, and providing challenging career opportunities at the very heart of government.

The first step is to find out what opportunities are available. If you're online, you can visit the Civil Service Recruitment Gateway, a website specifically dedicated to career opportunities. In addition to information about a wide range of government departments, including contact details and links to other useful websites, the site also includes a list of current vacancies. You can access it at www.careers.civil-service.gov.uk (Easy Access version provided).

You'll want a career that reflects your skills. The Fast Stream Development Programme is the Civil Service's accelerated development programme. Those who join the Fast Stream are guaranteed a series of intensive job placements designed to prepare them for senior managerial positions. Fast Streamers move regularly between projects and sections within their departments; they take up postings in other departments and agencies, they are seconded to Europe, international partners such as the USA and the world of business. If your disability has prevented you from obtaining a degree, but you can provide alternative evidence of your suitability, the degree requirement may be waived. The selection process is changing radically from September 2004 onwards, and candidates will be able to speak to a trained adviser on the Fast Stream helpdesk and discuss any adjustments they may need.

Whatever your degree background, there are a range of schemes including the General Fast Stream, Science and Engineering, Statisticians and Economists. For comprehensive information, visit our website at www.faststream.gov.uk (Easy Access version available) or contact our Helpdesk - tel: 01252 776923 or email Faststream@parity.net. There are also websites on Fast Stream Diversity www.faststream.gov.uk/diversity ; the Government Economic Service at www.ges.gov.uk; the Government Statistical Service at www.statistics.gov.uk ; the Civil Service and current issues www.uk-online.gov.uk

Fast Stream Development Programme trainees start a real job from day one - often at the heart of government, as Steve Allum discovered when he joined the Ministry of Defence.

The Ministry of Defence (MoD) is a massive organisation offering a vast array of challenges. There's no other job where your work has such importance and impact, or where you are face-to-face with such sensitive issues and information. Steve works on a project looking at information needs - making the Department more "joined up" and able to work more effectively.

We recognise that people with disabilities face additional challenges in the workplace. Steve comments

Although I only have partial hearing, it's never been an issue at work. My colleagues have been very flexible and when I need things like a hearing loop telephone, I've been provided with them. The office is also very accommodating of my hearing dog, Bobby. He's very popular around here!

Work experience for people with disabilities

Of course, all graduates - whether they have disabilities or not - find it easier to find work if they have had the chance to develop their skills in a work environment.

The Summer Placement Scheme is a 6-8 week work placement that runs across July and August. It is open to disabled undergraduates and graduates with the aim of introducing trainees to the interesting and varied challenges of life in the UK Civil Service. Trainees are placed in a range of government departments and undertake the type of work done by Fast Streamers. Through the scheme trainees are able to develop further the skills and abilities required for the Fast Stream.

If you have specific interests that link with the work of a department, please indicate them on your application form and we'll try to take them into account. But please note that we cannot guarantee you an opportunity in the department of your choice.

Trainees currently receive a weekly allowance of £285 in London and £245 elsewhere. Departments will not be able to provide funding for travel and accommodation but they will try to help trainees find somewhere to stay if required. For further information, please visit www.faststream.gov.uk/diversity

Civil Service Disability Network

The Civil Service Disability Network was launched in November 2000 and draws its membership from across a large number of Government Departments and Agencies. It aims to advise and influence Civil Service Management in the development, assessment and implementation of policies relating to staff with disabilities; extend understanding of the importance and benefits of valuing diversity; and act as a forum for civil servants with disabilities for the exchange of information and ideas.

Working in a Civil Service Department - Department for Education and Skills (DfES)

The DfES was set up with the purpose of creating opportunity, releasing potential and achieving excellence for all. We are a strategic organisation whose role is to lead change and provide support and challenge to the education and skills sector, to make it the best in the world. Careers in DfES provide opportunities to make a real difference in the areas that matter to people's lives. It is an exciting, fast moving place to work in, with rewarding careers, first class training and development and a strong commitment to equality and diversity. DFES is committed to developing excellent career opportunities within our own Department, in the Education and Skills Sector and the Children and Families Sector.

As an example of a Civil Service Department, the DfES currently employs around 4,600 people (reducing to around 3,000 by 2008) , mainly at four head office sites in Darlington, London, Runcorn and Sheffield. Six percent of DfES staff have identified themselves as having a disability, 13% are from a minority ethnic background and 13% work part time. You can find out what the DfES does and what its like to work here on www.dfes.gov.uk/makingadifference This is also available in hard copy, Braille and audio tape.

The DfES, like other government departments, is committed to recruiting a more diverse workforce that reflect the communities we serve and to delivering equality of opportunity for all staff. We aim to treat everyone fairly, irrespective of their age, disability, ethnic origin, gender, marital status, nationality, religion, sexual orientation or working patterns.

Work Experience in DfES

Summer Placement Programme for students with disabilities - DfES takes part in the Cabinet Office Summer Placement Programme (see above for information about SPS). In 2004 we have placed 10 students with disabilities as part of the SPS. Placements are offered across the whole range of DfES business including for example: Press Office, Ministers? Private Offices, information services, analytical services, Human Resources and policy teams. We try to give people opportunities to experience research, policy and project based experience. Reasonable adjustments are available to help make the placement period as comfortable and effective as possible. Student terms and conditions are in the form of a training contract and payment is through a training grant.

Summer Intern Programme - DfES is currently piloting a summer intern programme open to all students in their penultimate year of study. The Programme offers students the opportunity to experience life in DfES over the summer vacation and receive payment. Seven places have been filled for this year's programme, one of whom is a student with disability.

Recruitment advertising for the Summer Placement Programme and the Summer Intern Programme begins in September with a closing date in February (see the Cabinet Office and DfES websites for details).

Recruitment to DfES

People are recruited to the Department through fair and open competition and, as a Disability Symbol User, we offer a job interview to all applicants with a disability who meet the minimum criteria for the vacancy. To help us attract more applicants from diverse backgrounds we have an outreach officer who works with local organisations representing people with disabilities and university careers advisory services based in and around our northern sites (Sheffield, Runcorn and Darlington).

Outside of Fast Stream recruitment of graduates, DfES recruits on the basis of an individual's "skills, behaviours and experience". This process does not rely on formal qualifications as a criterion for selection but allows applicants to use examples from their experience of work and their private life, including studying and voluntary activities, to show their abilities for a job. Information sent to applicants explains the DfES recruitment process and includes details of the vacancy or grade for which applications are invited and the person specification.

We also use Assessment Centres sometimes to recruit and promote staff and to identify potential. An assessment centre describes one element of a selection process (not a venue) where candidates undertake a range of specially designed exercises to assess their suitability and/or potential for appointment, promotion and potential for longer term development. The design of the assessment centre is also based on the skills needed by people who work in the Department. Assessment Centre processes last between one and three days. Examples of the type of exercises and tests applicants may be required to undertake include:

• a written case study and report
• group exercises and discussions
• a situational interview
• presenting a proposition
• managing workloads

DfES vacancies are advertised on www.dfes.gov.uk recruitment. Potential applicants can register their details on the site and information about matching vacancies is then sent direct. The registration service can be accessed via the website address above.

Making adjustments

We have extensive experience of making adjustments to meet the individual needs of people with disabilities during the recruitment process and for successful applicants.

For example, application forms and background material are available in various formats. People with disabilities can send in applications electronically, on audio tape, in Braille or in writing. Wherever possible we cater for any individual needs relating to the interview process. If you want to discuss your needs or any aspect of the application process in relation to advertised vacancies, you can contact the person named in the advertisement or Kim Keep or Denise Wilson in the External Recruitment Team on 01928 794345.

Here are just a few examples of the kind of adjustments we have made to Assessment Centres or other selection processes:

• involved the RNIB in the design and content of assessment centre tests and psychometric tests
• provided a reader for a blind applicant and arranged for the individual to work on a one to one basis at the assessment centre
• provided palantypist support or signers for profoundly deaf candidates
• arranged for candidates with dyslexia and dyspraxia to be tested on an individual basis at the assessment centre and adjusted the type of tests to ensure no-one would be disadvantaged
•  arranged for an individual whose disability made travelling very difficult to be visited by the psychologist at home as part of the assessment centre process

Examples of adjustments we have made for employees with disabilities include:

• flexible working arrangements for staff who have difficulty travelling to work in the rush hour
• providing a personal assistant for someone who is blind
• palantype assistance (near simultaneous transmission of spoken text) and a text telephone to support someone who is profoundly deaf
• a specially constructed chair for someone who has Repetitive Strain Injury
• adaptations to equipment such as a large screen monitor, headset telephone, ergonomic computer keyboard and mouse, voice activated software.

The Department's Disability Co-ordinator talks individually to disabled people to find out what their needs are and how these can best be met. If necessary, the Disability Co-ordinator will arrange a specialist assessment.

We also have a Departmental Disability Group which gives employees a forum for discussion on disability issues, opportunity to raise any concerns, suggest ways to improve awareness and to act as a sounding board in the development of human resource policies. The Disability Network Groups Have an important role to play in helping to raise awareness about disability issues.

Last year the DfES held a high profile event to celebrate the European Year of Disabled People. The event was designed to challenge, inspire and inform DfES policy makers. One example of how we did this was to give the platform to people with learning disabilities. They spoke about their experiences of school and learning and what needed to be done to improve things in the future. The event also involved many talented disabled people from the performing arts.

Job opportunities

DfES offers a wide range of job opportunities. Here are just a few examples of the kind of work we do:

• analysis/reporting on specific education and skills policy issues with supporting arguments and recommendations
• developing policy proposals for ministers through from an initial concept to how it will work in practice;
• consulting with our key partners and customers to make sure we take their views into account in developing our policies
• writing speeches and briefing for ministers and senior managers
• developing new human resource systems for the Department to make sure we have the right people with the right skills for the business
• making sure that the Department has the best IT systems to support our work.
• managing and developing people
• project and programme management
• managing budgets
• using a range of computer software, and
• dealing with correspondence and contributing to
•  briefing and reports in a wide range of subject areas

Some jobs involve specialist skills in areas such as IT, accountancy or statistics. Enquiries about subjects dealt with by DfES may be made through the Public Enquiry Unit on 0870 000 2288 (telephone) or 01928 794 274 (text phone).

Development opportunities

The DfES is committed to ensuring that people have every opportunity for learning and development to help them do their job. Everyone has a personal development plan linked to the needs of their job. The Department supports learning and development through a range of methods e.g. online learning; face-to-face; work-based; external training. Learning and development opportunities are open to all staff, at whatever level they may be, to enable them to reach their full potential. The Department's Learning Academy uses a range of methods, technologies and timeframes to provide a more flexible blend of learning opportunities geared to the Department's specific business needs. At an individual level this helps us to tailor learning options to people's own learning styles and preferences, including those related to a disability.

Prospects is an internal development programme which involves a series of assessments to identify potential to reach senior management. The scheme is open to people at all levels.

In addition to Prospects, we now have a 4 year pilot programme targeted at developing potential in junior administrative grades. Participants benefit from a range of development opportunities covering: strategic awareness, emotional intelligence, leadership and management, project management, managing performance and maximising impact. The programme has been marketed particularly to staff with disabilities.

Secondments - The Department has established a strong tradition of using both inward and outward secondments to help develop our policies. This exchange of people, ideas and good practice makes a significant contribution to our work. We are engaging actively with organisations from all sectors to create opportunities for people from diverse backgrounds to come into the Department at all levels. We have also encouraged staff to spend time out of the organisation with some of our key partners.

As of March 2004 we had 117 people seconded into the Department and 88 on outward secondments. Outward secondment opportunities to date have been to a variety of different organisations mainly in the public and voluntary sectors, covering many different types of posts. Examples of secondments are: Area Manager for a small charity; helping to set up the new National Health Service University and the Skill Sector Development Agency.

The Department is committed to raising staff awareness of diversity and equality issues at all levels. There is an element of equality and diversity training in all management and leadership development programmes. Disability awareness training is provided for all staff through our training video It's normal to be different.

Civil Service development programme for civil servants with disabilities

The Disability Bursary Scheme aims to develop disabled Civil Servants who have the potential to reach the Senior Civil Service. It is a 2 year funded programme which enables the bursary holder to gain access to a wide range of training, networking opportunities and offers a mentor from the Senior Civil Service. The scheme is run by the Cabinet Office in partnership with the Disability Partnership.

The Cabinet Office works closely with the charity The Disability Partnership who provide advice, support and guidance on development, access and disability related issues. Applications are competitive, with an emphasis on providing help and support to those who can make best use of the opportunity.

For further information, please visit the Cabinet Office diversity website: www.diversity-whatworks.gov.uk/disability/bursary.asp or contact the Cabinet Office on 020 7276 1577 or email pablo.palao@cabinet-office.x.gsi.gov.uk or david.widlake@cabinet-office.x.gsi.gov.uk

The Bursary Scheme was plain sailing for the MoD's Jason Pealin. It gave him the confidence to fly alone for the first time to join the crew of a tall ship. "I couldn't have imagined doing this before because of my disability. The Bursary Scheme vastly increased my confidence."  This year he is taking part in the Tall Ships Race. "I was trying to find something that would challenge me physically. The outward bound courses all raised problems about insurance but the Bursary organisers suggested I contact the Jubilee Sailing Trust."  It's a holiday company, not a trainer, but they were willing to take me on." Jason, who leads a small finance group at the Defence Communication Services Agency near Bath, has changed jobs and grades since he was awarded the bursary two years ago. "What attracted me was the opportunity to get general development training. I was given a mentor who helped me to identify training needs and £10,000 to spend on courses. One was looking at how the Government works and included a trip to the House of Commons and two sessions with MPs. That is not the kind of insight you get in many jobs." Jason, who started as an administrative assistant, recently joined the MOD's Internal Development Scheme which aims to accelerate advancement to Grade 7 and now helps out at Careers Fairs. The skills I picked up on several management courses gave me the edge when it came to advancement assessment. I'd recommend the Bursary to anyone."