Overview

We are very keen to recruit motivated bright graduates and school leavers as well as experienced professionals and specialists.

We recruit as and when external vacancies arise. Most posts are offered on a permanent basis, although some jobs may be for a fixed term.

All posts are advertised on our website, professional journals, online job sites and occasionally in the traditional press.

Recruitment Principles

The Recruitment Principles explain what the fundamental requirement of selection for appointment on merit on the basis of fair and open competition means. The Recruitment Principles also set out the circumstances in which appointments can be made as exceptions to this requirement.

The Recruitment Principles describe what responsibilities departments and agencies have in meeting this requirement, for example the extent to which Ministers may be involved in the selection process.

Departments and agencies are however free to develop their own approaches to recruitment as long as they are consistent with the Recruitment Principles.

Nationality, diversity and disability

Nationality

You must be a UK or other European Economic Area national, a Commonwealth citizen, a British Protected Person or a citizen of British Dependent Territories.

Although Switzerland is not part of the EEA, Swiss nationals enjoy many of the same rights, including employment in the Civil Service.

Turkish nationals are not automatically eligible for employment in non-reserved posts in the Civil Service. They are only eligible if they have been lawfully employed in the United Kingdom for four years in any job, or if they have been lawfully employed for three years in a job within the same "occupation" as the post which they wish to take up within the Civil Service.

To apply for a registration certificate confirming your right to live and work in the UK you should complete form EEA1, which can be downloaded from the UK Government website

Diversity

We are an equal opportunities employer. That means that we aim to treat everyone whether staff, colleagues from other organisations or members of the public fairly, and with respect. We believe that our workforce should reflect the people of Scotland in all its diversity, character and culture.

So, we treat all staff equally, irrespective of sex, marital status, age, race, ethnic origin, sexual orientation, disability, religion or belief, working pattern, gender identity, caring responsibility or trade union membership. We employ people on the basis of their merit – their skills, aptitudes and attitude – nothing else.

Disability fact sheet

This fact sheet provides information about disability in the Civil Service, the need to improve the data we hold on disability and rights under the Equality Act 2010.

It also includes links to further useful information.

Applying to work with us

How the application process works

We receive a vast number of enquiries, so we are not able to keep CVs on file.

We will ask you to complete an application for all vacancies. You will be asked to provide information on your education, work experience, nationality and other matters. You will also be asked to complete an achievement record. This gives you the opportunity to demonstrate using examples whether you have the necessary skills for a particular post.

All applications will go through an initial sift process and you may be invited to the next stage in the selection process – an assessment centre including a competency based interview. The make up of an assessment centre is typically a combination of three or four of the elements below:

  • Presentation/Technical/Competency Based Interview
  • Written Test
  • Occupational Personality Questionnaire
  • Role Play
  • Group Discussion
  • In-tray Exercise

Find out more about the competency based interview process

View the Scottish Government's Skills for Success framework

View the minimum qualifications necessary for recruitment.

Nationality guidance

Commonwealth Citizens

This means any person who has the status of a Commonwealth citizen under the British Nationality Act 1981. This includes:

  • Antigua and Barbuda
  • Australia
  • Australian External Territories
  • Australian Antarctic Territory
  • Bahamas, The
  • Bangladesh (formerly East Pakistan)
  • Barbados
  • Belize (formerly British Honduras)
  • Botswana
  • Brunei Darussalam
  • Cameroon
  • Canada
  • Christmas Island
  • Cocos (Keeling) Islands
  • Cyprus
  • Dominica
  • Fiji Islands
  • The Gambia
  • Ghana
  • Grenada
  • Guyana
  • India
  • Jamaica
  • Kenya
  • Kiribati
  • Lesotho
  • Malawi
  • Malaysia
  • Maldives, The
  • Malta
  • Mauritius
  • Mozambique
  • Namibia
  • Nauru
  • New Zealand
  • New Zealand Territories
  • Nigeria
  • Norfold Island
  • Pakistan
  • Papua New Guinea
  • St Kitts and Nevis
  • St Lucia
  • St Vincent and the Grenadines
  • Samoa
  • Seychelles
  • Sierra Leone
  • Singapore
  • Solomon Islands
  • South Africa
  • Sri Lanka
  • Swaziland
  • United Republic of Tanzania
  • Tonga
  • Trinidad and Tobago
  • Tuvalu
  • Uganda
  • Zambia
  • Zimbabwe

European Economic Area (EEA)

The European Economic Area comprises the member states of the European Community (EC) and the European Free Trade Area (EFTA).

The EC Member States (besides the UK) are:

  • Austria
  • Belgium
  • Bulgaria
  • Cyprus
  • Czech Republic, The
  • Denmark
  • Estonia
  • Finland
  • France
  • Germany
  • Greece
  • Hungary
  • Italy
  • Latvia
  • Lithuania
  • Luxembourg
  • Malta
  • Netherlands, The
  • Poland
  • Portugal
  • Republic of Ireland, The
  • Romania
  • Slovakia
  • Slovenia
  • Spain
  • Sweden

The EFTA Member States are:

  • Iceland
  • Liechtenstein
  • Norway

Although Switzerland is not part of the EEA, Swiss nationals enjoy many of the same rights, including employment in the Civil Service.

Turkish nationals are not automatically eligible for employment in non-reserved posts in the Civil Service. They are only eligible if they have been lawfully employed in the United Kingdom for four years in any job, or if they have been lawfully employed for three years in a job within the same "occupation" as the post which they wish to take up within the Civil Service.

United Kingdom dependent territories

  • Anguilla
  • Bermuda
  • British Antarctic Territory
  • British Indian Ocean Territory
  • British Virgin Islands
  • Cayman Islands
  • Falkland Islands and Dependencies
  • Gibraltar
  • Montserrat
  • Pitcairn, Henderson, Ducie and Oeno Islands
  • St Helena and Dependencies (principally Ascension and Tristan da Cunha)
  • Turks and Caicos Islands
  • The Sovereign Base Areas of Akrotiri and Dhekelia

British protected person

The status of British protected person (BPP) is a status held by certain persons under the British Nationality Act 1981. It is not traditionally considered a form of British nationality - as British protected persons are not Commonwealth citizens in British nationality law, they do not have full civil rights in the United Kingdom. However, BPPs, like Commonwealth citizens and Irish citizens, are not considered aliens in the United Kingdom, and it has been submitted that as they are not stateless, they must have some kind of nationality, and that nationality must by necessity be a form of British nationality. Their position is therefore sui generis.

As BPPs are not Commonwealth or Irish citizens, they are not eligible to vote in the United Kingdom. However, as they are not aliens, they are eligible for most public positions, e.g. in the armed forces, civil service, etc.

Minimum qualifications

For Senior professional posts

You shall have formal academic qualifications, broadly at degree level, together with several years’ relevant experience.  We would expect you to be a member of an appropriate professional institution. You will be able to demonstrate the key competencies required for these posts, including; self management, managing others, project and programme management; analysis and use of evidence and financial management.

For professionals working towards chartership

You will have formal qualifications, broadly at degree level, relevant experience and working towards Corporate Membership of an appropriate professional institution. You will be able to demonstrate the key competencies required to work for Transport Scotland including self management, managing others, project and programme management; analysis and use of evidence and financial management.

Generalist posts – what you need

Well, a wide range of personal attributes really, all of which are vital to your success. A self-starter, you'll have well-developed organisational abilities, strong interpersonal skills and the ability to work in a team while exercising your own initiative.

For our general administration posts at Band A (Administrative Staff), you'll need a number of standard or ordinary grades at level 3 or above (or equivalent), including English and a subject indicating a competency in figure work such as maths or finance.

At the next level, Band B (first line manager), we have posts for policy, administrative and casework executives. Positions at this level are generally associated with graduates or people with university entry qualifications.

Additionally we work with Skills Development Scotland offering a number of Modern Apprenticeships. These are initially a one year fixed term appointment at A3 grade for 16-24 year olds which will lead to permanent employment if the Modern Apprentice successfully completes probation; passes the Level 2 SVQ; and then passes an interview at the end of the year.  Please visit Skills Development Scotland for more details.

Skills for Success

The specific skills we need to be successful, as an organisation and as individuals, are set out in the Scottish Government's Skills for Success framework.

For each grade there is a set of core skills that link together. We need to demonstrate these in whatever job we do in the Scottish Government. These also link together between grades so that we can build on them as our careers progress. There are more core skills at senior levels to reflect the extra leadership demands and complexity of these roles.

The skills for each grade are detailed below.

There are additional skills that are more specific to the area of public service delivery we work in. These help professionals in policy, operational, and corporate services; they also help other specialists like lawyers, economists and surveyors to develop their careers.

Band A

SKILLS FOR SUCCESS – Band A Core Skills
Managing and Leading Delivering Outcomes
Self Awareness Team Work Customer Service Information Management Communications and Engagement
Responsible for personal behaviour and is accountable for own actions, health and wellbeing. Knows and understands the contribution the team makes to the Directorate Plan and Government Purpose. Knows and understands internal and external customers & how they fit into the SG and the wider public sector. Uses a range of corporate systems and is aware of security and organisational procedures. Contributes views, ideas and experience, identifying appropriate methods of communication and target audience.
Aware of personal strengths, takes pride and responsibility for performance at work and is responsive to constructive feedback. Can be relied on to deliver agreed personal objectives and is aware of how their work connects with the work of others. Understands customer needs and expectations and responds in a helpful and professional way. Accesses, manages, stores, retrieves information through effective use of SG Management Information Systems. Identifies and sources information to produce accurate numeric work and concise, well structured written work using SG guidance.
Adaptable, contributes to and embraces new ways of doing things, seeking the support of others when needed. Builds networks and maintains good working relationships with colleagues, valuing their contribution and open to different points of view. Builds positive working relationships with customers and works to agreed time scales and standards of quality. Shares and presents information of all kinds in an appropriate format, accurately and on time. Verbal communication is confident, contributing ideas in a clear and concise way.
Identifies personal development needs and actively manages own development plan. Contributes views, ideas and experience to improve the team’s performance, offering and/or seeking practical help when necessary. Takes responsibility to review and improve customer service, listening to and acting on feedback. Contributes to the continuous improvement of Management Information Systems. Inquisitive and actively listens, responding appropriately using clarifying questions to test understanding.

Band B

SKILLS FOR SUCCESS – Band B Core Skills
Managing and Leading Delivering Outcomes
Self Awareness People Management Communications and Engagement Improving Performance Analysis and Use of Evidence Financial Management
Responsible for personal behaviour and is accountable for own actions, health and wellbeing . Prioritises and agrees objectives aligned with the Directorate Plans to engage staff, manage workloads and build capacity to deliver. Engages and is credible with stake-holders and is connected to a range of internal and external networks. Demonstrates ongoing use of relevant performance improvement tools and techniques including skills development. Use evidence to assess, measure and evaluate projects and policies, considering the impact on other policies and government outcomes. Uses accurate and relevant financial data to create objectives and targets relevant to budget responsibilities.
Aware of personal strengths and takes pride and responsibility for performance at work and responsive to constructive feedback. Credible with staff, creating conditions to build confident effective teams that empower, value, develop and motivate people. Communicates clear & creative ideas that meet the needs of a range of audiences, ensuring objectives & outcomes are achieved. Uses SG Programme and Project Management Principles effectively and proportionately. Engages with analytical specialists at appropriate stages of policy and programme development. Takes responsibility for the monitoring and controlling of expenditure.
Adaptable and embraces new ways of doing things, contributing ideas and energy to continuous improvement. Raises performance using constructive challenge, feedback and coaching skills, seeking support and advice from HR professionals when needed. Produces concise, clear, well structured written work using SG guidance. Adapts quickly to fit skills and resources to changing circumstances and expectations.   Interrogate analytical and management information to draw out key messages and findings to support decisions. Understand & apply the principles of Budgeting, Financial Management & Resource Accounting outlined in the Scottish Public Finance Manual.
Takes control of personal and professional development, actively managing own Personal Learning Plan as well as supporting the development of others when needed. Aware of impact on others and creates a positive environment for innovation, is aware of diversity and equality and supports health and wellbeing. Considers and communicates the impact of decisions on wider policies and programmes. Applies risk management principles to decision making and controls opportunities and threats to achieving objectives. Organises and collates robust information from a variety of sources in decision making, sharing knowledge and information across the wider system. Maintains regular contact with relevant finance staff, and knows when to seek advice from audit, risk, procurement and finance professionals.

Band C

SKILLS FOR SUCCESS – Band C Core Skills
Managing and Leading Delivering Outcomes
People Management Leading Others Communications and Engagement Improving Performance Analysis and Use of Evidence Financial Management
Prioritises and agrees objectives aligned with the Directorate Plans to engage staff. Responsive to change, managing workloads and building capacity to deliver. Communicates a clear vision which supports actions and engages others. Contributes to and develops clear, creative and detailed policy communication strategies to achieve SG outcomes. Uses relevant tools, techniques and skills development to facilitate continuous improvement. Develops policy options and decisions using a range of evidence and research, to ensure that polices are aligned to outcomes. Interprets and uses accurate financial data to inform decision-making, investment appraisals and risk management implications.
Credible with staff, creating conditions to build confident and effective teams that empower, value, develop and motivate people. Takes responsibility to deliver consistent services, managing risk and resources to support continuous improvement. Manages internal and external relationships, creating positive networks and maintaining trust and credibility. Understands SG Programme and Project management Principles and uses PPM effectively and proportionately Uses relevant evidence, recognising validity and limitations, in evaluations & assessment of risks against desired outcomes, e ngaging analytical specialists appropriately. Delivers objectives within budget, applying procurement policies & procedures and knows when to seek advice from audit, risk, procurement and finance specialists.
Raises performance issues using constructive challenge, feedback and coaching skills, seeking support and advice from HR professionals when needed. Promotes collaborative working and is able to respond creatively to tough challenges. Knows when to engage with Communications specialists and considers the impact on other policies and programmes across SG & wider system. Adapts quickly to fit skills and resources to changing circumstances and expectations. Captures and securely organises knowledge & information for wider use across the organisation. Set targets to improve the value achieved from resources, utilising financial data in business cases for change and monitors outcomes using performance measures.
Self aware, recognises impact on others and creates a positive environment which supports diversity and equality and promotes health and wellbeing. Actively manages authorising environment, making connections across boundaries to build strong networks and partnerships. Communicates complex information clearly, presenting strategic ideas in a clear and positive way. Maintains and promotes risk management processes to improve strategic planning and resource allocation. Shares knowledge and information across the wider system, to obtain best value from it across the wider public service . Understands the wider public expenditure and financial decision making environment as outlined in the policies of the Scottish Public Finance Manual.