DWP Recruiting Again - 2012

ehazard2012

Can someone please advise me:

my example for Managing People and performance and my example for building capability come from a research and development project. the actions i carried out for my building capability example were achieved before my managing people example:

For building capability i will be discussing how I carried out a survey to determine best method of training within the department that i was currenlty working.

My managing people example discusses how i implemented a training programme and managed staff after its launch.

what happens if the interviewer asks about managing people before they ask about building capability.

will it still be ok to use both these examples

KeyserSoze888

Jones_64 wrote: »

hi
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Can you please take a look as i only got 4.
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Leading
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My role as a security officer is based in a local jobcentre where I act as Team Leader for six other officers, guiding them in their daily duties and ensuring they operate at full capacity.
As a team leader my first role is to demonstrate certain qualities such as integrity, professionalism, clear communication skills that the other officers can then use as examples to follow. Additionally I am required to motivate and inspire my staff who can then be better placed to deal customers from such a varied background.
My role entails monitoring the performance of the other guards. I do this by observing them in their roles since I am usually in close proximity when they are discharging their duties. I then compare this to our performance indicators and targets to make sure these are being achieved.
I conduct performance reviews with my staff to give feedback which they can then incorporate into their daily roles in order to improve. This also gives me an opportunity to articulate to them any changes in our duties or development opportunities that will make us more conducive to success in our jobs

First thing to do would be to think of a specific example of leading within your role, rather than just a general description of your duties.

Remember STAR - S Situation T Task A Action R Result. Have a read of this http://www.dwp.gov.uk/docs/prep-interview-ext.pdf

Souk

Jones_64 wrote: »

hi
!
Can you please take a look as i only got 4.
!
!
!
!
!
Leading
!
My role as a security officer is based in a local jobcentre where I act as Team Leader for six other officers, guiding them in their daily duties and ensuring they operate at full capacity.
As a team leader my first role is to demonstrate certain qualities such as integrity, professionalism, clear communication skills that the other officers can then use as examples to follow. Additionally I am required to motivate and inspire my staff who can then be better placed to deal customers from such a varied background.
My role entails monitoring the performance of the other guards. I do this by observing them in their roles since I am usually in close proximity when they are discharging their duties. I then compare this to our performance indicators and targets to make sure these are being achieved.
I conduct performance reviews with my staff to give feedback which they can then incorporate into their daily roles in order to improve. This also gives me an opportunity to articulate to them any changes in our duties or development opportunities that will make us more conducive to success in our jobs

You have not used a specific example to satisfy the competency.

KeyserSoze888

Would it be accurate to say that it appears a fair few people are doing better with their interview scores than their written competency scores? Just a general observation. May be way off the mark.

poiuyt

MakemBill wrote: »

Can I say you really do not need to overcook your preparations? If you know your competencies (and lets face it if you’ve got through he sift you should) you’ll be fine. If you don’t then how did you get there in the first place? Believe in yourself or you’ll be your own worst enemy.

Congratulations on your score.:j
All being well, you should be top of the queue for for the job.
I see that you say that it's not necessary to "over cook" your preparations?

Does that mean you should't give a full bloated "overcooked" Star Answer and perhaps instead, give basic details and wait for them to probe? Or did you mean something else?

MakemBill

Jones_64 wrote: »

hi
!
Can you please take a look as i only got 4.
!
!
!
!
!
Leading
!
My role as a security officer is based in a local jobcentre where I act as Team Leader for six other officers,I manage my team, guiding them in their daily duties and ensuring they operate at to their full potential full capacity. I do this by (explain how you guide them; do you implement a policy, have you written guidelines are there national standards such as kite marks...explain briefly and with impact).
As a team leader my first In my role is to I demonstrate certain qualities such as integrity, professionalism, and use clear and effective communication skills that the other officers can then use as examples to follow through verbal and written mediums. Additionally I am required to motivate and inspire my staff who can then be better placed to by my own example in dealing with customers from such a varied variety of backgrounds.
My role entails monitoring I monitor the performance of my staff by... the other guards (talk about how you set targets and monitor performance in better detail...also how do you deal with poor performance...support and guidance/training). I do this by observing them in their roles since I am usually in close proximity when they are discharging their duties. I then compare this to our performance indicators and targets to make sure these are being achieved. (This passage is far too fluffy and needs to be firmed up)
I conduct performance reviews with my staff to give feedback which they can then incorporate into their daily roles in order to improve. This also gives me an opportunity to articulate to them any changes in our duties or development opportunities that will make us more conducive to success in our jobs you're using words here that are probably alien to you..., meaning words that you wouldn't normally use. Only use language that you're comfortable with otherwise they'll ask you technical questions in a jargon filled language that may trip you up...plain English. .

Take out the light blue writing...add the red and observe the blue bits. This is a very rough look at it and even after these changes would need a lot more to pull it in. I've literally just given a five minute makeover to part of your competency.

Honestly; your example is weak, but can be improved by using impact in your writing. You're not addressing the Women's Institute (and please don't imagine for a second that I'm being patronising...I'm not) Be far more specific. Use STAR to build your competency; Situation, Task, Action, Result, describing each stage.

I imagine you see the job being carried out daily and feel you're quite capable of doing it. It's not that easy but hey, you may be very well equipped. I would suggest you be more direct and selfish even in the way you right it. How great am I!

MakemBill

poiuyt wrote: »

Congratulations on your score.:j
All being well, you should be top of the queue for for the job.
I see that you say that it's not necessary to "over cook" your preparations?

Does that mean you should't give a full bloated "overcooked" Star Answer and perhaps instead, give basic details and wait for them to probe? Or did you mean something else?

In short NO! I didn't mean that. I'm sorry if I confused you. Don't over prepare. You already know your competencies. You wrote them and prior to that you experienced them. Just feel comfortable talking about them.

I took in an A4 printed table with 5 columns by 6 lines. The heading line on top of each column had five titles;
Competency,Original example,Bullet Point,Second Example,Notes

In each competency line I highlighted the competency heading and the main sub headings from the DWP Competency;

Building Capability

Work collaboratively

Communicate clearly to relevant people

Develop knowledge and skills

I then wrote a one word descriptor of my original example such as IT Skills, under which I made I made three one or two word notations to remind me of the main points.

Under Bullet points I put in bullet points in different colours so I could easily distinguish between them as in my Managing People and Resources:

Clear Targets, Objv

Monitor outputs

Compared to others

Increase efficiency

Analysed Reasons

Utilising Team skills

Use resources (Right Core Care, MAS)

I made a note as in column 2 to cover a secondary example in case I was asked for it

In the final column I put reminders of other things I’d like to bring in as in leadership;

Had Knowledge

Shared Best Practice

Lead from the front

Effective delegation

I then referred to this only during the interview, looking at it once after the question was asked. I never referred to it again after that but it was there if I needed it.

This was my way and others will have had there's but all you need is a reference point to guide you and act like your very own comfort blanket.

Good luck!

MakemBill

ehazard2012 wrote: »

Can someone please advise me:

my example for Managing People and performance and my example for building capability come from a research and development project. the actions i carried out for my building capability example were achieved before my managing people example:

For building capability i will be discussing how I carried out a survey to determine best method of training within the department that i was currenlty working.

My managing people example discusses how i implemented a training programme and managed staff after its launch.

what happens if the interviewer asks about managing people before they ask about building capability.

will it still be ok to use both these examples

It doesn't matter what order they put the questions to you. However it would be perfectly acceptable to say to them something along the lines of "Thanks for asking about Managing People. This example actually follows on from my Building Capability example but I'm more than happy to discuss this with you now". All this will do will let them know it's linked and they can consider changing the order to suit you (they're likely to do this) or bear that in mind when you address the other competency. A lot of examples actually satisfy a lot of points in other competencies. The panel are experienced enough to know the message you're putting over.

poiuyt

MakemBill wrote: »

In short NO! I didn't mean that. I'm sorry if I confused you. Don't over prepare. You already know your competencies. You wrote them and prior to that you experienced them. Just feel comfortable talking about them.

I took in an A4 printed table with 5 columns by 6 lines. The heading line on top of each column had five titles;
Competency,Original example,Bullet Point,Second Example,Notes

My you are very organised! This has been a great help, thanks. You planned very well it seems and got a well-deserved high score.
I'm now re-considering taking notes in. I think it's a good idea especially in case you're asked for another example. Thanks again!

MakemBill

poiuyt wrote: »

My you are very organised! This has been a great help, thanks. You planned very well it seems and got a well-deserved high score.
I'm now re-considering taking notes in. I think it's a good idea especially in case you're asked for another example. Thanks again!

I just hope it helps. Others may have better ideas, but I found mine went to the heart of what was needed and suited me fine. I hardly used it apart from looking at the main issues as the question was asked, but it was a comfort having it.