Principal Policy Officer

Greater London Authority (GLA); London; Hybrid; GBP 40,000 - 55,000; Full time

Job summary

The Greater London Authority is seeking a skilled individual to support the management of the Adult Skills Fund. This role involves timely allocation of funds, drafting key documents for governance, and collaborating within teams to enhance funding processes. The candidate will exhibit strong leadership skills, and possess an expert understanding of adult skills programs and policies that impact London's community.

Benefits

30 days annual leave

Interest-free season ticket loan

Interest-free bicycle loan

Qualifications

• Experience with adult skills funded programmes.
• Knowledge of funding rules and rates.
• Expertise in drafting policy papers and documents.

Responsibilities

• Lead the allocation of ASF funds and manage business growth funding processes.
• Draft Mayoral Board papers and funding guidance documents.
• Provide inclusive line management to the FPS Systems team.

Skills

Computer literacy

Data analysis

Communication

Influencing policy

Project management

Job description

Communities & Skills

Collaborative, open, inclusive and fair - we work with and through partners to ensure Londoners can shape healthy, empowered and productive lives. Communities and Skills is led by Executive Director, Tunde Olayinka and is comprised of the following units: Civil Society & Sport, Communities & Social Policy, Group Public Health Unit, Skills and Employment and Health, Children and Young Londoners.

About the team

The Skills & Employment unit is responsible for overseeing adult skills delivery in London following delegation of the Adult Skills Fund from the DfE to the GLA in 2019 and the introduction of Skills Bootcamps in 2022.

About the role

Sitting in the wider Funding Policy and Systems Team, the role will support the Funding Policy side of the team to ensure that the Adult Skills Fund (ASF) allocations are timely and accurate, lead the ASF reconciliation end of year process and any business growth processes stemming. The successful candidate will support the Senior Skills Funding Policy Manager in drafting Mayoral Board papers, ASF guidance documents such as the ASF Funding Rules and Rates and the design and successful management of any ASF competitive grant-award process.

What your day will look like

• Lead work to ensure that the ASF funds are allocated in a timely and accurate manner, lead on annual ASF reconciliation process and manage any subsequent business growth funding process.
• Draft relevant Mayoral Board papers in line with the governance process and the Skills and Employment assurance framework, draft and publish the ASF Funding Rules and other guidance documents as required to reflect any GLA/DfE changes.
• Provide support in the drafting and design of ASF tender documents, manage the successful completion of competitive grant award process where necessary.
• Provide support and working collaboratively with members of the other teams within the Skills and Employment Unit such as the Delivery team, the Policy team and the Programmes Management Office team.
• Provide emotionally intelligent and inclusive line management and support to the FPS Systems team during a period of change.

Skills, knowledge and experience

To be considered for the role you must meet the following essential criteria:

• Demonstrate experience of computer literacy including excel spreadsheets and presentation software, providing data analysis and technical advice across a range of adult skills funds whilst promoting a positive team culture that respects diversity and deals with barriers to inclusion.
• Have, or be able to rapidly develop, an expert knowledge of adult skills funded programmes including funding rules, funding rates and formula.
• An understanding of skills and employment priorities in the Capital specifically in relation to funding systems design.
• Experience of working with procurement and / or legal colleagues in order to design and implement skills or employment programmes is desirable.
• A successful track record, in a high-profile organisation, of influencing policy, especially skills or funding policy.Experience of working with the ILR or similar datasets is desirable.
• Seek and incorporate diverse perspectives to help produce workable strategies to address complex issues.

BEHAVIOURAL COMPETENCIES

Communicating and Influencing

… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.

Level 3 indicators of effective performance:

Encourages and supports teams in engaging in transparent and inclusive communication

Influences others and gains buy-in using compelling, well thought through arguments

Negotiates effectively to deliver GLA priorities

Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement

Advocates positively for the GLA both within and outside the organisation

Building and Managing Relationships

… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.

Level 3 indicators of effective performance:

Actively engages partners and encourages others to build relationships that support GLA objectives

Understands and recognises the contributions that staff at all levels make to delivering priorities

Proactively manages partner relationships, preventing or resolving any conflict

Adapts style to work effectively with partners, building consensus, trust and respect

Delivers objectives by bringing together diverse stakeholders to work effectively in partnership

Problem solving

… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.

Level 3 indicators of effective performance

Clarifies ambiguous problems, questioning assumptions to reach a fuller understanding

Actively challenges the status quo to find new ways of doing things, looking for good practice

Seeks and incorporates diverse perspectives to help produce workable strategies to address complex issues

Initiates consultation on opportunities to improve work processes

Supports the organisation to implement innovative suggestions

Research and analysis

…is gathering intelligence (information, opinion and data) from varied sources, making sense of it, testing its validity and drawing conclusions that can lead to practical benefits.

Level 3 indicators of effective performance

Expands networks to gain new information sources for research and policy development

Identifies and implements methods to ensure intelligence is of a high quality

Encourages others to analyse data from different angles, using multiple perspectives to identify connections and new insights

Tailors research investment in line with likely impact for Londoners and policy priorities

Retains a bigger picture view, ensuring research recommendations are appropriate and practical for the GLA and its stakeholders

Organisational Awareness

… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.

Level 3 indicators of effective performance:

Uses understanding of differences between the GLA and its partners to improve working relationships

Helps others understand the GLA and the complex environment in which it operates

Translates changing political agendas into tangible actions

Considers the diverse needs of Londoners in formulating GLA objectives

Helps others understand how the media and external perceptions of the GLA influence work

Planning and Organising

… is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.

Level 3 indicators of effective performance:

Monitors allocation of resources, anticipating changing requirements that may impact work delivery

Ensures evaluation processes are in place to measure project benefits

Gains buy-in and commitment to project delivery from diverse stakeholders

Implements quality measures to ensure directorate output is of a high standard

Translates political vision into action plans and deliverables

The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here:GLA Competency Framework

How to apply

If you would like to apply for the role you will need to submit the following:

• Up to date CV
• Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.

Please ensure your CV and Personal Statement have a maximum file size of 1.5MB each and upload your Personal Statement to the ‘CV and Cover Letters’ section’ of the form, ensuring you address the technical requirements and competencies in your Personal Statement.

Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and Personal Statement are saved with the job reference number as part of the naming convention (E.g., “CV – applicant name - 012345)

As part of GLA’s continuing commitment to be an inclusive and equal opportunity employer we will be removing personal identifiable information from CVs and Personal Statements that could cause discrimination.

If you have questions about the role

If you wish to talk to someone about the role, the hiring managerLubomira Anastassova-Chirmiciuwould be happy to speak to you. Please contact her [e-mail]

If you have any questions about the recruitment process, contact [e-mail] support the GLA with recruitment.

Assessment process

Once you have submitted an application, your details will be reviewed by a panel.

If shortlisted, you’ll be invited to an interview/assessment.

The interview/assessment date is: w/c 16/07/2025(may be subject to change)

Equality, diversity and inclusion

London's diversity is its biggest asset, and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability.

We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.

We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share.

Please note we are a Disability Confident Employer so for candidates who wish to be considered under the scheme and meet the essential criteria, they will automatically be invited to interview. Please note, should you require any adjustments through the process, we will accommodate as much as possible. Please contact the recruitment team for further information if required.

Benefits

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office.

In addition to a good salary package, you will be paid every four weeks, providing frequent salary payments. We also offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme.

Additional Information

Please note, all candidates will need to confirm that the information provided in this application form is true and correct. Should a candidate deliberately give false information, including the use of AI software, they understand that this would disqualify them from consideration.

Successful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening.

Find out which DBS check is right for your employee - GOV.UK (www.gov.uk)

More Support

If you have a disability which makes submitting an online application form difficult, please [e-mail].

The GLA is proud to be a Level 2: Disability Confident employer. We are committed to becoming a more inclusive and accessible organisation, and creating a truly inclusive and accessible workplace and culture for our disabled staff. We have named Disability Equality as a key corporate priority within our EDI Strategy. We welcome and encourage applications from disabled applicants. Should you wish to opt into the scheme, please let us know during your application.

Please note all applications for this vacancy must be submitted via our online recruitment system. We do not accept CVs alone for this role. Please upload a personal statement with a maximum of 1500 words to the ‘Additional Documents’ section of the form, ensuring you address the following technical requirements and competencies in your personal statement. Word or PDF format preferred and do not include any photographs or images.

The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA competency framework.

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office.

London's diversity is its biggest asset, and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith, or disability.

We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce. We are a disability confident employer who guarantee an interview to any disabled candidate who meets all of the essential criteria.

We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share.

In addition to a good salary package, we offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme.