Job summary
DSIT
At DSIT we’re all about improving people’s lives by maximising the potential of science & technology.
We accelerate innovation, investment and productivity through world-class science, research and development.
We use technology for good by ensuring new and existing technologies are safely developed and deployed across the UK, with the benefits more widely shared.
We are driving forward a modern digital government which gives citizens a more satisfying experience and their time back.
We do all this to enable the Government’s 5 national missions: kickstarting economic growth, making Britain a clean energy superpower, taking back our streets, breaking down barriers to opportunity and building an NHS fit for the future.
Above all, we focus on improving people’s lives. Whether it’s researching new treatments for disease, developing better batteries, reducing burdens through better public services, keeping children safe online, and much more, outcomes for citizens are at the heart of what we do.
Our Inclusive Environment
We offer flexible working benefits, employee well-being support and a great pension. We are enormously proud to be a Disability Confident Leader employer. We support candidates with adjustments throughout our recruitment process. Information about disability confidence and just some examples of the adjustments that you can request can be found in the reasonable adjustment section below.
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 D&I Strategy.
Find Out More
We regularly run events where you can find out more about the department and tips for the application and interview process. You can sign up for upcoming events here: https://forms.office.com/e/Jae3B4w7xm
You can also follow our LinkedIn Page: https://www.linkedin.com/showcase/dsitcareers/
Role
The Role and Our Team
Having the right regulatory frameworks in place is a key delivery mechanism to achieve innovation and growth in the space sector. The Space Industry Act 2018 (SIA) and Space Industry Regulations 2021 provide a modern, flexible framework to enable commercial launches, spaceport operations, range control, satellite and novel and emerging space activities to be carried out within the UK.
The SIA sits alongside the Outer Space Act 1986, which continues to apply to operations outside the UK, by UK entities. But space is a rapidly advancing sector, with innovators and investors seeking to bring new and novel mission types to market and a recent step-change in the number and cadence of satellite launches. It is essential that regulation adapts to keep pace.
In May 2024, Government identified key areas for regulatory reform through the publication of a comprehensive Space Regulatory Review (SRR). This review was developed collaboratively with industry, academia, investors and independent regulators. The SRR identified the need for clarity, certainty and confidence, setting out seven outcomes with 17 recommendations providing the strategic framework for space regulatory reform. A programme is live which is jointly delivering its recommendations across HMG, regulators and the sector.
In March 2025, the Chancellor of the Exchequer published the Regulation Action Plan, calling for a One-Government approach to remove excessive risk aversion to foster innovation and economic growth. In the Industrial Strategy, Government also set out our commitment to ensure that regulation supports and keeps pace with innovation, contributing to the reduction in administrative cost of regulation for business by 25% across sectors and prioritising regulatory reform for the UK’s frontier industries.
Building on this ambition for space, in the Advanced Manufacturing Sector Plan, Government committed to identifying rapid-growth areas for innovative regulatory testing tools and sandboxes, providing up to £7 million in additional funding, and to deliver the recommendations set out in the Space Regulatory Review.
Jointly leading the new xHMG Regulation xCutting Activity governance alongside the Department for Transport, UK Space Agency are committed to driving forward the reforms to:
- Leverage regulation as a strategic tool to accelerate the development of national capabilities
- Reduce regulatory admin and compliance costs on businesses while streamlining processes to ensure a responsive, agile regime that accelerates growth and innovation
- Influence emerging international frameworks, guidelines and best practice to promote collaboration and trade
- Reduce threats and hazards to space operations through proportionate regulation. The postholder will work with the wider UKSA regulation team and across UKSA, DfT, xHMG, the space sector and the independent regulators in the Civil Aviation Authority and Ofcom to stimulate growth and innovation by maximising the benefits of innovative approaches to Space Regulation, including delivering a multi-million pound, multi-year programme of regulatory sandboxes and other innovative regulatory testing tools.
Person specification
Key Responsibilities
- Scope out opportunities for regulatory sandboxes and other innovative testing tools, with up to £7million funding available, identifying regulatory gaps and barriers to the adoption of new technologies
- In partnership with HMG stakeholders, independent regulators and the sector, deliver regulatory sandboxes to successful completion, ensuring milestones are met and that innovative regulatory testing tools provide outputs to support the rapid safe introduction of new technologies and activities
- Support departmental policy input to sandbox topics, in addition to engagement xHMG, with independent regulators and the sector, to manage interdependencies
- Support co-ordination of space contributions to xHMG commitments on regulatory reform and innovation
- Support governance as required of the new xHMG Regulation xCutting Activity Board, in partnership with DfT and wider HMG stakeholders and independent regulators
- Regular engagement with stakeholders in the space sector and xHMG.
Essential Criteria
- Strong stakeholder engagement skills-managing complex stakeholder relationships to support delivery
- Experience of delivering effectively cross-government
- Experience of engaging and working in partnership with the UK space sector
- Experience of programme delivery and/or managing grants
Desirable Criteria
- Knowledge of UK regulation and/or wider space policy
Behaviours
We'll assess you against these behaviours during the selection process:
- Delivering at Pace
- Communicating and Influencing
- Seeing the Big Picture
- Working Together
Benefits
Alongside your salary of £44,620, Department for Science, Innovation & Technology contributes £12,926 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
The Department for Science, Innovation and Technology offers a competitive mix of benefits including:
- A culture of flexible working, such as job sharing, homeworking and compressed hours.
- Automatic enrolment into the Civil Service Pension Scheme, with an employer contribution of 28.97%.
- A minimum of 25 days of paid annual leave, increasing by 1 day per year up to a maximum of 30.
- An extensive range of learning & professional development opportunities, which all staff are actively encouraged to pursue.
- Access to a range of retail, travel and lifestyle employee discounts.
Office attendance
The Department operates a discretionary hybrid working policy, which provides for a combination of working hours from your place of work and from your home in the UK. The current expectation for staff is to attend the office or non-home based location for 40-60% of the time over the accounting period.
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 (opens in a new window) for more information on appropriate and inappropriate use.
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
As part of the application process you will be asked to complete a CV and personal statement. Further details around what this will entail are listed on the application form.
Please use your personal statement (in no more than 500 words) to demonstrate how you meet the essential criteria of the role.
Applications will be sifted on personal statement.
Please note - the CV incorporated into the application form is for information purposes only and will not be scored.
In the event of a large number of applicants, applications will be sifted on the personal statement only.
Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
The interview will consist of behaviour questions.
A reserve list of candidates may be kept for up to 12 months.
Sift and interview dates to be confirmed
Further Information
Reasonable Adjustment
We are proud to be a disability confident leader and we welcome applications from disabled candidates and candidates with long-term conditions.
Information about the Disability Confident Scheme (DCS) and some examples of adjustments that we offer to disabled candidates and candidates with long-term health conditions during our recruitment process can be found in our DSIT Candidate Guidance. A DSIT Plain Text Version of the guidance is also available.
We encourage candidates to discuss their adjustment needs by emailing the job contact which can be found under the contact point for applicants section.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
If successful and transferring from another Government Department a criminal record check may be carried out.
New entrants are expected to join on the minimum of the pay band.
A location based reserve list of successful candidates will be kept for 12 months. Should another role become available within that period you may be offered this position.
Candidates who meet the minimum benchmark may be placed on a Reserve List for consideration for similar roles, including those at a lower grade. Candidates who narrowly miss the benchmark and are not placed on the Reserve List may still be considered for an offer in a similar role at a lower grade.
Please note terms and conditions are attached. Please take time to read the document to determine how these may affect you.
Any move to the Department for Science, Innovation and Technology from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website.
DSIT does not normally offer full home working (i.e. working at home); but we do offer a variety of flexible working options (including occasionally working from home).
DSIT cannot offer Visa sponsorship to candidates through this campaign. DSIT holds a Visa sponsorship licence but this can only be used for certain roles and this campaign does not qualify.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service/Disclosure Scotland 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 [email protected] stating the job reference number in the subject heading.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email [email protected]
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter
For further information on National Security Vetting please visit the Demystifying Vetting website.
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 counter-terrorist check (opens in a new window). See our vetting charter (opens in a new window).
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) (opens in a new window)
- 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 (opens in a new window)
Working for the Civil Service
The Civil Service Code (opens in a new window) 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 (opens in a new window).
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 (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
Apply and further information
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).
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
Recruitment team
Further information
Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. If you feel that your application has not been treated in accordance with the recruitment principles, and wish to make a complaint, then you should contact in the first instance [email protected] . If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: Click here to visit Civil Service Commission/Complaints.
Attachments
DSIT T&Cs v1.2 (1) Opens in new window (docx, 179kB)
