Highways Agency

Timetable of significant dates

Adverts go live 
2 October

Open Days
10 October

Closing date for applications 
12 noon on 20 October

Short-listing completed by
31 October

Assessment Centre
14 November to 1 December (subject to numbers)

Job specific interviews 
20 November to 15 December

Results and position offers
18 December

How to apply

The selection process is comprised of: 

• Application form 
• Achievement record 
• Short-listing 
• Application form Part 2 
• Assessment centre 
• Job specific interview

The on-line application form

The application form plays a key part in our recruitment and selection process and we use the information you give us to decide whether or not to shortlist you for an interview. 

Applications closed on 20th October 2006. The online application form has now been removed. 

Should you have any queries please contact the Highways Agency hotline on 0845 602 1487.

Achievement Record

The Achievement Record is a really important part of the application form and designed to let you tell us about yourself, your experiences, personal qualities, job knowledge, skills and abilities which make you suitable for the roles.  Please ensure that you give specific examples, which demonstrate how you meet the essential criteria/competencies for the post for which you are applying.

You will need to complete your achievement record electronically by completing the RTF document below, and have it ready to attach when you have completed the on-line application form and are ready to submit it. 

The Achievement Record is available here (RTF 39KB)

Enquiries about the On-line Application Forms and Achievement Records, or to receive a hard-copy, should be made to:

Tel: 0845 602 1487 (Monday - Friday, 9am - 6pm),
or by email to: haleadership@responseability.com

Completed hard-copy Application forms and Achievement Records should be returned to:

Highways Agency - Leadership recruitment scheme
Responseability
2nd Floor
New Penderel House
283-288 High Holborn
London WC1V 7HG

Please note closing date for receipt of completed applications is 20 October 2006.

Application Form Part 2

Those candidates who are successful at the short-listing stage will be required to provide further information about referees, employment history etc.  A form will be sent out with an invite letter, which will need to be completed and emailed to sue@cpcr.co.uk by 8 November 2006 latest.

Assessment centres will be held at Beeches Conference Centre, Bourneville, Birmingham between 14 November and1 December

The selection process

Following short-listing, selection will be a two-part process.

• Part 1 will consist of a leadership assessment centre which will assess capabilities in terms of the competencies required for the post
• Part 2 will be a job specific interview with at least one manager from the area for which you are applying, plus an independent member of the Highways Agency.

You will need to demonstrate that you reach the necessary standard in both the leadership assessment centre and job specific interview to be offered a post.

Short-listing and interview process

The short-listing panels and the interview panels will be looking for a variety of evidence from the Achievement Record and the performance at the Job Specific interview.

This will include evidence and examples of the competences/requirements for the post, the personal skills and contribution made by the candidate in providing this evidence/example, and how the candidates experience matches the requirements for the job.
A fuller description of what should be provided is shown in the Helpful Information link.

Assessment Centre process

What is an assessment centre?

An assessment centre is a unique opportunity for candidates to demonstrate their competence to operate at Pay Band 7 and 8 level for the Highways Agency.  It allows assessors to observe candidates over a range of exercises and provides a more rounded picture than a single interview.

The Assessment Centre will last for a full day. 

Why use assessment centres?

Research suggests that an assessment centre is more predictive of future job performance/potential than any other selection method is alone.  Candidates are presented with numerous opportunities to display the criteria over a range of exercises.  Using a range of exercises means that a candidate can improve poor performance in any one exercise.

Assessment centres assess a range of criteria (see below) through a variety of exercises.  The evidence collected against the criteria is then discussed in the round and decisions made on the suitability of the candidate discussed.

Exercises we may be using

The type of exercises we may be using Assessment centre exercises will be drawn from the following range of exercises.  Candidates invited to assessment centre will receive further briefing about the assessment centre with their invite letter.

Business Simulation Exercise

This type of exercise requires you to be able to make sense of a large amount of information and use it to form a solution and complete a task in relation to the information you have been given.  There tends to be no right or wrong answer with this type of exercise.

Group Discussion

These exercises take various forms, but all are looking for you to be able to work in a group of up to six individuals.  There tends to be no right or wrong answer with this type of exercise. 

Presentation

These can take various forms including a presenting on a topic given to you ahead of the assessment centre (ie in the invitation letter), to presenting your thoughts on a topic given to you on the assessment day.

Competency based Interview

This type of interview is usually conducted by at least two assessors.  Interview questions can be asked on any of the competency areas published for this campaign.   Please see Guidance Notes for further information about what interview panels are looking for.

Role play

These exercises involve you working with a role-player (often an actor) to deal with a 'people' related issue.  You are not expected to role play, but rather deal with the situation as you would should it arise within your team.

In-tray

This type of exercise requires you to be able to make sense of a large amount of information and use it to prioritise the information given.

Written Exercise

These can take several forms, from analysing what has gone on in the group discussion to producing a written report using information given as a separate brief at the assessment centre.

Job Specific Interview

This type of interview usually involves a panel of at least two assessors and will be based on the specific requirements of the role to which you are applying.

What can I do to prepare?

There is little that you can do to prepare for an assessment centre, however the following is a checklist of things that you may want to think about before attending the assessment centre.

1. I have read and understood the criteria that I will be assessed against. For more information about the criteria, please see the paragraphs headed ‘Highways Agency Core competencies’ and ‘Professional Skills for government’ in the ‘About the Highways Agency’ document.
2. I have prepared examples against the criteria for the interview.
3. I have thought about working in a group situation and how I will work with others to achieve an outcome.
4. I understand that I am not expected to act in a certain way but rather to be myself and demonstrate my strengths.
5. I have researched the Highways Agency and how my skills will benefit the organisation.

What do I need to do next?

1. Familiarise yourself with the Selection Process, Vacancy Information and Guidance Notes
2. Complete and save your Achievement Record then complete the application form