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Policy advisor

Greater London Authority
London, GB
Closing date
18 May 2024

View more

Public Sector
Contract Type
Full Time

Job Details

Policy Officer

Job ID: 045663

Salary: 51,029 per annum


Location: Union Street

Contract type: Permanent

Closing date: Sunday 19 May 2024 at 23:59

Team: Fire Team

Directorate: Strategy and Communications

Strategy and Communications

Strategy and Communications sits at the centre of the organisation, bringing together several teams with organisation-wide remits and mutual collaboration opportunities.

The work of the directorate's teams includes delivering major events; designing and leading public affairs and marketing campaigns; providing data, evidence and analysis; leading cross-organisational programmes; and making sure we plan for, and can respond, to emerging events and emergencies in our city.

About the team

This is an exciting opportunity to join a collaborative team that is responsible for supporting the Deputy Mayor for Fire and Resilience in their oversight of London Fire Brigade (LFB); and for coordinating and contributing to a wide array of policies relating to Londoners' safety.

You will have the opportunity to develop relationships across the GLA and LFB. You will also gain insight into the operations of one of the world's busiest fire services; and explore how these operations intersect with other parts of the GLA.

LFB, and the fire sector as a whole, is undergoing significant and wide-ranging transformation - meaning this opportunity comes at a pivotal moment. LFB is in the process of responding to the recommendations of the Grenfell Tower Inquiry, and inspections from His Majesty's Inspectorate of Constabulary and Fire & Rescue Services. As it makes improvements to its culture, it is critical that LFB is properly supported in navigating this change. More widely, LFB is working to meet new and ongoing challenges posed by climate change, new technologies, and London's complex built environment.

About the role

This role is part of an exciting team expansion. It represents an opportunity to make a genuine contribution to the development of the team and its work programme.

The successful candidate will have excellent policy development, research and evaluation skills. Previous experience working in fire policy is not necessary, as the role does not require specialist knowledge of this area.

You will support a wide-ranging portfolio of work relating to the oversight and assurance of LFB and wider fire policy. This includes supporting the statutory Deputy Mayor for Fire and Resilience in their decision-making and oversight role, and in policy and strategy development.

Working alongside the team's Strategy and Performance Advisers, its Policy and Stakeholder Adviser, and colleagues from across the GLA and LFB, you will contribute to work that supports oversight of LFB and policy development. This includes undertaking research, drafting briefings and reports, and managing projects such as events and workshops.

Your work, while focused on fire, will relate to various policy areas related to London's safety. These may include, for example, how climate change is increasing the risk of wildfires; or how to store and charge e-bikes safely to support sustainable travel.

What your day will look like

• Working with senior members of the fire team and other GLA teams; and assisting with the development, implementation, review and evaluation of policy, strategies and decisions.

• Managing smaller projects and helping coordinate the delivery of larger projects with other agencies, where required, to ensure that deadlines are met, and key issues of concern to the Mayor are identified and addressed.

• Providing analysis on policy information, research and legislation.

• Contributing to written reports and briefings for the Mayor, the Deputy Mayor, and senior GLA officers and managers; and to consultation responses and letters for government and other relevant stakeholders.

• Working with officers and managers across the GLA, LFB and other relevant agencies to enable efficient management of information; and to participate in cross-organisational working.

• Supporting the Deputy Mayor for Fire and Resilience at meetings with key stakeholders, including senior GLA officers, LFB, the government and parliamentarians.

• Representing the Fire team at external events and in wider GLA activities.

Skills, knowledge and experience

• An ability to analyse and interpret complex issues in relation to their political, social, environmental and economic impacts.

• An understanding of the requirements of working in a sensitive political environment.

• Knowledge of public policy relating to local government or emergency services is desirable but not essential.

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 and person specification outlined in the advert.
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 to the 'Additional Documents' section of the form. Word or PDF format preferred and do not include any photographs or images.

Please ensure your CV and personal statement documents are saved with the job reference number as part of the naming convention (E.g. "CV - applicant name - 012345)

Please note, if you do not provide both a CV and a personal statement, you will not be considered for the role so please ensure the above has been submitted before the deadline.

If you wish to speak to someone about the role, Ross Jardine the hiring manager would be happy to speak to you about the role.

If you have any questions about the recruitment process, contact the who 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 10 June 2024

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.

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.

Person Specification

Technical requirements/experience/qualifications

• Ability to analyse and interpret complex issues in relation to their political, social, environmental and economic impacts.

• Understanding of the requirements of working in a sensitive political environment.

• Knowledge of public policy relating to local government or emergency services is desirable but not essential.

Behavioural competencies

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 2 indicators of effective performance

• Prioritises work in line with key team or project deliverables

• Makes contingency plans to account for changing work priorities, deadlines and milestones

• Identifies and consults with sponsors or stakeholders in planning work

• Pays close attention to detail, ensuring team's work is delivered to a high standard

• Negotiates realistic timescales for work delivery, ensuring team deliverables can be met

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 2 indicators of effective performance

• Proactively seeks new information sources to progress research agendas and address gaps in knowledge

• Grasps limitations of or assumptions behind data sources, disregarding those that lack quality

• Analyses and integrates qualitative and quantitative data to find new insights

• Translates research outcomes into concise, meaningful reports

• Identifies relevant and practical research questions for the future

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 2 indicators of effective performance

• Develops new professional relationships

• Understands the needs of others, the constraints they face and the levers to their engagement

• Understands differences, anticipates areas of conflict and takes action

• Fosters an environment where others feel respected

• Identifies opportunities for joint working to minimise duplication and deliver shared goals

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 2 indicators of effective performance

• Communicates openly and inclusively with internal and external stakeholders

• Clearly articulates the key points of an argument, both in verbal and written communication

• Persuades others, using evidence based knowledge, modifying approach to deliver message effectively

• Challenges the views of others in an open and constructive way

• Presents a credible and positive image both internally and externally

Organisational Awareness

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

Level 2 indicators of effective performance

• Challenges unethical behaviour

• Uses understanding of the GLA's complex partnership arrangements to deliver effectively

• Recognises how political changes and sensitivities impact on own and team's work

• Is aware of the changing needs of Londoners, anticipating resulting changes for work agendas

• Follows the GLA's position in the media and understands how it impacts on work

Problem solving

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

Level 2 indicators of effective performance

• Processes and distils a variety of information to understand a problem fully

• Proposes options for solutions to presented problems

• Builds on the ideas of others to encourage creative problem solving

• Thinks laterally about own work, considering different ways to approach problems

• Seeks the opinions and experiences of others to understand different approaches to problem solving


Working for us offers you a challenging and rewarding job, as well as the chance to really improve the lives of Londoners.

In return, we offer great working conditionscompetitive salariesgenerous annual leave and pension schemes, and more.

London’s diversity is its biggest asset and we try to make sure our workforce reflects this diversity at every level. We also want to make sure that our workforce takes pride in what they do. Find out how we are doing this.

Healthy workplace logos

Our approach to equality

We want City Hall to be a workplace where every employee is treated with respect, and where there is no bullying or harassment. For example:

  • we encourage and support different equality groups, who do everything possible to stop discrimination
  • we have a general duty to promote equality through our policies and initiatives
  • all staff attend a course to understand what diversity and inclusion means within their role, and how to challenge unsuitable behaviour at work
  • we take accusations of bullying and harassment very seriously. We look into all complaints quickly, fairly and in strict confidence. If the complaints are backed up, we will take disciplinary action.

This dignity at work policy has the full support of the Mayor, Assembly, Head of Paid Service, senior management team and UNISON.

Find out more information about our commitment to equality

Our commitment to equality

The GLA staff charter

Our staff charter outlines the values of the Greater London Authority at City Hall. It describes what we commit to as an organisation and what is expected of our staff. These commitments cover:

  • leadership and accountability
  • collaboration
  • fairness and integrity.

Code of ethics

Our staff are expected to meet the highest standards of conduct. These are set out in our Code of Ethics and Standards for Staff, which includes:

  • being professional, politically impartial, respecting confidentiality and complying with the law
  • using public money efficiently and effectively
  • promoting equal opportunities and stopping discrimination
  • meeting high performance standards
  • fair treatment and disciplinary and grievance procedures
  • a healthy and safe working environment.

Why we support fair pay

We have conducted studies on the impact of fair pay policies on business.

These studies found clear evidence that employers who supported fair pay (such as paying the London Living Wage) benefited in many ways. They benefited with better recruitment, holding on to staff, improved morale, motivation, productivity and the reputation of being an ethical employer.

You can view the current salary bands in our GLA salary scale.

Diversity and Inclusion Management Board

Making sure we have a diverse, fair and inclusive workforce is an important goal for us. We have set up a Diversity and Inclusion Management Board to make sure this happens. Its job is to:

  • lead on issues of equality, diversity and inclusion
  • make recommendations on strategy, policy and best practice
  • promote inclusion activities in line with our corporate vision and values
  • make sure the aims from the Mayor’s Inclusive London strategy are being achieved.

The task-force has a clear agenda, outlined in the Diversity and Inclusion work programme. Senior representatives from across City Hall are responsible for this, with support from HR and in partnership with colleagues from Unison, our LGBT+, BAME and women’s networks.

Diversity and Inclusion Action Standard

To make sure there is a consistent approach to workforce diversity and inclusion across the GLA Group, we have developed a set of common practices and standards called the Diversity and Inclusion Action Standard

What we offer

  • 30 days annual leave (in addition to statutory public holidays), pro rata for part-time
  • incremental salary scheme (below director level)
  • a range of flexible working arrangements allowing staff to balance work and home commitments, including a flexible hours scheme, job-sharing and remote working
  • three days per year of volunteering leave
  • career average pension scheme
  • interest-free season ticket loan
  • interest-free childcare fees loan
  • interest-free bicycle loan
  • interest-free tenancy deposit loan
  • interest-free gym loans
  • cycle to work salary sacrifice scheme
  • health screening
  • 37 hour full-time working week
  • employee assistance programme.

Learning and development

We are dedicated to improving our employees' skills and expertise, and invest in learning and development for all our staff.

We offer:

  • a range of professional, career and personal development courses
  • flexible learning methods to suit individual preferences and learning needs
  • a comprehensive induction programme
  • leadership development opportunities
  • a mentoring programme
  • secondments
  • staff networks
  • access to funding for accredited qualifications
  • learning resources.

Staff networks and social life

Staff networks 

You will have the chance to get involved in our active staff networks including the Race Equity Network, Women’s Network, LGBT+ Network, Christian Network, Staff Network for Disability and Parents and Carers Network.

Social life

Our staff run a diverse range of clubs and interest groups, including the GLA football team, cricket team, running club and film club.

We also have a social committee who organise events throughout the year, including quiz nights and themed cocktail evenings in London’s Living Room. A highlight of these events is the staff Christmas party, when the social committee transform the ground floor of City Hall into a Winter Wonderland.

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