DFID advisers help identify, generate and utilise the best evidence, knowledge, technology and ideas to improve the effectiveness and impact of the UK’s aid programme. Advisers have key roles in programme design, management and evaluation, and in the broader development and implementation of policy. They have strong links with development networks, research organisations and professional bodies both in the UK and internationally.
There are thirteen professional cadres with a combined total of more than 850 accredited advisers, around a third of the total DFID workforce. The majority of these advisers are on-cadre 1 (a small proportion are off-cadre for various reasons but continue to retain their accreditation 2 ) and are deployed throughout DFID HQ and overseas. The Economics and Statistics cadres are linked to government-wide advisory services.
3 All DFID advisers need to continually update and refresh their skills, through their cadre programmes of continuing professional development (CPD), in line with the latest trends in global development, poverty reduction and UK policy.
Within DFID, each cadre framework follows the same design, and is used for advisor recruitment, performance management, Technical Competency
Assessment (TCA), quality assurance, career development and workforce planning. This document has been developed in April 2016 concurrently with other cadre technical competency frameworks; experience of its application will inform future iterations. This document is in line with the new GSG
Competency Framework
– which can be found along with a CPD Log Book template and all associated guidance materials on the GSS website .
The structure of the competencies in Part 2 of this document is common to all grades. The content of the technical competencies in Part 3, mirrors the Level
3 Matrix of the GSG competency framework, and the guidance in Part 1 of this document should be followed for career planning and continuing
1 These advisers are working in posts where at least 40% of their time is spent on technical work, they spend 10% of their time undertaking work for the wider cadre, and they undertake a minimum of 50 hours a year (with an expected range of 50 to 100hrs) on relevant continuing professional development, including attending professional development conferences organised by the Head of Profession
2 Accreditation can be maintained for up to two posts or five years in off cadre posts (whichever is sooner), as long as professional development is continued
3 The Government Economic Service and the Government Statistical Service respectively
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professional development for Grade 7 (A2) and Grade 6 (A1) statistics advisers in DFID, and for those who are working towards those grades. A2
TCA and accreditation, and recruitment to A2 and A1 level statistical posts within DFID will use this document. Accreditation and postings at more junior grades 4 will draw upon guidance in the first part of this document, but will use the level 2 matrix from the GSS competency framework, rather than the matrix contained here within part 3.
Members of the Statistics Cadre in DFID are Government Statistics Service professionals, and members of the Government Statistics Group. GSG members work across the whole range of public sector organisations, meeting high standards in all that we do, applying the principles of the Code of
Practice for Official Statistics and acting with integrity, honesty, objectivity and impartiality. The core of our work is to provide, interpret and analyse statistical evidence and to provide clear and reliable advice in a way that is necessary for sound decision making within Government and across society.
DFID’s statisticians work with international partners to shape the availability of national and international statistics for development; maintain and develop the statistical evidence base that underpins DFID’s strategy, policy and programming; assess, undertake and commission statistics and analysis to inform DFID’s evidence-based policy and programming for development; and build DFID’s capability in managing and using data and statistics.
This competency framework is adapted from the GSG competency framework, and tailored for DFID audience. At its core are the five pillars drawn from the Better Statistics, Better Decisions Strategy .
Helpful – Innovative – Capable – Efficient –
Professional
Through aligning with these five pillars the competency framework describes the way that statisticians will work with others to provide a professional and high quality service, be innovative, deliver in a cost effective way and ensure we continue to grow the capability of the statistical community.
There are four statistical competencies which set out what statisticians in the
GSS do. Within each of these, there are five pillars which help us understand how we will deliver our strategic objectives.
4 In practice accreditation into the DFID stats cadre at grades below A2 will be done largely via the GSS, unless it is determined that a DFID specific board adds value. Those seeking to join the DFID stats cadre at B1, B1d or A2L level should look at Statistical Officer and Fast Stream recruitment opportunities via the GSS and speak to the DFID Head of Profession
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We recommend that at the start of the performance year, you assess the parts of the GSG Competency Framework that are pertinent to your post and agree these with your line manager, and use these to identify your strengths and development areas required for your current post. We also recommend that you review the parts of the competency framework likely to be needed for promotion or other posts within DFID, and use these to identify career relevant development needs, along with the other areas highlighted in this competency framework (especially the shared advisory competency, the cross cutting issues highlighted below, and where of interest to you, the additional competencies noted).
For recruitment, is not expected that all 20 areas will be tested at once, rather that specific posts will highlight the priority pillars required under each competency. For example:

Data analysis (innovative and capable)
The HoP maintains a list of which sub parts of the competencies have been tested in recent competitions, in order to review which should be the focus for
CPD for advisers.
The competencies for the statistics cadre fall into the following types:
Core Competencies:
1. Shared Advisory Competency: This competency is common to all DFID advisory cadres and describes the essential skills required to be an adviser in DFID. This can be used alongside the primary competencies in job specific recruitment, and will be tested at recruitment to the cadre
(accreditation) or promotion within a cadre (TCA). Advisers who enter the
DFID cadre on level transfer from another government department into a specific post may not be tested on this on entry – but should strive to develop these skills through dedicated CPD and 10% time during their first
DFID post.
2. Primary Competencies: All advisers accredited to the cadre will be assessed across all of the four primary competencies at promotion, accreditation and for many stats posts 5 .
Some posts may test a combination of these and the additional competencies below (especially those which are hybrid statistics and evaluation posts for example).
Additional Competencies:
3. Specific application of primary competencies and specialisms to
DFID/wider development priorities. It is expected that some statistics posts will require specific experience of application of the primary competencies
•
•
•
5 In 2016 the following pillars were tested at TCA:
•
P1: Acquiring data and understanding customer needs - Helpful, Capable and Professional
P2: Data analysis - Helpful, Innovative and Capable
P3: Presenting data effectively - Innovative and Efficient
P4: Working with credibility - Helpful and Professional
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(for example specific types of analysis or data collection skills, or experience of working on data collection in specific environments such as fragile states), and additional competencies may be specified for recruitment for specific posts. We will build a list of these additional competencies and keep this as a living document appended to this competency framework.
The cadre specific competencies are underpinned by the principles of the civil service , competency framework, and can be used along side the international , and where appropriate the Policy Profession skills and knowledge frameworks. These civil service wide competencies provide the foundation upon which the DFID technical competencies are built. In the delivery of technical expertise advisers must demonstrate the core values of the civil service and the behaviours set out by these broader frameworks.
In addition to the competencies, all DFIDs advisers are expected to be able to deploy their own specialism whilst taking account of key cross cutting issues.
Statistics advisers should:

Understand political economy context in which DFID is operating, including what shapes key social and political institutions, how power is exercised and by whom, factors that drive and perpetuate exclusion, the incentives which shape elite behaviour and how this will shape the drivers of the use and dissemination of data and statistical evidence. Use this understanding to inform decision making.

Understand gender dimensions of development, in particular relating to sex disaggregation of data and the collection of sensitive data on gender issues. Compliance with the Gender Equality Act (2014), and a good understanding of the importance of wider data disaggregation and the importance of this for inclusive development.

Understand conflict in the context in which DFID is operating, including the factors causing and exacerbating conflict, the actors involved and the relationship between conflict and aid programming. Apply this understanding to ensure a conflict sensitive approach to DFID interventions.

Understand the climate and environment context in which DFID is operating including vulnerability to climate change, environmental degradation, loss of habitat and depletion of natural resources. Use this understanding to inform decision making.

Understand economic concepts and policy, including the importance of good quality economic data for economic planning.

Understand the potential of digital technology to improve the reach and value for money of development interventions. Integrate digital effectively in programmes, and use digital tools to work smarter, and to collaborate and communicate effectively.
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Those who don’t have these skills on entry to DFID or to the cadre, should work towards developing them as part of their continuing professional development.
Advisory Grades:
The Civil Service competency framework provides a short narrative and examples of the desired and undesirable behaviours of civil servants at different grades. Advisers are expected to demonstrate the appropriate level of civil service competencies for their grade.
As with the Civil Service competencies, the technical competency framework remains the same across all grades. The statistical tests applied on entry to the GSG do not vary by grade for example. What changes by grade are the desired behaviours and context for the technical knowledge required, as well as the levels of risk, complexity and responsibility advisers will be expected and able to cover.
The GSG competency framework sets out three different levels:

Level 1 – Statistical Officer (StO), Statistical Data Scientist (SDS), or equivalent (B2 or EO)

Level 2 – Higher StO/Higher SDS, Senior StO/Senior SDS, Assistant
Statistician (including B1 (HEO), B1d (HEOd) and A2L (SEO) level staff)

Level 3 – Grade 7/Grade 6 – Statistics Adviser / Senior Statistics
Adviser (A2 and A1)
These levels explain how the GSS expects the different competencies to be delivered by staff at the different levels. Within DFID:
B1/B1d/A2L Assistant Statisticians will demonstrate the level 2 GSG competencies. They will be able to provide sound technical advice in the areas they have experience of. They will be able to design, manage and lead clearly defined projects, policy issues and technical work and engage in dialogue and stakeholder engagement with lower levels of risk and complexity.
A2 Statistics Advisers will demonstrate the level 3 GSG competencies. They will be able to lead project and programme design, management and oversight and be able to operate at country and or departmental level independently. They will be aware of the relevant evidence in their technical area and emerging best practice, they will be able to provide sound technical advice and support in a range of technical areas and lead technical discussions. This will include some level of setting direction and technical strategic leadership not just narrow technical guidance.
A1 Senior Statistics Advisers will demonstrate the level 3 GSS competencies, they are expected to be able to represent DFID in technical discussions at the highest levels. They are able to design, manage and oversee the most complex, high risk and high value projects and advice on
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complex and tricky technical issues. They will be able to apply their generalist leadership capabilities such as setting direction in their technical work.
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Type
Likely
Additional
Competency areas
Statistics Adviser Competencies
SA1: Advisory Competency. Made up of four components 6 :
(i) International Development.
(ii) Develop and implement policy.
(iii) Design and manage programmes and projects.
(iv) Apply key economic and commercial concepts
P1: Acquiring data and understanding customer needs
Managing the collection of data through a wide range of methods including statistical approaches, administrative data and innovating with new data sources.
P2: Data analysis
Undertaking and advising on appropriate analytical techniques to support policy and decision making.
P3: Presenting data effectively
Using effective data dissemination techniques to deliver key analytical messages to users.
P4: Working with credibility
Operating with the professional standards of the GSS, under the Code of Practice for Official Statistics.
Certain statistics cadre posts require staff to acquire skills in specific areas such as data science;
Many joint statistics and evaluation posts in DFID, which are open to the statistics cadre, also require core evaluation adviser competencies to be tested, namely 7 :

Best Practice in Evaluation Approaches and Methods

Communicating and Sharing Monitoring and
Evaluation Findings, Knowledge and Expertise

Leading, Managing and Delivering Evaluations
6 NB other cadre frameworks have up to 5. For statistics, we are not including one component which focusses on statistics, monitoring and evaluation, as the skills are duplicative of those expressed elsewhere in this framework.
7 Note that the core evaluation competency: “Collecting and Analysing Data and Evidence for Effective
Decision Making” has been removed from this list, as this is broadly duplicative of the first two GSS competencies.
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A1: Advisory Competency
(i) International Development. Understand the processes, institutions and organisations that shape the changing international development context in which DFID operates, including the Sustainable Development Goals, ODA rules, UK legislation and government structures, and the roles of multilateral organisations and processes in development.
(ii) Develop and implement policy. This includes open and collaborative policy making and scaling-up policy solutions (defining policy as the agreed principles and approach we apply when addressing an issue, problem or challenge).
(iii) Design and manage programmes and projects. Have skills to undertake the Senior Responsible Owner role, including working with partners/suppliers, understanding and practising risk management, financial management, commercial awareness and value for money at all stages of the programme cycle.
(iv) Apply key economic and commercial concepts (i.e. incentives; choice; markets; public policy and government failure); being able to robustly compare costs and benefits;
(iii) Design and manage programmes and projects. Have skills to undertake the Senior Responsible Owner role, including working with partners/suppliers, understanding and practising risk management, financial management, commercial awareness and value for money at all stages of the programme cycle .
Primary Competencies 8
P1: Acquiring data and understanding customer needs
Helpful
 Instils a culture across the team of helping the customer, including
Policy professionals, to understand the value of a strong evidence base and the importance of using appropriate data sources.
Innovative
 Leads and supports the work of the team in acquiring the appropriate data sources to deliver customer needs.
 Leads on and supports the team in the use of innovative techniques for acquiring new data sources. Promotes the innovative work of the team across the Department or more widely
8
NB as stated previously the content here mirrors the Level 3 Matrix of the GSG competency framework, and should be followed for career planning and continuing professional development for
Grade 7 (A2) and Grade 6 (A1) statistics advisers in DFID, and for those who are working towards those grades. Accreditation and postings at more junior grades will draw upon guidance in the first part of this document, but will use the level 2 matrix from the GSS competency framework, rather than the competencies specified here.
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Capable
Efficient
Professional
(G6).
 Is highly knowledgeable of the breadth of data sources available for use by the Department (internally and externally), and their strengths and limitations. Knows when a new data collection is required, and leads and advises on the design and/or commission of this.
 Is highly knowledgeable of the breadth of techniques available for manipulating and creating new data sources through linking or matching multiple datasets. Leads and advises others on data manipulations and appropriate innovations.
 Shares good practice and knowledge on data sources to build the capability of others within/across teams, and more widely e.g. across Department(s) (G6).
 Develops new uses of existing data sources; maximises the statistical potential of new and existing data sources, including open data sources.
 Promotes increased efficiency and effectiveness in the use of data, e.g. through increased use of data sharing and techniques for linking and matching. Is considerate of respondent burden (i.e. ensuring proportionality).
 Instils a culture within the team of enabling efficiencies through ensuring that information on data sources is documented and made available for the benefit of others.
 Readily shares information with others within/across teams, and/or more widely e.g. across Department(s) G6 , so that the appropriate data sources can be sought more quickly.
 Is an advocate for the investigation and use of administrative data
(Code of Practice, Protocol 3).
 Demonstrates a high level of statistical integrity when working with customers, potentially including Ministers’ private office, Press
Office colleagues and the media, showing a commitment to delivering solutions to meet the diverse range of customer needs whilst still upholding professional standards.
 Uses and understands the position or views of others, knowledge of the wider evidence base and any limitations imposed by legal or regulatory frameworks to overcome constraints in delivery customer needs.
P2: Analysis
Helpful
Innovative
 Inspires self and team to engage with the customer, share findings and to lead on debates that may influence decision making.
 Leads on or supports the team in more complex analytical discussions with customers or Policy colleagues. Represents discussions where a higher level of influence is required (G6).
 Is an advocate for basing discussions with customers and Policy colleagues on the data analysis and evidence presented, strengthening customer trust in the evidence base.
 Inspires colleagues (and oneself) to perform experimental analyses and offers appropriate support to ensure that innovation is embedded within the culture of their work area, and more widely e.g. across Department(s) (G6).
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Capable
Efficient
Professional
 Promotes new ways of working and continuously seeks opportunities to improve processes, statistical documents and statistical techniques using innovative methods, showing awareness of the impact on own business area of implementing any changes.
 Decides which innovations are most suitable and drives the case forward to delivery, applying logic and leadership.
 Actively seeks out examples of statistical innovations in other internal and external products, considers their appropriateness for reuse, and where applicable , investigates ways of transferring these for use within own work area, or more widely e.g. across their Department (G6).
 Has a breadth of knowledge across a range of areas and is able to advise independently, either on analytical aspects or as a topic area expert.
 Knows where to look and how to use appropriate analytical techniques, including assumptions, applications, and limitations, and can assess the potential of emerging technology.
 Freely shares data analysis expertise and builds the technical knowledge and skills of others in or across teams.
 Through keeping abreast of data analysis techniques being used elsewhere (e.g. at international NSIs) is able to ensure that the data analysis capability of the Department is ‘world class’ (G6).
 Ensures adequate documentation and knowledge management are in place to improve speed of analysis/production and minimise duplication and errors.
 Ensures the wide use, re-use and understanding of statistical analyses through collaborations with other Departments and/or organisations (e.g. ESRC) (G6).
 Establishes, maintains and promotes a culture that enables team members to take responsibility for delivering high quality statistical advice, analysis and outputs based on robust methods.
 Quality assures analytical work of the team or colleagues in accordance with Aqua Book 9 and GSS guidance, challenges source data and assumptions, and interprets final analyses for the purposes of providing supporting evidence. Fulfils appropriate formal roles assigned under Aqua Book guidelines.
 Advocates the use of data analysis and evidence in decision making, actively participating in the business planning process to identify where input from the profession will be most beneficial and actively seeking opportunities to promote the skills and knowledge of their team.
P3: Presenting data effectively
Helpful
 Is able to advise customers and stakeholders on presentation and
9
The Aqua Book was introduced by HMTreasury in 2015; the Book provides guidance for all professions on the production of quality analysis for government. https://www.gov.uk/government/publications/the-aqua-book-guidance-onproducing-quality-analysis-for-government
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Innovative dissemination matters. Is able to advise more widely as a topic area expert, e.g. across Departments, at GSS Committees or possibly at an international level (G6).
 Influences and champions the use of presentation and dissemination tools at the departmental level or wider (G6)
 Has well established links with internal communications and press office teams.
 Encourages the evaluation of presentations and disseminations through user engagement, encouraging a culture of meeting user needs through continuous improvement.
 Champions innovative data dissemination techniques within and across teams , or more widely e.g. across Department(s) (G6).
 Seeks out examples of data dissemination innovations from across the analytical community, and investigates ways of transferring these for use within own work area , or more widely e.g. across
Department(s) (G6 ).
Capable
 Is knowledgeable about data dissemination tools and techniques and takes the lead in building capability within and outside the team or with Policy colleagues.
 Develops communication and social media strategies, in
Efficient accordance with Departmental guidance.
 Shares good practice with others, including Policy colleagues, to ensure that value can be drawn from the analytical presentations efficiently and effectively.
Professional  Understands the wider statistical position and is able to deliver the key analytical messages while taking account of the ministerial/policy standing, and retaining integrity.
 Ensures statistical releases are impartial and takes steps to ensure that statements issued by others (e.g. Ministers, press office, others) are statistically accurate and not misleading.
 Keeps knowledge up to date, expands range and documents all learning within a Continuing Professional Development log book.
P4: Working with credibility
Helpful
 Operates with credibility, is accountable for the work of the team(s)
(where applicable) and champions the Statistical profession.
 As a subject matter expert, contributes to an expert network,
Innovative knows what else has been done in the same field and where to go for wider evidence. Uses expertise to deliver optimal solutions to customers and to influence decision making more widely.
 Is an advocate for delivering statistics that inform public debate and serve the public good.
 Seeks out, where necessary, appropriate funding/resource and demonstrates the ability to build a network of relationships, internally or externally to Government (G6) , to enable opportunities for innovation.
 Considers flexible ways of supporting innovation while ensuring the
Civil Service Code and Code of Practice for Official Statistics are
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Capable
Efficient
Professional respected in the letter and the spirit.
 Shares own knowledge and experience of data innovations
(including data dissemination aspects) with others within work area and/or Department, or more widely e.g. across Department or possibly at an international level (G6).
 Shares knowledge and expertise to build the capability of others within or across teams.
 Ensures that statistics and analyses are widely used, presented and explained effectively by self and staff, where applicable.
 Ensures good practice is used within the team; is an advocate for good practice more widely, e.g. across Department (G6).
 Manages a portfolio of work, involving colleagues from a range of analytical and/or other disciplines, anticipates future needs and focuses resources in the areas that will provide efficiency as well as the most impact.
 Undertakes succession planning and develops business continuity strategies that are supported by adequate documentation and knowledge management systems.
 Ensures that the legal framework for statistical work, including the
Code of Practice for Official Statistics and the Data Protection Act, is understood and embedded in their area, taking personal responsibility for upholding the principles and requirements when challenged.
 Actively keeps abreast of, and contributes to, relevant statistical developments within and outside the Department, including internationally, adopting and promoting good practice in their area and aligning with the objectives of the broader statistical community.
 Engages constructively with, and participates in, relevant professional bodies.
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