Head of Learning, Insight and Serious Incident Casework Full Time NEW

Bristol – BS2 0EL, Coventry – CV1 2WT, Darlington – DL1 5QE, London – SW1P 3BT, Manchester – M1 2WD, Sheffield – S1 2FJJob SummaryThis is a rare opportunity to lead at the heart of the child protection system, shaping how the Panel responds to serious incidents and turns evidence into real‑world improvement. As Head of Learning, Insight and Serious Incident Casework, you will provide senior oversight of end‑to‑end case management—from notification to closure—bringing clear governance, sound judgement and assurance in the most sensitive, high‑risk contexts. You will translate emerging themes into high‑quality learning products that reach the right audiences at pace, and you will set the direction for innovative quantitative research that strengthens the evidence base, evaluates impact and drives system change. Working closely with senior leaders and partners across policy, operations and communications, you will lead multidisciplinary teams, champion high professional standards and wellbeing, and ensure the Panel’s work remains credible, ethical and independent.This Grade 6 role provides senior leadership across three connected functions: (1) end to end case management of serious incidents, ensuring robust handling from notification to closure and providing a fortnightly case and risk overview to the Panel; (2) thematic learning from cases, translating insight into practical products and working with the Grade 6 lead for dissemination to ensure learning reaches the right audiences; and (3) commissioning new and innovative quantitative research to strengthen the evidence base on child protection, evaluate impact and shape system improvement.Job DescriptionKey responsibilitiesFunction 1: End to end serious incident case management and Panel reportingProvide strategic oversight of the serious incident casework function, setting expectations for quality, consistency, timeliness, safeguarding practice and well-being aware handling of sensitive material.Ensure an effective end to end case management process from notification/intake, triage and allocation through to decision points, closure and post closure learning, with clear governance and audit trail.Prepare and present a fortnightly overview of serious incidents shared with the Panel and ministers, including case status, key risks, emerging themes, and issues requiring discussion or decision.Maintain oversight of escalation routes and decision frameworks for high risk, high profile and complex cases, providing assurance to senior leaders and ensuring appropriate engagement across the system.Be responsible for ensuring that all highly personal and sensitive data is handled securely and in line with Data Protection legislation. Function 2: Thematic learning from cases and disseminationLead the identification of emerging themes, systemic risks and practice issues across live and completed cases, using a structured thematic approach that is robust, transparent and proportionate.Produce regular, high quality learning outputs (e.g., fortnightly/monthly thematic briefings, insight notes, recommendations) to an agreed cadence, translating case evidence into clear, actionable improvement messages ready for dissemination.Work in partnership with the Grade 6 lead for dissemination to plan and deliver effective routes to share learning (internal and external), including prioritisation, tailoring for audiences, and feedback loops to assess uptake and impact.Function 3: Commissioning innovative quantitative research on child protectionSet the strategic direction for quantitative research and analysis on child protection, ensuring questions are grounded in casework insight, policy priorities and system need.Develop a plan for the access to data a Child Protection Authority would need, working closely with the Head of Delivery and Strategy and departmental policy leads in the Child Protection and Safeguarding Division.Commission new and innovative quantitative studies (including experimental and quasi experimental approaches where appropriate), specifying clear outcomes, impact measures and plans for publication and dissemination.Ensure commissioned work meets high standards of data governance, ethics and methodological rigour, and that findings are translated into usable insight for decision‑makers and practitionersOversee the annual serious incidents official statistics publication, alongside the response to parliamentary questions, FOI’s and other requests for data.Working collaboratively and maintaining assuranceBuild strong relationships across policy, operations, communications, digital and governance to ensure cases, learning and research are joined up and mutually reinforcing.Ensure activity meets governance, data protection, assurance and ethical requirements, protecting the independence and credibility of the Panel’s work.Deliver at pace by prioritising across live casework, learning and research commissioning, maintaining momentum through clear plans and deadlines, and responding rapidly to emerging risks or urgent requests from the Panel.Leadership and capabilityLead and develop multidisciplinary teams across casework, learning and quantitative research, setting clear priorities and high professional standards.Develop options for moving analysis of rapid reviews to an internal function (both quant and qual analysis), including feeding into the development of a new case management system that supports high quality learning from cases.Build sustainable capability and quality assurance so that case management, thematic learning and research commissioning are repeatable, resilient and not person dependent.Role model inclusive leadership and support staff wellbeing, recognising the emotional impact of serious incident material and maintaining safe ways of working.Key ResponsibilitiesFunction 1: End to end serious incident case management and Panel reportingProvide strategic oversight of the serious incident casework function, setting expectations for quality, consistency, timeliness, safeguarding practice and well-being aware handling of sensitive material.Ensure an effective end to end case management process from notification/intake, triage and allocation through to decision points, closure and post closure learning, with clear governance and audit trail.Prepare and present a fortnightly overview of serious incidents shared with the Panel and ministers, including case status, key risks, emerging themes, and issues requiring discussion or decision.Maintain oversight of escalation routes and decision frameworks for high risk, high profile and complex cases, providing assurance to senior leaders and ensuring appropriate engagement across the system.Be responsible for ensuring that all highly personal and sensitive data is handled securely and in line with Data Protection legislation. Function 2: Thematic learning from cases and disseminationLead the identification of emerging themes, systemic risks and practice issues across live and completed cases, using a structured thematic approach that is robust, transparent and proportionate.Produce regular, high quality learning outputs (e.g., fortnightly/monthly thematic briefings, insight notes, recommendations) to an agreed cadence, translating case evidence into clear, actionable improvement messages ready for dissemination.Work in partnership with the Grade 6 lead for dissemination to plan and deliver effective routes to share learning (internal and external), including prioritisation, tailoring for audiences, and feedback loops to assess uptake and impact.Function 3: Commissioning innovative quantitative research on child protectionSet the strategic direction for quantitative research and analysis on child protection, ensuring questions are grounded in casework insight, policy priorities and system need.Develop a plan for the access to data a Child Protection Authority would need, working closely with the Head of Delivery and Strategy and departmental policy leads in the Child Protection and Safeguarding Division.Commission new and innovative quantitative studies (including experimental and quasi experimental approaches where appropriate), specifying clear outcomes, impact measures and plans for publication and dissemination.Ensure commissioned work meets high standards of data governance, ethics and methodological rigour, and that findings are translated into usable insight for decision‑makers and practitionersOversee the annual serious incidents official statistics publication, alongside the response to parliamentary questions, FOI’s and other requests for data.Working collaboratively and maintaining assuranceBuild strong relationships across policy, operations, communications, digital and governance to ensure cases, learning and research are joined up and mutually reinforcing.Ensure activity meets governance, data protection, assurance and ethical requirements, protecting the independence and credibility of the Panel’s work.Deliver at pace by prioritising across live casework, learning and research commissioning, maintaining momentum through clear plans and deadlines, and responding rapidly to emerging risks or urgent requests from the Panel.Leadership and capabilityLead and develop multidisciplinary teams across casework, learning and quantitative research, setting clear priorities and high professional standards.Develop options for moving analysis of rapid reviews to an internal function (both quant and qual analysis), including feeding into the development of a new case management system that supports high quality learning from cases.Build sustainable capability and quality assurance so that case management, thematic learning and research commissioning are repeatable, resilient and not person dependent.Role model inclusive leadership and support staff wellbeing, recognising the emotional impact of serious incident material and maintaining safe ways of working.Person specificationEssential Skills And ExperienceExperience working in, or closely with, complex public systems (e.g. safeguarding, health, justice, education, or similar). Experience could come from a range of backgrounds including direct frontline practice, inspection, or system learning environments.Strategic thinking and the ability to see the big picture across complex systems.Excellent judgement and the ability to handle sensitive and high risk‑ material appropriately.Highly developed influencing and communication skills, including with senior and external stakeholders.Ability to deliver at pace, prioritising effectively and producing regular learning products and outputs that are ready for dissemination to agreed timelines, while maintaining quality and appropriate handling of sensitive material.Strong governance awareness and commitment to ethical, evidence‑based practice.Desirable ExperienceExperience leading learning/insight, research, evaluation or analytical functions at a senior level, including translating evidence into practical improvement and/or experience commissioning external research or evaluation.Desirable criteria will only be assessed at interview, in the event of a tie break situation, to make an informed decision.Alongside your salary of £70,854, Department for Education contributes £20,526 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.Applicants currently holding a permanent post in the Civil Service should note that, if successful, their salary on appointment would be determined by the Department’s transfer / promotion policies.As a member of the DfE, you will be entitled to join the highly competitive Civil Service Pension Scheme, which many experts agree is one of the most generous in the UK.You will have 25 days leave, increasing by 1 day every year to a maximum of 30 days after five years’ service. In addition, all staff receive the King’s Birthday privilege holiday and 8 days’ bank and public holidays.We offer flexible working arrangements, such as job sharing, term-time working, flexi-time and compressed hours.Minimum FTE for this role: 30 hoursAs an organisation, which exists to support education and lifelong learning, we offer our staff excellent professional development opportunities.Artificial intelligenceArtificial 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 detailsStep 1: ApplicationCV and Personal StatementAt this stage, we will assess Experience. Candidates will be sifted through their CV and a personal statement.Your personal statement should be no longer than 1000 words and display how your experience meets the essential criteria of the role (listed in the person specification section above).The sift will be restricted to just assessing personal statements in the event of a large volume of applications.More guidance on personal statements can be found here – completing your application.Step 2: InterviewInterviewIf successful at sift, candidates will be assessed via interview.The interview will involve experience based questions based on the essential criteria.Other InformationInterviews may be via Microsoft teams or face to face; the vacancy manager will confirm prior to the Interview.In your application, please don’t include personal information that identifies you.This means we can recruit based on your knowledge and skills, and not background, gender or ethnicity – it’s called name blind recruitment (opens in a new window).Please ensure that you remove from your application, all references to your:name/titleeducational institutionsagegenderemail addresspostal addressphone numbernationality/immigration statusWe reserve the right to raise the minimum pass mark in the event of a high volume or strong field of candidates.Please be aware that this role can only be worked in the UK from the location options provided and not from overseas.The government is committed to supporting apprenticeships, enabling people to learn and progress in a role whilst earning. We want to monitor the number of people who have completed apprenticeships who are now applying to progress further in their career and are asking this question to all candidates, on all vacancies. You will be asked a question as part of the application process about any previous apprenticeships you have completed. Your response to this question will not affect your application and it is not a requirement of the role to have completed a previous apprenticeship.If successful and transferring from another Government Department a criminal record check maybe carried out.In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstance some candidates will want to send their completed forms direct. If you will be doing this, please advise Department of Education of your intention by emailing Pre-Employment.Checks.DFE@education.gov.uk stating the job reference number in the subject heading.Department for Education do not cover the cost of travel to your interview/assessment unless otherwise stated.A reserve list may be held for a period of 12 months from which further appointments can be made.Candidates will be posted in merit order based upon location preference. Where more than one location is advertised you will be asked to state your preferred location.New entrants are expected to join on the minimum of the pay band.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.Terms and conditions of candidates transferring from ALBs and NDPBsBodies that are not accredited by the Civil Service Commission and are not able to advertise at Across Government on Civil Service jobs will be treated as external new starters and will come into DfE on modernised terms and conditions with a salary at the band minimum.Bodies that are accredited by the Civil Service Commission but do not have civil service status will be offered modernised terms and will not have continuous service recognised for leave or sickness benefits. Salaries should be offered at band minimum, but there is some flexibility where this would cause a detriment to the individual.Bodies that are accredited by the Civil Service Commission and do have Civil Service status will be treated as OGD transfers. Staff appointed on lateral transfer will move on to pre-modernised DfE terms (unless they were on modernised terms in their previous organisation). Staff appointed on promotion will move on to modernised DfE terms. Staff will transfer over on their existing salary (on lateral transfer) and any pay above the DfE pay band maximum will be paid as a mark time allowance. Staff moving on promotion will have their salaries calculated using the principles set out in the attached OGD transfer supplementary information.Reasonable adjustmentIf a Person With Disabilities Is Put At a Substantial Disadvantage Compared To a Non-disabled Person, We Have a Duty To Make Reasonable Changes To Our Processes. If You Need a Change To Be Made So That You Can Make Your Application, You ShouldContact Department of Education via centralrecruitment.operations@education.gov.uk soon as possible before the closing date to discuss your needs.Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.Please refer to the attached ‘Reasonable Adjustments Guide 05_2025 – accessible version’ at the bottom of the advert, for further information.Childcare VouchersAny move to Department for Education (DfE) will mean you will no longer be able to carry on claiming childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk/Feedback will only be provided if you attend an interview or assessment.SecuritySuccessful candidates must undergo a criminal record check.People working with government assets must complete baseline personnel security standard (opens in new window) checks.Successful candidates must undergo a criminal record check.People working with government assets must complete baseline personnel security standard (opens in new window) checks.Nationality requirementsThis Job Is Broadly Open To The Following GroupsUK nationalsnationals of the Republic of Irelandnationals of Commonwealth countries who have the right to work in the UKnationals 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 2020Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil ServiceFurther information on nationality requirements (opens in a new window)Working for the Civil ServiceThe 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.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 InclusionThe 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).This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.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 applicantsJob ContactName : Donna BrownEmail : Donna.BROWN@education.gov.ukRecruitment teamEmail : Centralrecruitment.operations@education.gov.ukFurther informationThe Department for Education’s recruitment processes are underpinned by the Civil Service Commissioners Recruitment Principles, which outlines that selection for appointment is made on merit based on fair and open competition. You have the right to complain if you feel a department has breached the requirement of the Recruitment Principles. In the first instance, you should raise the matter directly with the department concerned via CentralRecruitment.Operations@education.gov.uk. If you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages