About the role

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 delivery of major events, designing and leading public affairs or marketing campaigns, providing data, evidence and analysis, leading cross-organisational programmes, to making sure we plan for and can respond to emerging events or emergencies in our city.

About the team

The City Data Team is made up of a range of technical experts in the fields of Data Science and Engineering, Data Visualisation and Information Design, GIS and Mapping, and Demographic Modelling and Analysis.

The team sits alongside economist and social policy analysts within City Intelligence - a central unit of City Hall serving the Mayor, the London Assembly, the Greater London Authority (GLA) and London.

Our chief purpose is to provide world-class evidence, analysis and tools for the Mayor and his team to formulate outcomes, strategies, policies and delivery plans in London – and to help with their delivery.

We aim to communicate an up-to-date understanding of London, its communities, its economy and its place in a rapidly changing wider world. We work with others to innovate and develop evidence-based policies, programmes and projects that will make a positive difference to London and Londoners.

About the role

The GLA produces a range of demographic projections to meet the needs of planners and policy makers across London. These projections are used to help deliver local services, identify future infrastructure needs, and form a key part of the evidence base for London’s Spatial Development Strategy.

The core purpose of the role is to contribute to the ongoing development of the models and systems used to produce and deliver the projections, to ensure the best possible information is available to underpin decisions about housing, transport, education, and infrastructure, that affect the lives of millions of people.

You will be working on the team’s current priorities for the models:

1. Restructuring and refactoring our existing (R) codebase to simplify the process of updating models and producing outputs.
2. Developing improvements to existing methodologies used to estimate and project individual components of population change and account for alternative assumptions about future housing deliver, jobs growth, and transport infrastructure.
3. Performing analysis of retrospective projections to better understand the strengths and weaknesses of our existing models.
4. Improving how we capture and communicate uncertainty in the projections.

What your day will look like

1. Stand-up call with the team to update on progress and flag issues.
2. Research and assess potential methods for use in the projections, producing a short technical note of your findings for review by the team.
3. Coordinate with colleagues who are working to update our data infrastructure and identify changes to existing model code necessary to adapt.
4. Call with users to discuss their requirements and receive feedback on existing outputs.
5. Contribute to a code or methodology review requested by a colleague in a neighbouring team.

Skills, knowledge and experience

To be considered for the role you must meet the following essential criteria:

1. A high level of numeracy and technical knowledge, typically evidenced by a graduate qualification in statistics, mathematics, or an allied subject or exceptionally, by at least five years’ experience in a similar role.
2. Professional experience working with R and/or Python, and the use of version control systems for collaborative development.
3. Able to appropriately select and apply a wide range of modelling and analytical techniques to real world problems.
4. Experience in undertaking project-based work – adapting to deadlines and producing clear documentation of code and assumptions.
5. Able to communicate complex technical ideas to a range of audiences.

Job Purpose

To contribute to the development and maintenance of the GLA’s suite of demographic models and analytical tools, leading on the publication of outputs, technical notes, and related analysis as required.

To work with stakeholders in the GLA, functional bodies and London Boroughs, providing analytical support and ensuring that their intelligence needs are met.

To provide expert advice and support on the development and use of models across the wider organisation, promoting best practice in the application of statistics and data science.

To help deliver the team’s programme of analysis and reporting and to develop new and innovative demographic modelling and analytical products to support the needs of policy makers in service provision and future planning for London.

Principal accountabilities

1. Contribute to the ongoing maintenance, quality assurance, and improvement of the Demography Team’s suite of models.
2. To work with a wide range of internal and external stakeholders to identify requirements and to address these by providing appropriate analysis, modelling, and expert guidance.
3. To deliver projections and analytical outputs as part the range of data services provided by the team to internal and external users.
4. To ensure outputs are produced to high professional standards and are accompanied by appropriate guidance and information to allow stakeholders to correctly interpret and apply the results.
5. To engage with and share expertise with stakeholders, providing support and guidance, and promoting best practice in the application of data science and modelling.
6. To undertake analysis and evaluation of alternative data sources, models, and methods, to help guide the team’s technical decisions.
7. To realise the benefits of working in an open and collaborative manner, ensuring that models and analysis are reproducible and appropriately documented, being transparent with results and methods, and encouraging engagement with the team’s work.
8. To realise the benefits of London’s diversity by promoting and enabling equality of opportunities and promoting the diverse needs and aspirations of London’s communities.
9. Realise the benefits of a flexible approach to work in undertaking the duties and responsibilities of this job, and participating in multi-disciplinary, cross-department projects.
10. Manage staff and resources in allocated to the job in accordance with the Authority’s policies and Code of Ethics and Standards

Person specificationTechnical requirements/experience/qualifications

1. A high level of numeracy and technical knowledge, evidenced by a graduate qualification in information technology, information systems, statistics, applied mathematics, or an allied subject or exceptionally, by at least five years’ experience in a similar role.
2. Professional experience working with R and/or Python, and the use of version control systems for collaborative development.
3. Able to appropriately select and apply a wide range of modelling and analytical techniques to real world problems.
4. Spatial analysis skills and experience in working with large, complex datasets.
5. Evidence of success in undertaking project-based work, designing and preparing clear and concise reports, presentations and briefings on complex issues.
6. Evidence of success in building and forming working relationships, and working flexibly, across professional and operational boundaries within an organisation, and with external organisations.
7. An understanding of the GLA’s commitment to equality of opportunity and valuing diversity, and the ability to translate this into action.

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 3 indicators of effective performance

1. Expands networks to gain new information sources for research and policy development
2. Identifies and implements methods to ensure intelligence is of a high quality
3. Encourages others to analyse data from different angles, using multiple perspectives to identify connections and new insights
4. Tailors research investment in line with likely impact for Londoners and policy priorities
5. Retains a bigger picture view, ensuring research recommendations are appropriate and practical for the GLA and its stakeholders

Stakeholder Focus

… is consulting with, listening to and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others’ expectations.

Level 3 indicators of effective performance

1. Understands diverse stakeholder needs and tailors team deliverables accordingly
2. Is a role model to others, encouraging them to think of Londoners first
3. Manages stakeholder expectations, so they are high but realistic
4. Removes barriers to understanding the needs of diverse stakeholders, including hard to reach groups
5. Focuses own and team’s efforts on delivering a quality and committed service

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 3 indicators of effective performance

1. Encourages and supports teams in engaging in transparent and inclusive communication
2. Influences others and gains buy-in using compelling, well thought through arguments
3. Negotiates effectively to deliver GLA priorities
4. Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement
5. Advocates positively for the GLA both within and outside the organisation

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 3 indicators of effective performance

1. Monitors allocation of resources, anticipating changing requirements that may impact work delivery
2. Ensures evaluation processes are in place to measure project benefits
3. Gains buy-in and commitment to project delivery from diverse stakeholders
4. Implements quality measures to ensure directorate output is of a high standard
5. Translates political vision into action plans and deliverables

Responding to Pressure and Change

… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.

Level 3 indicators of effective performance

1. Clarifies direction and adapts to changing priorities and uncertain times
2. Minimises the pressure of change for the directorate, lessening the impact for the team
3. Uses change as an opportunity to improve ways of working, encouraging others’ buy-in
4. Keeps staff motivated and engaged during times of change, promoting the benefits
5. Takes ownership for communicating change initiatives clearly, ensuring smooth implementation

Problem Solving

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

Level 3 indicators of effective performance

1. Makes sound decisions quickly on behalf of the GLA when a situation requires intervention
2. Takes responsibility for team decisions, providing rationale when those decisions are questioned
3. Involves senior stakeholders early in decisions that impact them
4. Analyses organisational risks associated with decisions, including those with long term impacts, before committing to action
5. Encourages others in the team to make decisions in their own area of expertise, take appropriate risks and learn from experience

Reasonable adjustment

Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work.

The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here:

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 outlined above in the advert.

Please ensure your CV and Personal Statement have a maximum file size of 1.5MB each and upload your Personal Statement to the ‘CV and Cover Letters’ section of the form, ensuring you address the technical requirements and competencies in your Personal Statement.
Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and Personal Statement are saved with the job reference number as part of the naming convention (E.g., “CV – applicant name - 012345)

As part of GLA’s continuing commitment to be an inclusive and equal opportunity employer we will be removing personal identifiable information from CVs and Personal Statements that could cause discrimination.
If you have questions about the role

If you wish to talk to someone about the role, the hiring manager Ben Corr would be happy to speak to you. Please contact them

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 17th March, 2025

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.

Benefits
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.

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