FAQs
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A fixed term appointment (FTA) is a temporary appointment for a set duration.
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Periods of appointment will vary but are usually up to 12-18 months; however this will be confirmed on your formal offer and contract.
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No, these are referred to as “non-fair and open” contracts. This means that this FTA campaign has not been advertised externally to the public via Civil Service Jobs and are therefore made by exception to the Civil Service Recruitment Principles.
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An employee on a “non-fair and open” FTA is entitled to the same training opportunities, policies and contractual terms and conditions as a permanent employee, including those pertaining to performance, attendance, and grievance. The only differences under this type of contract are that you have no automatic right to securing permanent employment and you cannot apply for internal jobs or jobs advertised only within the Civil Service. You are still eligible to apply for externally advertised Civil Service vacancies including any in the Home Office. -
Following your success at the suitability interview you will be required to create an account on Civil Service Jobs (if you do not already have one). Details of how to do this can be found here Create an account – Civil Service Jobs – GOV.UK
GRS will send you an email (to your registered CS Jobs email address) containing a link to the provisional offer. Once you accept the offer, you will be asked to complete some forms to start the pre-employment checking process.
These pre-employment checks will consist of:
- A right to work check – this will have been done by the agency but will need to be done again by the Home Office
- A nationality check
- Confirmation of security clearance
- Health declaration form
- Employment check
- Reference Check
- Some roles may also require a Criminal Record Check (CRC)
It is important to respond to all correspondence promptly as failure to do this will result in delays to the onboarding process and may result in the job offer being withdrawn.
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There is no guarantee that an FTA will be extended but it may be possible subject to business need, budgets and headcount; however this will be considered nearer the time. If the original FTA is extended the overall appointment cannot exceed two years.
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After 12 months in post, it may be possible to convert you to a permanent contract using an exception to the Civil Service Recruitment Principles; however there is no guarantee.
The offer of a permanent contract depends on budgets, headcount restrictions as well as the satisfactory completion of probation and demonstration of meeting minimum performance and attendance requirements.
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No. As these are “non-fair and open” contracts, you are not eligible to apply for internal Home Office jobs. You are, however, able to apply for any externally advertised campaigns on Civil Service Jobs, including those advertised by the Home Office.
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As EOI’s are classed as internal roles, you will not be eligible to apply. FTA contracts are extremely specific and restricted to the role detailed within your contract. As an EOI would be a change of role, it is not permitted under the exception used. Any change of role (including temporary changes) would require approvals from the Civil Service Commission and a new FTA contract issuing if agreed.
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No. FTA contracts are extremely specific and restricted to the role detailed within your contract and this would be a change of role so is not permitted under the exception used. Any change of role (including temporary changes) would require approvals from the Civil Service Commission and a new FTA contract to be issued if agreed.
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No. FTA contracts are extremely specific and restricted to the role detailed within your contract and this would be a change of role so is not permitted under the exception used. Any change of role (including temporary changes) would require approvals from the Civil Service Commission and a new FTA contract to be issued if agreed.
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Subject to local business need and the approval of your manager, you might be able to use a flexitime system.
Flexitime is available to all staff with at least 6 months’ service and once they have successfully completed their probation period.
A flexitime system may not be feasible in certain parts of the business or for certain posts because of the nature of the work.
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For a full-time worker you will be entitled to 185 hours (25 days) a year. For a part-time worker the hours you will be entitled to will be pro-rated. The leave year runs from 1 March to the last day of February.
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Yes. This will last for 6 months but may be extended if necessary.
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Many teams in the Home Office offer hybrid working which is an informal arrangement where you attend your workplace at least 60% of your contracted hours.
It is a voluntary non-contractual option, subject to local business areas and specific role requirements.
Some job roles will require 100% workplace attendance; the job description will outline the minimum workplace requirement.
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You will be paid monthly in arrears on the last working day of each month.
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Your starting salary will depend on your office location and new entrants to Home Office will normally start on the minimum of that range.
The current Administrative Officer (AO) spot rates and Executive Officer (EO) starting salaries (as of July 2024) are as follows:
AO Spot-rate
National: £26,750
Gatwick: £27,750
London: £30,750
EO Salary Range
National: £30,000
Gatwick: £31,000
London: £34,000
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Yes, as a new employee to the Civil Service, you will be automatically enrolled in the alpha pension scheme (Civil Service Pensions website).
You can change this arrangement by opting in the Partnership Pension Account (Civil Service Pensions website) or you may choose to opt out entirely.
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As part of the onboarding process, you will be asked to complete a health declaration and one of the questions is:
Do you need any adjustments (including adaptions to the workplace) to assist you at work?
By answering these questions and consenting to share with your Home Office line manager they will be able to discuss any reasonable adjustments with you.
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A one month notice period is required by the Home Office and this must be received in writing.
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Alternative working patterns may be able to be accommodated, depending on business need, please let us know as soon as possible so we can confirm with the vacancy holder if they can accommodate your requirements.
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To be eligible for this pathway you must have been unemployed 3 months or more at the point of applying.
If you commence work whilst undergoing pre-employment checks, you can continue onboarding for this pathway, however you must notify us immediately of this change of circumstances.