Shadow Football Regulator - Policy Advisor (Licensing)
Department for Culture, Media and Sport
Apply before 11:55 pm on Tuesday 24th September 2024
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About the job
Job summary
We lead the Government's work on the future governance of football. A Bill will be introduced to establish an independent football regulator to ensure greater sustainability in the game and strengthen protections for fans.
The Shadow Football Regulator is a dedicated team within DCMS which is responsible for setting up the Independent Football Regulator. It is ensuring the regulator has the right skills, governance and corporate functions so it can start work as soon as possible after the Bill receives Royal Assent.
These roles are being recruited on a loan or fixed term basis for 12 months with the possibility to extend. This role will be based in DCMS on an interim basis. Subject to the overall progress of the programme, the intention for this role is to transfer to the Football Regulator once fully established.
Please note that this role will be based in Greater Manchester, which is where the Regulator will be based - an exact location has yet to be determined.
Job description
This is a unique opportunity to join the team that is shaping the new regulator and regulatory regime for football governance. The shadow football regulator team is scoping out how to translate legislative requirements into an effective regulatory regime that will improve the financial sustainability of clubs, and promote and protect fan interests.
This role will be focused on scoping the delivery of a proportionate and effective licensing regime. The licensing regime will be key to the delivery of the regulation, and you will be part of a team tasked with developing a coherent licensing framework, that considers regulatory best practice, as well as the specific football industry landscape.
We are looking for a highly-motivated policy professional, ideally with a background in regulatory policy delivery. An understanding of the football industry is also desirable.
Responsibilities include:
- Supporting the scoping and development of the implementation of a proportionate and effective licensing regime for the Independent Football Regulator.
- Leading on specific aspects of the licensing regime implementation, developing policy proposals and processes to implement the licensing process.
- Consulting with stakeholders and experts to ensure the licensing regime takes account of both wider regulatory practices, and the specific football industry landscape.
- Engaging cooperatively across the wider shadow football regulator team, including with individual policy and systems leads, to ensure a coordinated approach to implementation.
- Building a thorough understanding of the legislative requirements placed on the regulator, to ensure they are effectively implemented.
Person specification
The ideal candidate would have the following key skills and experience:
Essential Requirements
Making effective decisions
- Experience of regulatory policy making and/or delivery, and a proven ability to analyse complex information, balance trade-offs, form evidence-based judgements, and clearly communicate recommendations to senior decision-makers.
Communicating and influencing
- Strong communication skills, with an ability to communicate complex issues in a clear and effective way to different audiences.
Delivering at pace
- Strong organisational skills, and experience of managing competing priorities, and delivering high-quality work in a fast-paced working environment.
Working together
- Strong interpersonal skills, with experience of working collaboratively and cooperatively with a range of different internal and external stakeholders, building strong relationships and consensus around important issues.
Desirable Skills
- An understanding of football governance issues.
- Prior experience or knowledge of implementing legislation in a regulatory context and/or experience working on licensing or authorisation regimes.
We are running an information session where prospective applicants can find out more about the role. this will be hosted by Jake Matthews and will take place on: - Wednesday 11th September - 1:30pm
The session will be an opportunity to hear more about the role, the team and wider directorate and the department. It will also be an opportunity for you to ask any questions. Please register your interest by filling out this form and you will be sent an invitation.
Please note that the session will not focus on the DCMS recruitment process - please direct any queries that you have on this topic (timelines, reasonable adjustments, onboarding etc) to recruitment.team@dcms.gov.uk
Behaviours
We'll assess you against these behaviours during the selection process:
- Making Effective Decisions
- Communicating and Influencing
- Delivering at Pace
- Working Together
Benefits
DCMS values its staff and offers a wide range of benefits to everyone who works here. We’re committed to developing talent, and supporting colleagues to have great careers in our department. To support with that, some of the benefits we offer include:
Flexible working arrangements and hybrid working - DCMS staff work on a flexible basis with time spent in offices, and time spent working from home
26.5 days annual leave on entry, increasing to 31.5 days after 5 years’ service
A Civil Service pension with an average employer contribution of 28.97%
Access to the Edenred employee benefits system which offers discounts to popular retailers and access to various useful resources such as financial and savings advice
3 days of paid volunteering leave
Up to 9 months maternity leave on full pay + generous paternity and adoption leave
Staff reward and recognition bonuses that operate throughout the year
Occupational sick pay
Access to the Employee Assistance Programme which offers staff 24/7 confidential support and resources such as counselling, debt guidance and management advice
Active and engaged staff networks to join including the LGBT+, Ethnic Diversity, Mental Health and Wellbeing and Gender Equality Networks
Exceptional learning and development opportunities that you can explore alongside your day to day work
Season ticket loan, cycle to work scheme and much more!
Terms and conditions at SCS grades will vary. Those applying for SCS roles should refer to the candidate information pack for more information on terms and conditions.
Things you need to know
Selection process details
Please refer to the ‘Application and Interview Guidance’ document attached to the job advert to help you with writing your CV and SoS, this document shares top tips on how to write an application in line with the Civil Service scoring method.
To apply for this post, please send us the following documents no later than Tuesday 24/09/24 - 23:55 via the CS Jobs portal:
- A CV setting out your career history, with key responsibilities and achievements. Please ensure you provide employment history that relates to the essential and desirable criteria, and that any gaps in employment history within the last 2 years are explained. The CV should not exceed more than 3 x A4 pages and you should insert your CV into the "Job History" section on Civil Service Jobs on the Civil Service Jobs application form.
- A Statement of Suitability (max 750 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role in reference to the essential requirements highlighted. You may also choose to reference the desirable skills listed.
For the shortlist, we will assess your experience and select applicants demonstrating the best fit for the role by considering the evidence provided in your application.
In the event of a large number of applicants, an initial sift will be conducted on the statement of suitability. Those who are successful in the initial sift will then be scored on all elements of the application.
The interview process will assess behaviours and potentially include a presentation which will be provided at interview.
The behaviours to be tested at interview are:
- Making effective decisions
- Communicating and influencing
- Delivering at pace
- Working together
As part of your interview, you may be asked to deliver a short oral presentation. Full details of this, including the topic, and whether or not you will need to use visual aids, will be sent to you prior to your interview.
Your interview will take place remotely via GoogleMeets.
For indicative sift and interview dates please refer to the attached Candidate Information Pack.
Further Information
If the vacancy is offered as FTA/Loan, existing Civil Servants must join on a Loan basis only. Prior agreement to be released on loan must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return.
For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting
Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter
A reserve list may be held for a period of 12 months from which further appointments can be made.
Any move to Department for Culture, Media and Sport from another employer will mean you can no longer access 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
New entrants are expected to join on the minimum of the pay band.
DCMS has a London and a National pay scale. For more information on this, including the circumstances in which each pay scale will apply, please see the ‘Information for Applicants’ document.
If successful and transferring from another Government Department a criminal record check may be 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 circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
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.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.
Reasonable Adjustment
We are committed to supporting candidates so they can perform at their best throughout the recruitment process. This includes making reasonable adjustments to our process.
In order to request an adjustment, please:
Complete the ‘Assistance required’ section on 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 a verbal test rather than a written one.
Alternatively, contact the Government Recruitment Service via dcmsrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.
Accessibility
If you are experiencing accessibility difficulties with any of the attachments, please contact us. Contact details can be found in the 'contact point for applicants' section of the job advert.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
Nationality requirements
Working for the Civil Service
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).
Diversity and Inclusion
Apply and further information
Contact point for applicants
Job contact :
- Name : Joseph Alford
- Email : joseph.alford@dcms.gov.uk
Recruitment team
- Email : dcmsrecruitment.grs@cabinetoffice.gov.uk
Further information
If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact recruitment.team@dcms.gov.uk in the first instance. If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission at: https://civilservicecommission.independent.gov.uk/recruitment/civilservicerecruitmentcomplaints/
