Policy Advisor - Football Regulation (x3 roles)
Firm:
Department for Digital, Culture, Media & Sport
Category:
Jobs
Created:
05.01.2023
Hits:
1695
Practice Area:
Governance
Work city:
Belfast, Darlington, London, Loughborough, Manchester
Salary:
£31,884 - £39,587
Duration:
2 Years
Policy Advisor - Football Regulation
(3 roles)
About the job
Job summary
The Sport Team within DCMS has overall policy responsibility within government for sport and physical activity. We lead on setting Government’s strategic direction for sport, and are the departmental sponsor for four Arm’s Length Bodies with a total annual budget in excess of £450m (UK Sport, Sport England, UK Anti-Doping and the Sports Grounds Safety Authority). The team has a broad remit that covers elite sport through to the grassroots, and works across government to promote the effectiveness of physical activity as a policy solution to a variety of social issues.
We lead Government’s work on the future governance of football and the UK’s international engagement strategy for sport. We own a number of high profile and important relationships across government and with key external bodies, including with National Governing Bodies (such as the FA, RFU, ECB etc.), the Premier League, the British Olympic Association and the World Anti-Doping Agency.
Job description
This is a high-profile and exciting opportunity to join the Football Regulation Team (within the wider Sport Team) as we work towards taking forward the recommendations of the Fan Led Review of Football Governance. Despite clubs generating vast amounts of money, the underlying finances of many clubs throughout the English football pyramid are in a fragile state. We are working towards putting clubs back on a sustainable footing, and putting fans at the heart of the English game. This is a unique chance to be part of design and implementation of a regulatory system to deliver this.
There are 3 roles across the team at Grade B (HEO/SEO) that we are recruiting for. You may work on:
- Developing new regulation for football clubs, including on financial resilience.
- Designing a new regulatory system, its powers and functions
- How we could set up and implement the new system including any bodies necessary to deliver the reforms needed.
Football is the national sport and as such the work we do is high-profile, with considerable interest from a range of stakeholders and Ministers. These roles will involve working with football authorities (e.g. the FA and UEFA), football leagues (e.g. the Premier League), clubs, fans, and across Whitehall. There is also significant exposure to Ministers.
Responsibilities will include developing and delivering policy in a novel area for Government. You are likely to support on the implementation of a new regime.
The roles will require strong initiative, decision making skills, the ability to develop novel evidence-based policy, and to effectively advise ministers on complex information. You will need to have excellent stakeholder management skills, a strong awareness of the political and parliamentary environment, be flexible and be able to work at pace on a high profile policy area.
To apply please click here.
Person specification
The ideal candidate will have
Essential Requirements
- Communicating - Excellent written and verbal communication skills, with experience of successfully engaging with senior stakeholders.
- Policy Development - Ability to think logically through policy problems in a complex and fast moving environment.
- Stakeholder Management - Ability to engage with a wide range of stakeholders on emerging policy priorities.
- Analytical skills - Using evidence to shape policy development and deliver outcomes.
- Strategic thinking - Ability to understand how your work contributes to the bigger picture and influences key issues within your area of responsibility
Desirable Requirements
- Interest in and/or experience working in football and the issues in the governance and regulation of the game.
- Experience in designing or working within regulation or a regulator.
- Understanding of financial services regulation.
Behaviours
We'll assess you against these behaviours during the selection process:
- Communicating and Influencing
- Seeing the Big Picture
- Making Effective Decisions
- Delivering at Pace
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 27%
- 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.
- 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.
As part of government’s wider priority to grow the Civil Service outside of London, we are encouraging applicants from outside of London and seek to ensure we have a team that is balanced across DCMS locations.
Things you need to know
Selection process details
To apply for this post, please send us the following documents no later than 11pm on 9th January via the CS Jobs portal:
- A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years.
- A Statement of Suitability (max 500 words) detailing how your experience, personal skills and qualities meets the essential requirements as outlined in the candidate information pack and 'Person Specification' section of the advert.
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 high number of candidates we will sift on the Statement of Suitability only. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
We will take into account your consideration during the interview your preference of role but ultimately the interview will determine the best role for you.
Interview
The interview process will assess behaviours, strengths and experience.
The behaviours to be tested at interview are:
- Communicating and Influencing
- Seeing the Big Picture
- Making Effective Decisions
- Delivering at Pace
You will not be made aware of the strengths being assessed prior to your interview.
In most cases interviews will take place remotely via Google Meet video call. However please refer to the Candidate Information Pack to confirm the interview approach.
For indicative sift and interview dates please refer to the attached Candidate Information Pack.
Further Information
A reserve list may be held for a period of 6 months from which further appointments can be made.
Any move to DCMS 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
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/Access NI 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.
For further information on the Access NI confidential checking service telephone: the Access NI Helpline on 0300 200 7888 and ask to speak to the operations manager in confidence, or email accessni@ani.x.gsi.gov.uk
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.
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.
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 you choose to join on a loan basis, 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.
Location
This role can be based in London, Manchester, Darlington, Belfast or Loughborough. The hub locations are displayed on the job advert. Not all hub locations have confirmed office space yet - successful applicants will be expected to work remotely until this becomes available.
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 will only be provided if you attend an interview or assessment.
Security
See our vetting charter.
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.
How to Apply and further information
To apply please click here.
Contact point for applicants
Job contact :
- Name :Susie Bridge
- Email :Susie.Bridge@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/
Sports Law Networking Evening - Glasgow