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Location
About the job
Job summary
We lead Government’s work on the future governance of football. In 2021 the government commissioned a Fan-Led Review of Football Governance to explore ways of improving the sustainability of English football in order to protect vital community assets. The Review was published later that year and highlighted the need for reform.
The Government has since published a White Paper setting out a comprehensive plan to introduce an independent regulator for English football clubs to put fans back at the heart of football and help to deliver a sustainable future for all clubs. The Football Regulator Implementation Unit is responsible for delivering the reforms set out in the White Paper, including through the Football Governance Bill and setting up the football regulator.
This role will sit within the team responsible for setting up the Football Regulator. These roles are being recruited on a loan or fixed term basis to the end of March 2025, with the possibility to extend. This role will be based in DCMS on an interim basis. The intention is for this role to transfer to the Football Regulator once fully established.
Please note that the location of the Football Regulator has yet to be determined.
Job description
The government has committed to setting up an independent regulator for football to improve the financial sustainability of clubs, for the benefit of their fans and the communities they serve. To help deliver on this commitment, an interim team is being formed to start to undertake preparatory activity ahead of the statutory body being established. This role is a unique opportunity to be part of a team that will be shaping a new regulatory regime for football and the systems and organisation that will deliver it.
This role will lead on strategic research projects on the football industry, with a primary focus on financial sustainability. We are looking for someone who can provide policy and analytical thought leadership and has a strong track record of delivering high quality and influential analytical reports, and communicating findings to senior and external stakeholders in a credible and impactful way.
You will be responsible for defining analytical priorities and setting clear objectives for your team. You will be required to develop and manage a programme of research projects on the football industry and football governance issues, build capability within the team and oversee the delivery of high quality outputs. This role will initially be based in DCMS. The role will transfer to the regulator once established.
Responsibilities include:
- Overseeing the delivery of priority research projects that will support the development of football governance policy and managing the overarching analytical programme for the team.
- Providing analytical thought leadership across the team, to ensure delivery of high quality analysis and ensure that policy development is evidence based, rigorous and based on sound analysis.
- Working collaboratively across football governance teams and with senior leadership, drawing on relevant expertise to ensure that analytical work is comprehensive, well understood and effectively informs decision making.
- Undertake engagement with industry stakeholders, academia and other experts to ensure research considers a wide range of views.
Person specification
You must be a member of the Government Economic Service (GES) or be eligible to join. If you are an external applicant you must demonstrate that you satisfy the eligibility criteria to join GES, which is, a 1st or 2:1 degree in Economics or a postgraduate degree in Economics. If it is a joint degree, at least 50% of the course modules must be in economics.
Essential Requirements
- Application of Knowledge (GES): You will have the ability to identify, scrutinise and deliver appropriate economic analysis, using a range of research methods and apply excellent knowledge of economic theory to address analytical and policy issues.
- Making effective decisions: You will also have a strong understanding of regulation, analysis and markets. You must have a proven ability of decision making on economic regulatory and/or financial services matters, with experience of leading a significant policy or analytical agenda.
- You must also demonstrate an excellent understanding and consideration of the wider impact of regulation on the football industry, and use this analysis to shape policy decisions.
- Leadership: A consistent track record of providing visible leadership to support policy delivery, with a demonstrated ability to deliver quality results in complex environments and across multi-disciplinary teams. You will also have experience of building capability within your direct and wider team
- Working Together: Extensive experience of working closely and productively with a wide community of internal and external stakeholders, and a track record of strong building networks with industry and academia.
- Communicating and influencing: You must be comfortable dealing with detailed and complex information, translating this into clear conclusions in different formats for a range of audiences. In addition to excellent oral and written skills, you must have experience of presenting data to communicate policy and analytical findings.
- Delivering at pace: Strong ability to set and communicate programme of work for you and your team, against clear deadlines and objectives. You must be able to demonstrate how you effectively manage risks and issues to ensure successful and timely delivery.
Desirable Skills
- Knowledge of football governance issues, specifically relating to financial sustainability would be highly desirable.
- Experience of working with external partners to deliver research would be highly desirable.
Behaviours
We'll assess you against these behaviours during the selection process:
- Leadership
- Working Together
- Communicating and Influencing
Technical skills
We'll assess you against these technical skills during the selection process:
- GES - Application of Knowledge
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.
- 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.
Things you need to know
Selection process details
To apply for this post, please send us the following documents no later than 23:55 on Monday April 8th 2024 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 1000 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 strengths and potentially include a presentation which will be provided at interview invite.
- GES - Application of Knowledge
- Leadership
- Working Together
- Communicating and Influencing
Prior to the interview you will be sent the behaviour questions in advance. Please note that this is not a DCMS policy, it is exclusively for this campaign.
You will not be made aware of the strengths being assessed prior to your interview.
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.
Interviews will take place remotely via Google Meet video call.
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 insert 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
If successful and transferring from another Government Department a criminal record check may be carried out.
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.
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.
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
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
See our vetting charter (opens in a new window).
Nationality requirements
This job is broadly open to the following groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals 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 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
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).
Apply and further information
Contact point for applicants
Job contact :
Recruitment team
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/
