Job summary
Shadow Football Regulator
We lead the Government’s work on the future governance of football. At present, the Shadow Football Regulator comprises over thirty members of staff, led by an interim Chief Operating Officer, undertaking a range of activities in preparation for passage of the Football Governance Bill, which is currently in Parliament.
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.
This post, and its recruitment, is dependent on progress of the Bill, and the intention is for this role to transfer to the Regulator once it’s legally established.
Please note that the Independent Football Regulator will be based in Greater Manchester but an exact location has yet to be determined.
Job description
Responsibilities include:
- Develop, maintain, and oversee the IFRs operational governance framework ensuring compliance with corporate, regulatory, and public sector standards, as well as the governance requirements set out in Football Governance Bill.
- Providing leadership to the Governance team, helping develop the board secretariat and executive governance functions to support robust and timely decision making.
- Leading the transition of governance functions as the organisation transitions from the Shadow Football Regulator to the Independent Football Regulator.
- Overseeing the appointment, induction and establishment of the IFR’s Board as well as other decision making groups, supporting them as individuals and a group to make effective decisions.
- Working across the team and with the programme management function to sequence decision making in a way which enables teams to deliver against programme milestones.
Person specification
Essential Requirements
- Outstanding leadership skills with the ability to build a strong team culture and ethos, and to motivate and manage a team to deliver at pace on a challenging and complex agenda.
- Experience of working with senior leaders and stakeholders.
- Ability to prepare concise briefings, reports, and board papers, and adapting style for different audiences.
- Ability to act as a conduit between decision makers and the wider team, developing a deep understanding of the programme and using your judgement to sequence decisions in a way which enables the programme to meet critical milestones.
- Ability to understand, analyse and deliver complex policy and delivery issues at pace; and to use your judgement to provide clear, strategic advice.
- Ability to align your work with organisational strategy, and to anticipate and mitigate future challenges.
Desirable Skills
- Experience of leading or working within a governance function.
- Familiarity with Non-Departmental Public Bodies, especially Regulators, and their relationship to Government.
- Knowledge of the football industry.
Behaviours
We’ll assess you against these behaviours during the selection process:
- Leadership
- Delivering at Pace
- Seeing the Big Picture
- Making Effective Decisions
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 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
To apply for this vacancy, you will need to submit the following documents which will assessed against the experience success profile:
- 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 2 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 however these will not be considered in the assessment of your application except in circumstances where there are a high number and calibre of candidates.
For the shortlist, we will 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.
For support in writing your application and interviewing, please refer to the ‘Application and Interview Guidance’ document attached to the job advert.
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.
Further Information
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 ‘Candidate Information Pack’ attached.
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.ukstating 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.
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
For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting
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/
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