Ofgem works on behalf of energy consumers to ensure that every household and business in the UK can rely on a safe, affordable, and environmentally sustainable energy supply. We are playing a vital part in accelerating the transition to Net Zero and a carbon neutral energy system - a goal that everyone wants to achieve. Whatever your role, you'll be playing your part in creating new energy solutions that are great for customers, and great for the environment.
A key lesson from the energy crisis is the urgent need to shift towards home-grown, cheaper, cleaner, and more secure forms of energy. This will help to reduce costs to consumers by breaking the link between electricity and gas prices, improve the security of supplies of energy and achieve energy independence, and help deliver the government's ambitious goals for net zero by 2050. By providing the lowest cost and lower carbon heating solutions in many situations, heat networks will play a key role in delivering this agenda. Local heat sources already serve an estimated 500,000 customers across 14,000 networks. Their future role is set to expand significantly, with the Climate Change Committee predicting that around a fifth of heat will be distributed through heat networks by 2050.
The Heat Networks team in Ofgem is responsible for shaping and implementing the future regulatory regime for heat networks. Ofgem will be responsible for regulating the heat networks market when the necessary legislation is in place. We provide advice and expertise to government on the detailed design of the new regulatory arrangements. The Heat Networks team is preparing for Ofgem's future oversight role, including how we will monitor the market, work with stakeholders and operationalise our new functions.
The scale of change needed as the market transitions to statutory regulation means that team members have exposure to unique regulatory challenges and must engage with a broad range of stakeholders to find solutions. The heat network industry has many players (large corporate entities, small privately run heat suppliers, local authorities, housing associations, billing and customer service providers).
The Director for Heat Networks is a critical role in leading the transition from policy development to operationalising the new regulation and requirement of the industry and consumers. Engaging with key internal and a diverse set of key external stakeholders.
Person specification
Essential:
Desirable:
More details about the role and the application process can be found in the attached candidate pack.
Behaviours
We'll assess you against these behaviours during the selection process:
Benefits
Alongside your salary of £120,000, OFGEM contributes £34,764 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
Ofgem can offer you a comprehensive and competitive benefits package which includes; up to 30 days annual leave; Excellent training and development opportunities; The opportunity to join the generous Civil Service pension which also includes a valuable range of benefits; flexible working hours and family friendly policies.
Ofgem has established and engaged networks and teams, providing an opportunity to contribute to our ambitious and important targets of establishing a Net Zero energy system by 2050. This exciting blend of professional challenge and personal reward identifies career opportunities at Ofgem as something to get excited about.
Things you need to know
Selection process details
This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours and Experience.
To apply for this post, you will need to submit the following documentation by email to the email scsrecruitment@ofgem.gov.uk n o later than 23:55 9 th December 2024.
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 (no longer than two pages) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification.
Applicants selected for interview, will be asked to complete psychometric assessments, and then a panel interview with a presentation
Feedback will only be provided if you attend an interview or assessment.
This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.
As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.
Security
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This job is broadly open to the following groups:
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
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) .
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .
A key lesson from the energy crisis is the urgent need to shift towards home-grown, cheaper, cleaner, and more secure forms of energy. This will help to reduce costs to consumers by breaking the link between electricity and gas prices, improve the security of supplies of energy and achieve energy independence, and help deliver the government's ambitious goals for net zero by 2050. By providing the lowest cost and lower carbon heating solutions in many situations, heat networks will play a key role in delivering this agenda. Local heat sources already serve an estimated 500,000 customers across 14,000 networks. Their future role is set to expand significantly, with the Climate Change Committee predicting that around a fifth of heat will be distributed through heat networks by 2050.
The Heat Networks team in Ofgem is responsible for shaping and implementing the future regulatory regime for heat networks. Ofgem will be responsible for regulating the heat networks market when the necessary legislation is in place. We provide advice and expertise to government on the detailed design of the new regulatory arrangements. The Heat Networks team is preparing for Ofgem's future oversight role, including how we will monitor the market, work with stakeholders and operationalise our new functions.
The scale of change needed as the market transitions to statutory regulation means that team members have exposure to unique regulatory challenges and must engage with a broad range of stakeholders to find solutions. The heat network industry has many players (large corporate entities, small privately run heat suppliers, local authorities, housing associations, billing and customer service providers).
The Director for Heat Networks is a critical role in leading the transition from policy development to operationalising the new regulation and requirement of the industry and consumers. Engaging with key internal and a diverse set of key external stakeholders.
Person specification
Essential:
- Proven experience of strategic and inspirational leadership to deliver successful outcomes
- Experience and understanding of regulation and/or consumer protection
- Demonstrable ability to work with and influence the the very top of Government, Boards and senior executives to drive progress and change in markets
- Proven aptitude for being an excellent, dynamic leader and people manager who can set clear direction and achieve a strong culture of continuous improvement
Desirable:
- Experience of the energy sector, on either the public or private side
More details about the role and the application process can be found in the attached candidate pack.
Behaviours
We'll assess you against these behaviours during the selection process:
- Communicating and Influencing
- Delivering at Pace
- Seeing the Big Picture
- Making Effective Decisions
Benefits
Alongside your salary of £120,000, OFGEM contributes £34,764 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
Ofgem can offer you a comprehensive and competitive benefits package which includes; up to 30 days annual leave; Excellent training and development opportunities; The opportunity to join the generous Civil Service pension which also includes a valuable range of benefits; flexible working hours and family friendly policies.
Ofgem has established and engaged networks and teams, providing an opportunity to contribute to our ambitious and important targets of establishing a Net Zero energy system by 2050. This exciting blend of professional challenge and personal reward identifies career opportunities at Ofgem as something to get excited about.
Things you need to know
Selection process details
This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours and Experience.
To apply for this post, you will need to submit the following documentation by email to the email scsrecruitment@ofgem.gov.uk n o later than 23:55 9 th December 2024.
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 (no longer than two pages) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification.
Applicants selected for interview, will be asked to complete psychometric assessments, and then a panel interview with a presentation
Feedback will only be provided if you attend an interview or assessment.
This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.
As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.
Security
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
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
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
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) .
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .
