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. 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 the location of the Football Regulator has yet to be determined.

Please review the attached Candidate Information Pack for more information.

Job description

The government has committed to setting up an independent regulator 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 is a unique opportunity to be part of a team that will be shaping a new regulatory regime and the systems and organisation that will deliver it. 

This role will be responsible for scoping out how to translate the legislative requirements into a functioning and proportionate licensing process. You will be responsible for mapping a club’s journey through the licensing process, identifying the requirements at each stage and developing a coherent and robust framework that will deliver the licensing policy.

We are looking for an experienced policy professional, specifically with a background in regulatory policy delivery. You should also have a strong understanding of the football industry, specifically in relation to issues relating to financial sustainability within the game.

Responsibilities include:

• To lead on designing a detailed implementation plan and policy proposals for the Football Regulator’s licensing regime.
• Provide advice on the development of the systems that will operationalise the licensing process, working closely with corporate functions, specifically Digital, Data and Technology
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• Consult with a wide range of stakeholders, including the football leagues, clubs and regulatory experts to ensure that the regime is implemented successfully and takes account of the wider regulatory and industry landscape.
• Work closely with the DCMS policy team to understand the legislative requirements placed on the regulator to ensure they are effectively implemented.
• Line management of at least one direct report. 

Person specification

The ideal candidate would have the following key skills and experience:

Essential Requirements 

• Making effective decisions (lead behaviour): you must have a proven ability of policy making on economic regulatory and/or regulatory issues, with experience of leading a significant policy agenda. 
  • • - This must include experience of analysing complex information, forming judgements and clearly communicating to a range of audiences. 
    • - It must also demonstrate an excellent understanding and consideration of the wider impact of regulation on the regulated industry.
• Leadership: A consistent track record of providing visible leadership to support policy delivery, with a demonstrated ability to deliver quality results in complex environments. 
• Working Together: Strong experience of working closely and productively with a wide community of internal and external stakeholders, build strong relationships and consensus around important issues. You will also need to be able to negotiate effectively and with confidence.
• Delivering at pace: Strong ability to manage your work at pace and prioritising complex issues effectively while maintaining momentum across a wide brief. 
• Communicating and influencing: excellent written and oral communication skills, with a proven ability to effectively translate complex issues into clear messages for different audience. You will also need to demonstrate experience of confidently engaging with different audiences.

Desirable Skills

• Knowledge of football governance issues, specifically relating to financial sustainability.

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%
• 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

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.

To apply for this post, please send us the following documents no later than 23:55 10th March 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 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.

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.

For indicative sift and interview dates please refer to the attached Candidate Information Pack.

For support in writing your application and interviewing, please refer to the ‘Application and Interview Guidance’ document attached to the job advert.

The interview process will assess behaviours and strengths and potentially include a presentation which will be provided at interview.

The behaviours to be tested at interview are:

• Making effective decisions
• Leadership
• Working together
• Delivering at Pace
• 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.

Your interview will take place remotely via GoogleMeets. 

Further Information

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 6 months from which further appointments can be made.

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.

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  

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.

Feedback

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check (opens in a new window).

See our vetting charter (opens in a new window). 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

Further information on nationality requirements (opens in a new window)

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.