What are the responsibilities and job description for the Energy Policy Manager position at Consumer Scotland?
This post will be based in Edinburgh or Glasgow. We operate a hybrid working approach and staff are expected to spend two days per week in the office.
Job Summary
Consumer Scotland is the statutory body for consumers in Scotland. Established by the Consumer Scotland Act 2020, it formally took on its statutory functions and powers on 1 April 2022. As a Non-Ministerial Organisation Consumer Scotland is independent and accountable to the Scottish Parliament. The staff of Consumer Scotland are civil servants.
Consumer Scotland has the general function of providing consumer advocacy and advice with a view to –
Our Energy Markets team represents consumers on issues including affordability, debt, vulnerability, RTS and future tariffs in the gas and electricity markets. Our Energy Transition team, represents consumers on issues including heat networks, energy efficiency, low carbon technologies and smart meters. Close working between the two teams is essential, given the high degree of synergy between the respective areas.
We are now recruiting for 3 Energy Policy and Advocacy Managers across our Energy Transition and Energy Markets teams. We have both permanent and fixed term contracts available (2 x 6-month FTC and 1 x permanent).
The Energy Policy Managers (Markets/Transition) will work with the Head of Energy (Markets/Transition) to lead the energy policy and advocacy work programme in these areas. They will play a leading role in the organisation’s strategy for working with the relevant public and third sector partners, business, the UK Government and other key stakeholders.
The Energy Policy and Advocacy Manager (Markets/Transition) will report to the Head of Energy (Markets/Transition).
Job Description
Role and Key Responsibilities
The post-holders will have a key management role, helping ensure that Consumer Scotland’s policy and advocacy helps achieve better outcomes for consumers. They will be responsible for managing policy and advocacy work in the energy sector. They will be required to collaborate effectively with other teams within Consumer Scotland and stakeholder organisations. There will be a need for flexibility and creativity, particularly as the organisation develops its role and functions, and its organisational capacity.
The post-holder will support the Head of Energy (Markets/Transition) in the development of the function at Consumer Scotland by:
The post-holders will have a key management role, helping ensure that Consumer Scotland’s policy and advocacy helps achieve better outcomes for consumers. They will be responsible for managing policy and advocacy work in the energy sector. They will be required to collaborate effectively with other teams within Consumer Scotland and stakeholder organisations. There will be a need for flexibility and creativity, particularly as the organisation develops its role and functions, and its organisational capacity.
The post-holder will support the Head of Energy (Markets/Transition) in the development of the function at Consumer Scotland by:
We'll assess you against these behaviours during the selection process:
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
At application stage you will be required to submit a CV and a 500 word Personal Statement. Please ensure your Personal Statement is aligned with the person specification for this role.
At interview we will assess experience and civil service behaviours listed in the advert.
Sift and interview dates to be confirmed.
Interview details will be confirmed nearer the time once the sifting process is complete.
We do not anticipate a second round of interviews but may invite candidates back for a second round should there be a high calibre of candidates.
Further Information
A reserve list may be held for a period of 6 months from which further appointments can be made.
Any move to Consumer Scotland 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; for further information visit the Childcare Choices website.
Reasonable Adjustment
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
Contact Government Recruitment Service via info@consumer.scot as soon as possible before the closing date to discuss your needs.
Complete the ‘Assistance required’ section in 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 if you’re deaf, a Language Service Professional.
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 Scotland 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 Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.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.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
This role is full time only. Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying.
Feedback will only be provided if you attend an interview or assessment.
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
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.
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 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.
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).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact
Job Summary
Consumer Scotland is the statutory body for consumers in Scotland. Established by the Consumer Scotland Act 2020, it formally took on its statutory functions and powers on 1 April 2022. As a Non-Ministerial Organisation Consumer Scotland is independent and accountable to the Scottish Parliament. The staff of Consumer Scotland are civil servants.
Consumer Scotland has the general function of providing consumer advocacy and advice with a view to –
- reducing harm to consumers in Scotland
- increasing confidence among consumers in Scotland in dealing with businesses that supply goods and services to consumers
- increasing the extent to which consumer matters are taken into account by public authorities in Scotland
- promoting –
- sustainable consumption of natural resources, and
- other environmentally sustainable practices, in relation to the acquisition, use and disposal of goods by consumers in Scotland
- otherwise advancing inclusion, fairness, prosperity and other aspects of wellbeing in Scotland.
Our Energy Markets team represents consumers on issues including affordability, debt, vulnerability, RTS and future tariffs in the gas and electricity markets. Our Energy Transition team, represents consumers on issues including heat networks, energy efficiency, low carbon technologies and smart meters. Close working between the two teams is essential, given the high degree of synergy between the respective areas.
We are now recruiting for 3 Energy Policy and Advocacy Managers across our Energy Transition and Energy Markets teams. We have both permanent and fixed term contracts available (2 x 6-month FTC and 1 x permanent).
The Energy Policy Managers (Markets/Transition) will work with the Head of Energy (Markets/Transition) to lead the energy policy and advocacy work programme in these areas. They will play a leading role in the organisation’s strategy for working with the relevant public and third sector partners, business, the UK Government and other key stakeholders.
The Energy Policy and Advocacy Manager (Markets/Transition) will report to the Head of Energy (Markets/Transition).
Job Description
Role and Key Responsibilities
The post-holders will have a key management role, helping ensure that Consumer Scotland’s policy and advocacy helps achieve better outcomes for consumers. They will be responsible for managing policy and advocacy work in the energy sector. They will be required to collaborate effectively with other teams within Consumer Scotland and stakeholder organisations. There will be a need for flexibility and creativity, particularly as the organisation develops its role and functions, and its organisational capacity.
The post-holder will support the Head of Energy (Markets/Transition) in the development of the function at Consumer Scotland by:
- Managing the development of Consumer Scotland’s energy policy and advocacy work programme, ensuring it is focused on significant consumer issues and reflects ongoing policy development
- Building and maintaining an in-depth knowledge of consumer issues across the Energy Team, taking an evidence-led approach to consumer advocacy
- Carrying out high quality, evidence-led policy work, developing robust, accessible recommendations that can be readily implemented by the relevant organisations, producing reports, consultation responses, briefings and other outputs
- Being an ambassador for Consumer Scotland, managing and nurturing good relationships with stakeholders to ensure effective engagement to understand and advocate in the interests of consumers
- Through extensive research into consumer issues & experiences, use data and evidence to advocate for improvements on behalf of consumers with a particular focus on consumers living in vulnerable circumstances
- Developing staff within the Energy Team (Markets/Transition) as appropriate, ensuring high performance and encouraging personal development while creating a supportive, collaborative and innovative organisational culture. The post-holder may have direct line management responsibilities for members of the team.
- Working collaboratively with other teams and stakeholders on cross organisational projects/activities and maintaining high standards of integrity and professionalism.
The post-holders will have a key management role, helping ensure that Consumer Scotland’s policy and advocacy helps achieve better outcomes for consumers. They will be responsible for managing policy and advocacy work in the energy sector. They will be required to collaborate effectively with other teams within Consumer Scotland and stakeholder organisations. There will be a need for flexibility and creativity, particularly as the organisation develops its role and functions, and its organisational capacity.
The post-holder will support the Head of Energy (Markets/Transition) in the development of the function at Consumer Scotland by:
- Managing the development of Consumer Scotland’s energy policy and advocacy work programme, ensuring it is focused on significant consumer issues and reflects ongoing policy development
- Building and maintaining an in-depth knowledge of consumer issues across the Energy Team, taking an evidence-led approach to consumer advocacy
- Carrying out high quality, evidence-led policy work, developing robust, accessible recommendations that can be readily implemented by the relevant organisations, producing reports, consultation responses, briefings and other outputs
- Being an ambassador for Consumer Scotland, managing and nurturing good relationships with stakeholders to ensure effective engagement to understand and advocate in the interests of consumers
- Through extensive research into consumer issues & experiences, use data and evidence to advocate for improvements on behalf of consumers with a particular focus on consumers living in vulnerable circumstances
- Developing staff within the Energy Team (Markets/Transition) as appropriate, ensuring high performance and encouraging personal development while creating a supportive, collaborative and innovative organisational culture. The post-holder may have direct line management responsibilities for members of the team.
- Working collaboratively with other teams and stakeholders on cross organisational projects/activities and maintaining high standards of integrity and professionalism.
- A demonstrable track record of effectively managing and delivering sound, confident policy and advocacy work of at least two years duration (ideally in the energy sector but this is not a mandatory requirement).
- Strong interpersonal skills, with experience of establishing, developing and maintaining positive relationships with a range of internal and external stakeholders, promoting the needs of consumers and influencing decision making.
- Excellent planning and organisational skills, including the ability to balance competing demands, and use initiative and judgement.
- Excellent written and verbal communication skills, able to produce and present strategic documents and systematically analyse a diverse range of information and cutting through complexity to bring clear, relevant and intelligible findings and recommendations to a range of audiences and stakeholders.
We'll assess you against these behaviours during the selection process:
- Making Effective Decisions
- Communicating and Influencing
- Working Together
- Seeing the Big Picture
- Leadership
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension with an employer contribution of 28.97%
- 25-30 days holidays
- 11.5 days public and privilege holidays
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
At application stage you will be required to submit a CV and a 500 word Personal Statement. Please ensure your Personal Statement is aligned with the person specification for this role.
At interview we will assess experience and civil service behaviours listed in the advert.
Sift and interview dates to be confirmed.
Interview details will be confirmed nearer the time once the sifting process is complete.
We do not anticipate a second round of interviews but may invite candidates back for a second round should there be a high calibre of candidates.
Further Information
A reserve list may be held for a period of 6 months from which further appointments can be made.
Any move to Consumer Scotland 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; for further information visit the Childcare Choices website.
Reasonable Adjustment
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
Contact Government Recruitment Service via info@consumer.scot as soon as possible before the closing date to discuss your needs.
Complete the ‘Assistance required’ section in 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 if you’re deaf, a Language Service Professional.
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 Scotland 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 Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.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.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
This role is full time only. Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying.
Feedback will only be provided if you attend an interview or assessment.
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
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.
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 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.
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).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact
- Name : Douglas White
- Email : Douglas.White@consumer.scot
- Email : Catriona.Kirk@consumer.scot
Salary : $45,894
