Department of Energy & Climate Change

Transcription

1 Department of Energy & Climate Change Head of Financial Control (SCS PB1) Reference: Candidate Information Pack

2 Table of Contents Welcome Message from Amanda McFeeters, Director of Finance and Portfolio... 3 Background to DECC... 4 Vacancy Description... 5 Recruitment Process... 7 Indicative Timeline... 9 Terms, Conditions and Benefits

3 Welcome Message from Amanda McFeeters, Director of Finance and Portfolio Thank you for your interest in this role in the Department of Energy and Climate Change (DECC). DECC leads one of the most absorbing, challenging and critical set of tasks and objectives in Government. Our goals are long-term, highly inter-dependent and complex, and affect everyone throughout the UK: delivering secure, affordable clean energy, ensuring our energy legacy is managed safely, helping consumers minimise their energy use and taking a leading role in international climate negotiations. This brings significant policy and financial challenges many of which are not matched in other departments. Finance in DECC has a proud record of delivery and is widely acknowledged to have developed a strong financial capability in an extremely complex environment. We do not rest on our laurels and importantly we are very aware of our relative strengths and areas for continuous improvement. This means we are well placed to change the way we work and what we need to do to meet future challenges. Our core strength and the foundations from which we build on is the control environment. This reflects the significant effort in the years since the Department was created when we were asked to build a team and processes from scratch. We have clean accounts and sufficient data to understand our financial health, risks and opportunity. In recent years we have begun to build the capacity to drive delivery and value for money in the business. Since DECC s inception we have worked with and for the business in pursuit of Ministerial goals. Business partnering has developed into a strong brand and finance overall is recognised as providing a strong check and balance, surfacing issues and providing support to the Accounting Officer. It is right to be proud of these achievements, and we will continue to grow and develop as public services respond to and lead change in our society. In practice, we are now planning to develop our systems and move the focus away from basic controls which should now work with little intervention, and target more difficult, but rewarding challenges such as enabling effective budgetary forecasting and control so that we can guide DECC to manage key financial risks and help to align the work, people and money elements of planning and performance management. We will do this alongside the business providing expert advice on a range of technical issues, and strengthening controls in areas such as counter-fraud. In order to create the best opportunity for success, we are developing new structures as a tool to better organise ourselves around these challenges. The real change however is how we work together to adapt our culture, our motivations and our processes. I very much hope this vision is something you feel you could positively contribute to and I look forward to hearing from you. Amanda McFeeters Director of Finance and Portfolio 3

4 Background to DECC What we do The Department of Energy & Climate Change (DECC) works to make sure the UK has secure, clean, affordable energy supplies and promote international action to mitigate climate change. Responsibilities We are responsible for: energy security making sure UK businesses and households have secure supplies of energy for light and power, heat and transport action on climate change leading government efforts to mitigate climate change, both through international action and cutting UK greenhouse gas emissions by at least 80% by 2050 (including by sourcing at least 15% of our energy from renewables sources by 2020) renewable energy sourcing at least 15% of our energy from renewable sources by 2020 affordability delivering secure, low-carbon energy at the least cost to consumers, taxpayers and the economy fairness making sure the costs and benefits of our policies are distributed fairly so that we protect the most vulnerable and fuel poor households and address competitiveness problems faced by energy intensive industries supporting growth delivering our policies in a way that maximises the benefits to the economy in terms of jobs, growth and investment, including by making the most of our existing oil and gas reserves and seizing the opportunities presented by the rise of the global green economy managing the UK s energy legacy safely, securely and cost effectively Priorities Our priorities are: supporting investment in the UK s energy infrastructure including through the Energy Bill, which will set in place the framework to bring forward the 110 billion needed in our electricity infrastructure over the next decade supporting consumers and keeping energy bills down, including through implementation of the Green Deal promoting action in the EU and internationally to maintain energy security and mitigate dangerous climate change as we chart the way towards a global deal on climate change in 2015 Who we are The Department of Energy & Climate Change employs around 1,600 staff based in London and Aberdeen. 4

5 Vacancy Description Job Title Head of Financial Control Vacancy reference Salary Candidates from the external market can expect a salary of up to 80,000 dependent on skills and experience. Existing Civil Servants applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary. Individuals appointed on level transfer will retain their existing salary. Vacancy Description Working to DECC s Director of Finance and Portfolio, this is a fast-paced role requiring strong financial skills and will provide the opportunity to have a significant impact on change as we seek to implement a culture of continuous improvement. The Head of Financial Control role is a key member of the DECC Senior Leadership team and their key responsibilities will include Overall corporate responsibility for budgetary control, and for the income and expenditure data contained within the finance system, (including the Treasury s OSCAR database) and reported at all levels throughout the organisation. Leading on ensuring the overall integrity of financial information and ensure a high standard of financial management and financial reporting. This includes keeping the Executive Committee and budget holders appraised of the latest financial position, to facilitate budget management and control, and to underpin decision making processes. Overall corporate responsibility for the production of the financial statements, resource accounts and Trust Statement. The post holder will be responsible for liaison with the external auditors and resolving significant issues to ensure an unqualified opinion is delivered working collaboratively as a member of the Finance and Portfolio Senior Management team to provide advice on allocation of resources that deliver the greatest value for money and playing a key role in the business planning process, ensuring that robust annual budgets are produced as a result with indicative budgets for future years development of a strong professional community including with DECC s four Non-Departmental Public Bodies (NDPBs) Integrity of NDPB financial information and reporting, and making sure 5

6 Person Specification that financial issues and risks are highlighted early and managed efficiently. The successful candidate will possess strong stakeholder management skills and be able to influence and persuade others, including their senior customers. They should demonstrate strong leadership capability including building and supporting a team to deliver a unified vision. They will have a track record of successful delivery through teams, working at pace and achieving the right quality outcome first time. Candidates should also provide evidence of the following: Leading a Financial Accounting team to deliver accurate and timely statutory accounts Experience of maintaining a clear picture of the strategic financial position at all times Managing the efficient and effective provision of transactional processing Working collaboratively as a member of a senior leadership team Candidates should be a member of one of the five Consultative Committees of Accounting Bodies [CCAB] i.e. ACCA; CIPFA; ICAEW; ICAI or ICAS, or CIMA, or a European or international equivalent qualification, or someone who has undergone a period of equivalent structured training and accreditation in a specialist area of finance (e.g. investment finance or treasury management). 6

7 Recruitment Process How to Apply To apply for this post please the following documentation to by no later than midday on Monday 20 July 2015 A CV setting out your career history, with responsibilities and achievements; 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; A completed Equality Monitoring Form (Annex A). All monitoring data will be treated in the strictest confidence and will not affect your application in any way. If applying under the Guaranteed Interview Scheme (GIS), please complete the form found at Annex B. Please include the vacancy reference number and job title in the subject line. Overview of the Process If you do not receive an acknowledgement of your application within 48 hours please andrew.cullinane@csresourcing.gsi.gov.uk The Executive Recruitment Team will acknowledge your application and advise you of the outcome of the sift meeting. Depending on the number of applications received there may be a second stage sift. Shortlisted candidates may have the opportunity to meet with the recruiting line manager prior to the final selection panel interview to learn more about the role and the organisation. You will be given further details about this after the shortlist meeting. The final selection panel interview will be held at 3 Whitehall Place, London, SW1A 2AW. You will be advised of the format in advance. Arrangements for interview Candidates with Disabilities The selection panel will be chaired by Amanda McFeeters and will include an independent panellist. Expenses incurred by candidates during the recruitment process will not be reimbursed by the Department except in exceptional circumstances and only when agreed in advance. If candidates are required to prepare a presentation for their interview, they will be given at least one week s notice of the subject. The Department is committed to providing equal opportunities for all candidates during the selection process, to enable us to select staff from a diverse pool of talent. As part of that commitment, we will offer an interview to all applicants with a disability, as defined by the Equality Act 2010, who provide 7

8 evidence of meeting the minimum (essential) criteria necessary for the post, as set out in this information pack. The Equality Act 2010 defines a person as being disabled if they have a physical or mental impairment which has a substantial and long-term effect on their ability to carry out normal day to day activities. Should you consider yourself eligible to apply for this post under the Guaranteed Interview Scheme (GIS), please complete the form found at the back of this document, Annex B. Closing Date The deadline for applications is midday on Monday 20 July Alternative If you wish to receive a hard copy of the information, or in an alternative format Formats e.g. Audio, Braille or large font then please contact: scs.recruitment@csresourcing.gsi.gov.uk. If you cannot apply online, please post applications to: Executive Recruitment, Civil Service Resourcing, LG72, 100 Parliament Street, Further Information Civil Service Recruitment Principles London, SW1A 2BQ. If you have any questions about the role or would like to discuss the post further, please contact andrew.cullinane@csresourcing.gsi.gov.uk The Department s recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition, as described in the Civil Service Commissioners Recruitment Principles which can be found at 8

9 Indicative Timeline Please note that these dates are only indicative at this stage and could be subject to change. If you are unable to meet these timeframes, please let us know in your application letter. The anticipated timetable is as follows: Advert Closing Date Midday 20 July 2015 Short List Meeting w/c 27 July 2015 Interviews August

10 Terms, Conditions and Benefits The information offered in this document is supplied in good faith but does not in itself form any part of the contract of employment. Eligibility The post is advertised to suitably qualified people in the external market, and on level transfer or promotion to existing Civil Servants and those in accredited Non Departmental Public Bodies. Appointment Permanent Term Working This role is available for full-time, part-time or flexible working arrangements Arrangements (including job share arrangements) Salary Range Candidates from the external market can expect a salary of up to 80,000 dependent on skills and experience. Existing Civil Servants applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary. Individuals appointed on level transfer will retain their existing salary. Modernised Terms and Conditions Location Travel Required Nationality Civil Servants taking up appointment on promotion will adopt the modernised Senior Civil Service terms and conditions which came in to effect from 1 July Existing Civil Servants appointed on level transfer will retain their existing terms and conditions. 3 Whitehall Place, London, SW1A 2AW Relocation costs will not be reimbursed. Some travel may be required. Travel and subsistence costs will be reimbursed in line with departmental policy. To be eligible for employment you must be a national from the following countries: - The United Kingdom - The Republic of Ireland - The Commonwealth* - A European Economic Area (EEA) Member State - Switzerland - Turkey Certain family members of EEA, Switzerland and Turkish nationals are also eligible to apply regardless of their nationality. (*Commonwealth citizens not yet in the UK, who have no right of abode in the UK and who do not have leave to enter the UK are ineligible to apply.) For further information on whether you are eligible to apply, please visit Gov.UK. 10

11 Security Clearance Reserved for UK Nationals Conflicts of Interest Before the appointment of the successful candidate can be confirmed, the Department will undertake background security checks. As part of this, we will need to confirm your identity, employment history over the past three years (or course details if you were in education), nationality and immigration status, and criminal record (unspent convictions only). The successful candidate must hold or be willing to obtain security clearance to basic (BPSS) level before taking up post. Certain posts, notably those concerned with security and intelligence, might be reserved for British citizens, but this will not normally prevent access to a wide range of developmental opportunities within the Civil Service. This is not a reserved post. Candidates must note the requirement to declare any interests they may have that might cause questions to be raised about their approach to the business of the Department. They are required to declare any relevant business interests, share holdings, positions of authority, retainers, consultancy arrangements or other connections with commercial, public or voluntary bodies, both for themselves and for their spouses/partners. The successful candidate will be required to give up any conflicting interests and his/her other business and financial interests may be published. Leave Allowance Equality and Diversity If you believe you may have a conflict of interest, please contact andrew.cullinane@csresourcing.gsi.gov.uk before submitting your application. Full time new entrants to the Civil Service and those Civil Servants on modernised terms and conditions will be entitled to 25 days leave increasing on a sliding scale to 30 days after 5 years service. In addition to this they are entitled to 8 public/bank holidays plus an additional day for the Queen s Birthday. The leave allowance is pro-rated for part-time staff. The Department is committed to being an equal opportunities employer. We value and welcome diversity. We aim to develop all our staff to enable them to make a full contribution to meeting the Department's objectives, and to fulfill their own potential on merit. We will not tolerate harassment or other unfair discrimination on grounds of sex, marital status, race, colour, nationality, ethnic origin, disability, age, religion or sexual orientation. We will promote and support the use of a range of flexible working patterns to enable staff to balance home and work responsibilities; and we will treat people fairly irrespective of their working arrangements. Under the terms of the Equality Act 2010, we are legally required to consider making reasonable adjustments to ensure that disabled people are not disadvantaged in the recruitment and selection process. We are therefore committed to meeting, wherever possible, any needs you specify in your application. We will also consider any reasonable adjustments under the terms of the Act to enable any applicant with a disability (as defined under the Act) to meet the requirements of the post. 11

12 The Department uses the two ticks Disability Symbol, showing it is an employer which has a positive attitude towards applications from disabled people. The Department also offers a Guaranteed Interview Scheme (GIS) for all disabled applicants. We are committed to interviewing all applicants with a disability who provide evidence of meeting the minimum requirements necessary for the post, as set out in this applicant pack. To be eligible, your disability must be within the definition laid down in the Equality Act A disabled person is defined by the Equality Act 2010 as someone who has a physical or mental impairment, which has a substantial and long-term adverse effect on their ability to perform normal day-to-day activities. For the purposes of this policy, these words have the following meanings: substantial means more than minor or trivial long-term means that the effect of the impairment has lasted, or is likely to last, 12 months (there are special rules covering recurring or fluctuating conditions) Normal day-to-day activities include everyday things like eating, washing, walking and going shopping. Civil Service Code Should you consider yourself eligible to apply for this post under the GIS, please complete the form at Annex B. All civil servants are subject to the provisions of the Civil Service Code that details the Civil Service values, standards of behaviour and rights and responsibilities. For further information visit Gov.UK. 12