Enforcement In the Enforcement Team we investigate & enforce energy companies' compliance with the terms of their licence, energy regulations, Competition Law, Consumer Protection Law and Network and Information Systems regulations, following procedures laid out in our published enforcement guidelines. We also work closely with legal and policy colleagues on the development of proposed new licence conditions and regulations, to ensure they are enforceable. Working closely with compliance teams, we prioritise cases based on issues where we see the greatest scope for consumer harm; and have current cases across a range of high-profile areas. Compliance and Enforcement Profession Ofgem has recently launched a Professions framework, and a successful candidate will be a member of the Compliance and Enforcement Profession. Through the Profession you shall get the support and development you need to excel. It gives you exposure to the full range of compliance and enforcement activity across Ofgem, from deterring fraud on energy efficiency schemes to monitoring the wholesale market, and everything in between. This role provides an exciting opportunity to support Ofgem, as we work to protect energy consumers, especially vulnerable people, by ensuring they are treated fairly and benefit from a cleaner, greener environment. Key Responsibilities and Outputs Specific responsibilities will vary, but are likely to include: Investigation and Case Management Leading or contributing to enforcement activity in relation to energy companies and other regulated companies, producing high quality, timely, and robust analysis of potential issues. Working as part of an investigation team to drive progress towards achieving successful enforcement outcomes at pace, including drafting formal enforcement correspondence and notices, as well as management papers presenting complex and contentious options to senior decision makers. Making evidence-based recommendations: identifying & escalating key issues as well as assisting in the management of risk. Leading, organising and project managing significant pieces of project work, coordinating closely with colleagues across the directorate to understand the impact of your work in terms of resource and output. Engaging with internal and external stakeholders to gather and document intelligence and evidence to inform casework, including engaging with whistle-blowers when relevant. Supporting wider team activities, driving continuous improvement of our processes and practices, identifying, and embracing opportunities for change, and championing these across the team. Stakeholder Management Effectively communicating the benefits, challenges, and trade-offs of potential enforcement actions to senior colleagues. Working collaboratively across team boundaries and engaging with key Ofgem functions, developing close links to manage risks and issues. Representing Ofgem externally and building constructive stakeholder relationships to ensure challenges and issues are identified and resolved in consumers' interests. Ensuring that guidance given to external stakeholders including suppliers is accurate, legally robust and reflective of the relevant legislation or licence conditions. Person specification Essential Criteria Strong experience of collecting, investigating and analysing qualitative and quantitative data. [Lead] Experience of using evidence to arrive at conclusions and recommendations [Lead]. Excellent written and verbal communication skills that effectively communicate complex issues to non-expert audiences. Ability to proactively prioritise and plan your work and deliver quality outputs in a dynamic environment. Ability to build effective relationships and successfully influence challenging external stakeholders. Desirable Criteria Experience working in a compliance, enforcement or regulatory role. Behaviours We'll assess you against these behaviours during the selection process: Making Effective Decisions Communicating and Influencing Working Together Delivering at Pace Technical skills We'll assess you against these technical skills during the selection process: Please refer to the Candidate Pack and Role Profile attached for full details. Benefits Alongside your salary of £34,123, OFGEM contributes £9,885 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; 30 days annual leave after 2 years; Excellent training and development opportunities; The opportunity to join the generous Civil Service pension which also includes a valuable range of benefits; Hybrid working, flexible working hours and family friendly policies. Plus lots of other benefits including clean and bright offices based centrally, engaged networks and teams and 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, Experience and Technical skills. When you press the 'Apply now' button, you will be asked to complete personal details (not seen by the sift panel), your career history and qualifications. You will then be asked to provide a 1250 word 'personal statement' evidencing how you meet the essential and desirable skills and capabilities listed in the role profile. Please ensure you demonstrate clearly, within your supporting statement, how you meet each of the essential and desirable skills and capabilities. The Civil Service values honesty and integrity and expect all candidates to abide by these principles. Ofgem take any incidences of cheating very seriously. Please ensure all examples provided are of your own experience. Any instances of plagiarism or other forms of cheating will be investigated and, if proven, the relevant applications will be withdrawn from the process. Feedback will only be provided if you attend an interview or assessment. 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 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. 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) .