Deputy Director for Operating Model & Organisational Capability Programmes

London, Salford, Birmingham, Cardiff, Darlington, Edinburgh, Aberdeen. The Department operates a discretionary Hybrid Working policy, which provides for a combination of working hours from your place of work and from your home in the UK. The current expectation for staff is to attend the office or non-home based location for 40-60% of the time. Senior Civil Servant (SCS) staff are expected to aim for closer to 60% of the time at an office or non-home based location over the accounting period. Occasional travel to other sites for management and leadership purposes., Deputy Director for Operating Model Programme
DESNZ will need to review its delivery mechanisms over the coming year, to ensure that its approach to delivering net zero and cutting emissions can be achieved through its operating model.
We will consider how the departmental operating model is delivering, and any changes required to ensure we are fit for the future. We will need to develop clear operating principles, and ensure changes across the department align to a central vision (overseen by a Departmental Design Authority). As part of this, we will also need to plan for any cross-Departmental changes to our value chains, systems and processes to ensure we are as effective and productive as possible.
This role will lead and design the programme of work to manage and oversee our approach to operating model changes, including leading on priority projects and interventions to deliver changes to cross-cutting parts of the operating model.
They will lead a small expert team and deliver across functions and disciplines, leading virtual teams in many instances to deliver towards a common vision. They will work closely with Permanent Secretaries, DGs, SROs and Functional Leads to influence, agree implementation plans and complex programme management.
Deputy Director for Organisational Capabilities & Functions
DESNZ will need to review its delivery mechanisms over the coming year, to ensure that its approach to delivering net zero and cutting emissions can be achieved through its organisational wide capabilities and functions.
As part of this, we will be reviewing our cross-Departmental activities and organisational capabilities (across their strategy, organisation, technology and skills) which are core to how the Department delivers its work, to ensure they are aligned with our wider operating principles, delivery requirements and have clear plans in place for improvements to meet their required maturity level and standards.
This role will lead on the programme to provide oversight and coordination of our approach to organisational capabilities and functions, and lead specific interventions and projects aimed at improving priority organisational capabilities and functions where they are critical to the future of the Department.
They will lead a small expert team and deliver across functions and disciplines, leading virtual teams in many instances to deliver towards a common vision. They will work closely with Permanent Secretaries, DGs, SROs and Functional Leads to influence, agree implementation plans and complex programme management., As Deputy Director for Operating Model Programme, your responsibilities will include:
+ Overseeing and managing the DESNZ operating model and its architecture, and managing any changes to it.
+ Working with senior leaders to agree our future ambition and design principles to guide our operating model.
+ Leading and designing the programme of work to deliver changes to our operating model to meet a target state.
+ Leading and implementing key change projects and initiatives which are cross cutting to the organisation to improve effectiveness and productivity.
+ Running the DESNZ Departmental Design Authority, and providing advice and insights to the Permanent Secretaries, senior leaders, ExCo and the People and Operations Committee.
+ Overseeing DESNZ change activity and managing its impact on the Department and its people.
+ Delivering Civil Service Modernisation & Reform initiatives within DESNZ.
+ Building and developing DESNZ change capability and delivery.
As Deputy Director for Organisational Capabilities & Functions, your responsibilities will include:
+ Overseeing and managing DESNZ organisational capabilities and changes required to improve them.
+ Working with senior leaders, functional leads and the operating model programme to agree improvement targets and direction.
+ Leading and implementing changes and improvements to cross-cutting organisational capability as prioritised by ExCo.
+ Supporting function & capability leads with redesigning operating models for functions and capabilities in line with Departmental expectations and Government Standards.
+ Identifying best practice externally and seeking to improve DESNZ capabilities and functions.
+ Owning the function standard reviews incl. providing support to functional leads.
+ Building and maintaining the centre of excellence for delivering Machinery of Government changes
+ Delivering Civil Service Modernisation & Reform initiatives within DESNZ.
+ Building and developing DESNZ change capability and delivery., 2. A Statement of Suitability (no more than 1,000 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the essential criteria in the person specification.
3. Shortlisted candidates may be invited to undertake a series of psychometric assessments including a Staff Engagement Exercise (SEE) as part of the recruitment process prior to the final interview. This assessment will not result in a ‘pass’ or ‘fail’ decision. Rather it is designed to support the panels decision making and highlight areas for the panel to explore further at interview.
4. Final Interview which will include a presentation exercise. Full details will be shared with shortlisted candidates nearer the time.
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.
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.

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).

For both roles, the right candidate will be a confident, creative and strategic partner, with relevant experience and track record in managing and delivering complex change and transformation in organisations.
Being professional, innovative and deliver-focused will be critical in this role, with a need to influence stakeholders and collaborate across the organisation, functions and expert areas. The role will often need to provide structure and direction to complex and challenging problems, ensuring solutions are backed with data and impactful.
The successful candidate will need to demonstrate and provide evidence of their experience in the following areas:
+ A track record of successful delivery within complex change and transformation to operating models and capabilities, within large scale comparable organisations.
+ Experience of supporting an organisation to respond to complex change programmes and challenges, taking accountability for delivery.
+ A strategic leader with the ability to develop strong relationships across disciplines, and identify and translate strategic priorities into tangible delivery.
+ The ability to develop and identify capability and talent to build expertise within the direct team, and across the organisation.

Alongside your salary of £75,000, Department for Energy Security & Net Zero contributes £20,250 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
The Department for Energy Security and Net Zero offers a competitive mix of benefits including:
+ A culture of flexible working, such as job sharing, homeworking and compressed hours.
+ Automatic enrolment into the Civil Service Pension Scheme, with an average employer contribution of 27%.
+ A minimum of 25 days of paid annual leave, increasing by 1 day per year up to a maximum of 30.
+ An extensive range of learning & professional development opportunities, which all staff are actively encouraged to pursue.
+ Access to a range of retail, travel and lifestyle employee discounts.