Delivery Manager: Net Zero Buildings Modelling

We offer great working benefits including a world-class pension, flexible working options and a career where your learning and development is taken seriously. We are enormously proud to be a Disability Confident Leader employer. We support candidates with adjustments throughout our recruitment process. Information about disability confidence and just some examples of the adjustments that you can request can be found in the reasonable adjustment section below.
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 and the Civil Service D&I Strategy.
Find Out More, The Home Energy Model (HEM) will be replacing the current methodologies for estimating the energy performance of homes, known as Standard Assessment Procedure (SAP) and Reduced Data Standard Assessment Procedure (RdSAP).
The methodology has three main uses in Government:
1. Demonstrate compliance of new homes in England with Part L of the Building Regulations
2. Generate Energy Performance Certificates (EPCs) for homes (since 2007)
3. Shape and track Government decarbonisation and fuel poverty policies
SAP was originally designed to be simplistic, completed using pen and paper (and handheld calculator) by an assessor on site. While updates to SAP and revised input assumptions have helped improvements, the fundamental underlying workings have remained. SAP is therefore limited in its ability to model modern dwellings and latest technologies.
As a result, the government has therefore decided to undertake the first complete overhaul of the SAP methodology and wider ecosystem to ensure it is fit to support the transition to Net Zero. Like SAP before it, the Home Energy Model will underpin a large number of government policies, making it of critical importance to the delivery of both our housing and climate objectives. The SAP HEM team are currently undertaking a procurement exercise to help deliver these work packages. The current contractual landscape is with 2 suppliers and will be transitioning to a monopoly of several suppliers (up to 6) with an estimated total budget of 9 million (subject to change) across 6 contracts. The timeframe is for 2 years with potential for 2 x 1year extensions.
The role and our team
The role is based in the SAP HEM team in the Net Zero Buildings – Portfolio and Affordability Directorate. The directorate has an exciting policy agenda with responsibility including delivering the overall Net Zero Buildings Strategy and key energy efficiency and fuel poverty schemes.
We are looking for strong, highly-skilled and enthusiastic individuals to join us. This is a high performing and very friendly team to work in and the programme is high-profile involving engagement with senior officials across the Department, across Government and externally.
The Delivery Manager is one of the important roles needed in the SAP HEM team. The main focus is to ensure that suppliers and contracts are managed proactively to reduce risk and maximise value through the effective management of core contract management practices (aligned with the Cabinet Office principles).
The role will be the lead in managing the relationship with the Contractor(s) and be working alongside departmental Business Partners, Policy leads, Analysts and Project Delivery professionals in the SAP HEM team. We believe in investing in our team's growth. This role also offers numerous opportunities for professional development and career advancement within the Net Zero Buildings – Portfolio and Affordability Directorate.
Do you have experience of operations or contract management? Can you focus when needed to produce the right results? Can you problem solve and find great solutions? If so, we want to hear from you., Design and ongoing development of contract: Leading alongside the commercial business partner function in re-procurement (when required) and new sourcing exercises, as well as ensuring alignment of contract management processes with SAP HEM governance processes, e.g. set up and reporting into contract boards etc. and DESNZ/Government Commercial function best practice.
Procurement and mobilisation of contract: Leading insight into the procurement exercise, the development and implementation of effective planning. Working with Procurement/Commercial Business Partners and SAP HEM Policy team, to develop a transition plan before contract award to ensure smooth migration to the new Contractor. Lead the kick-off and mobilisation of the contract.
Managing contract delivery, exit and transition: Fostering a strategic relationship, leading day to day interactions with Contractors, using appropriate use of performance management levers with the ability to realise contractual benefits. Ensure that appropriate reporting into will need to be intuitive to arising risks, dealing with issues when they arise. Lead a continuous improvement approach, to ensure alignment of contract(s) with changing DESNZ needs and priorities. Before termination of the contract, work collaboratively with Procurement and Commercial Business Partners to plan for a smooth and orderly exit, lessons learnt across the programme and, if appropriate, transfer of work to a new supplier.
Change control: Understanding and being able to work to the contract change process. This includes understanding the positive and negative impact of contractual changes, and being accountable for all contract changes, ensuring that change management processes are followed and that the commercial consequences of change are properly controlled
Stakeholder engagement: Identifying and managing relationships with a variety of stakeholders. This includes the adherence to specific processes contained within the contract, and ensuring both parties, contractor(s) and Client (DESNZ) to demonstrate the right behaviours and adhere to their respective obligations
Risk, Issue, Assumptions, Dependencies management: Protecting DESNZ from supplier failure and reputational damage by maintaining a risk, issues, assumptions and dependencies management plan for each contract, ensuring that significant elements are escalated to senior management. Monitor suppliers and supply markets relevant to the contracts in scope, identifying threats or opportunities and progressing these through to a conclusion. Develop and maintain robust and implementable contingency plans for critical contracts.
The NZB PAD Directorate operates a flexible resourcing model, as a result, roles and responsibilities can vary over time as the Directorate priorities change., We'll assess you against these behaviours during the selection process:
+ Delivering at Pace
+ Working Together
+ Communicating and Influencing
+ Managing a Quality Service, This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
As part of the application process you will be asked to complete a CV, personal statement and behavioural statements. Further details around what this will entail are listed on the application form.
Please use your personal statement (in no more than 750 words) to outline why your skills and experience are suitable for the role as per the job description.
Applications will be sifted on behavioural statements, CV, and personal statement.
In the event of a large number of applicants, applications will be sifted on the lead behaviour statement 'Delivering at Pace'.
Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
The interview will consist of behaviour and strength based questions.
Sift and interview dates
Expected Timeline subject to change
Sift dates: w/c 18/11/2024
Interview dates: w/c 02/12/2024
Interview Location: MS Teams.
Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.
Further Information
Reasonable Adjustment
We are proud to be a disability confident leader and we welcome applications from disabled candidates and candidates with long-term conditions.
Information about the Disability Confident Scheme (DCS) and some examples of adjustments that we offer to disabled candidates and candidates with long-term health conditions during our recruitment process can be found in our DESNZ Candidate Guidance. A DESNZ Plain Text Version of the guidance is also available.
We encourage candidates to discuss their adjustment needs by emailing the job contact which can be found under the contact point for applicants section.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
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.
A location based reserve list of successful candidates will be kept for 12 months. Should another role become available within that period you may be offered this position.
Please note terms and conditions are attached. Please take time to read the document to determine how these may affect you.
Any move to the Department for Energy, Security and Net Zero 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 https://www.childcarechoices.gov.uk
DESNZ does not normally offer full home working (i.e. working at home); but we do offer a variety of flexible working options (including occasionally working from home).
DESNZ cannot offer Visa sponsorship to candidates through this campaign. DESNZ holds a Visa sponsorship licence but this can only be used for certain roles and this campaign does not qualify.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service/ 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 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk
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.
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).

Apply and further information
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).
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Essential:
• Experience in procurement and contract management in the public sector
• A strong focus on the delivery of successful outcomes, identifying pragmatic solutions including the ability to manage conflicting priorities and using sound decision making, often under challenging circumstances
• A good level of understanding of commercial and legal issues in contracts knowing when to seek legal advice.
• Organised and proactive, with strong attention to detail and ability to grasp information quickly from a range of sources
• Excellent communication skills with the ability to communicate complex commercial and policy changes to a wide-ranging audience, with fluent negotiation skills
• Confident in monitoring and managing projects in accordance to established standards and processes such as MSP and PRINCE2.
• Excellent at analysing data and drawing conclusions.
• Able to be flexible and work through changes and uncertainty and high-pressured environments.
Desirable:
• It is mandated by the Civil Service Board that contract managers complete the relevant level of Contract Management Capability Programme (CMCP) training, therefore the role would require the person completing the practitioner training at a minimum (this can be completed within start of role).
• The applicant will be required to complete the Foundation training first. However, if they have not then this can be completed during the role. Register at the Government Commercial College to complete your accreditation.
• Qualified or working toward CIPS Advanced Diploma in Procurement and Supply (NVQ level 5) or equivalent, Qualified or commitment to work towards CIPS Advanced Diploma in Procurement and Supply (NVQ level 5) or equivalent

Do you want a career where you can make a real difference? Do you want to work at the forefront of current policy making decisions? Do you want to have an impact on the UK and beyond? If yes, then a career at the Department for Energy Security and Net Zero (DESNZ) could be for you.
Here at DESNZ we are delivering our mission to make the UK a clean energy superpower, with clean electricity by 2030 and accelerating the UK’s journey to net zero. Our work is helping ensure clean energy for all, keep bills down and seize the opportunities to lead the world in new green industries, taking back control of our energy with Great British Energy and encouraging greater energy efficiency across the UK. The work of the department has never been more timely or relevant, and by joining us you will be part of making that difference.
Our work is varied, interesting and most importantly it's impactful. Our DESNZ Values are interwoven into everything we do; we are bold, we are collaborative, we are inclusive, and we learn. As a department we are committed to these values to build a culture where everyone can thrive

Alongside your salary of £52,985, Department for Energy Security & Net Zero contributes £15,349 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 employer contribution of 28.97%.
+ 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.
Office attendance
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 over the accounting period.