Energy Performance of Buildings - Operations

The MHCLG Building Performance Division leads the department’s work to address the environmental impact of buildings. We do this by working to improve buildings’ energy efficiency and reduce their carbon emissions. In the UK, 30% of energy consumption and carbon emissions arise from the way buildings are lit, heated and used. Government recognises the potential contribution that can be made to its net zero emissions target by 2050 by improving the energy efficiency of buildings.
The Division manages The Energy Performance of Buildings (England and Wales) Regulations 2012. These Regulations include a requirement for Energy Performance Certificates (EPCs) to be provided whenever a property is newly constructed or marketed for sale or lease, Display Energy Certificates (DECs), and Air Conditioning Inspection Reports (ACIRs)., + Manage the contracts used to support the delivery of the EPCs including for software testing and industry working groups.
+ Drafting advice to ministers for updates and decisions.
+ Develop strong relationships with the Department for Energy Security & Net Zero (DESNZ) who lead the methodology for EPCs and work towards a more coherent Government approach for the sector.
+ Support stakeholder relationships within the EPC supply chain: EPC accreditation schemes, EPC assessors and software houses responsible for producing EPC software etc.
+ Support aspects of the EPC operational system, identifying areas for improvement and developing proposals and plans for delivering improvement.
+ Represent MHCLG’s interests in stakeholder groups where required.
+ Review and update guidance, FAQs and core brief relating to energy certificate (EPCs, DECs and ACIRs) policy areas.
+ Support the ongoing work to reform EPCs to improve their accuracy, reliability and trust.
+ Support senior colleagues with broader policy work, such as any future consultation, updating reports for governance boards, parliamentary work or drafting submissions and papers.
+ Respond to correspondence and other enquires on a variety of technical and policy issues, communicating succinctly and efficiently within prescribed deadlines.
+ As well as these responsibilities outlined above, it’s likely that the postholder will be asked to take on additional responsibilities as may be reasonably expected in relation to financial processes and procedures.

Person specification
The Energy Performance of Buildings (EPB) team is responsible for managing Energy Performance of Buildings Regulations, compliance and certification systems.
Energy performance certificates (EPCs) measure the energy efficiency of buildings and are used to demonstrate that new buildings meet building regulations, ensure that consumers are aware of the efficiency of properties they are buying or renting, support applications for certain Government schemes and assess how building energy efficiency is improving over time. Improved energy efficiency reduces carbon emissions, thereby supporting UK climate change targets.
The team manages six external accreditation schemes who oversee the production of EPCs – ensuring they provide a high-quality service and undertaking quality assurance for EPCs through auditing.
The team work closely with the EPC Registers team who provide a service which facilitates building owners accessing their EPC and understanding the actions they can take to improve the energy efficiency of their homes. It also ensures policy makers have robust information on the energy performance of the existing building stock.
The role provides a mix of policy and operational delivery work and provides an opportunity to gain and exercise commercial awareness as well as policy and delivery skills. We are looking for a dynamic and proactive person to join the team to drive forward key workstreams., As part of our pre-employment checking process we will be using your CV to confirm your job history. Please note that by providing us with your CV you are consenting to us using the information enclosed as part of the checking process.
Our application system is designed to remove as much bias as possible from the recruitment system – this means that a hiring manager does not know your name, your details, see your whole application in one go (or have your CV at review stage unless stated otherwise).
At application stage you will be asked to upload a CV document. Unless stated otherwise in the advert, your CV will not form part of the assessment but will be used for information purposes and only shared with the panel at interview stage.
Your answers are randomised and chunked up. This means that each assessor views sets of responses to questions, for example all candidates’ responses to ‘Seeing the Big Picture’ rather than seeing a candidate’s full application. The science behind this is that recruitment can be subject to ordering and fatigue effects and we want to reduce this as much as possible.
Most of our campaigns utilise multiple assessors and so it is possible that each of your answers would be viewed by different assessors.
When writing your application, remember:
+ The assessor won’t be reading your answers sequentially.
+ Do not assume that the same assessors will have read all of your answers.
+ If talking about something in your first answer, make sure that you write the second answer as if you had not written the first (and so on!)
At sift, we will be assessing
Behaviour (Lead Behaviour): Working Together - The post requires strong professional working relationships with key stakeholders including Energy Performance of Buildings Accreditation Schemes. Can you describe a time when you have worked together effectively with a third party and be able to share resources to a achieve a shared goal.
Behaviour: Communicating and Influencing
Behaviour: Making Effective Decisions
Behaviour: Managing a Quality Service
There is a 250 word limit per question.
In the event that we receive a large number of applications, we may conduct an initial sift using the lead behaviour listed in the advert. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
The interview will be of a blended nature consisting of the following success profiles elements:
Behaviours: Working Together, Communicating and Influencing, Making Effective Decisions, Managing a Quality Service
Strengths
The strength based questions will require natural responses from the candidates.
In the full campaign we will test the below Success Profile Elements:
Behaviours: Working Together, Communicating and Influencing, Making Effective Decisions, Managing a Quality Service, There may be opportunities for candidates to work flexibly depending on the business needs. This will be discussed with the vacancy manager on a case-by-case basis if you are successful for the role.

• Please note: The Darlington Economic Campus (DEC) is a pioneering new cross-government hub which will bring together people across departments and public organisations to play an active role in the most important economic issues of the day. The work of the Campus will make a real difference to people both across the UK and internationally. There will be substantial career opportunities and exciting prospects - a career at the Campus means you will be working at the heart of Government, with access to the benefits and fantastic opportunities offered by the civil service.

For further information on the DEC, please take a look at the attached DEC candidate pack.
Sift and Interview dates:
Sifting is envisaged to take place W/C 30th September 2024 with interview dates to be confirmed. All interviews are currently being held remotely via videocall.
Reserve List
In the event that we identify more appointable candidates than we currently have posts available, we will hold applicant details in a reserve list for a period of 6 months from which further appointments can be made. This may include roles at a lower grade. Candidates placed on a reserve list will be informed of this. Those candidates who do not wish to remain on the reserve list should contact recruitment@communities.gov.uk to be removed from the reserve list.
Candidate Pack Information
Please see attached Candidate pack for further information.
Before starting your application it’s very important to make sure that you are eligible to apply and meet the Civil Service nationality requirements. All candidates are expected to read the information provided in the MHCLG candidate pack regarding nationality requirements and rules
Internal Fraud Database
The Internal Fraud function of the Fraud, Error, Debt and Grants Function at the Cabinet Office processes details of civil servants who have been dismissed for committing internal fraud, or who would have been dismissed had they not resigned. The Cabinet Office receives the details from participating government organisations of civil servants who have been dismissed, or who would have been dismissed had they not resigned, for internal fraud. In instances such as this, civil servants are then banned for 5 years from further employment in the civil service. The Cabinet Office then processes this data and discloses a limited dataset back to MHCLG as a participating government organisations. MHCLG then carry out the pre employment checks so as to detect instances where known fraudsters are attempting to reapply for roles in the civil service. In this way, the policy is ensured and the repetition of internal fraud is prevented.
For more information please see - Internal Fraud Register
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).

Alongside your salary of £38,732, Ministry of Housing, Communities and Local Government contributes £11,220 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
+ 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%, + The salary for this role is £42,208 (London) or £38,732 (National)., Any move to MHCLG 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 at https://www.childcarechoices.gov.uk