Director, Science and Innovation for Climate

and Energy
Department for Business, Energy and Industrial
Strategy
SCS Pay Band 2

Reference: 1625662

Closing date: 23:59 Sunday, 14th April 2019

1
Contents

Person
Introduction The Role Benefits
Specification

Recruitment Diversity &

FAQs Contact Us
Process Inclusion

2
Why join BEIS?
Julian Critchlow, Director General for Energy Transformation & Clean Growth
We are justifiably proud of the UK’s track
Since 1990, we have record in clean growth. Last October,
grown the economy by Green Great Britain week marked a
decade since the Climate Change Act
72% whilst cutting was passed, committing the UK in
legislation to cutting its carbon emissions..
carbon emissions by
Since 1990, we have grown the economy
43% - a feat unmatched by 72% whilst cutting carbon emissions by
in G7. 43% - a feat unmatched in G7. We have
leveraged our domestic experience to
lead internationally, helping deliver the
Paris Agreement at COP21 and then
investing our share of the $100B
commitment to support developing
countries climate ambitions.
But the job is far from done. I am lucky
enough to lead a very talented and
passionate team of people who are
committed to delivering the next phase of
clean growth. Many, like me, have a
lifelong passion for the energy sector,
having studied and worked to enable the
progress that we have seen over the last
10 years.
Whether overseeing the implementation
of the UK Clean Growth Strategy;
alleviating fuel poverty through targeting
of building regulations, Energy Company
Obligation and Warm Home Discount;
driving energy efficiency and
decarbonisation of our heating system;
installing smart meters in every home or
business; investing in science innovations
to enable the transition; or developing UK
leadership in green finance, I feel
confident that we have the expertise and
determination to deliver for the UK. And
then to lead internationally in helping
other countries to deliver their
commitments. I relish these challenges on
a daily basis and hope that you will
consider joining us.
We are working with our in-house search
team on this role. Should you wish to
discuss this role, please contact Lawrence
Fellows on
Lawrence.Fellows@cabinetoffice.gov.uk .
Best wishes, Julian
3
About the Department for Business, Energy
and Industrial Strategy (BEIS)
BEIS was created by the Prime Minister
from a merger of the Department for
Business, Innovation and Skills and the
Department for Energy and Climate
Change.
BEIS has one of the widest remits in
Whitehall and a key role to play in
making markets work well for business,
consumers and workers.
Our work will ensure that the economy
grows strongly in all parts of the country,
based on a robust Industrial Strategy
and that the UK has secure energy
supplies that are reliable, affordable and
clean, delivered through the Clean
Growth Strategy. It will encourage
investment and innovation that fully uses
the UK science base and enables a
whole economy approach to deliver our
climate change ambitions. As a
department we draw on the best
available evidence to develop policy
solutions from investment in innovative
companies, to reducing energy bills for
households, to promoting competitive Further information on BEIS can be
markets and consumer interests, to found at:
reducing carbon emissions.
https://www.gov.uk/government/organis
We create the conditions for companies ations/department-for-businessenergy-
and consumers to flourish in a green, and-industrial-strategy
open, productive economy – which is
vital for the future success of our country. Industrial Strategy:
Through our network of partner https://www.gov.uk/government/publicat
organisations, we deliver services to ions/industrial-strategybuilding-a-britain-
thousands of businesses, and customers fit-for-the-future
every day – delivering weather reports
Clean Growth Strategy:
by the Met Office, registering new https://www.gov.uk/government/publicat
businesses at Companies House and
ions/clean-growthstrategy .
protecting intellectual property at the
Intellectual Property Office. The UKAEA
carries out leading edge fusion research
and the Coal Authority and Nuclear
Decommissioning Authority (NDA)
restores and protects our environment.
We support innovative and flexible
working in BEIS. The department is
underpinned by our shared values of
working together to be stronger and
more supportive.
4
About the role
Job Title The Role
Director, Science and Innovation for Climate The Director for Science and Innovation for
and Energy
Climate and Energy will report to the Director
Location General for Energy Transformation and
Clean Growth (ET&CG), Julian Critchlow. He
London or she will be responsible for shaping the
The role may require some international travel. department’s Science and Innovation
programme, ensuring best use of more than
Salary
£500m over 5 years to lever investment from
the private sector and internationally, and to
Circa £105,000 per annum.
maximise the links with spending elsewhere
Existing Civil Servants will be appointed in line
with the Civil Service pay rules in place on the in UK government bodies on science,
date of their appointment. innovation and skills. He or she will be the
Single Responsible Owner (SRO) for the
Contract Type
delivery of the BEIS energy innovation and
This role is being offered on a permanent climate research programmes, and leader of
basis. a team of 80 staff. They will also support the
Chief Scientific Adviser (CSA) currently
Professor John Loughhead, in his role as
SRO for the Mission Innovation international
initiative. In addition to this they will:
 Support DG ET&CG and the CSA in
ensuring that policy is fully evidence
based;
 Hold overall responsibility for the
operation of cross-Whitehall
governance arrangements for energy
innovation;
 Contribute to corporate activities and
work in BEIS as part of the senior
management team;
Key Responsibilities
 The post holder will be responsible for
the following:
 Design and delivery of BEIS’s energy
innovation programme, and climate
research, in alignment with ministerial
priorities;
 Leading the development of Energy
Innovation strategy across Whitehall;
 Specifying and scoping climate science
activities and programmes, and
5
 managing scientific input to international
negotiations.
 Leading and managing multi-
disciplinary science and innovation
teams, prioritising work, and ensuring
effective project management and
change management;
 Ensuring that science and engineering
expertise and evidence is properly
reflected in analysis and decisions;
 Ensuring that BEIS’s expenditure on
energy innovation and climate science
is effectively managed, focused on the
most important priorities, integrated into
policy work, properly coordinated with
other research budgets in BEIS and
across Government, and is delivered
cost-effectively;
 Working with the CSA, Chief Economist
and others to ensure BEIS’s evidence
base as a whole is robust, integrated,
tackles emerging issues in a timely way,
and that BEIS uses cross-disciplinary
approaches and effective knowledge
management to provide policy makers
with as full an understanding as  Working with colleagues across
possible; Whitehall, notably in areas such as
transport and environment, on
 Representing DG ET&CG or CSA both
developing priorities for future R&D
internally and externally, working
spend;
closely with colleagues across BEIS
and with external stakeholders, and  It is expected that the Director will
supporting DG ET&CG/ CSA in promote and demonstrate BEIS’s Core
developing and tapping into networks Values - to be brilliant, enterprising,
both in the UK and overseas; inclusive and skilled - and take an
active leadership role in department.
 Assisting CSA in the development of
the science and engineering profession
across the department.
 Increasing the level of understanding in
BEIS, across Whitehall and among UK
citizens about the nature and scale of
the challenges we face on climate
change and energy and the potential
solutions;
 As a member of the senior
management of the Department, the
Director is also expected to role-model
collaborative working with his/her senior
colleagues and accept a leadership role
not just for BEIS as a whole, but for the
wider civil service;
6
 Energy
Transformation and
Clean Growth Julian Critchlow
Director General
Energy Transformation & Clean Growth

Director
SRO / Director Director EU Energy & Director
Director Director Director Director
Smart Metering Science and Innovation Climate International Climate &
Clean Heat Energy Efficiency & Local Clean Growth Industrial Energy
Implementation Programme for Climate and Energy Change Energy

Programme Director
Deputy Director
Smart Meters
Energy and Climate Science
Programme Delivery

Deputy Director
Head of Innovation
& Engineering

Deputy Director
Programme Delivery

7
Person Specification
It is important through your CV
and Statement of Suitability that
you give evidence and examples
of proven experience of each of
the selection criteria detailed.
This is a broad role, which
requires an understanding of far
more than just the technical and
scientific aspects. To be
successful you will need to be
able to provide strategic
oversight, financial awareness
and innovation and research
management expertise.
The successful candidate will be
able to demonstrate the following
essential criteria:
 Strategic appreciation of the
market barriers to entry for energy
innovators, and an understanding
of the commercial and financial
issues which relate to them; ability
to work with and negotiate with
senior industry stakeholders with
credibility and gravitas
 Excellent communication skills
with the ability to form
relationships and influence
external and cross Government
stakeholders at board level, both
in the UK and internationally
(scientific; political; other
stakeholder groups)
 Ability to translate complex
scientific and technical concepts
and messages to those less
familiar with the subject matter,
and an ability to build a clear and
compelling communications
narrative for the programme.
 Ability to manage long term and
complex commercial relationships
with a range of suppliers and
partners, and ability to drive
collaborative outcomes whilst
protecting the organisation
financially and commercially.
 Strength in leadership to drive a
team to deliver high level analysis
and research programmes, and
build skills and professional
capability in a flexible, agile
management environment both
within BEIS but also contribute to
wider government agenda.
 Deep scientific and technical
knowledge, with a particular
expertise in research and
innovation management.
Desirable criteria:
 Experience in nuclear engineering
or research; the energy sector;
management and delivery of
commercially facing innovation
programmes; and Chartered or
Fellow status in a relevant scientific
or technical professional institution.
8
Benefits of working for the Civil Serice
Whatever your role, we take your career
and development seriously, and want to
enable you to build a really successful
career with the Department and wider
Civil Service. It is crucial that our
employees have the right skills to develop
their careers and meet the challenges
ahead, and you’ll benefit from regular
performance and development reviews to
ensure this development is ongoing. As a
Civil Service employee, you’ll be entitled
to a large range of benefits.
Equality, Diversity and Inclusion
The Civil Service values and supports
all its employees.
We have strong and pro-active staff
networks, special leave policies for
hospital appointments, reasonable
adjustments put in place for those who
need them, and diversity talent
programmes to help everyone irrespective
of background, to achieve their potential.
Pension
Your pension is a valuable part of your
total reward package.
A competitive contributory pension
scheme that you can enter as soon as
you join where we will make a significant
contribution to the cost of your pension;
where your contributions come out of your
salary before any tax is taken; and where
your pension will continue to provide
valuable benefits for you and your family if
you are too ill to continue to work or die
before you retire. Visit Civil Service Pension
Scheme for more details.
Generous Annual Leave and Bank
Holiday Allowance
25 days annual leave on entry, increasing
on a sliding scale to 30 days after 5 years’
service. This is in addition to 8 public
holidays.
This will be complimented by one further
day paid privilege entitlement to mark the
Queen’s Birthday.
Staff Wellbeing
Generous paid maternity and paternity
leave which is notably more than the
statutory minimum offered by many other
employers.
Childcare benefits (policy for new
employees as of 5 April 2018): The
government has introduced the Tax-Free
Childcare (TFC) scheme. Working parents
can open an online childcare account and
for every £8 they pay in, the government
adds £2, up to a maximum of £2000 a
year for each child or £4000 for a disabled
child. Parents then use the funds to pay
for registered childcare. Existing
employees may be able to continue to
claim childcare vouchers, so please check
how the policy would work for you here.
Onsite facilities Opportunity to use
onsite facilities including fitness centres
and staff canteens (where applicable).
Season Ticket and Bicycle Loan
Interest-free loans allowing you to spread
the cost of an annual travel season ticket
or a new bicycle.
Sick Pay
Occupational sick pay.
9
The Recruitment Process
Application
To apply for this post, you will need to complete the online
application process accessed via the advertisement listed for this
role. This should be completed no later than ‘Advert Closing Date’
and will involve uploading the two documents outlined below:
1. A CV setting out your career history, with key responsibilities
and achievements. Please ensure you have provided reasons
for any gaps within the last two years
2. 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, with
particular reference to the criteria in the person specification
Failure to submit both documents will mean the panel only have
limited information on which to assess your application against the
criteria in the person specification.
Please ensure that both documents contain your full name.
As part of the online application process, you will be asked a
number of diversity-related questions. If you do not wish to provide
a declaration on any of the particular characteristics, you will have
the option to select 'prefer not to say'. The information you provide
when submitting your application will help us monitor our progress
towards the Civil Service becoming the most inclusive employer by
2020. See the Civil Service Diversity and Inclusion Strategy for
more information.
Should you encounter any issues with your online application
please get in touch with us via:
catherine.young1@cabinetoffice.gov.uk
Selection Process
Rosie Glazebrook, a Civil Service Commissioner, will chair the
process. The Civil Service Commission has two primary functions:
 Providing assurance that selection for appointment to the Civil
Service is on merit on the basis of fair and open competition.
For the most senior posts in the Civil Service, the Commission
discharges its responsibilities directly by overseeing the
recruitment process and by a Commissioner chairing the
selection panel.
 Hearing and determining appeals made by civil servants under
the Civil Service Code which sets out the Civil Service values –
Impartiality, Objectivity, Integrity and Honesty - and forms part
of the relationship between civil servants and their employer.
More detailed information can be found on the Civil Service
Commission website.
In addition to Rosie Glazebrook, the other panel members will be:
 Julian Critchlow, Director General for Energy Transformation &
Clean Growth
 Professor John Loughhead, Chief Scientific Adviser, BEIS
 Joanna Whittington, Director General, Energy & Security, BEIS
10
Longlist and Shortlist
You will receive an acknowledgment of your application through
the online process.
The panel will then assess your application to select those
demonstrating the best fit with the role by considering the evidence
you have provided against the criteria set out in the ‘Person
Specification’ section. Failure to address any or all of these may
affect your application.
professional competence in relation to the criteria set out in the
Person Specification.
Full details of the assessment process will be made available to
shortlisted candidates.
Offer
Regardless of the outcome, we will notify all candidates as soon
as possible after the final interview.

The timeline later in this pack indicates the date by which

decisions are expected to be made, and all longlisted and
shortlisted candidates will be advised of the outcome as soon as
possible thereafter.
Assessment

If you are shortlisted, you will be asked to take part in a series of

assessments which could include psychometric tests, a staff
engagement exercise, a technical and/or stakeholder engagement
assessment. These assessments will not result in a pass or fail
decision. Rather, they are designed to support the panel’s decision
making and highlight areas for the panel to explore further at
interview. References may be taken on shortlisted candidates but
these will not be taken without candidates consent.
You will have the opportunity to speak to Julian Critchlow, prior to
the final interview to learn more about the role and the
organisation. Please note this is not part of the formal assessment
process.
You will be asked to attend a panel interview in order to have a
more in-depth discussion of your previous experience and

11
Expected Timeline
We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You
are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, in order to meet the
dates given. Please note that these dates may be subject to change.
The anticipated timetable is as follows:

Advert Closing Date 14th April 2019

Longlist Meeting 24th April 2019

Shortlist Meeting 13th May 2019

Assessments 14th May – 27th May 2019

Interviews 3rd June 2019

12
FAQs
Can I apply if I am not currently a civil
servant?
Yes. This role is open to suitably qualified
people in the external market and to
existing civil servants and those in
accredited Non Departmental Bodies.
Is this role suitable for part-time
working?
This role is available for full-time, flexible
working arrangements (including job
share partnerships). If you wish to discuss
your needs in more detail please get in
touch with the named point of contact in
this pack.
Will the role involve travel?
Some international travel will be required
for this role.
Where will the role be based?
If successful you will be based in London
but with some travel (national and
international). Unfortunately relocation
costs will not be reimbursed.
Can I claim back any expenses
incurred during the recruitment
process?
No. Unfortunately we will not be able to
reimburse you, except in exceptional
circumstances and only when agreed in
advance.
What nationality do I need to hold in
order to apply?
To be eligible for employment to this role
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.
13
Reserved for UK Nationals
This is not a reserved post.
Is security clearance required?
Yes. If successful you must hold, or be
willing to obtain on starting the role,
security clearance to SC level. A
requirement for DV clearance may be
required once in the post. More
information about the vetting process can
be found here.
What reasonable adjustments can be
made if I have a disability?
We are committed to making reasonable
adjustments in order to support disabled
job applicants and ensure that you are not
disadvantaged in the recruitment and
assessment process.
If you feel that you may need a
reasonable adjustment to be made, or you
would like to discuss your requirements in
more detail, please contact
Catherine.Young1@cabinetoffice.gov.uk
in the first instance.
Do you offer a Guaranteed Interview
Scheme for Disabled Persons?
Disabled applicants who meet the
minimum selection criteria in the job
specification are guaranteed an interview.
Selection will be on merit. If you wish to
claim a guaranteed interview under the
Disability Commitment, you should
complete the relevant section of the online
application. It is not necessary to state the
nature of your disability.
Will this role be overseen by the Civil
Service Commission?
Yes. As this role is one of the more senior
posts within the Civil Service, a
Commissioner will oversee the
recruitment process and chair the
selection panel.
More detailed information can be found on
the Civil Service Commission website.
What do I do if I want to make a
complaint?
The law requires that selection for
appointment to the Civil Service is on
merit on the basis of fair and open
competition as outlined in the Civil Service
Commission's Recruitment Principles.
If you feel your application has not been
treated in accordance with the
Recruitment Principles, and you wish to
make a complaint, you should contact
Sonja Dre, HR- Deputy Head of Senior
Staff (at sonja.drew@beis.gov.uk) in the
first instance.
If you are not satisfied with the response
you receive from the Department, you can
contact the Civil Service Commission.
What should I do if I think that I have a
conflict of interest?
Candidates must note the requirement to
declare any interests that might cause
questions to be raised about their
approach to the business of the
Department.
If you believe that you may have a conflict
of interest please contact
catherine.young1@cabinetoffice.gov.uk
before submitting your application.
14
Diversity & Inclusion
We are committed to understanding, Our passion for diversity and equality
The Civil Service is respecting and representing as broad a means creating a work environment for all
committed to becoming range of views and backgrounds as we employees that is welcoming, respectful,
have in UK society. We know that diverse engaging, and enriched with opportunities
the most inclusive perspectives and experiences are critical for personal and professional
to an effective, modern Civil Service. development.
employer in the UK.
Our vision is to ensure the Civil Service What’s next?
represents modern Britain and is a truly
inclusive employer – an example to other You’ve taken the first step and looked
employers. We will create an organisation through this job pack to understand the
where diversity is not only respected and skills and experience needed to perform
valued – but celebrated. this role. Now join us in achieving our
ambitions and let us help you achieve
What’s in it for me? yours. Read more.
We want to maximise the potential of
everyone who chooses to work for us –
regardless of background.
If you’re interested in becoming a world
class leader, developing your career with
us – starting with this interesting and
challenging role – or doing things
differently and inspiring colleagues, then
the Civil Service is the place for you.

15
Contact us

Should candidates like to discuss the role in more detail before submitting an application,
please contact Lawrence Fellows on Lawrence.Fellows@cabinetoffice.gov.uk or
Catherine Young on catherine.young1@cabinetoffice.gov.uk

This campaign is being run on behalf of the department by Executive Recruitment. Executive Recruitment is part of Civil Service Talent, part of Civil
Service HR, and is a central government expert service specialising in the attraction, search, selection and recruitment of senior civil servants.

The team is regularly commissioned by departments and other government organisations to deliver end-to-end recruitment for some of society’s
most important leadership and specialist positions.

Our work is regulated by the Civil Service Commission where necessary and supported by the equality campaign group Stonewall.

Cabinet Office is a Disability Confident employer.