About the Pubs Code Adjudicator (PCA)
The Pubs Code Adjudicator (PCA) was established by the Small Business, Enterprise and Employment Act 2015. Fiona was appointed to the role of the Pubs Code Adjudicator in May 2020, having previously been appointed from November 2017 as Deputy to the first Pubs Code Adjudicator Paul Newby.
The role of the PCA is to enforce the statutory Pubs Code (the Code) which came into force in July 2016. The Code regulates the relationship between large pub-owning businesses and their tied tenants (a tied tenant is someone who is obliged to buy at least some of their alcohol from their landlord, sometimes with other products or services, usually in return for a reduced rent). The PCA is independent, with powers to arbitrate individual Code disputes and investigate suspected breaches of the Code. The Code applies to pub-owning businesses who own 500 or more tied pubs in England and Wales only.About the Role
This is a senior role within the PCA, with a seat on the Management Board. You will help set the strategic direction for the PCA’s work as regulator in this technical and multi-disciplinary environment. You will demonstrate and embed a culture of inclusion and equal opportunity for all. The PCA is seeking a strong leader who displays passion and enthusiasm for our work, helping to inspire colleagues, stakeholders and industry experts to fully engage with the Pubs Code and the PCA’s strategic objectives.
You will be able to proactively create, maintain and promote a strong network of contacts across the PCA, BEIS and externally with stakeholders to bring benefit to the PCA’s work. In particular, you will identify, procure and work with a broad range of industry expertise from a wide mix of disciplines to support the PCA’s strategic objectives.
You will be comfortable advising the most senior people in the organization, securing and maintaining their trust and confidence. You will have proven experience of liaising (both in writing and orally) with senior officials across government and have strong political judgement and deft drafting skills.
The work of the PCA is technical and often fast paced. You will be able to promote resilience and responsiveness within the PCA and provide clarity about the action required to achieve results and address unexpected developments, within the PCA and with key stakeholders. You will be expected to share knowledge and resources across boundaries to support the PCA’s objectives.
The PCA is responsible for monitoring and encouraging compliance with, and enforcing, the Code.
• The PCA has adopted a modern regulatory approach which reflects the principles of the Regulator’s Code. The PCA works collaboratively, where appropriate, with pub-owning businesses to respond to issues raised by tied tenants and others to bring about beneficial change in the sector.
• The PCA issues advice and guidance which aims to help tied tenants understand what their rights are under the Code and to set out to pub-owning businesses what the PCA’s expectations are regarding Code compliance.
• The PCA monitors compliance with the Code. The PCA can investigate where there is reasonable suspicion that a pub-owning business has breached the Code, with enforcement measures ranging from recommendations to imposing financial penalties on a pub-owning business (or businesses).
• The PCA arbitrates Code disputes between a tied tenant and their pub-owning business.
What we are looking for
The role will suit someone who is energetic, ambitious, highly organised and can work flexibly and accurately to support the team and the PCA with her regulatory functions in a fast-paced environment.
• be a strong leader with experience of managing a diverse team and proactively creating, maintaining and promoting a strong network of contacts across government organisations and externally with stakeholders;
• have experience of setting strategic direction in a technical and multi-disciplinary environment, delivering key priorities to meet organisational mission;
• have experience of identifying, procuring and working with a range of industry expertise from a wide mix of disciplines;
• be comfortable advising the most senior people in the organisation, securing and maintaining their trust and confidence;
• have strong experience of working with project management processes and tools;
• have proven experience of liaising (both in writing and orally) with senior officials across government and have strong political judgement and deft drafting skills.
We'll assess you against these behaviours during the selection process:
- Managing a Quality Service
- Delivering at Pace
- Changing and Improving
BEIS 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.
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.Successful candidates must pass a disclosure and barring security check.People working with government assets must complete basic personnel security standard checks.This vacancy is using Success Profiles, and will assess your Behaviours and Experience.Sift and Interview Information
As part of the application you will required to complete a CV and Statement of Suitability.
1. A CV setting out your career history, highlighting specific responsibilities and achievements that are relevant for this role, including details where applicable of budgets and numbers of people managed, relevant achievements in recent posts, together with reasons for any gaps within the last two years
2. A Personal Statement (no more than 1250 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
Failure to complete both sections (CV and Personal Statement) will mean the panel have limited information on which to assess your application against the criteria in the person specification.
Applications will be sifted to select those demonstrating the best fit with the post against the criteria set out in the person specification. Please ensure you keep this in mind when writing your CV and supporting statement.
If a large number of applications are received, we will sift on the first two criteria outlined in the personal specification.
Expected Timeline subject to change
Sift Dates: w/c 16th November 2020
Interview dates: w/c 23rd November 2020
Interview location: MS Teams
Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.
Candidates who are invited to interview will be asked to complete a one-hour, pre-interview assessment. Further details will be given closer to the time.
At Interview, candidates will be assessed on Behaviours.
One of the following options will apply:
Option 1 - Existing Civil Servants
• Permanent transfer into BEIS on level transfer or promotion then seconded to the PCA for three years with a possible option to extend by mutual agreement; or
• Secondment directly from their home department to the PCA on level transfer or temporary promotion for three years with a possible option to extend by mutual agreement.
Option 2 - External candidates
• Permanent appointment to BEIS, then a secondment to the PCA for three years with a possible option to extend by mutual agreement; or
• Secondment directly to the PCA from their existing employer (subject to their agreement) for three years with a possible option to extend by mutual agreement.
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
• Contact Government Recruitment Service via firstname.lastname@example.org as soon as possible before the closing date to discuss your needs.
• Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.
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 maybe carried out.
Any move to the Department for Business, Energy and Industrial Strategy will mean you will no longer be able to carry on claiming childcare vouchers. You will however have access to the governments Tax Free Childcare scheme.
A reserve list will be held for a period of 12 months from which further appointments can be made.
Please note terms and conditions are attached. Please take time to read the document to determine how these may affect you.
BEIS 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).
Please note that BEIS does not hold a licence to sponsor visa applications.
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.
New entrants are expected to join on the minimum of the pay band.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstance 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.email@example.com stating the job reference number in the subject heading.
Feedback will only be provided if you attend an interview or assessment.Open to UK, Commonwealth and European Economic Area (EEA) and certain non EEA nationals. Further information on whether you are able to apply is available here.The Civil Service Code 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.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.