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PCA - Regulatory Development and Compliance Roles

Department for Business, Energy and Industrial Strategy
Closing date
14 Jun 2021

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Job Details

About the Roles

This is a fascinating time to take up an exciting opportunity of a role in the office of the PCA's (OPCA) regulatory and compliance teams. These roles are designed to strengthen the development of regulatory policy and compliance arrangements in the PCA at a pivotal stage in its development.

The key disciplines for these posts are stakeholder engagement, information management and analysis, development of Code compliant practices, identification of regulatory risks and enforcement operations.

You will work collaboratively within the PCA's team focusing on one or more of following areas:

- engaging and communicating with stakeholders;

- gathering and analysing information;

- monitoring compliance and improvements in the sector; and

- considering appropriate regulatory levers and application of the PCA's statutory powers to ensure effective and proportionate regulation.

You will be supporting the Head of Regulation, Development and Compliance in providing intelligence, monitoring compliance and identifying areas requiring further investigation.

You will be making regulatory recommendations to the PCA and senior managers, presenting your conclusions and identifying options for regulatory action.

You will also be expected to write robust and impactful regulatory correspondence, working closely with the Head of Regulatory Engagement and other team members to develop and deliver PCA's regulatory objectives and secure culture change for the industry.

Other areas of work will be to support the Head of Regulatory Engagement with effective Code communications, including website publications.

The split of work and roles will be considered against candidate skills and preferences.

ResponsibilitiesSensitive and plain English drafting is a prerequisite for these posts, as well as a range of excellent communication skills as you could be drafting a ministerial response or a complex letter to stakeholders.

These roles require you to be a motivated self-starter, with experience in qualitative and quantitative analysis.


The PCA is responsible for monitoring and encouraging compliance with, and enforcing, the 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;

• 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;

• 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); and

• arbitrates and/or appoints others to arbitrate Code disputes between a tied tenant and their pub-owning business.

Essential Criteria:

You will:

• be able to demonstrate strong written communication and influencing skills to an exacting standard, able to communicate using plain English to support the PCA in effective regulation;

• have experience of providing policy and analytical support and have the ability to adopt a structured, evidenced and pragmatic approach to problem solving;

• have a keen eye for detail and strong analytical skills to determine compliance issues quickly and effectively and deliver high quality advice to the OPCA management board;

• be a self-starter who is able to work flexibly and adapt to changes quickly including supporting other areas of the PCA/colleagues;

• be able to manage competing priorities effectively and adapt quickly to changing demands;

• be a team player able to establish credibility and a rapport quickly with internal and external stakeholders.

Desirable Criteria:

You will:

• be able to demonstrate effective regulatory data management and analysis skills, drawing conclusions and making recommendations for regulatory decisions, supporting compliance development and reporting requirements;

• be able to demonstrate understanding of intelligence/regulatory function with experience of using various applications to collate, process and interrogate information effectively providing evidence backed advice on regulatory compliance issues, and identifying regulatory risks;

• be able to demonstrate understanding/experience of regulatory investigation processes;

• have experience of a communicating regulatory or technical know-how in an accessible format;

• have experience of effectively communicating with a wide variety of stakeholders.

Experience of working within a regulator or similar organisation is desirable, but not essential.


We'll assess you against these behaviours during the selection process:
  • Making Effective Decisions
  • Communicating and Influencing
  • Seeing the Big Picture
  • Delivering at Pace


Pubs Code Adjudicator (PCA) offers a competitive mix of benefits including:

A culture of flexible working, such as job sharing, home working 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.

Things you need to know


Successful candidates must pass a disclosure and barring security check.

People working with government assets must complete basic personnel security standard checks.

Selection process details

This vacancy is using Success Profiles , and will assess your Behaviours and Experience.

As part of the application process you will be asked to complete a CV and personal statement. Further details around what this will entail are listed on the application form.

Your personal statement (no more than 1250 words) should set out how your skills and experience meet the requirements of the role.

Candidates will be sifted on CV and personal statements.

The interview will consist of behaviour and strength-based questions.

Expected Timeline subject to change

Expected Week of Sift - TBC
Expected Week of Interviews - TBC
Interview Location - MS Teams

Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.

Appointment Term

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.

Reasonable adjustment

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 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.

Further Information

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.

Any move to the Department for Business, Energy and Industrial Strategy 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

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/PCA does not 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/PCA does not hold a licence to sponsor visa applications.

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 circumstances some candidates will want to send their completed forms directly. If you will be doing this, please advise Government Recruitment Service of your intention by emailing stating the job reference number in the subject heading.
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.

Feedback will only be provided if you attend an interview or assessment.

Nationality requirements

This job is broadly open to the following groups:
  • UK nationals
  • nationals of Commonwealth countries who have the right to work in the UK
  • nationals of the Republic of Ireland
  • nationals from the EU, EEA or Switzerland with (or eligible for) status under the European Union Settlement Scheme (EUSS)
  • relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
  • relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
  • certain family members of the relevant EU, EEA, Swiss or Turkish nationals
Further information on nationality requirements

Working for the Civil Service

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.
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