Senior Policy Adviser - Markets & Charging

Job summary

We are Ofwat, the Water Services Regulation Authority, a non-ministerial government department responsible for regulating the water sector in England and Wales.

We have an opportunity for a Senior Policy Adviser to join our Charges and Developer Services Team within Markets & Charging Directorate.

The water sector is entering a new chapter. Following the Independent Water Commission’s Final Report and subsequent White Paper - 'New Vision for Water', the UK government has set out a bold new direction - one that brings together expertise from across the sector to deliver better outcomes for customers and the environment.

Ofwat is working in collaboration with the government and other regulators to help establish a new body for England, combining our strengths with those of the Drinking Water Inspectorate, the Environment Agency, and Natural England. We’re also continuing to engage with the Welsh Government to support future decisions for Wales.

While these changes take shape, our mission remains the same: to hold water companies to account, drive performance, and ensure the sector delivers real value for customers, communities, and the environment. If you’re passionate about making a difference, this is a unique moment to join us and help shape the future of water, and together we can continue to make a positive impact.

You can find out more about why you should join Ofwat, our strategy, values and our framework for success in the attached Information for Candidates Pack.

Job description

We are looking for a Senior Policy Adviser to join the Charges and Developer Services team part of Ofwat's Markets & Charging Directorate. You will join as a Senior Associate, playing a key part in the development of our regulation of the new connections market and our work on charges, as well as linking with our work with new appointees.

You will directly contribute to our work on developer services. The term 'developer services' covers the activities and services companies provide to developers when connecting new homes and businesses to the water and wastewater network (the new connections market). Around 200,000 new connections are made each year across England and Wales in a complex market where competition varies by area and development type.

You will play a crucial role in developing and implementing policy for the regulation of developer services and the new connections market, aimed at delivering better outcomes for customers, society and the environment. This includes policies on aspects of our economic regulation, including environmental incentives and protections for customers with limited market choice.

You will also contribute to our work on charges. We set charging rules to govern how incumbents (large water companies) and new appointees set charges for the services they provide, to households, business customers and developers. New appointees (NAVs) are new entrant water companies initially looking to serve small, distinct geographic areas. We regulate how services are provided to developers, stepping back where competition is strong and protecting customers where choice is limited.

Current policy priorities include improving environmental outcomes, encouraging innovative charging to support affordability and sustainability, examining the relationship between cost reflectivity and water efficiency, reviewing the effectiveness of the developer services market, and considering how new demands for potable and non-potable water should be funded.

You will play an important role in developing these and other policy areas, working closely with colleagues across Ofwat and engaging with companies, developers, , Defra and other stakeholders. You will also be expected to contribute flexibly to the delivery of Ofwat’s wider strategy.

Key deliverables:

In this role you will be expected to:

• Lead on specific work areas, taking responsibility for their successful delivery.
• Undertake (or help to commission) quantitative and qualitative economic analysis.
• Develop policy, including identifying and appraising options, assessing impacts, and making suitable recommendations.
• Draft key parts of reports and publications to a high standard.
• Engage with and present to colleagues and stakeholders to share insights and expertise from our work, so that we are maximising synergies with related work areas and effectively focusing our combined efforts to deliver better outcomes for customers and the environment.
• Listen to, influence and work with complex, and sometimes difficult, external stakeholders to optimise the impact of our work, including water companies, representative bodies, Government departments, third parties and customers.
• Create and champion an inclusive working environment that supports growth, wellbeing, and continuous improvement in our delivery.
• Strongly contribute to Ofwat’s wider leadership, by engaging, contributing and supporting our work to make Ofwat a great place to be.

Person specification

To be successful in this role you will need the below essential attributes, experience, skills and knowledge:

Experience, skills and knowledge

1. Lead criterion 1: Professional experience of developing, managing, and implementing policy, ideally within a public policy or regulatory policy environment. This includes:

a. the ability to develop and communicate clear, evidence-based advice to inform policy and decision-making for diverse audiences; and

b. the ability to encourage and respond to constructive challenge to build confidence in decisions.

2. Lead criterion 2: Knowledge or experience of markets, competition and economic regulation, and the benefits they can deliver for customers.

3. Strong analytical and problem-solving skills, including experience of identifying, analysing and accurately interpreting a range of data and insights to inform evidence-based decisions and solutions for complex problems.

4. Ability to effectively plan, prioritise and deliver multiple projects and programmes of work at the same time.

5. Experience of building and maintaining constructive working relationships with a diverse set of internal and external stakeholders to understand their needs, expectations, and priorities, and to influence and collaborate effectively to deliver desired outcomes.

6. Excellent written and oral communication skills, including the ability to understand and concisely explain complex issues in non-technical language.

Attributes

7. Makes Relationships Count
8. Adaptable Thinker
9. Delivers Outcomes

Attributes as per Ofwat's Framework for Success for the relevant salary grade. You can read more about Attributes here.

Benefits

Why You Should Join Us:

Our people are at the heart of Ofwat, and our People Strategy defines the goals that keep this focus at the centre of everything that we do. In our annual People Survey 2024, we outperformed the Civil Service (CS) People Survey benchmarks in all 10 areas.

Almost four in five of our people would recommend Ofwat as a great place to work. Nine in ten say that they are treated with respect and that Ofwat respects individual differences. Nine in ten also say that the work they do is interesting and that they decide how they do their work. That’s great but it’s important to us to build an environment that is not only fair, inclusive and empowering but also collaborative. Here, nine in ten of our people say that their team works together to find ways to improve what we do, and that their manager is open to their ideas.

You will also benefit from:

• Excellent employer pension contributions of nearly 29%.You can find further details about pension schemes under Terms and Conditions in the Candidate Pack.
• 25 days’ annual leave (increasing to 30 with each year of service) plus bank holidays and an extra 2.5 days of privilege leave
• Access to exclusive discounts on a variety of goods and services, including retail outlets, theatre tickets, holidays, insurance, and a gym membership
• Flexible working arrangements that suit your lifestyle
• Fees paid for membership of relevant professional bodies
• Up to 3 volunteering days per year
• Recognition vouchers scheme
• Generous shared parental leave and pay
• Enhanced sick pay
• Regular development opportunities
• Health and wellbeing initiatives
• Cycle-to-work scheme
• Season ticket loan for home-to-office travel
• Free eye tests and contribution to lenses/spectacles for VDU users

Moving to Ofwat 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. Find out more at https://www.childcarechoices.gov.uk/.

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

How to apply

Apply through the Civil Service Jobs website where you’ll be asked to create an account and complete an application form (CV and personal statement). If you’re unable to make an electronic application, please contact recruitment@ofwat.gov.uk and we will support you in completing your application.

Please see the candidate guidance on our website for more detail and tips on how to best make your application and prepare for interview.

Please ensure you have submitted your application in full ahead of the deadline listed below. Unfortunately, we won't be able to consider late applications.

Selection timetable

• Closing date: 23.55 on 22 February 2026
• Sifting: Week commencing23 February 2026
• Interview date(s): Weeks commencing 02/09 March 2026

Assessment process

Sift Stage - Blind Sifting

We operate a blind sifting model to eliminate bias. All candidate identifying information will be removed from applications.

At sift stage we will assess your application (CV and personal statement) against essential criteria 1, 2, 3, and 4 listed above. Please ensure you provide enough evidence in your application form to demonstrate how you meet the criteria.

Use your personal statement to address the below criteria and tell us how your experience, skills and knowledge meet them:

1. Lead criterion 1: Professional experience of developing, managing, and implementing policy, ideally within a public policy or regulatory policy environment. This includes:

a. the ability to develop and communicate clear, evidence-based advice to inform policy and decision-making for diverse audiences; and

b. the ability to encourage and respond to constructive challenge to build confidence in decisions.

2. Lead criterion 2: Knowledge or experience of markets, competition and economic regulation, and the benefits they can deliver for customers.

3. Strong analytical and problem-solving skills, including experience of identifying, analysing and accurately interpreting a range of data and insights to inform evidence-based decisions and solutions for complex problems.

4. Ability to effectively plan, prioritise and deliver multiple projects and programmes of work at the same time.

*Please note that in the event of receiving a large number of applications, a pre-sift may take place on just the two lead criteria.

** If a high volume of candidates meet the minimum pass mark at sift stage, we will only progress the highest scoring candidates to interview. Candidates not invited to interview, who have achieved the minimum pass mark, will be placed 'on hold' until the final stage of the assessment process is completed. Should the role/s remain unfilled, candidates placed 'on hold' may be invited to interview in merit order.

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

Interview Stage - Transparent Interviews and Presentation

At interview stage we will test against essential skills, experience, knowledge and attributes set out above.

Our transparent interview process involves candidates receiving a selection of attribute-based questions in advance. This has been proven to help neurodiverse candidates and others to perform better at interview and is part of our inclusive culture.

You can read more about attributes and our Framework for success here.

Please note that the interviews will be conducted via video conferencing software (Microsoft Teams).

As part of the interview process, we will require a short presentation. Further details will be provided to candidates upon invitation to interview.

Please ensure anything you present in your interview answers is factually accurate, and you are not presenting the ideas and experience of others, or generated by AI, as your own. You may expect follow up questions.

It may be necessary for a second stage interview, which will be communicated to the successful candidates, if required.

If the assessment process identifies more appointable candidates than roles available, a reserve list will be created for 12 months from which further appointments in merit order can be made.

'Near-miss' candidates (candidates who have performed well at interview stage but haven’t scored high enough for the advertised Senior Associate band) may be considered (in merit order) for an Associate grade post – a band lower than Senior Associate. Further details will be provided to candidates as needed.

If you have any queries about any aspect of this role, selection process, or you require any reasonable adjustments, please email recruitment@ofwat.gov.uk.

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 theCivil 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).Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : recruitment@ofwat.gov.uk
• Email : recruitment@ofwat.gov.uk

Recruitment team

• Email : recruitment@ofwat.gov.uk

Further information

Complaints procedure - The process of recruitment and assessment embraces the principles of fair and open competition and best practice. The first is to maintain the principle of selection for appointment to the Civil Service on merit on the basis of fair and open competition as outlined in the Civil Service Recruitment Principles. The second is to promote an understanding of the https://www.gov.uk/government/publications/civil-service-code/the-civil… which sets out the constitutional framework in which all civil servants work and the values they are expected to uphold, and to hear and determine appeals made under it. 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 recruitment@ofwat.gov.uk in the first instance. If you are not satisfied with the response you receive from us, you can contact the Civil Service Commission at info@csc.gov.uk

Attachments

BC1053 SA Policy Candidate Pack Opens in new window (pdf, 708kB)