Working at ELEXON

If you are interested in working in either this sector or developing your skills through one of our subject specialists or one of our support roles, then it is worth considering ELEXON.

We have over 100 staff based at our London office with many experts in their field. Some have worked in the energy sector for many years, whilst others bring fresh skills and perspective from other sectors. Together we ensure that we deliver a great service to our customers and maintain our continuous delivery of the BSC.

What we do

Our role within the electricity sector places us at its heart of the sector ensuring the smooth operation of the wholesale electricity market. We compare how much electricity generators and suppliers said they would produce or consume with actual volumes.

ELEXON therefore needs a range of staff who perform roles across various teams and projects.

A day in the life of an assurance analyst

A day in the life of an operational support manager

Day in the life of a business analyst

Other roles we also have here at ELEXON:

  • Settlement Analyst
  • Compliance Analyst
  • Change Analyst
  • Project manager
  • Communications managers
  • Facilities managers

What our staff think

Each year we run an anonymous staff survey so that we can find out how our staff feel about working at ELEXON and whether there are any improvements we can introduce to ELEXON.

The results are presented to our Executive team who are taken through the data and discuss the conclusions and any potential actions. The survey is also presented directly to ELEXON staff at an all staff meeting which allows staff the opportunity to see the data and ask any questions.

This approach ensures that the process is open and transparent and that the Executive take actions for meeting any feedback that has raised issues or suggested improvements.

Staff survey results for 2019

ELEXON’s latest annual survey took place in late 2019.

The following is a summary of some of the positive results:

  • 86% of staff are enthusiastic about the work they do
  • 85% say the people they work with go out of their way to help each other
  • 84% say they can rely on their line manager to give them the support they need to do a good job

However, there is room for improvement:

  • Confidence in the leadership provided by the Exec is down to below the standard benchmark
  • Communication between departments has also dipped to just below the standard benchmark
  • People being held accountable is down by the largest margin

We are keen to ensure that we are transparent in any areas where improvements are needed and the Executives are tasked with identifying how they can address  any issues our staff have highlighted.

Our staff survey is currently carried out by EmployeeFeedback who collate the results and remove any information that can identify individual members of staff. By anonymising the survey results before they are presented to the Executives we aim to encourage all our staff to feel confident in giving any feedback they feel is important about how ELEXON is run.

Previous surveys

Getting reviews from other channels

We use a number of external recruitment websites such as Glassdoor, TotalJobs & LinkedIn. We encourage current staff and prospective candidates to write reviews about ELEXON on our Glassdoor site.

We have also published access to our current Employee Survey Results on Glassdoor as part of our policy of transparency for those interested in work at ELEXON.

Staff retention

Our current staff turnover is currently 20%, slightly higher than we would like but we are working hard to build a desirable place of work that gives staff what they are looking for whilst employed at ELEXON.

We have introduced the following:

  • performance payments of up to 10% of basic salary
  • buying and selling annual leave
  • synchronising the annual leave cycle to the calendar year
  • generous training, development and conference budget

We understand the correlation between a desirable working culture and our staff retention levels. This awareness drives our staff development strategy so that we can attract and retain those with the skills we need.

Pay, pension and benefits

ELEXON invests significantly in training and development for its staff. This along with tight employment market and ELEXON’s defined remit results in staff retention challenges. A glance at our staff survey results indicate that we have been able to create an environment in which our staffs overwhelming recognise ELEXON as a good place to work.

Pay

We regularly review our reward packages by benchmarking within the sector and the market so that we can ensure that our pay and benefits remain attractive.

Pension

All our staffs are initially auto enrolled into our company pension scheme. ELEXON offers an enhancement on the statutory minimum which enables staff to select the amount they wish to contribute which is then matched by the employer contribution.

Examples of pension contribution:

  • 3% staff contribution 6% employer contribution
  • 4% staff contribution 8% employer contribution
  • 6% staff contribution 12% employer contribution

The pension plan enables staff to contribute up to 6% with an added employer contribution. ELEXON caps its contribution at 12%. Staff can of course contribute more than 6% but without this being matched by us.

Season ticket loan

We run a season ticket scheme which will enable you to pay your travel fare in a lump sum in order to take advantage of the discount rates transport services supply. This lump sum is then deducted in installments from your monthly salary.

Flexible working

ELEXON’s flexible working policy allows employees with children, or those who care for a dependant adult, to work hours that suit their parental needs.

Three ELEXON employees talk about how flexible working helps them:

Personal computer purchasing

The Computing Scheme enables employees to receive assistance in purchasing computer equipment. This benefit helps staff spread the cost over 12 or 24 months with no credit checks and no interest charged, providing that the staff commits to an affordable monthly salary deductions.

Life assurance scheme

On joining ELEXON all permanent staffs are automatically enrolled in the Life Assurance Scheme at no cost to the individual. In the event of death in service before the age of 65, a “Lump Sum” will be paid equal to 3 times your basic annual salary to your chosen beneficiary.

Career development

ELEXON encourages staff to take advantage of training opportunities that meet their team or individual needs.

Examples of recent training:

  • Digital Strategy Planning
  • IIA Award in the internal audit planning and assurance framework
  • Bitesize Training for Managers (Employment Law Principals)

We have a relatively flat team structure and we prefer to avoid increasing the number of managers and establishing a hierarchical structure. Our focus is on individual skill-sets and developing an enjoyable and challenging role regardless of the position within ELEXON. However, this does not mean that we do not have opportunities that offer managerial experience.

Examples of recent roles:

  • Business Change Manager
  • Change Manager

In-house training

We run a number of training sessions for anyone involved in the electricity industry and you will obtain a significant amount of knowledge and skill from these. However, we also ensure managers and colleagues offer training and support based around the individual tasks for each role.

This approach will ensure that you obtain the necessary skills to do your job but also to obtain additional skills that enhance your individual skill-set.

My ELEXON

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