Job Description

Pathway to Retrofit Assessor (DEA Route)

Reports To:

Gareth Gathern, Head of Operations

Salary Scale:

30,000 to 40,000

Benefits:

Cyd Benefits Package

Location:

Office / Hybrid ((Holywell, North Wales)

Hours:

40hrs per week (flexible working)

Date:

Aug 2025

What is a Cyd Pathway Role?

Cyd Pathway roles offer an exceptional opportunity, blending a traditional apprenticeship alongside a range of additional support. These roles provide our employees with clear performance standards, designated mentorship, and ongoing support, alongside a structured pay scale that rewards development and ensures fair pay whilst providing employee value. Moreover, each pathway guarantees employment upon completion, fostering commitment from Cyd Innovation and providing job security.

Most pathways include a formal training plan tailored to address individual learning needs, covering core skills and role specific training. Additionally, external work placements may complement training initiatives. Progression is a collaborative effort between the employee and employer, providing support while encouraging individuals to advance at the right pace. Cyd, meaning 'Together' in Welsh, embodies the collaborative nature of our pathway offerings, emphasising collective efforts to achieve the best outcomes.

Throughout the pathway, employees are informed of expectations for progression and provided with ample support. They receive mentoring and coaching to attain their goals, with Cyd Innovation's investment ensuring access to the necessary tools for success. This approach elevates the pathway experience beyond a typical apprenticeship, enhancing work quality and fostering ongoing skill development, setting you up to succeed.

Pathway to Retrofit Assessor (DEA Route)

Your roles and responsibilities be the same as an experienced Retrofit Assessor as this represents where you will be in time given with your commitment and working with Cyd Innovation during your pathway. Your role is however split into stages based on your competence levels so whilst there may be many areas of this role you do not yet know; these are the areas you will develop and grow during this opportunity until you become competent.

For example, for all new Pathways we expect you will need help and support on the elements of the role, and as time goes on, your competence and confidence in this area will grow, with you increasingly meeting more of the roles and responsibilities.

This Pathway is for individuals already suitably qualified with experience as a Domestic Energy Assessor and looking to become a Retrofit Assessor. You will still be required to undertake DEA's whilst on this pathway.

Job Scope - Retrofit Assessor

The Retrofit Assessor is responsible for assessing the energy efficiency and thermal performance of buildings to support retrofit projects. This role involves conducting detailed surveys, identifying improvement opportunities, and evaluating the building's current condition. The assessor ensures compliance with PAS2035 standards, provides recommendations for upgrades, and works with the Cyd Retrofit Co-ordination team to achieve the desired outcomes for the decarbonisation of the properties for our clients.

Key Responsibilities - Retrofit Assessor

Conducting Building Surveys:

Perform thorough assessments of existing buildings to evaluate their energy efficiency and identify areas for improvement.

Compliance with PAS Standards:

Ensure all retrofitting work complies with PAS2035:2023 standards, including procedures for assessing energy performance.

Generating Reports:

Utilise Retrofit Systems and Produce detailed reports that outline the current performance of the building and recommend appropriate energy-saving measures.

Energy Efficiency Analysis:

Analyse building systems (e.g., heating, insulation, windows) and propose energy efficiency improvements.

Quality Assurance & Monitor Retrofit Projects:

Undertake Site visits on behalf of Retrofit Co-ordinators to gather evidence and maintain retrofit projects of meeting the key requirements for Trustmark lodgement.

Ongoing Assessment and Feedback:

Provide ongoing evaluation during the retrofit process to make sure energy improvements meet expectations.

Client Guidance and Advice:

Offer expert advice to clients on maintaining energy efficiency and meeting the requirements of Trustmark including project or client specific requirements such as Housing and Health and Safety requirements.

Research and maintaining Continued Development;

Provide insight on relevant market changes to support and guide our service delivery and support strategic vision.

Pathway Roles - Training

Training, upskilling, and mentorship are a key aspect of a pathway role that will help support and broaden your knowledge and improve your competency as a pathway.

Our Pathway to Retrofit Assessor roles will come with the following training opportunities. The completion of training is a requirement of this pathway role.

A Level 3 or higher qualification in Energy Assessing, such as

Energy Assessment for Domestic Buildings

(or a similar qualification).

You can expect to develop skills and knowledge in this pathway in the following;

Completion of specific PAS2035 Retrofit Assessor training with an accredited provider, which covers the principles and standards of retrofit assessment. Practical experience working in the retrofit or energy efficiency sector, particularly with domestic and commercial buildings. Familiarity with energy-saving technologies and building fabric improvements. A strong understanding of construction methods, building performance, and materials, as well as how these affect energy use and thermal comfort. Knowledge of UK building regulations and standards, including energy performance regulations like Part L of the Building Regulations. Proficiency in energy modelling and assessment tools commonly used in the industry, such as SAP (Standard Assessment Procedure) or RdSAP (Reduced Data SAP) for energy performance calculations. Support with Membership with professional bodies like Energy Institute (EI), Chartered Institute of Building (CIOB), or Royal Institution of Chartered Surveyors (RICS) which can enhance credibility and career prospects.
We understand that some forms of training, especially exam based qualifications can be more difficult for some people than others, as a pathway role, the team at Cyd Innovation will support and help you succeed by ensuring you have access to other competent Retrofit professionals or any other support to help and assist you in preparing for passing your exams.

Like many professional qualifications, once you gain your qualification, you will join a governing body to maintain your training and knowledge, this will be done via Continued professional development (CPD). We support all staff with CPD by ensuring you have time and opportunity to complete 35 hours of CPD annually as a requirement of the role to keep abreast of industry changes and maintain your knowledge

What makes a great Pathway Candidate?

You should apply for Pathway roles if you have a genuine desire and ambition to achieve a new professional career in the industry. Pathway roles are a large investment of time and commitment for you as well as resources and money for Cyd Innovation, so it is vital we have the right person for the role.

You must be willing to commit your time and attention to all aspects of the role and whilst in some Pathway roles you do not need experience or qualifications, an enthusiasm to learn, being adept in some of the role attributes and showing passion and ambition in the area are essential.

Pathway Roles - How you will be assessed?

Stage 1

: Growth

Support and direction are required in most tasks. Learning and mentorship required to complete competencies, typically unable to work independently without direction. Making mistakes is integral to the learning process here.

Stage 2

: Partial Competence

Improvements in the competencies, but direction remains key to progress. Demonstration of skills learnt being used and confidence beginning to build in the tasks. Can work independently on occasion given initial direction.

Stage 3

: Mostly Competent

Shows understanding how to perform the role and can work independently at times but require some level of support or direction. Showing confidence in the task in hand and able to suggest ideas and improvements.

Stage 4:

Unconscious Competence

The role is second nature and can be performed easily without conscious thought, works independently, and brings ideas and solutions with well-conceived ideas and approach.

Competency Expectations -

Onboarding & Compliance

Stage 1: Transition to the Role (Growth Phase)

: Complete induction, understand company processes, and PAS 2035

Stage 2: Learning and Applying Coordination (Partial Competence):

Demonstrate knowledge of compliance and begin applying standards

Stage 3: Full Competence (Unconscious Competence):

Fully integrate compliance in all assessments and advise on best practices

Knowledge & Understanding of PAS 2035

Stage 1: Transition to the Role (Growth Phase)

: Basic understanding of PAS 2035 and its role in retrofit projects

Stage 2: Learning and Applying Coordination (Partial Competence)

: Apply PAS 2035 principles to assessments and ensure compliance

Stage 3: Full Competence (Unconscious Competence):

Proficient knowledge of PAS 2035, advising on compliance and best practices

Knowledge & Understanding of MCS Standards

Stage 1: Transition to the Role (Growth Phase)

: Learn the basics of MCS standards and their relevance to retrofit

Stage 2: Learning and Applying Coordination (Partial Competence)

: Apply MCS standards in retrofit planning and assessments

Stage 3: Full Competence (Unconscious Competence)

: Ensure full compliance with MCS standards and advise on best applications

Technical Knowledge

Stage 1: Transition to the Role (Growth Phase)

: Learn basics of DEA, SAP/RdSAP, and EPC methodologies

Stage 2: Learning and Applying Coordination (Partial Competence)

: Apply technical skills independently in assessments

Stage 3: Full Competence (Unconscious Competence)

: Master retrofit principles and provide advanced insights

Assessments & Data Collection

Stage 1: Transition to the Role (Growth Phase)

: Shadow senior assessors, conduct supervised site visits

Stage 2: Learning and Applying Coordination (Partial Competence):

Conduct independent assessments with occasional review

Stage 3: Full Competence (Unconscious Competence)

: Perform assessments autonomously with minimal oversight

Software & Reporting

Stage 1: Transition to the Role (Growth Phase)

: Learn industry tools and practice drafting reports

Stage 2: Learning and Applying Coordination (Partial Competence)

: Use software proficiently to generate accurate reports

Stage 3: Full Competence (Unconscious Competence)

: Deliver high-quality reports consistently and efficiently

Stakeholder Communication

Stage 1: Transition to the Role (Growth Phase):

Observe client interactions and learn communication techniques

Stage 2: Learning and Applying Coordination (Partial Competence)

: Handle customer queries, collaborate with stakeholders, and manage expectations

Stage 3: Full Competence (Unconscious Competence)

: Lead discussions, provide expert recommendations, and resolve complex stakeholder concerns

Energy Performance Analysis

Stage 1: Transition to the Role (Growth Phase)

: Understand energy performance calculations and SAP/RdSAP methodology

Stage 2: Learning and Applying Coordination (Partial Competence)

: Analyse energy performance data and recommend improvement measures

Stage 3: Full Competence (Unconscious Competence)

: Conduct in-depth performance analysis and advise on retrofit strategies

Problem-Solving & Innovation

Stage 1: Transition to the Role (Growth Phase)

: Recognise key challenges and seek guidance

Stage 2: Learning and Applying Coordination (Partial Competence)

: Resolve common issues independently and apply logical problem-solving techniques

Stage 3: Full Competence (Unconscious Competence)

: Make high-level decisions, anticipate issues, and support team with complex cases

Time Management & Workload

Stage 1: Transition to the Role (Growth Phase)

: Learn how to structure workload, meet deadlines, and manage appointments effectively

Stage 2: Learning and Applying Coordination (Partial Competence)

: Plan assessments efficiently, balance workload, and work independently

Stage 3: Full Competence (Unconscious Competence)

: Handle full caseload autonomously while optimising time and improving processes

Risk Awareness & Mitigation

Stage 1: Transition to the Role (Growth Phase)

: Understand potential risks in retrofit assessments and seek guidance

Stage 2: Learning and Applying Coordination (Partial Competence)

: Identify and mitigate common risks in assessments

Stage 3: Full Competence (Unconscious Competence)

: Proactively assess and minimise risks while advising on best solutions

Mentorship & Leadership

Stage 1: Transition to the Role (Growth Phase):

Receive coaching from experienced assessors

Stage 2: Learning and Applying Coordination (Partial Competence):

Share knowledge with peers and assist junior team members

Stage 3: Full Competence (Unconscious Competence)

: Mentor new assessors, contribute to training programs, and provide leadership in technical discussions

Salary Expectations:

Stage 1 30,000 Stage 2 35,000 Fully Competent 40,000
All the above figures are indicative and subject to company-based pay reviews.

Cyd Benefits Package

Competitive salary. Paid wellbeing hour every week. 25 days of holiday (plus Bank Holidays). Flexible working policy. Company pension scheme. Occupational sick pay. Enhanced Wellbeing initiatives. Free tea and coffee in the office. Frequent team days and social activities. Opportunity for career progression and training. A unique opportunity to contribute to a socially focused business that is making a positive difference. Paid volunteering days.

Equality, Diversity, and Inclusion

Cyd Innovation is an equal opportunities employer. We actively encourage people from disadvantaged backgrounds to apply, including but not limited to, those living with disabilities and prior convictions.

Cyd means 'together' in Welsh, and for us as a business, we hope to bring an equal, diverse, and inclusive team together from all backgrounds to support us to make a real and positive difference.

We are working hard to create a diverse and inclusive team, as we know that different experiences and backgrounds make a stronger and better workplace.

Beyond words, we are proving that we are committed.

Over 50% of our staff are females, and 30% of females are in strategic leadership roles. We are a disability-friendly employer.
Job Types: Full-time, Permanent

Pay: 30,000.00-40,000.00 per year

Benefits:

Additional leave Company pension Free parking On-site parking
Work Location: Hybrid remote in Flintshire CH8 7GR

Application deadline: 13/08/2025