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Hello, and welcome back! Wow, can you even believe its October already? Halloween and Bonfire night just around the corner.

This year has so far has been inspiring, rewarding, exciting and let’s not deny, it’s been tough! With tough times also comes opportunity! Our client’s industries are booming, in many ways, and we are becoming busier and busier! Our subscribers are growing in numbers and we would like to thank you all for joining us!

We are pleased to announce that Sophie Jancic is joining us on a permanent basis in October, she has proven to be an invaluable member of the team, with her unique personality and dedicated work ethic, Welcome on-board Sophie!




This past month saw our Career Advice page launch on our App, offering candidates from all industries general career advice from: “What should I wear to my interview”, “Raise your LinkedIn profile”, “Searching for a new job: Where to start” and many more, with fresh advice being added weekly! We wanted everyone to benefit from our App, as C.G.S want to genuinely help people get the career they deserve!

The App has had an outstanding turnout of downloads and is available to download FREE on Android and Apple phones:





Female Engineering Division

FED is a niche division at Charteris Global Search and is intended to act as a specialist division for women looking for a new career or who would like to improve their career prospects, no matter what sector you work in.


We have been representing many Female Engineers this month, and are extremely proud to have worked on their behalf.

At FED our dedicated consultants can offer you career tips, salary negotiation skills, job vacancies, interview methods and more, all helping you feel confident, positive and assured! Feel free to contact us for any further information.


Operations Manager – Aerospace

Our FED division are working with a global company who develop cutting-edge technologies for the biggest names in aerospace, defence and energy—Boeing, GE and Rolls-Royce to name a few. Head over to view the full job description here!





Installing massive fields of wind turbines or solar panels in the Sahara desert could turn parts of the arid landscape green, according to a new study.




In response to the population decline of pollinating insects, such as wild bees and monarch butterflies, researchers at the U.S. Department of Energy’s (DOE) Argonne National Laboratory are investigating ways to use “pollinator-friendly solar power.”

Click here to view the full article: CAN SOLAR ENERGY SAVE THE BEES?







Sophie this month is representing a Senior Project Manager with a wealth of experience in the Energy and Construction sectors. He has managed high end projects ranging from £6k to £6mil and has turned around problematic contracts all within deadline and budget guidelines!

He has an extremely professional attitude and has a huge portfolio of clientele and with successful results across the board! He has been office based would much prefer a role that requires him to be out in the field, looking after numerous projects at any one time!



Here is a small selection of the roles we are currently working on, for more details and more vacancies, head over to our appointments page here.







GUEST AUTHOR- Steve Gladman

The renewable energy industry I started working in 8 years ago, (specifically solar pv), is something a little different today. In fact, it’s a great deal different and one that has evolved from a small-scale, decentralized business model to be a key component of the UK’s energy mix and ongoing plans to decarbonise, decentralise and digitalize. According to REA last year, Solar PV accounted for 13,700 jobs in the UK during 2015/2016, while biofuels and solid biomass each contributed about 10,000 jobs. Solar heating & cooling was just below the 10,000 thresholds.

The largest sector was wind power, with 41,800 jobs. Not bad employment rates for a relatively young UK industry, especially when you consider that 8 years ago there were only 26 people in total with meaningful employment in UK solar…… and most of them worked for Lightsource or went by the name of Juliet Davenport or Ray Noble. (This figure is not from the REA, but you get the idea).

However, the deployment of solar and wind has now enabled new and allied industry sectors to flourish, allowing start-up companies to further disrupt and innovate the energy industry and to employ highly skilled and expert engineers and technicians; from AI & P2P Trading, to e-mobility and battery storage, and blockchain is likely to be the biggest disruptor to the way we manage and trade energy in the future. Its an extraordinarily exciting time to be involved in Smart Energy and all that is associated to it.

As companies compete in this emerging sector, there are regulatory barriers that will need to be overcome: a more complex, digitized and democratic grid doesn’t exactly mesh well with the business model of large regulated legacy utilities. But as distributed solar energy, battery storage, EV charging stations, and connected consumer devices make our grid more complex, blockchain’s potential to help to manage these grid resources is becoming increasingly interesting to stakeholders across the energy and utility value chain.

The employment market in the energy sector has also shown significant step change, especially where specific skills and approaches to problem solving are now required to move things forward, and at a pace that is dynamic and ever evolving. It is this area that women are now at the forefront of the UK’s Smart Energy industry as CEO’s, COO’s, CFO’s, Founders and Managing Directors. From scientists, engineers and technicians, to investment, law and policy specialists, women are establishing themselves as innovators, motivators and top achievers and it’s not before time.  Hopefully, eight years on from now, this will be a given with no need to mention it ever again.

The renewable industry has faced boom & bust support from Government and future governments, of all political persuasions, will depend on this industry to help them achieve what they and we all want, which is a cleaner, safer, cheaper and more dependable energy supply industry. So, whether the rhetoric does create 400,000 new jobs or 1,000,000 by 2030, the important thing is to get it done; invest, support and allow this industry and the established and new businesses in it (Lightsource BP and Verv as examples), to do what it and they have proven to do amazingly efficiently – build and develop an affordable, robust and resilient smart energy system, reducing energy bills for hard working British families and businesses (July 2015 – Amber Rudd).

Workplace hints and tips:

Seven employer tips for when winter weather causes staff absences

As the cold weather approaches, what should company bosses do when their employees can’t get to work due to winter weather?

Last year was one of the coldest winters we had for 5 years, with schools closing and public transport coming to a halt! With a possible thick blanket of snow due, for employers the winter weather can bring many challenges. In the worst instances, staff may be unable to get to work, bringing business to an abrupt stop before the end of the year. But, what is expected of employers when this happens? Employment law expert at solicitors Miller Hendry, Alan Matthew, said the most important thing was for business owners to make staff aware of the procedures in place when winter weather hits. He added: “In an ideal world, employers should communicate what is expected ahead of any forecasted bad weather, and make sure their employees know the procedures. Of course, that’s not always possible.”

Bearing this in mind, here are seven important questions for employers and their staff for when winter weather makes getting to work difficult.

(1) Do I have to pay staff if they can’t get into work because of travel disruption? In principle, there is no obligation for employers to pay staff if they can’t physically get to their place of work. Technically speaking, this counts as an unauthorised absence.Employers must ensure employment contracts entitle them to make deductions from staff wages in the event of unauthorised absences, otherwise they risk being sued for unlawful deductions.

(2) Can I make staff take absence related to winter weather as paid leave? In theory you can always ask, but employers should review staff contracts in advance, and clearly communicate your approach to weather-related absences.Don’t force employees to accept paid leave retrospectively. Instead, consider alterations to contracts, with a concession that permits you the employer to deduct holiday entitlement from employees in such circumstances.

(3) Is there is any obligation to pay employees if a workplace is closed? Yes. When severe winter weather has made it necessary for an employer’s business to close and employees remain willing and able to attend for work they are, in principle, entitled to be paid.

(4) What if employees are able to get in to work, but need time off to care for dependents? Employees are entitled to unpaid time off to care for dependents, but this is only to deal with emergencies. If closure was foreseeable, or continues on and on, employees should make alternative childcare arrangements and return to work. If they do not, such absences would then become unauthorised.

(5) Whose responsibility is it to clear the way and keep businesses open? It’s the responsibility of local councils to ensure they’re ready to clear ice and snow on thousands of miles of local roads, to keep emergency services running smoothly, and to improve conditions so that people can continue to work.

(6) What happens if I clear pavement outside my business and someone slips? There is no law preventing snow and ice being cleared from pavements, which means business owners are free to clear the pavements outside their premises. Should an accident occur, and someone walking past slips and falls, the chance an employer will be held responsible is highly unlikely. Employers should use common sense, and not take any action considered likely to harm or distress others.

(7) Should a “bad weather policy” be introduced? Ahead of the coldest months of the year, employers should consider introducing a bad weather policy. By having well thought out procedures, that are communicated well between employers and staff, businesses will be able to endure the worst of the winter weather.

Article from:



We don’t have any events to attend this month so far, but we will keep you updated if there are any changes. You can find us at our head office in Castle Donington.


Next month on November 8th 2018 we are sponsoring the Women Powering Smart Energy event. Energy Networks provides a relaxed and informal event to meet with like minded people, meet old friends and make new ones. We are very much looking forward to meeting all attending, and an informal talk from New York based Mona Dajani will be given, with Mona sharing her experiences and anecdotes of working as an equity partner specialising in energy and infrastructure at Baker McKenzie. The evening is currently subscribed, however if you would like to attend and don’t have a ticket, please feel free to get in touch as we do have a short waiting list for any cancellations we may receive.



Thank you for subscribing and we hope you enjoyed reading! We would love hear any feedback you may have or anything you would like to contribute!

Wishing you all a very successful month!


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