NAVY – Force Generation Directorate Workforce & Business Coordination Officer Full Time NEW

Job Summary

Within Force Generation (FGen), the Business and Workforce EO post exists to:

• To support the WF and Aug TL with CS Resourcing
• To support the WF and Aug TL with Military Augmentation Demands
• Provide secretariat for internal 2* Workforce and Business Mgt meetings.
• Support the creation and maintain records of statistics and workforce related MI
• Support and conduct assurance within the Workforce/ Resourcing Pillar

The role requires flexibility to undertake tasks across the team or wider delivery unit, including covering for absence, increased demand, or deputising for others, as needed and commensurate with the grade. This ensures continuity of service and supports organisational objectives.

This position is advertised at 37 hours per week.

Job Description

• Military Augmentation [Delivering at Pace; Communicating and Influencing]
• Issue, log and track demands to support MIL IA AtL/BtL requests including but not limited to MACA, UKRES, Exercises and Operations iaw Defence deadlines.
• Escalate challenges through CoC where raised.
• Support WF and AUG TL in the management of IA FET and Op ESCALIN training.
• CS Workforce Resourcing [ Managing a Quality Service; Communicating and influencing; Delivering at Pace]
• Support WF and AUG TL in delivering an optimised resourcing process across FGen by monitoring and reporting on all recruiting activity across all 1* areas
• Disemmination and collation of centrally issued taskers relating to workforce and providing advice to FGen staff on general policy and organisation and procedural matters.
• In conjunction with FGen Workforce Officer
• Support the creation and maintain records of statistics and workforce related MI
• Conduct assurance within the Workforce/ Resourcing Pillar
• Review and Process TP requests with bounds of authority
• Processing of 2* Position Management forms and maintenance of Live SoC to agreed battle rhythm and reporting discrepancies via CoC.
• Deputising for WF and AUG TL at meetings where appropriate.
• Corporate Facilitation [Managing a Quality Service]
• To support FGen BM transactions including but not limited to; WAS, OJAR/SJAR Plots, JPA Competence updates and hierarchal adjustments
• To be the Lead TAO for all FGen Travel
• Provide designated support to the 2* Outer Office wrt Travel and any subsequent subsistence claims.
• Act as Sharepoint Administrator for Command Group Workforce Pillar
• Military Augmentation [Delivering at Pace; Communicating and Influencing]
• Issue, log and track demands to support MIL IA AtL/BtL requests including but not limited to MACA, UKRES, Exercises and Operations iaw Defence deadlines.
• Escalate challenges through CoC where raised.
• Support WF and AUG TL in the management of IA FET and Op ESCALIN training.
• CS Workforce Resourcing [ Managing a Quality Service; Communicating and influencing; Delivering at Pace]
• Support WF and AUG TL in delivering an optimised resourcing process across FGen by monitoring and reporting on all recruiting activity across all 1* areas
• Disemmination and collation of centrally issued taskers relating to workforce and providing advice to FGen staff on general policy and organisation and procedural matters.
• In conjunction with FGen Workforce Officer
• Support the creation and maintain records of statistics and workforce related MI
• Conduct assurance within the Workforce/ Resourcing Pillar
• Review and Process TP requests with bounds of authority
• Processing of 2* Position Management forms and maintenance of Live SoC to agreed battle rhythm and reporting discrepancies via CoC.
• Deputising for WF and AUG TL at meetings where appropriate.
• Corporate Facilitation [Managing a Quality Service]
• To support FGen BM transactions including but not limited to; WAS, OJAR/SJAR Plots, JPA Competence updates and hierarchal adjustments
• To be the Lead TAO for all FGen Travel
• Provide designated support to the 2* Outer Office wrt Travel and any subsequent subsistence claims.
• Act as Sharepoint Administrator for Command Group Workforce Pillar

Person specification

This role requires someone who can work at pace against , at times, some challenging and emotive demands. The ability to pay attention to detail is required as is the willingness to learn.

Qualifications

English and Maths GCSE’s graded A-C

Minimum of 5 GCSE’s including (or equivalent) graded A-C

Behaviours

We’ll assess you against these behaviours during the selection process:

• Delivering at Pace
• Managing a Quality Service
• Communicating and Influencing

Alongside your salary of £30,740, Ministry of Defence contributes £8,905 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

As a civil servant in Navy Command, you will be part of a forward-looking organisation with inclusive workplace policies, excellent career prospects, and a job that makes a difference.

Navy Command prides itself on being a supportive employer and where possible encourages flexible working, helping you to maintain a great work/life balance.

Other Benefits For Navy Command Civil Servants Include

• 25 days paid annual leave rising (1 day per year) to 30 days upon completion of 5 years’ service.
• Personal & professional development
• Alternative working patterns for many roles
• Access to a confidential, professional support service
• Discount schemes.
• Bicycle / season ticket loans.
• Enhanced maternity, paternity, and adoption leave.
• Special paid leave to volunteer up to 6 days a year.

Our headquarters in Portsmouth also offers an impressive range of on-site facilities including a gymnasium, tennis courts, and other sporting facilities, a children’s nursery, a bistro restaurant, a shop, and plenty of car parking spaces.

In Navy Command we believe that everyone has the potential to make a difference and you will be supported to help you learn and advance in your career. This includes working towards membership of a professional body and/or undertaking an apprenticeship as part of your role.

An apprenticeship is a combined package of work and training. Through an apprenticeship you will gain professional knowledge, practical experience, and the broader skills required to up-skill you in your current role and pave the way for your future career. Most of the training will be ‘on-the-job’, with the remaining ‘off-the-job’ training often delivered by a training provider. This means minimal disruption and maximum impact. Professional qualifications can be achieved through an apprenticeship and range from Level 2 (equivalent to 5 GCSEs), Level 3 (equivalent to 2 A Levels), and Levels 4 -7, which can give you a foundation degree, a full Bachelor’s degree, or a Master’s degree. Apprenticeships normally last between 12 months – 3 years, depending on the level of the apprenticeship.

Anyone can undertake an Apprenticeship and everyone, regardless of age, can benefit from developing their skills in an accredited way. Successful candidates can discuss their development options with their manager when in post.

Where business needs allow, some roles may be suitable for a combination of office and working from home as part of a non-contractual hybrid working arrangement. All office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to site capacity and any required workplace adjustments. Requirements to attend other locations for official business, or work in another MOD workplace, will also count towards this level of office attendance. Applicants can request further information regarding how this and other flexible working arrangements may work in their team from the Vacancy Holder (see advert for contact details). Defence Business Services cannot respond to any questions about working arrangements.

The post does not offer relocation expenses.

External recruits who join the MOD who are new to the Civil Service will be subject to a six-month probation period.

Please Note: Expenses incurred for travel to interviews will not be reimbursed.

Please be advised that the Department is conducting a review of all pay related allowances which could impact on those allowances that the post currently being advertised attracts.

Any move to MOD 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 https://www.childcarechoices.gov.uk/.

The Ministry of Defence is committed to providing a safe and healthy working environment for its staff which includes educating them on the benefits of not smoking, protecting them from the harmful effects of second-hand smoke and supporting those who want to give up smoking. Under the Smoke-Free Working Environment policy, Smoking and the use of all tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment however some exemptions are in place, please refer to local guidance. The policy is Whole Force and includes all Defence personnel, contractors, visitors and other non-MOD personnel. All applicants seeking, considering, or accepting employment with the Ministry of Defence should be aware of this policy and that it is already in place at a number of Defence Establishments.

MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights.

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

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience.

Candidates will be required to provide a statement of suitability in no more than 750 words.

At sift, you will be assessed against your CV and Statement of suitability.

At interview, you will be assessed against the following Behaviours:

• Delivering at Pace
• Managing a Quality Service
• Communicating and Influencing

The Civil Service embraces diversity and promotes equality of opportunity. There is a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. If you need to advise us that you need additional help or reasonable adjustments for the recruitment process, please contact: DBSCivPers-Resourcingteam3@mod.gov.uk .

As a result of the changes to the UK immigration rules which came in to effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points based system, where a role has been deemed to be business critical. This role does not meet that category and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points based system.

Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn.

The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.

The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out.

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

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

Security

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).

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.

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 the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

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 : Penny McLean
• Email : penny.mclean102@mod.gov.uk

Recruitment team

• Email : DBSCivPers-Resourcingteam3@mod.gov.uk

Further information

Please ensure you read the attached candidate information document prior to completing your application. If you are dissatisfied with the service you have received from DBS, or believe that DBS has failed to follow the recruitment process in line with the Civil Service Commission principles of selection for appointment on merit on the basis of Fair and Open competition, you can raise a formal complaint by writing to DBS at the following address: Defence Business Services, Scanning Hub, Room 6124, Tomlinson House, Norcross Lane, Blackpool, FY5 3WP. If after raising your complaint with DBS you remain dissatisfied you can complain directly to the Civil Service Commission at the following address: Civil Service commission, Room G/8, 1 Horse Guards Road, London, SW1A 2HQ Or by email: info@csc.gov.uk.