Head of Resources and Policy, Headquarters Joint Force Development Ministry of Defence SCS Pay Band 1

Reference: 81275 Closing date: 23:55 on Sunday 22nd November 2020

1 Contents

Diversity & Person Introduction The Role Inclusion Specification

Recruitment Benefits Contact Us Process FAQs

Why join Ministry of Defence Air Marshal Edward Stringer is the Director General of Joint Force Development, and DG Defence Academy, Thank you for your interest in this exciting opportunity within Joint Forces Command. For those familiar with military terminology he is the de facto ‘J7’ for the UK’s Military Strategic Headquarters. For those not I am pleased to advertise this exciting and challenging role within my Headquarters, so steeped, he owns the Joint Force Development (JFD). Joint Force Development is responsible for the conceptual element of UK fighting power: concepts & delivery of Strategic Force Development, Training and Education across Defence and doctrine, training & my organisation provides a broad portfolio of research, analysis, force development, education, exercise & experimentation, lessons joint training, education, doctrine and deployable joint command and control that learned & innovation. Before underpins how Defence works through the Defence Operating Model. that he was Assistant CDS (Operations) in the MOD in Whitehall, essentially the The role of Head of Resource and Policy, which includes Senior Finance Officer and MOD’s operations director – from UK flood-relief to the Workforce Advisor responsibilities and also has Board-level lead for the operation of Deterrent. Previously he had Governance and Assurance across all areas of Joint Force Development, is a critical been ACAS, the RAF’s Assistant Chief, responsible post and through strong leadership, robust financial management and effective for all policy interaction with strategic workforce planning, the role ensures that Joint Force Development is suitably MOD and for the RAF Board’s business. He arrived there positioned to deliver outcomes against the priorities set by Defence. from seeing the inside of the Pentagon as CDS’ Liaison Officer to the Chairman of the Joint Chiefs. A previous Commandant Air Warfare Centre and head of RAF Edward Stringer Intelligence he has had operational commands in Air Marshal Edward Stringer CB CBE RAF Libya, Afghanistan, Iraq and Director General, Joint Force Development the Balkans. A one time Jaguar pilot and weapons instructor (QWI) he first saw action in the Gulf War in ’91 and in the no-fly zone (NFZ) operations that followed.

Joint Force Development, the Defence Academy, and the Royal College of Defence Studies

Joint Force Development (JFD) provides the research, analysis, force development, joint training, education, doctrine, and deployable joint command and control that underpins Defence. We combine the think-tank capabilities of the Development Concepts and Doctrine Centre (DCDC), the command and postgraduate training and education and the international reach of the Defence Academy, the practical force development, military exercises and delivery of the Joint Expeditionary Force (JEF) facilitated by the Directorate of Joint Warfare (DJW), and the deployable joint command and control capability of the Standing Joint Force HQ (SJFHQ) Group. In isolation, these organisations are well-known and trusted Defence assets. By working together and sharing information they are a force multiplier in maximising the potential they collectively give Defence. Operational capability is about much more than simply marrying people with equipment. It is a dynamic process that constantly evolves to meet changing threats, policy and advances in technology. That is why JFD has been established. In conjunction with the single Services, and the rest of Joint Forces Command, JFD provides Defence with the tools to meet these challenges by bringing together thinking (concepts, doctrine, experimentation, lessons) with joint command and control and collective and individual education and training. JFD is about providing UK Defence with an educated workforce able to envisage multiple futures, conceptualise and test Defence’s approach to them, and provide evidenced advice to Head Office so it can better direct Defence to maintain its strategic edge today and tomorrow. The organisation comprises of:

 Development Concepts and Doctrine Centre – the Ministry of Defence’s think tank that helps inform defence and security strategy, concepts and doctrine to: underpin capability development and operational activity, provide the foundation for joint education and support command level force development in each of the Front Line Commands.

 Defence Academy including RCDS – is responsible for post-graduate education and the majority of command, staff, leadership, business and technology training for UK Armed Forces and MOD Civil Servants, and for international partners under the UK’s Defence Engagement agenda.

 Directorate Joint Warfare – ensures the Joint Force is ready for operations through operational level force development, military exercises, contingency reporting, and lessons learnt.

 Standing Joint Force HQ – a standing 2-star headquarters that is joint, multinational and interagency by design and at a state of high readiness to deploy to command joint operations within a coalition or a national context.

Head of Resources & Policy is a key Joint Force Development Board-level role whose purpose includes:

 Joint Force Development Senior Finance Officer (SFO) responsible for financial planning & the effective management of an operating budget of £180Mpa, delivering an ambitious multi-year efficiency strategy through restructuring and by enhancing supply chain value.

 Joint Force Development Workforce Advisor (total workforce: c1100 Military & Civil Service personnel), with responsibility for strategic workforce planning and delivery to meet changing demands for Defence Education and development of the Future Force

 Ensuring operational delivery including Business Planning; management of corporate risk & performance; all aspects of corporate governance & assurance (including individual training assurance across UK Strategic Command), and Business Resilience & Health & Safety.

 Responsible for Joint Force Development’s corporate Headquarters with a highly motivated team of 60 staff (civilian, military and contract staff).

Diversity & Inclusion

We are committed to understanding, differently and inspiring colleagues, then The Civil Service is respecting and representing as broad a the Civil Service is the place for you. committed to becoming range of views and backgrounds as we have in UK society. We know that diverse Our passion for diversity and equality the most inclusive perspectives and experiences are critical means creating a work environment for all to an effective, modern Civil Service. employees that is welcoming, respectful, employer in the UK. engaging, and enriched with opportunities Our vision is to ensure the Civil Service for personal and professional represents modern Britain and is a truly development. inclusive employer – an example to other employers. We will create an organisation What’s next? where diversity is not only respected and You’ve taken the first step and looked valued – but celebrated. through this job pack to understand the What’s in it for me? skills and experience needed to perform this role. Now join us in achieving our We want to maximise the potential of ambitions and let us help you achieve everyone who chooses to work for us – yours. Read more. regardless of background.

If you’re interested in becoming a world class leader, developing your career with us – starting with this interesting and challenging role – or doing things

About the Ministry of Defence

We have four strategic objectives: State: We will maintain an agile Our vision strategic base and global support 1. Protect our People: We will defend network that enable the command, The first duty of Government is to defend our and contribute to the security and generation, preparation, projection, country and to keep our people safe. Our resilience of the UK and Overseas sustainment, maintenance, operation national security and our economic security Territories, protect our people abroad, and redeployment of military capability go hand-in-hand. Our strong economy maintain the Continuous At Sea in support of the Defence objectives. provides the foundation to invest in our Deterrent and conduct operations as This reflects the nature of the security and global influence, which provides required. Department as a Strategic Military more opportunities at home and overseas to Headquarters as well as being a increase our prosperity. 2. Project our Global Influence: We will contribute to improved understanding Department of State. We will In a more dangerous world, we have chosen of the world and increase our influence command UK military operations to use our hard earned economic strength to in the regions that matter to us, worldwide, while providing the support our Armed Forces and give them through strategic intelligence and the necessary enablers such as what they need to help keep Britain safe. We global defense network. We will infrastructure, equipment, logistics and will increase defence spending every year reinforce international security and the medical. and continue to meet NATO’s target to spend capability of our allies, partners and 2% of GDP on defence for the rest of the multilateral institutions. decade. Defence in a Changing World 3. Promote our Prosperity: We will In the 2015 Strategic Defence and Security contribute to the UK’s economic. Review (SDSR) we set out plans for stronger security, support our industry including The National Security Strategy and defence with more ships, more planes, more through innovation and exports, SDSR15 highlighted the changing and troops at readiness, better equipment for continue to invest in science and increasingly uncertain international special forces, and more for cyber. We will technology and contribute to the wider protect our people, territories, value and skills and citizenship development that security context in which Defence must interests, at home and overseas, through support British society. operate. The associated National Security strong armed forces and in partnership with Risk Assessment concluded that the risks allies, to ensure our security and safeguard 4. Maintain a strategic base and and threats faced by the UK have our prosperity. integrated global support network, increased in scale, diversity and and manage the Department of complexity; the increasing threat posed by

terrorism, the resurgence of state-based review by considering the totality of global threats, the impact of technology, and the opportunities and challenges the UK erosion of the rules-based international faces and determining how the whole of We require: order are now particular challenges for the government can be structured, equipped UK. We have made major reforms to how and mobilised to meet them.  Leadership at every level of the Ministry of Defence (MOD) and Armed Defence that is Inspiring, Forces are organised and operate to It will look at areas such as the Confident and Empowering: ensure that we can maximise our procurement process used by the Armed making the right decisions at the investment in Defence capabilities. Forces and other security services, ways right time for the right reasons – to tackle Serious and Organised Crime and learning from the things that go We must adapt to stay ahead, configure more cohesively by building on the work wrong; our capability to address tomorrow’s of the Mackey Review and how we can threats, not yesterday’s, build more better use technology and data to adjust  Strong Armed Services with a war- versatile and agile forces for the future, to the changing nature of threats we face fighting ethos and a willingness to and ensure our people have what they – from countering hostile state activity to adapt, and an effective Ministry of need to do what we ask of them. We strengthening our Armed Forces. All this Defence, working together to make cannot do everything on our own, so we will be undertaken with the aim of Defence as a whole stronger; must work effectively with our Allies and creating a more coherent and strategic  Modern, innovative ways of doing partners. And we must spend our budget approach to our overseas activity. wisely. business, where individuals accept responsibility for decisions and we The Prime Minister has committed to hold Our People weed out duplication, red-tape, the largest review of the UK’s foreign, waste and delay. defence, security and development policy Every hour of every day, our people are since the end of the Cold War. The We employ all kinds of people across a supporting operations around the globe, wide range of interesting and rewarding Integrated Review will cover all aspects of protecting Britain’s shores, developing the UK’s place in the world, from the role jobs and if you join us you will be doing world-class weaponry, and partnering with work that makes a difference and really of our diplomatic service and approach to our international allies. development to the capabilities of our matter. Click here to hear more from our Armed Forces and security agencies. However, our success depends on our staff on their experiences of the Ministry people – our Whole Force – Regulars and of Defence. The review will be policy-led and will go Reservists, civil servants and contractors, beyond the parameters of a traditional all working as one.

Employer of Choice  Each person who works in defence Department details its commitment to feels and believes they are treated Defence harnessing the power of The vision for Defence People is that our fairly and that the work practices difference to deliver capability that outputs are delivered by the right mix of and environments correctly support safeguards our nation’s security and capable and motivated people that their individual needs to enable stability appropriately represent the breadth of the them to do their job effectively. society we exist to defend, now and in the future.  Business leaders and managers, People in Defence must bring diversity of both individually and collectively in talent, experience, personal Top Level Budgets (TLBs), intuitively factor diversity and characteristics, perspective and background; this is not only morally right, equality into their decision making. but is fundamental to the operational  Individual members of staff effectiveness of Defence. understand their role and take We strive to be an employer of choice, responsibility for making the MOD through recognising, encouraging and diversity and inclusion philosophy a celebrating diversity. We aim to be an reality, such that policies are organisation that not only encourages implemented and the gap between everyone to be themselves in the the rhetoric and experience is workplace but makes a clear link between closed. embracing individual diversity and the successful delivery of Defence outputs.  Assuring that MOD is legally compliant across the equality

spectrum.

What we aim to achieve: Force for Inclusion

 Ensuring MOD has a good quality A copy of the MOD’s Diversity and evidence base to make decisions Inclusion Strategy 2018-2030 is also and direct resources. available to download from the Civil Service Jobs website. In it, the

Do you want to be part of…

The 5th largest defence budget in the world

With over 20 Operations in over 25 countries And £178bn Planned Expenditure on Equipment and Support over the next 10 years Source Defence in Numbers 2016

Security Clearance across UK Strategic Command), and Business Resilience & Health & Safety. About the role You will need to hold, or be willing to Responsible for Joint Force Job Title obtain, Security Clearance (SC) Development’s corporate Headquarters clearance. with a highly motivated team of 60 staff Head of Resources and Policy, (civilian, military and contract staff). In the Headquarters Joint Force Development Job Description last cross-Departmental People Survey, Location the Headquarters Staff Engagement Head of Resources & Policy is a key Joint Score was 74%, scoring more strongly MOD Shrivenham, Wiltshire. Lately, Force Development Board-level role than high performing units in most areas. however, the team has been working at whose purpose includes: Individually: home in accordance with Government COVID-19 advice. A significant degree of Joint Force Development Senior Finance Provide professional and pastoral care to remote working is likely to continue for the Officer (SFO) responsible for financial c60 personnel in Headquarters Joint immediate foreseeable future. planning & the effective management of Force Development, including by means an operating budget of £180Mpa, of mentoring, appraisal and report writing. Salary delivering an ambitious multi-year efficiency strategy through restructuring Collectively: and by enhancing supply chain value. The post is at Senior Civil Service (SCS1) Maintain and enhance the position of Joint level. The salary is £71,000pa. Joint Force Development Workforce Force Development by delivering an Advisor (total workforce: c1100 Military & intellectual edge. Civil Service candidates on level transfer Civil Service personnel), with Deliver agreed outputs and targets as will retain their existing salary. Candidates responsibility for strategic workforce effectively, efficiently and economically as on promotion will have their current salary planning and delivery to meet changing possible, while remaining within delegated increased by 10% or receive the starting demands for Defence Education and resource control targets and exploiting salary for SCS PB1; whichever is higher. development of the Future Force opportunities.

Ensuring operational delivery including The key responsibilities of this post Contract Type Business Planning; management of include: corporate risk & performance; all aspects This role is offered on a permanent basis. of corporate governance & assurance (including individual training assurance

Lead effective financial operation across Joint Force Development, including significant reduction in operating costs.

Deliver an effective approach to whole workforce delivery as Joint Force Development workforce advisor and the head of the corporate Headquarters. Deliver Joint Force Development Business Priorities, managing robust processes for planning and enactment Maintain high corporate standards, ensuring confidence in Joint Force Development's effectiveness, safety and propriety.

Enact Defence International Engagement strategy & policy within Joint Force Development, defining HLB objectives & delivering Headquarters Joint Force Development activity.

Provide a corporate leadership contribution to Defence and Promote wider HM Government objectives.

Person Specification

The successful candidate will demonstrate the attributes and behaviors of a high quality Civil Service Leader and will have a proven track record of management and stakeholder management at a senior level. He/she will need to have had significant senior command or senior leadership and general management experience, ideally including managing a mixed Military and Civil Service staff of high-calibre individuals.

They must communicate their vision with clarity, be very Inclusive, respectful and open to challenge, creating the space for others to operate. They will have the capacity to assimilate and articulate complex issues, while being highly capable of understanding challenges at the strategic level. They will be adept at focusing discussions on the heart of any problem, knowing exactly where the Civil Service skill set can add most value. They will communicate confidently with very senior leaders, offering constructive challenge, while designing and taking forward solutions that deliver measurable outcomes.

The ideal candidate will need to demonstrate their capability and potential against the following criteria:

Essential:  First class intellectual and leadership skills, together with the personal presence, stature and self-confidence to generate credibility in a senior military, and academic context; and the ability to operate effectively across the very highest levels of government and the Armed Forces.  Outstanding interpersonal communication skills, both written and verbal, with the ability to communicate complexity in a clear and focussed way.  The commitment to drive high levels of quality and service; and the energy, integrity and resilience to be a role model for the Civil Service members of Joint Force Development.  Excellent analytical skills, with experience of analysing complex problems and interpreting complex data to create and present evidence based insight and recommendations.  Familiarity with financial planning and management.  Experience of making risk-based decisions and trade-offs.  Experience of corporate governance and assurance.  Experience of delivering Parliamentary and Legislative responsibilities.  Commitment to diversity and empowerment at team and corporate levels.

Benefits of working for the Civil Service

Whatever your role, we take your career A competitive contributory pension scheme Childcare benefits (policy for new and development seriously, and want to that you can enter as soon as you join employees as of 5 April 2018): The enable you to build a really successful where we will make a significant government has introduced the Tax-Free career with the Department and wider Civil contribution to the cost of your pension; Childcare (TFC) scheme. Working parents Service. It is crucial that our employees where your contributions come out of your can open an online childcare account and have the right skills to develop their careers salary before any tax is taken; and where for every £8 they pay in, the government and meet the challenges ahead, and you’ll your pension will continue to provide adds £2, up to a maximum of £2000 a year benefit from regular performance and valuable benefits for you and your family if for each child or £4000 for a disabled child. development reviews to ensure this you are too ill to continue to work or die Parents then use the funds to pay for development is on-going. As a Civil Service before you retire. Visit Civil Service Pension registered childcare. Existing employees employee you’ll be entitled to a large range Scheme for more details. may be able to continue to claim childcare of benefits. vouchers, so please check how the policy Generous Annual Leave and Bank would work for you here. Equality, Diversity and Inclusion Holiday Allowance Onsite facilities Opportunity to use onsite The Civil Service values and supports all 25 days’ annual leave on entry, increasing facilities including fitness centres and staff its employees. on a sliding scale to 30 days after 5 years’ canteens (where applicable). service. This is in addition to 8 public We have strong and pro-active staff holidays and a privilege day to mark the Season Ticket and Bicycle Loan networks, special leave policies for hospital Queen’s birthday. appointments, reasonable adjustments put Interest-free loans allowing you to spread in place for those who need them, and Staff Wellbeing the cost of an annual travel season ticket or diversity talent programmes to help a new bicycle. everyone, irrespective of background, Flexible working allowing you to vary your achieve their potential. working day as long as you work your total hours. Pension Generous paid maternity and paternity Your pension is a valuable part of your leave in excess of the statutory minimum total reward package. offered by many other employers.

The Recruitment Process [email protected] Application

Shortlist To apply for this post you will need to complete the online application process accessed via the advertisement listed for this You will receive an acknowledgment of your application through role. This should be completed no later than 23:55 on Sunday 22nd the online process. November 2020. You will be required to provide the following: The panel will then assess your application to select those 1. Some basic personal information; demonstrating the best fit with the role by considering the evidence 2. A CV setting out your career history, with responsibilities and you have provided against the criteria set out in the ‘Person achievements; Specification’ section. Failure to address any or all of these may affect your application. 3. A statement of suitability (1000 words max) explaining how you consider your personal skills, qualities and experience provide The timeline later in this pack indicates the date by which evidence of your suitability for the role, with particular reference decisions are expected to be made, and all shortlisted candidates to the criteria set out in the person specification. Please note will be advised of the outcome as soon as possible thereafter. that the statement of suitability is an important part of your Assessment application and is as much the means by which you will be assessed as your CV. If you are shortlisted, you will be asked to take part in a series of leadership assessments. These assessments will not result in a As part of the online application process, you will be asked a pass or fail decision. Rather, they are designed to support the number of diversity-related questions. If you do not wish to provide panel’s decision making and highlight areas for the panel to a declaration on any of the particular characteristics, you will have explore further at interview. the option to select 'prefer not to say'. The information you provide when submitting your application will help us monitor our progress You will be asked to attend a panel interview in order to have a towards the Civil Service becoming the most inclusive employer by more in-depth discussion of your previous experience and 2020. See the Civil Service Diversity and Inclusion Strategy for professional competence in relation to the criteria set out in the more information. Person Specification. Should you encounter any issues with your online application Full details of the assessment process will be made available to please get in touch with us via: shortlisted candidates.

Selection process

The Government Recruitment Service will advise you of the outcome of the sift meeting. Applications will be sifted to select those demonstrating the best fit with the post.

The selection panel will be:

 Air Marshall Edward Stringer  Ian Gibson  Laura Price  Naina Burgess

Interview feedback will be available on request – please contact [email protected] in the first instance to request this.

Offer

Regardless of the outcome, we will notify all candidates as soon as possible after the final interview.

Expected Timeline

We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, in order to meet the dates given. Please note that these dates may be subject to change. The anticipated timetable is as follows:

nd Advert Closing Date 23:55 on Sunday 22 November 2020

Shortlist Meeting Early December 2020

Assessments Mid December 2020

th Interviews W/c 14 December 2020

Interviews will take place at MoD Shrivenham, Wiltshire. Should COVID-19 restrictions remain in force alternative arrangements for interviews may need to be made.

FAQs

Can I apply if I am not currently a civil No. MoD will not reimburse you, except in disadvantaged in the recruitment and servant? exceptional circumstances and only when assessment process. agreed in advance. Yes. If you feel that you may need a reasonable adjustment to be made, or Is this role suitable for part-time What nationality do I need to hold in order to apply? you would like to discuss your working? requirements in more detail, please contact: This role is available for full-time or Certain posts, notably those concerned [email protected] flexible working arrangements (including with security and intelligence, might be in the first instance. job share arrangements). If you wish to reserved for British citizens, but this will discuss your needs in more detail, please not normally prevent access to a wide Is this role offered as part of A Great get in touch with the named point of range of developmental opportunities Place to Work for Veterans initiative? contact in this pack. within the Civil Service. This vacancy is part of the A Great Place to This post is reserved. Will the role involve travel? Work for Veterans initiative, for further Is security clearance required? information please see here. This role may involve some travel within the UK. Yes. If successful you must hold, or be Do you offer a Guaranteed Interview willing to obtain, Security Clearance (SC) Scheme for Disabled Persons? Where will the role be based? level. More information about the vetting Disabled applicants who meet the process is here. This role is based at Shrivenham, minimum selection criteria in the job Wiltshire. What reasonable adjustments can be specification are guaranteed an interview. made if I have a disability? Selection will be on merit. If you wish to Can I claim back any expenses claim a guaranteed interview under the incurred during the recruitment We are committed to making reasonable Disability Commitment, you should process? adjustments in order to support disabled complete the relevant section of the online job applicants and ensure that you are not application. It is not necessary to state the nature of your disability.

What do I do if I want to make a pre-employment screening checks. These complaint? will include confirmation of your identity, employment history over the last three If you feel your application has not been years (or course details if in full time treated in accordance with the education), nationality and immigration Recruitment Principles, and you wish to status, and criminal record (unspent make a complaint, you should contact convictions only) [email protected] in the first instance. Cabinet Office Fraud Checks

If you are not satisfied with the response Applicants who are successful at interview you receive from the Department, you can will be, as part of pre-employment contact the Civil Service Commission. screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees What should I do if I think that I have a who have been dismissed for fraud or conflict of interest? dishonesty offences. This check also applies to employees who resign or Candidates must note the requirement to otherwise leave before being dismissed declare any interests that might cause for fraud or dishonesty had their questions to be raised about their employment continued. Any applicant approach to the business of the whose details are found to be held on the Department. IFD will be refused employment If you believe that you may have a conflict of interest please contact [email protected] before submitting your application.

Pre employment screening

Prior to a formal offer of employment the successful candidate will be subject to

Should candidates like to discuss the role in more detail before submitting an application, please contact: [email protected]

This campaign is being run on behalf of the department by Government Recruitment Service. Government Recruitment Service is part of Civil Service HR, and is a central government expert service specialising in the attraction, search, selection and recruitment of civil servants.

The team is regularly commissioned by departments and other government organisations to deliver end-to-end recruitment for some of society’s most important leadership and specialist positions.

Our work is regulated by the Civil Service Commission where necessary and supported by the equality campaign group Stonewall.

Cabinet Office is a Disability Confident employer.