Ministry of Defence

Learning and Development Lead Strategic Workforce Team, Joint Forces Command

Ministry of Defence

C1 / SEO

Reference: 1638955 Closing date: 23:59 22nd July 2019

Candidate Information Pack

Contents Welcome message from Laura Price ...... 3 About the Ministry of Defence ...... 4 Vacancy Description ...... 8 Salary and Benefits ...... 11 The Northwood Offer ...... 12 Indicative Timeline ...... 18 Terms and Conditions ...... 19 Contact us ...... 24

Welcome message from Laura Price

I am delighted to advertise this exciting Biography and challenging role within Joint Forces JFC HQ is a fast paced and exciting Command (JFC) Headquarters. JFC place to work, in which the JFC People Laura joined the Civil Service in 2014, working provides the foundation and supporting Team holds a critical role in developing a as the Performance Management policy lead framework for successful operations by workforce that is sustainable, productive within the MoD. In 2016 she moved to the ensuring joint enabling capabilities, such and fulfilled in order to achieve our Department for Work and Pensions as an as medical services, intelligence, Command objectives. As such a HRBP to the Universal Credit Programme information systems, defence education substantial transformation programme is before heading to the Cabinet Office in 2017. and cyber operations, are underway across the Command. A developed and fielded. We key part of this, and as a member Within the Cabinet Office she undertook two also provide the command of the People Team within JFC, roles – one as Private Secretary to the Chief and control for the UK’s you will be responsible for driving Operating Officer for Civil Service HR before overseas defence the delivery of our People Strategy subsequently leading the Civil Service operations. and ensuring we have the Workforce Strategy team where she was workforce to deliver for Defence. responsible for setting the direction on key The strategic workforce topics such as automation. planning, management and With our focus on flexible working, development of our ‘Whole a wide variety of opportunities to Since January 2019 Laura has held the role of Force’ of over 22 000 engage with the wider business of Deputy Director HR within JFC. servicemen and women, civilians and Joint Forces Command and our strong contractors are a key part of the developmental offer, I am sure that

Command – our people are at the heart potential applicants are as enthused of everything we do. This ensures a about this opportunity as I am. I look broad and dynamic portfolio with an forward to receiving your application. exceptionally broad base of stakeholders and employees – from Whitehall to the Laura Price Falklands – enabling an experience Deputy Director HR, Joint Forces you’re unlikely to find elsewhere. Command

About the Ministry of Defence

The Ministry of Defence is one of the most interesting, varied and rewarding Departments in Government, spending around £37bn a year, directing the activity of the armed forces at home and overseas and playing a leading role in addressing the national security issues the country faces. We protect the people of the United Kingdom, project influence globally and promote prosperity.

Defence is becoming more diverse, innovative and open to fresh thinking. Civilians and military staff work side by side. It’s a big Department – over 200,000 people, including the armed forces – and few areas of Government can offer such a range of interesting and challenging work.

Do you want to be part of…

The 3rd largest defence budget in NATO

with over 20 military operations across the world

and £180bn planned expenditure on equipment over the next 10 years? Source: Defence in Numbers 2018

“Still the most interesting and challenging work in government, the best and most fun people, and of fundamental importance to us and our children. Am I proud to be in Defence? Of course!”

– Director Judicial Engagement Policy #proudtoworkinDefence

Our Vision

The first duty of Government is to defend our country and to keep our people safe. Our national security and our economic security go hand-in-hand. Our strong economy provides the foundation to invest in our security and global influence, which provides more opportunities at home and overseas to increase our prosperity.

In a more dangerous world, we have chosen to use our hard earned economic strength to support our armed forces and give them what they need to help keep Britain safe. We will increase defence spending every year and continue to meet NATO’s target to spend 2% of GDP on defence for the rest of the decade.

In the 2015 Strategic Defence and Security Review (SDSR) we set out plans for stronger defence with more ships, more planes, more troops at readiness, better equipment for Special Forces, and more for cyber. We will protect our people, territories, values and interests, at home and overseas, through strong armed forces and in partnership with allies, to ensure our security and safeguard our prosperity.

We have four strategic objectives:

1. Protect our People: We will defend and contribute to the security and resilience of the UK and Overseas Territories, protect our people abroad, maintain the Continuous At Sea Deterrent and conduct operations as required. 2. Project our Global Influence: We will contribute to improved understanding of the world and increase our influence in the regions that matter to us, through strategic intelligence and the global defence network. We will reinforce international security and the capability of our allies, partners and multilateral institutions. 3. Promote our Prosperity: We will contribute to the UK’s economic security, support our industry including through innovation and exports, continue to invest in science and technology and contribute to the wider skills and citizenship development that supports British society. 4. Maintain a strategic base and integrated global support network, and manage the Department of State: We will maintain an agile strategic base and global support network that enables the command, generation, preparation, projection, sustainment, maintenance, operation and redeployment of military capability in support of the Defence objectives. This reflects the nature of the department as a Strategic Military Headquarters as well as being a Department of State. We will command UK military operations worldwide, while providing the necessary enablers such as infrastructure, equipment, logistics and medical.

Defence in a Changing World

The National Security Strategy and SDSR15 highlighted the changing and increasingly uncertain international security context in which Defence must operate. The associated National Security Risk Assessment concluded that the risks and threats faced by the UK have increased in scale, diversity and complexity; the increasing threat posed by terrorism, the resurgence of state-based threats, the impact of technology, and the erosion of the rules-based international order are now particular challenges for the UK. We have made major reforms to how the Ministry of Defence (MOD) and Armed Forces are organised and operate to ensure that we can maximise our investment in Defence capabilities.

We must adapt to stay ahead, configure our capability to address tomorrow’s threats, not yesterday’s, build more versatile and agile forces for the future, and ensure our people have what they need to do what we ask of them. We cannot do everything on our own, so we must work effectively with our Allies and partners. And we must spend our budget wisely.

Our people

Every hour of every day, our people are supporting operations around the globe, protecting Britain’s shores, developing world-class weaponry, and partnering with our international allies. However, our success depends on our people – our Whole Force – Regulars and Reservists, civil servants and contractors, all working as one.

We require:

1. Leadership at every level of Defence that is Inspiring, Confident and Empowering: making the right decisions at the right time for the right reasons – and learning from the things that go wrong. 2. Strong Armed Services with a war-fighting ethos and a willingness to adapt, and an effective Ministry of Defence, working together to make Defence as a whole stronger. 3. Modern, innovative ways of doing business, where individuals accept responsibility for decisions and we weed out duplication, red- tape, waste and delay.

We employ all kinds of people across a wide range of interesting and rewarding jobs and if you join us you will be doing work that makes a difference and really matters. Click here to hear more from our staff on their experiences of the Ministry of Defence.

Employer of Choice

The vision for Defence People is that our outputs are delivered by the right mix of capable and motivated people that appropriately represent the breadth of the society we exist to defend, now and in the future.

People in Defence must bring diversity of talent, experience, personal characteristic, perspective and background; this is not only morally right, but is fundamental to the operational effectiveness of Defence.

We strive to be an employer of choice, through recognising, encouraging and celebrating diversity. An organisation that not only encourages everyone to be themselves in the workplace but makes a clear link between embracing individual diversity and the successful delivery of Defence outputs.

What we aim to achieve:

• Ensuring MOD has a good quality evidence base to make effective decisions and direct resources accordingly. • Each person who works in Defence feels and believes they are treated fairly and that the work practices and environments support their individual needs to enable them to do their job effectively. • Business leaders and managers both individually and collectively in the directorates planning, organisation and operational delivery factor diversity and equality into their decision making intuitively • Individual members of staff understand their role and take responsibility for making the MOD diversity and inclusion philosophy a reality, such that policies are implemented and the pay gap between the rhetoric and experience is closed. • Assuring that MOD is legally compliant across the equality spectrum.

Vacancy Description

About the Role

To deliver against the Defence purpose and strategic objectives, we need the right mix of capable and motivated people that appropriately represent the breath of the society we exist to defend, now and in the future. In support of this vision, Joint Force Command reflects a whole force approach, bringing together military, civilians and contractors to deliver key outputs and enhance our strategic capabilities. To mature this model and supply a workforce that can respond to current and future requirements, we need to design, mobilise and build our people accordingly.

The Joint Forces Command Learning and Development lead plays a critical role in this – leading the design and completion of a training needs analysis that spans the breadth of the Command, working with internal and external partners to derive learning and development initiatives and interventions accordingly and by promoting a growth mindset across the organisation. To do this, the role holder must work across the Command, the wider department and across Government whilst also engaging proactively with wider communities to draw on best practice and support the development of a productive and fulfilled workforce.

Key responsibilities include:

• Working with key stakeholders including the Defence Academy and the Head of Strategic Workforce Planning, Organisational Design and Analytics to conduct a training needs analysis for key skill areas across the Command;

• Drawing on the outputs of the training needs analysis and the Joint Forces Command People Strategy to develop a learning and development plan for Joint Forces Command;

• Developing a targeted intervention plan to ensure completion of mandatory training across the Command; reviewing mandatory requirements in parallel;

• Designing and implementing career pathways for key capability areas in conjunction with Joint Forces Command Heads of Profession;

• Facilitating the relationship with KPMG / Civil Service Learning and other learning providers as required;

• Working with the workforce analytics team to develop a learning and development dashboard for reporting at Joint Forces Command Executive Command on a bi-annual basis;

• Proactively engaging across the Joint Forces Command Strategic Workforce Team, including with leads in D&I, engagement and strategic workforce planning to develop ensure the learning offer retains agility in line with demand and future requirements;

• Membership of key leaning and development working groups across the MoD.

This role reports to the Head of Corporate HR for Joint Forces Command.

What we are looking for

The successful candidates should possess drive, strong inter-personal skills, the ability to build positive and productive relationships and be willing to embrace change and a culture of continuous improvement and efficiency delivery. Strong advocates of leadership at all levels, the successful candidates will act as role models in leadership across Joint Force Command, measured by the Civil Service Leadership principles of:

• Inspiring about our work and its future • Confident in our engagement • Empowering our teams to deliver

Specific experience and achievements should include:

• Professional HR qualification or a willingness to study towards a qualification if not already held.

Salary and Benefits This includes: • generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other Appointment Term employers;

Permanent • interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle; The post is at C1 / SEO level. The current salary range is: • the opportunity to use onsite facilities including fitness centres and staff canteens (where applicable); £40,166 – £45,294 plus a Northwood allowance of £3,000. • occupational sick pay Please be advised that the Department is conducting a review of all pay related allowances which could impact on the allowance this post currently attracts. Pension Staff applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary. Individuals appointed on Your pension is a valuable part of your total reward package level transfer will retain their existing salary. Standard pay rules where the employer makes a significant contribution to the cost of apply for existing civil servants. your pension. Your contributions come out of your salary before any tax is taken. Benefits This means, if you pay tax, your take-home pay will not be reduced by the full amount of your contribution; and your pension Whatever your role, we take your career and development will continue to provide valuable benefits for you and your family if seriously, and want to enable you to build a really successful you are too ill to continue to work or die before you retire. career with the Department and wider Civil Service. It is crucial that our employees have the right skills to develop their careers For more information, visit www.civilservicepensionscheme.org.uk and meet the challenges ahead, and you’ll benefit from regular performance and development reviews to ensure this development is ongoing. As a Civil Service employee, you’ll be entitled to a large range of benefits.

The Northwood Offer Location

As a working military base the Northwood site offers high spec This role is based at Northwood: JFC HQ, Sandy Lane, sport facilities and an active social calendar which people are Northwood, Middlesex, HA6 3HP although we are committed to encouraged to participate in. Other benefits include: flexible working and seek to enable this wherever possible.

• Free onsite parking Regular travel will be required to Northwood. The Northwood site is less than 30 minutes from Central London (Baker Street to Moor • Free shuttle bus to/from Moor Park Tube Station Park on the Metropolitan Line). A free shuttle bus service operates between Moor Park and the HQ. • Easy access to London on the Metropolitan Line from Moor Travel and subsistence costs will be reimbursed in line with Park/Northwood departmental policy. Relocation costs will not be reimbursed. • Local bus from outside the base to destinations including Watford Junction Railway Station, Bushey Railway Station West, South Oxhey Carpenders Park Railway Station.

• Close to M1/M25/M40 • On site gym at a very competitive price including regular fitness classes

• Gym members can use a local swimming pool • Civil Servants based on site are eligible to join the military messes and attend the social events

• Onsite shop, canteen, hairdressers, church, and nursery. All charging very competitive rates.

Leave Allowance coaching and mentoring opportunities and a guaranteed five days of learning a year. Full time new entrants to the Civil Service and those Civil Servants Working Arrangements on modernised terms and conditions will be entitled to 25 days annual leave increasing on a sliding scale to 30 days after 5 years’ service. This role is available for full-time or part-time, although flexible working arrangements will be considered (including job share In addition to this you are entitled to 8 public/bank holidays, plus arrangements). an additional day for the Queen’s Birthday. The allowance is pro- rated for part-time staff. With competitive maternity, paternity and parental leave we also Additional Benefits recognise the importance of a good work-life balance and offer flexible working and a family friendly approach to work. As part of the MOD’s commitment to smarter working, the successful candidates will have access to remote working facilities Training and Development including other JFC sites and home working (via a laptop) as agreed with the vacancy holder. The Department offers engaging jobs in work that really matters; JFC is fully committed to developing our people and promoting jobs which have a direct impact on the quality of public services. opportunities to explore the wider business of both the Command Roles can offer great job satisfaction and there are many and MOD. This includes access to a number of learning and opportunities to develop and progress both within the Department development courses, including support and funding for and across the wider Civil Service. professional qualifications as appropriate. We also offer the We are committed to investing in our staff and offer a range of opportunity to conduct offsite visits and the chance to participate in work based training and qualifications including Apprenticeships, a range of staff networks.

Recruitment Process

How to Apply

To apply for this post please follow the instructions on the CS Jobs website by no later than 23:59 22nd July 2019

As part of the application process you will be asked to complete the following:

1. A CV setting out your career history, highlighting specific responsibilities and achievements that are relevant for this role, including details where applicable of budgets and numbers of people managed, relevant achievements in recent posts, together with reasons for any gaps within the last two years

2. A Personal statement (no more than 1200 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the essential criteria in the person specification

3. We'll assess you against these Behaviours during the selection process:

• Making Effective Decisions • Changing and Improving • Managing a Quality Service • Developing Self and Others

Overview of the 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 final short list candidates will be invited to a final panel interview.

Shortlisted candidates may have the opportunity to meet with the recruiting line manager prior to the final selection panel interview to learn more about the role and the organisation. You will be given further details about this after the shortlist meeting.

Arrangements for interview

The final selection panel interview will be held at Northwood, HA6 3HP. You will be advised of the format in advance.

If candidates are required to prepare a presentation for their interview, they will be given at least one week’s notice of the subject.

Expenses incurred by candidates during the recruitment process will not be reimbursed by the Department except in exceptional circumstances and only when agreed in advance.

Reserve lists

If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies in the Civil Service requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.

Civil Service Commission

Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission’s Recruitment Principles.

In accordance with the Civil Service Commissioners’ Recruitment Principles, our recruitment and selection processes are underpinned by the requirement of appointment on the basis of merit by fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, you should contact [email protected] in the first instance.

If you are not satisfied with the response you receive you can contact the Civil Service Commission at:

• Civil Service Commission, Room G/8, 1 Horse Guards Road SW1A 2HQ. www.civilservicecommission.independent.gov.uk [email protected]

Alternative Formats

If you wish to receive a hard copy of the information, or in an alternative format e.g. Audio, Braille or large font then please contact: [email protected]

If you are unable to complete your application online, and need assistance, we may be able to put a reasonable adjustment in place to help.

If this is the case, please contact us at: [email protected] and we will look into this situation for you

Please note we are unable to accept any applications after the closing date, if you require a reasonable adjustment, please let us know prior to the closing date.

Further Information

If you have any questions about applying for this role or want to discuss the role further with the vacancy holder, please contact: [email protected]

Please ensure you quote the job title and reference number in your e-mail.

Indicative Timeline

Please note that these dates are only indicative at this stage and could be subject to change. If you are unable to meet these timeframes, please let us know by contacting [email protected] Please ensure you quote the job title and reference number in your e-mail. The anticipated timetable is as follows:

Advert Closing Date 23:59 22nd July 2019

Expected shortlist announcement w/c 29th July 2019

Interviews To Be Confirmed

Interviews will take place at Northwood, HA6 3HP. Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.

Terms and Conditions Modernised Terms and Conditions

Civil Servants taking up appointment on promotion will adopt the modernised Civil Service terms and conditions which came in to effect from 1 July 2013. Existing Civil Servants appointed on level transfer will retain their existing terms and conditions.

Eligibility

The post is advertised to suitably qualified people in the external market and to existing Civil Servants and those in accredited Non Departmental Public Bodies.

Nationality

To be eligible for employment you must be a national from the following countries:

• The United Kingdom

• The Republic of Ireland

• The Commonwealth*

• A European Economic Area (EEA) Member State

• Switzerland

• Turkey

Certain family members of EEA, Switzerland and Turkish nationals are also eligible to apply regardless of their nationality.

(*Commonwealth citizens not yet in the UK, who have no right of abode in the UK and who do not have leave to enter the UK are ineligible to apply.) For further information on whether you are eligible to apply, please visit www.gov.uk.

Security Clearance

Before the appointment of the successful candidate can be confirmed, the Department will undertake background security checks. As part of this, we will need to confirm your identity, employment history over the past three years (or course details if you were in education), nationality and immigration status, and criminal record (unspent convictions only).

The successful candidate must hold or be willing to undergo the Security Check process. Further information on the process can be found via the following link:

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/709162/Vetting_Clearance_Guidance.pdf

Reserved for UK Nationals

Certain posts, notably those concerned with security and intelligence, might be reserved for British citizens, but this will not normally prevent access to a wide range of developmental opportunities within the Civil Service.

This is not a reserved post.

Conflicts of Interest

Candidates must note the requirement to declare any interests they may have that might cause questions to be raised about their approach to the business of the Department. They are required to declare any relevant business interests, shareholdings, positions of authority, retainers, consultancy arrangements or other connections with commercial, public or voluntary bodies, both for themselves and for their spouses/partners. The successful candidate will be required to give up any conflicting interests and his/her other business and financial interests may be published.

Complaints

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. You have the right to complain if you feel a department has breached the requirement of the Recruitment Principles. In the first instance, you should raise the matter directly with the department concerned. If you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/

Equality and Diversity

The Department is committed to being an equal opportunities employer. We value and welcome diversity. We aim to develop all our staff to enable them to make a full contribution to meeting the Department’s objectives, and to fulfil their own potential on merit. We will not tolerate harassment or other unfair discrimination on grounds of sex, marital status, race, colour, nationality, ethnic origin, disability, age, religion or sexual orientation. We will promote and support the use of a range of flexible working patterns to enable staff to balance home and work responsibilities; and we will treat people fairly irrespective of their working arrangements.

Under the terms of the Equality Act 2010, we are legally required to consider making reasonable adjustments to ensure that disabled people are not disadvantaged in the recruitment and selection process. We are therefore committed to meeting, wherever possible, any needs you specify in your application. We will also consider any reasonable adjustments under the terms of the Act to enable any applicant with a disability (as defined under the Act) to meet the requirements of the post.

Civil Service Code

All civil servants are subject to the provisions of the Civil Service Code that details the Civil Service values, standards of behaviour and rights and responsibilities

For further information, visit Gov.UK

22 “Our differences enrich us, our diversity makes us strong.”

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

If you have any questions about applying for this role 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.

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.