The Private Finance Initiative was a procurement method which used private sector investment to deliver public sector infrastructure and/or services according to a specification defined by the public sector. It is a sub-set of a broader procurement approach termed public-private partnership, with the main defining characteristic being the use of a programme finance (using private sector debt and equity, underwritten by the public) to deliver the public services. There are several infrastructure Private Finance Initiatives (PFIs) that are expiring in the coming years and DIO has committed to respective Top Level Budget holders (TLBs) to support the exit and reprovision of services, in line with the Infrastructure Operating Model. The expiring PFI contracts have been grouped into phases. Phase 1 PFI contracts have expired, and new arrangements are already in-service. The remaining PFI contracts within DIOs remit to exit and/or re-provide services are split into the following phases, according to service type and time of expiry. Phase 2 relates to water, wastewater, and sewerage (Aquatrine); Phase 3 and Phase 4 are FM services. In addition to the above, the Project Manager will support the programme team to ensure successful procurement, mobilisation and transition into the new Defence Soft FM provisions, replacing Hestia arrangements. The seven regional Hestia contracts which provide Soft FM services (including catering) across the UK were awarded between 2017 and 2019 for a minimum of 5 and maximum of 7 years. These are supplemented in certain areas where Soft FM support is delivered through DIO managed PFIs. The Hestia contract offers extensive Soft FM services to a substantial segment of the UKs defence personnel. Operating as 7 UK regional contracts, with approximately 600 establishments, it serves notable military training sites. It also provides services to the smallest of Armed Forces Careers Offices (AFCO), The Reserve Forces and Cadet Association (RFCA) locations and supports all of the Front Line Commands (FLC) major headquarters and operational stations. Through this contract, DIO and our Industry Providers enable support to most TLBs major and minor establishments across the UK. In recent years, Hestia has been agile enough to incorporate more reserve forces sites and other significant Soft FM contracts at Defence Science and Technical Laboratories (DSTL) and Abbey Wood sites. Services include catering, retail and leisure, cleaning and associated services, waste management, accommodation and mess services, FM services. The Portfolio Transition team is split between two Deputy Heads, one to provide the transition into the new DefSFM provisions and PMO function including stakeholder management, communications and reporting, and then a PFI Transition lead that delivers Change Management, Risk, Governance, Requirements, LFE, Data, Benefits and Business Cases. The Project Manager will work in direct support of the Grade 7 Assistant Head across the PMO or Transition in delivery of the Projects or Programme in accordance with approved timescales. The individual will be responsible for Stakeholder engagement, management of the governance and supporting the development of necessary documentation for consideration and approval. The postholder is responsible for ensuring customer focus across a large scale, diverse and technically complex infrastructure portfolio. They will be a proactive thinker with excellent problem solving abilities being able to analyse complex issues and implement practical solutions. They will be required to build strong stakeholder relationships and be a key interface between the customers and DIO, providing effective and reliable estate management advice. Leadership and Management (5%) Demonstrate a personal commitment to the DIO Guiding Principles Support Line Manager in delivering Departmental Goals Ensure own compliance with mandatory requirements e.g. H&S training Promote strong working relationships both within the team and with other teams across DIO and MOD. Working collaboratively across teams, technical specialists and other users across DIO, MOD and Other Government Departments (OGDs). Portfolio Programme and Project Management (70%) Develop and maintain Project Communications Strategy and resultant portfolio, programme and project communications plans, products and materials. Lead and provide support on the development and management of consistent communication products across Portfolio Transition, ensuring compliance with MOD and DIO communications policy Lead on the development and management of project specific DefNET & SharePoint pages Provide advice and support to projects / programmes on all communication and stakeholders issues Chair and promote PT Portfolio Communications Forum Provide proactive engagement of internal, industry and wider government stakeholder and reactive management and daily handling of stakeholder enquiries and interest. Develop strong working relationships with other departments such as DIO Corporate Communications Responsible for the management of strategic risks and issues in the operating environment and be aware of all high-level risks and issues affecting the project(s). Ensure appropriate mitigation plans are developed and followed through. Develop standards and guides to assist teams in understanding performance criteria. Keep up to date with new legislation including commercial and project management processes across the MOD estate. Planning, undertaking and reporting on programmes including learning from experience and continuous improvement. Interface with other teams for the cross-boundary Project and Programme management. Driving recommendations forward in a coherent manner across RD to ensure a consistent delivery of service is experienced by the end user. Assist in the formulation of strategies to continually improve and effectively support RD in the delivery of Portfolio Transition and mitigation of key compliance risks and issues. Supporting the team to manage delivery of Phase 3 and 4 activity via coordination, communication, and briefing material. Lead on Project and Programme Management of allocated programmes and portfolios. Line Management and Administrative Tasks (25%) Line management responsibility for 1 x Higher Executive Officer (HEO) All Line Manager & CSO duties in accordance with MOD policy and process including development, monitoring and reporting against Objectives and submission of PARs, & development of training plans for team members. Other ad-hoc tasks as required by line management chain or Hd Portfolio Transition Person specification Desirable Criteria Working in a project / programme environment P3M19 Stakeholder and Communications Management Holding or be willing to work towards an appropriate professional qualification relating to infrastructure/programme management e.g. IWFM, MAPM Behaviours We'll assess you against these behaviours during the selection process: Leadership Communicating and Influencing Managing a Quality Service Delivering at Pace Making Effective Decisions Working Together We only ask for evidence of these behaviours on your application form: Communicating and Influencing Working Together Benefits Alongside your salary of 44,590, Ministry of Defence contributes 12,917 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. Learning and development tailored to your role An environment with flexible working options A culture encouraging inclusion and diversity A Civil Service pension with an employer contribution of 28.97% Where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to capacity and any required workplace adjustments. Requirements to attend other locations for official business, or work in another MOD office, will also count towards this level of attendance. Applicants can request further information regarding how this 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. Things you need to know Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience. Please ensure that at the application and interview stages of the campaign you review the Success Profiles Framework to assist you in the demonstration of your skills and experience. Your suitability for the role will be assessed using the Success Profile elements that have been chosen for this campaign. Each element will be scored accordingly, and the successful candidate will be appointed on merit. Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience, demonstrating their suitability for this role. Candidates will be required to provide a statement of suitability in no more than 500 words. At sift, you will be assessed against your CV, Statement of suitability and the following Success Profiles Behaviours: Communicating and Influencing Working Together 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 for more information on appropriate and inappropriate use. Applications will be sifted on all Success Profile elements, but in the event of a high number of applications, the sift will be conducted on the lead Behaviour and your Statement of suitability. At interview, you will be assessed against the following Success Profiles Behaviours: Leadership Managing a Quality Service Delivering at Pace Making Effective Decisions 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. 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. Feedback will only be provided if you attend an interview or assessment. 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. 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. 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). Apply and further information 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 : Suzanne Severs Email : suzanne.severs263@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. Attachments DIO Candidate Information Guide 1 Opens in new window (pdf, 1963kB) Defence Civil Servant Offer Opens in new window (pdf, 1562kB) Candidates Information pack Opens in new window (docx, 33kB)