Portsmouth, South East England, PO1 3LU Job Summary As a part of Navy Command Headquarters (NCHQ), the nerve centre of the Royal Navy (RN), the Personnel Security Advisor (PSYA) is responsible for providing strategic direction and oversight of security activity and ensuring Navy Command TLB complies with Defence security policy. Part of the Navy PSYA team, which is located within HM Naval Base Portsmouth, assessing vetting cases in relation to risk management and provide assurance to the Navy Command Senior Security Risk Manager. This is essential to the diverse and complex Defence threats and challenges in a rapidly changing world. Together, our mix of civilian and military personnel in Navy PSYA inform security decision making in Defence to support operational objectives. Navy PSyA Personnel Security is seeking to recruit an EO; to work as part of a small civilian team delivering all RN Personnel security vetting decisions, risk management and assurance. As an expert in Personnel Security Operations, the role will play a pivotal role in responding to the issues that come from working in a large organisation. The post holder will become a subject matter expert on RN vetting and associated personnel security matters. The Personnel Security community are passionate about high performance, we believe that everyone has potential within them, so we actively encourage development and a growth mindset. This role works across the whole team and is interesting and challenging. The post is advertised at 37 hours per week. Job Description Working within the Personnel Security Team in the RN Service Lead Command (SLC) initially assessing casework of service personnel as a first line vetting decision maker, the position has no staff requirements and is not a Line Manager. You will make decisions in accordance with the Vetting Decision Framework (VDF) associated from electronic referrals on the Case Management System (CMS) of the National Security Vetting Solution (NSVS). Responsibilities: To risk manage serving Naval Service personnel serving in any/all TLBs identifying security concerns through on-going personnel security measures in conjunction with the Chain of Command and United Kingdom Security Vetting (UKSV). Priority to include Special Employment Groups (SEG). To provide personnel security advice and assurance, Subject Matter Expertise on Vetting and other personnel security matters within the NC TLB in accordance with JSP 440 – Security Clearances and Vetting To Provide initial assessment of UKSV recommendations to SO2 Vetting TL to withdraw, deny or suspend security clearances for uniformed RN/RM & RFA personnel. Assess security clearance referrals from UKSV requiring Service Lead Command (SLC) consideration and endorsement. To prepare casework documentation relating to ‘withdrawal’ of security clearances for submission to the Navy Vetting Appeal Panel (NVAP) or Security Vetting Appeal Panel (SVAP). Working within the Personnel Security Team in the RN Service Lead Command (SLC) initially assessing casework of service personnel as a first line vetting decision maker, the position has no staff requirements and is not a Line Manager. You will make decisions in accordance with the Vetting Decision Framework (VDF) associated from electronic referrals on the Case Management System (CMS) of the National Security Vetting Solution (NSVS). Responsibilities: To risk manage serving Naval Service personnel serving in any/all TLBs identifying security concerns through on-going personnel security measures in conjunction with the Chain of Command and United Kingdom Security Vetting (UKSV). Priority to include Special Employment Groups (SEG). To provide personnel security advice and assurance, Subject Matter Expertise on Vetting and other personnel security matters within the NC TLB in accordance with JSP 440 – Security Clearances and Vetting To Provide initial assessment of UKSV recommendations to SO2 Vetting TL to withdraw, deny or suspend security clearances for uniformed RN/RM & RFA personnel. Assess security clearance referrals from UKSV requiring Service Lead Command (SLC) consideration and endorsement. To prepare casework documentation relating to ‘withdrawal’ of security clearances for submission to the Navy Vetting Appeal Panel (NVAP) or Security Vetting Appeal Panel (SVAP). Person specification You will already hold a valid Developed Vetting (DV) clearance, or otherwise be able to achieve and hold this clearance. The requirement is mandatory and essential. Further information on Government Security Vetting can be obtained at United Kingdom Security Vetting: clearance levels - GOV.UK (www.gov.uk) You must also meet the nationality requirements for access to STRAP material. The requirement is mandatory and essential. This is a RESERVED post. It is essential that you have an understanding of the Business units and organisations as well as the rank/rate structure of the RN. You will require good communication and interpersonal skills as well as the ability to work reactively to rapidly changing priorities and work streams as required. You will have an experience in applying risk management principles. You will have an understanding of the RN travel policy and the potential impact on security clearances. Behaviours We'll assess you against these behaviours during the selection process: Making Effective Decisions Delivering at Pace Managing a Quality Service Alongside your salary of £29,580, Ministry of Defence contributes £8,569 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. 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 a CV to include job history, qualification details and previous skills and experience. Candidates will be required to provide a personal statement of suitability. (500 Word count) During the selection process you will be assessed against your Personal Statement of suitability and the following Success Profile Behaviours: Making Effective Decisions Delivering at Pace Managing a Quality Service At Sift, you will be assessed on your Personal Statement and the Success Profile Behaviours. Please note, your CV will be used for information purposes only. If we have a large volume of applications we will initially sift on your Personal Statement. The Interview Will Be Assessed On Success Profile Behaviours: Making Effective Decisions Delivering at Pace Managing a Quality Service 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. 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 meet the security requirements before they can be appointed. The level of security needed is developed vetting (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 meet the security requirements before they can be appointed. The level of security needed is developed vetting (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 Open to UK nationals only. 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 : Rose Key Email : Rose.Key244@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.