Policy and Secretariat Team Leader

The Ministry of Defence’s Conduct, Equity and Justice Directorate (CEJ) was officially launched on 1st April 2021. The Department’s support for the Directorate is a clear and public statement of our intent to act to tangibly, rapidly and significantly improve the lived experience of all those working in Defence, and for Defence to be an employer of choice. Our Armed Forces and Civil Service should reflect the society they exist to defend. By being inclusive we will access the widest possible pool of talent, and recruit and retain the range of thought and skills critical to Defence’s ability to safeguard our nation’s security. Expanding our talent pool will deliver competitive advantage and ensure our people feel included and valued for the differences they bring. An inclusive culture will build stronger, more cohesive teams, enabling everyone to fulfil their potential. Together this will enhance our operational effectiveness.
The Ministry of Defence’s central Diversity and Inclusion (D&I) Team leads on setting the strategic direction for D&I across Defence (both military and civilian). The team supports the delivery of the Defence D&I strategy which is intended to enhance our operational output and improve the lived experience for all Defence people. We aim to transform Defence by enabling a step-change in the diversity of our workforce and creating a culture centered on respect, integrity and courage.
We are committed to delivering an inclusive and empowering culture, driven by the highest standards. Our diversity and inclusion priorities will align with our cultural and behavioural programme ‘Reaffirming Our Standards’ ensuring we maximise effective use of talent, that our leaders are setting the right example, and that our staff have a positive lived experience.
Defence needs to reflect the society it protects but at present we share many of the inequalities that exist within our society. The Central Diversity and Inclusion Team works towards creating and sustaining an environment which allows people to be their authentic selves at work: - a workplace where everyone’s needs are considered, where people feel respected and able to achieve their full potential.
The Whole Force: Service personnel, civilians and contractors all have a role to play in building an organisation where difference is valued, and every individual has a positive lived experience.
This position is advertised at 37 hours per week., The D&I team works closely with multiple stakeholders across Defence, government and external organisations, on multiple projects at pace, sharing best practice and knowledge, to understand and improve the lived experience for all Defence people. The D&I team works to positively change culture and behaviours to enable Defence to become a diverse and inclusive employer of choice.
The Diversity and Inclusion Policy and Secretariat Team Leader role will lead a small team of HEO's within the wider D&I team. You will be responsible for developing and coaching your team to ensure that they deliver outputs of a high standard.
You will work with multiple stakeholders to directly deliver projects and create and update policy aimed at challenging barriers to inclusion within the department.
The role is suited to someone who is a self-starter, with initiative and problem-solving skills to deliver not only their own projects but also support the successful delivery of projects lead by the HEO's they line manage.
The role includes Secretariat lead for the D&I Team, working closely with Defence People Team Parliamentary Correspondence colleagues to provide D&I related content for a response to Parliamentary questions, Ministerial Correspondence and Freedom of Information requests (to name a few) within required timelines., When choosing your Behaviour examples, please make sure you use real life scenarios that relate to your own experiences. Whilst technology may help to enhance your written submission, presenting the ideas of others or those generated by technology, could result in your application being rejected.
At sift, you will be assessed against the following Success Profiles Behaviours/Experience
+ Leadership
+ Communicating and Influencing
+ Delivering at pace
+ Seeing the Big Picture
+ Making Effective Decisions
+ Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience.
+ Candidates will be required to provide a statement of suitability. (500 Word count)
At interview, you will be assessed against the following Success Profiles Behaviours:
+ Leadership
+ Communicating and Influencing
+ Delivering at pace
+ Seeing the Big Picture
+ Making Effective Decisions
Should there be a high number of applicants, the sift will be assessed on CV Personal statement and the following behaviours:Leadership, Communicating and Influencing and Delivering at Pace.
Sifting provisionally scheduled for w/c 14th of October .
Interviews are provisionally scheduled for w/c 21st Oct.
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).

+ A leader who enjoys working independently, being self-motivated to drive and deliver projects and policy.
+ Able to work at pace and respond positively to emerging issues, remaining calm and able to address and resolve complex issues quickly.
+ Able to support others to deliver their best, specifically your direct reports.
+ A proven track record of high-quality written and verbal communications, with attention to detail.
+ Able to manage challenging situations.
+ A strategic thinker with influencing and negotiating skills.
+ Able to cope with competing priorities and timelines.
Desirable:
+ Experience of working in a secretariat or experience of producing high-quality written and verbal communications, in the form of Ministerial Submissions or other similar written communication products.
+ Knowledge of the Freedom of Information (FOI) Act and experience in answering FOI's.
+ Experience of creating and updating Policy.
+ Able to deliver outputs while managing competing priorities, timescales, and stakeholder expectations.
+ Solution focused, working collaboratively to deliver high quality outputs.
+ Experience of working with a wide range of stakeholders., + Leadership
+ Communicating and Influencing
+ Delivering at Pace
+ Seeing the Big Picture
+ Making Effective Decisions

Alongside your salary of £43,080, Ministry of Defence contributes £12,480 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.