Army Senior Discipline Assurance and Casework Manager

The Senior Discipline Assurance and casework Manager is the lead staff officer for discipline, Service Law and Warnings and Sanctions casework within 1st (UK) Division. Responsible for providing governance, assurance, oversight, and professional advice across the command, ensuring disciplinary casework is managed efficiently, accurately, and in accordance with current policy and regulations.

The role requires the ability to analyse complex information, provide clear advice to senior leaders, manage sensitive casework, and drive continuous improvement in disciplinary processes and performance. Working closely with units, brigades, divisional headquarters and external stakeholders, the Senior Discipline Assurance and casework Manager plays a key role in maintaining high standards of discipline and compliance across the command.

This position is advertised at 37 hours per week.

Main Role Responsibilities:

• Management of Service Law (SL), Warnings and Sanctions (W&S) casework across 1 UK Div Command, liaising with units as applicable to ensure relevancy, accuracy and transparency of case work across the command.
• Assuring all 1 (UK) Div discipline casework in accordance with the Army Personnel Services Group (APSG) Assurance Framework through the medium of Joint Personnel Administration (JPA) and OASIS reports. Reducing delay of all 1 UK Div discipline casework through the intelligent interrogation of JPA/OASIS reports with particular focus on the Key Performance Indicators (KPIs) as directed by Land Forces (LF).
• Provide direction and guidance to General Officer Commanding (GOC)/Deputy Chief of Staff (DCOS) and subordinate formations on all matters discipline as required in accordance with current policy and regulations.
• Provide GOC/DCOS with a detailed analysis of discipline statistics as required. Review statistics drawn from JPA with a view to identifying trends in indiscipline, education and training gaps within command, solutions for addressing those gaps, improvements on JPA data entry and performance against KPIs.
• Staff all 2* level casework for consideration, ensuring it is fit for purpose, to include preparation of staff briefs both written and verbal.
• Identify and, where appropriate, train HQ 1 UK Div, Brigade (Bde) and Unit discipline staff outside the scope of centralised courses in order to address any training gaps.
• Deliver presentations and briefings on discipline policy, procedures and best practice across the command.
• Maintain and manage an Incident Report (INCREP) tracker, ensuring the Divisional command group remains informed of relevant incidents and emerging issues.
• Liaise with Staff Officer level 3 on Policy to ensure the 1 (UK) Div Duty Officer and Staff Duty Officer orders including INCREP flow diagrams are up to date and fit for discipline purposes.
• Liaise with and carry out tasks as directed by HQ LF Discipline team.

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)

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

At the application stage, you will be assessed against the following criteria, listed in priority order:

• Your CV
• Personal Statement - of no more than 750 words detailing how you meet the essential skills criteria
• Behaviour - Making Effective Decisions

Where a large number of applications are received, an initial sift may be conducted against the CV element only. The remaining evidence submitted at the application stage will be assessed only if you are successful at this initial sift.

At interview stage, you will be assessed against the following criteria, listed in priority order:

• Experience - Question based on evidence provided in CV and Personal Statement.
• Behaviour - Communicating and Influencing
• Behaviour - Working Together
• Behaviour - Delivering at Pace
• Behaviour - Seeing the Big Picture

Application sifting will be scheduled to take place within 7 days of the application closing date. Interview dates are to be confirmed and will be held in person. We endeavour to keep to these time frames, but these are subject to change around business needs.

Further information:

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.

As a result of the changes to the UK immigration rules which came into 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.