Geospatial Analyst - Photogrammetry

Defence Intelligence (DI) is part of the Ministry of Defence and provides intelligence analysis, specialist outputs and advice which supports decision making across all levels of defence and government. At the heart of DI, is the National Centre for Geospatial Intelligence (NCGI). It is the primary provider of geospatial intelligence (GEOINT) advice and expertise, comprising imagery intelligence, geospatial analysis, geospatial services, foundation data and military mapping and, in partnership with the UK Hydrographic Office (UKHO) and the Meteorological Office, assured data for Safety of Navigation. It is a national capability, recognisably operating alongside other national intelligence agencies and is the UK’s primary interface for international geospatial intelligence partners. This makes NCGI a unique, stimulating and diverse workplace with a rewarding role in supporting UK Defence.

An exciting opportunity has arisen to join the Strategic Planning Mission Team within NCGI-Analysis (NCGI-A).

The Geospatial Analyst (GA) in this role will combine their understanding of the geospatial information environment with practitioner skills to create highly accurate image derived 3D datasets. These will be combined with a range of other geospatial data to deliver quality GEOINT products capable of further analysis. The post holder will work to meet customer requirements, within a specific timeframe and to mandated standards.

This role is advertised at 37 hours per week.

Main Responsibilities of this position include, but are not limited to:

• Evaluating source data and imagery
• Triangulation
• Feature capture and attribution to the required standard and schedule.
• Combining 3D datasets to create accurate products suitable for geospatial analysis
• Perform peer to peer quality control checks.
• Conduct security, mandatory training and administrative duties in accordance with NCGI, DI, MoD and Civil Service policy and guidance.

Full workflow training will be provided. Primarily in-house, but some from specialist software providers as necessary. Continuous professional development activities will also be supported.

There is some scope to develop new methods and techniques in line with software developments and customer requirements, with problem solving skills being highly desirable. Geospatial analysts will provide professional advice, guidance and mentoring on the appropriate use and limitations of geospatial data types, geospatial analytic capabilities and remote sensing.

In Defence Intelligence (DI) our people solve problems, create understanding and give perspective to the diverse and complex Defence threats and challenges in a rapidly changing world. Together our civilians and military personnel inform decision making in Defence, manage complex finance programmes and develop new technology.

In DI we believe your unique experiences, view and understanding of the world could provide a vital perspective and contribution to our work. We recognise that great minds do not think alike and are striving to increase our diversity representation at all levels. As an equal opportunities employer we hire, train and promote people based on merit and inspire to create an inclusive workplace free of discrimination. We also offer flexible working arrangements such as flexi-time, job share and compressed hours.

All jobs advertised in DI are subject to fair and open competition.

Open to UK nationals only.

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

Applicants should apply for this role online, via the website.

Assessment at sift and interview will be based on meeting any defined skill/qualification requirements along with a Success Profile element assessment, as detailed in the job advert. The Success Profile elements to be assessed will be outlined within the job advert. The Civil Service Success Profile Framework is available here:

https://www.gov.uk/government/publications/success-profiles

Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience. Applicants should clearly demonstrate experience related to geospatial analysis, or relevant transferable skills. This experience should be explicitly linked to specific roles or periods of employment and/or academic study, ensuring it is easy to assess against the requirements of the role.

Candidates will be required to provide a statement of suitability. (500 Words)

Personal Statement

Relevant experience from either a workplace or academic study.

All applicants will need to provide a personal statement, of no more than 500 words, including evidence of the essential and desirable criteria requested within the job advert.

When completing your personal statement, please read and understand the requirements described in the Person Specification section thoroughly, as this is what your written evidence will be assessed against.

Your layout is entirely your preference; you may choose narrative, bullets, etc. You may choose to address each criteria separately or have examples that cover and evidence several criteria. Please ensure you evidence the requirements and what you have done that relates to the requirements. You don’t have to explain the whole process, focus on what you have done and the skills and experience you have used. Share with us what makes you suited to this role and why, what you can do and the technical and behavioural skills you have that correspond to the requirements, and life experience or passion you have that are linked to this role.

At sift, Candidates will be assessed against their CV and Statement of suitability and the following:

Technical skills:

DG1 - Understanding Foundation GEOINT

Should there be a large number of applicants the sift will be based on Technical skills: DG1 - Understanding Foundation GEOINT only.

The sift should take place within two weeks of the job closing and candidates will be informed of the results, at all stages, via the website.

The recruitment process will then consist of two stages:

Stage 1 will be a Microsoft Teams interview, during which candidates will be assessed against the two behaviours, technical skill, and experience outlined above. Interview dates are to be confirmed.

Candidates who are successful at interview will then progress to Stage 2, which involves completing the stereo vision test to a required standard. This will take place in-person at RAF Wyton the following week. Further details regarding the test and attendance arrangements will be provided to successful candidates in due course.

Any offer of employment will be conditional upon successfully passing the Stereo Test, which is assessed on a pass/fail basis.

At interview, applicants will be sifted against the following Civil Service Behaviours, Technical skills and relevant experience:

Behaviours:

• Working Together
• Changing & Improving

Technical skills:

• DG1 – Understanding Foundation GEOINT (Awareness level)

Experience:

Applicants will be assessed on their relevant experience, as stated in the Person Specification. This will cover both essential and desirable criteria. .

We would generally expect Behaviour examples to follow the STAR structure and encourage candidates to use this throughout their application.

Assessment

Stereo Vision test - pass mark required.

If the successful candidate does not hold the necessary clearances, they will be made a provisional job offer and asked to undergo our vetting procedures. Once the relevant clearances have been obtained a formal job offer will be made and start dates can be discussed. Should the candidate fail to obtain the relevant clearances the provisional job offer will be rescinded. It should be noted that this process can take several months.

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.

There may be occasions where it is not practicable or appropriate to interview all DCS candidates that meet the minimum criteria for the job. For example, in certain recruitment situations such as a high volume of applications, seasonal demand, or peak periods, the employer may wish to limit the overall number of interviews offered to both DCS and non-DCS applicants.

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.

Cyber & Specialist Operations Command (CSOC) generates and operates specialist capabilities, ready to fight across all domains to make the UK secure at home and strong abroad.

Always on, we are across every UK operation, delivering the capabilities you don’t usually see - or those you can’t.

From cyber warriors and medics to intelligence analysts, special forces, educators, and Defence attachés, our collective expertise delivers the warfighting edge Defence needs to deter threats and secure the nation today and prepare for tomorrow.

CSOC unites Defence’s cyber and specialist capabilities under a single, military command alongside the Royal Navy, British Army, and the Royal Air Force - acting as the UK’s fourth Military Command. For more information, please see here.’

Cyber and Specialist Operations Command (CSOC) is going through a significant transformation programme which aims to design the way in which the new Military Command conducts its business and delivers for Defence and the nation. As a consequence of this, posts within CSOC are/or may become subject to review and potential changes as we continuously improve across the period of the transformation programme. These changes may be minor or could be more substantive and will generate new opportunities. Throughout, the Command’s transformation programme is committed to following the MOD’s framework on managing and supporting people through the change process and places an emphasis on early and open consultation and engagement with the Command’s personnel and Trade Unions.

CANDIDATE INFORMATION

Please read this document prior to completing your application.

Please note: internal candidates must include their staff number when prompted during the application process.

Should you have any queries relating to the vacancy information or sift and interview process, please contact the recruiting line manager using the contact details listed on the vacancy. Please do not direct vacancy related queries to the recruitment team as they will be unable to advise.

FURTHER INFORMATION

CV’s

Should the selection process require a CV, you will be prompted to complete the required criteria during the application process. CV’s sent directly to the recruiting line manager will be deleted immediately to maintain anonymity.

Civil Servants (all grades)

Applicants should monitor their Civil Service Jobs application centre regularly for updates.

Some of MoD’s Terms and Conditions of Service (TACOS) changed from 3 February 2014. Those TACOS changes applied to Broader Banded and Skill Zone staff who were new recruits to MoD or who were appointed to a post on substantive promotion, progression or advancement. On the same basis, the TACOS for Departmental Retained Grades changed with effect from 01 September 2014.

Applicants should be aware that any move across the Civil Service on or after 5 October 2018 may have implications on an employee’s ability to carry on claiming childcare vouchers.

Please see link below to Civil Service Recruitment Principles http://civilservicecommission.independent.gov.uk/wp-content/uploads/2018/03/RECRUITMENT-PRINCIPLES-April-2018-FINAL-.pdf

Please see the MOD Privacy notice which informs how we will use your personal data, explains your rights and gives you information you are entitled to under Data Protection legislation.

https://www.gov.uk/government/publications/ministry-of-defence-privacy-notice/mod-privacy-notice

Non Civil Servants

All employees joining MOD who are new to the Civil Service will be subject to a 6-month probation period effective from the employment start date.

COMPLAINTS

Please be aware that the selection and interviewing of applicants is the responsibility of the Recruiting Line Manager (RLM) and not the Defence Business Services (DBS) Resourcing team. DBS does not play any part in the selection and interview process itself.

Therefore, if you wish to discuss your feedback, or you are dissatisfied with your markings, you should in the first instance raise this with the Recruiting Line Manager of the vacancy.

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

FOR EXTERNAL VACANCIES 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

Cabinet Office Fraud Checks

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant whose details are found to be held on the IFD will be refused employment

Feedback will only be provided if you attend an interview or assessment.