Royal Navy (NWP) Naval Aviation Author

Navy Warfare Publications (NWP) is part of the Operational Advantage Centre (OAC) and is a lodger unit in HMS COLLINGWOOD. The OAC supports Joint and Maritime Operational Commanders and capability sponsors by fusing threat, operational and performance analysis with doctrine, tactics, techniques and procedures. Within the OAC Civil Servants and Armed Forces personnel work together and NWP sits within this environment, distilling information into operational publications.

A Naval Aviation Author is required to, research, plan, prepare, write, and maintain operational publications on all aspects of Embarked Aviation in RN and RFA Ships, (fixed wing and rotary wing, both manned or remotely piloted) which includes operational procedures, regulatory orders, safety instructions and associated subjects.

This position is advertised at 37 hours per week.

NWP is the single Navy Command authority responsible for the creation and distribution of the Fleet Commander’s operational publications. As the successful candidate your role as an Author will require you to research, write and maintain publications relating to Embarked Aviation in RN and RFA Ships. As well as maintain a thorough audit trail of changes, validation and approvals for Naval Aviation Publications for Accident Investigation, Board of Inquiry and Court Proceedings.

You may need to attend trials at sea and ashore or operate systems to draw in the most comprehensive range of information to prepare, plan and write accurate and timely publications that are safe and credible to use. As an NWP author you will need to assess any development in Naval Aviation systems, as and when it occurs, incorporating consequential changes to procedures and operations into the publications. Lastly, as part of the UK support to NATO and Regional related Working Groups international travel will be required.

Open to UK nationals only.

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

Selection process details

This vacancy is using Success Profiles (opens in a new window) and will assess the following areas:

Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience.

Personal Statement:

Candidates will be required to provide a statement of suitability. ( 250 word count)

• Sea going experience.
• Naval Aviation experience

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

Behaviours:

• Communicating and influencing
• Working Together

At interview, candidates will be assessed against the following:

Behaviours:

• Communicating and influencing
• Working Together
• Leadership
• Managing a Quality Service
• Changing and Improving
• Making Effective Decisions

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.

If there is a large number of applications only the lead behaviour, Communicating and influencing, may be assessed on application, all behaviours will be assessed at interview.

This vacancy is part of the A Great Place to Work for Veterans initiative Making-the-civil-service-a-great-place-to-work-for-veterans

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.

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.