Senior RadHaz Engineer

The RadHaz C2 Lead Engineer will carry out both theoretical and practical RadHaz assessments on a range of EMF emitting equipment ranging from Battlefield Communication Systems, Radar & other complex EMF emitters.

Make logistic arrangements for those assessments.

Produce concise and informative technical reports on those assessments to the MOD customer.

Represent DEMA RadHaz at Programme, Project, Safety case & committee meetings as tasked

This position is advertised at 37 hours per week.

The RadHaz C2 Lead Engineer will carry out both theoretical and practical RadHaz assessments on a wide range of EMF emitting equipment throughout the MOD's RF emitting environment ranging from Battlefield Communication Systems, Radar & other complex EMF emitters and produce concise and informative technical reports on those assessments to the MOD customer. This includes making the logistic arrangements for those assessments. The incumbent must be willing to drive (using MOD transport – training will be provided if necessary) to remote assessment sites in both UK and Worldwide and be willing to work in austere conditions (PPE will be provided) for the duration of the assessment

Represent DEMA-RadHaz at MOD Programme, Project and Tasking meetings, providing accurate SME advice regarding EMF safety, EMF safety policy and EMF safety law to those meetings.

Represent DEMA-RadHaz at MOD’s tri-service EMF safety committee meetings.

Support DEMA-RadHaz Policy & DEMA-RadHaz Navy Team to carry out exercises and assessment support when requested.

Minimum ONC in an Electrical/Electronics skill

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.

Candidate Information.docx

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 Personal Statement. (1000 words)

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

Behaviours

• Communicating and Influencing
• Making Effective Decisions
• Working Together

Technical Skills

• SE technical skills - Technical oversight and management - Overseeing technical work
• GSE technical skills - Technical oversight and management - Technical delivery/project management

At interview, Candidates will be assessed against the following:

Behaviours

• Communicating and Influencing
• Making Effective Decisions
• Working Together

Technical Skills

• SE technical skills - Technical oversight and management - Overseeing technical work
• GSE technical skills - Technical oversight and management - Technical delivery/project management

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.

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.

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