Fraud Defence Confidential Hotline Case Manager

Job summary

As a member of the Fraud Defence team, you will support the wider counter fraud and corruption work at MOD, including supporting projects and programmes of work designed to continuously improve MOD’s counter fraud and corruption maturity.

The role involves managing our relationships with a range of partners, which includes Ministry of Defence Police, Service Police, Contractors and Senior Civil Servants across the spread of MOD.

This position is advertised at 37 hours per week.

Job description

We are looking for an experienced Intelligence practitioner with recent experience in managing, overseeing and assuring the safe, effective receipt, evaluation, assessment and dissemination of information received from whistle-blowers and intelligence sources.

A permanent position has arisen within the MOD Fraud Defence, Confidential Hotline Team, based at RAF Wyton. To receive allegations of criminality, misconduct, or unethical behaviour by MOD employees, service personnel or contractors.

The successful candidate will report to the Head of the Confidential Hotline, Fraud Defence.

The successful candidate will:

• Act as a first point of contact for the Confidential Hotline
• To manage reports of fraud and irregularity via a number of routes, including telephone, email and online.
• Managing the lawful and safe delivery of whistleblower / Humint activity in accordance with Regulation of Investigatory Powers Act 2000 and associated Codes of Practice and Fraud Defence Standard Operating Procedures.
• To ensure all WB concerns are handled iaw the Departments Raising a concern policy.
• Allocating and directing the day to day work of EO case advisors engaged in debriefing, evaluating and recording information supplied by sources.
• Assessing intelligence and disseminating it to appropriate Defence recipients. Monitoring the welfare, health and security of the sources and the officers engaged in handling them.
• Ensuring that accurate and comprehensive records of source material are kept, including contact reports, risk assessments.
• Maintaining an up to date knowledge and understanding of guidance and legislation applicable to this work area.
• Providing management of serious duty of care issues. Liaising with and educating Defence customer, where necessary, ensuring that procedures are RIPA and or CPIA, SOP and policy compliant.
• Ensure cases are accurately recorded and suitably progressed to conclusion checking data quality is appropriate to support business needs.
• To line manage CH casework advisers providing advice and mentorship.
• Promoting the work of the Confidential Hotline within the MOD and externally.

Person specification

This is a demanding and highly sensitive area of work and requires contact with sources from all backgrounds and with a variety of reasons for contacting Defence. The successful candidate must therefore be able to demonstrate that they possess robust, adaptable and resilient people skills.

It is highly desirable therefore that you have:

• An understanding of the Criminal Justice system and, in particular, statutory responsibilities under the Criminal Procedure & Investigations Act 1996.
• Excellent communication skills – particularly strong inter-personal and interview skills. Ability to develop firm working relationships.
• Have a wide understanding of Defence business.
• Knowledge and practical experience of covert investigation and/or intelligence gathering techniques, procedures and processes within the Regulation of Investigatory Powers Act 2000 (RIPA).
• Team working is also an important part of the successful working of a CH, therefore the post holder must be able to work well as part of a team providing support and where appropriate be integral to +.
• Any or all of the above can have been gained in commerce, public sector or law enforcement sectors.
• Ability to manage and evaluate fraud information to ascertain its value and disseminate as appropriate in accordance with the correct handing guidance.
• ACFS or Equivalent.
• Experience in public sector business is an advantage.

Behaviours

We'll assess you against these behaviours during the selection process:

• Communicating and Influencing
• Making Effective Decisions
• Leadership
• Working Together

We only ask for evidence of these behaviours on your application form:

• Communicating and Influencing

Benefits

Alongside your salary of £37,720, Ministry of Defence contributes £10,927 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.

Please note:

• 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.
• 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.

MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights.

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.

MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights.

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

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

Application stage

Applications will be sifted on all Success Profile elements, but in the event of a high number of applications, a sift will be conducted on your Personal Statement.

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. (in no more than 750 words)

At sift, you will be assessed against your CV and Statement of suitability and the following:

• Communicating and Influencing

We only ask for evidence of these behaviours on your application form:

• Communicating and Influencing (In no more than 250 words)

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.

Interview stage

The interview will be assessing the experience criteria as outlined in the job advert and the following Behaviours.

• Making Effective Decisions
• Leadership
• Working Together

Timetable

• Advert closes 7th June 2026
• Sift to take place w/c 8th June 2026
• Invite to interviews w/c 15th June 2026
• Interviews are expected to take place w/c 29th June 2025

All dates are indicative and subject to change.

Further information:

All interviews to be in-person at RAF Wyton.

It will not be possible to provide feedback to applicants who are unsuccessful at the application stage.

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.

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.

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.

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 theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

Apply and further information

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : Mark Moakes
• Email : mark.moakes296@mod.gov.uk

Recruitment team

• Email : DBSCivPers-Resourcingteam3@mod.gov.uk

Further information

Please ensure you read the attached candidate information document prior to completing your application. 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. 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.

Attachments

Candidate Information Opens in new window (docx, 32kB)Defence Internal Brief notice Opens in new window (docx, 43kB)Defence Civil Service Offer Opens in new window (pdf, 1562kB)