Head of Foundation GEOINT Dissemination

Job summary

The Defence Geographic Centre (DGC), part of the National Centre for Geospatial Intelligence (NCGI), delivers Foundation Geospatial Intelligence (GEOINT) and related services to Defence, government, and international partners, supporting decision-making from strategic to tactical levels.

The Head of Foundation GEOINT Dissemination is a DGC senior leader overseeing the selection, preparation, replication, and dissemination of Foundation GEOINT to meet approved customer requirements.

You'll lead teams which:

• Assess, select and prepare geospatial data and products intended for publication via DGC’s catalogue service and/or in response to customer needs that cannot immediately be satisfied by the catalogue service. The assessment and selection task ensures data and products most suitable for the intended use are identified and extracted. The preparation task may include processing of digital geospatial data into multiple standards-compliant formats.
• Provide discovery and ordering catalogue services enabling customers to self-select and order DGC’s already-published geospatial data and products. This activity enables DGC to optimise balance of resource committed to more complex emerging and urgent new requirements versus repetitive fulfilment of routine requirements.
• Deliver the replication (via in-house plotting / contracted lithographic printing), storage (a Map Depot) and dissemination (packaging / dispatch) of hardcopy (paper) geospatial products and digital media to customers in accordance with Defence policy and priorities. This activity completes the process through which catalogue and non-catalogue customer requests are fulfilled.

This role involves leading the modernisation of DGC’s provisioning, replication, and distribution capabilities during and after relocation from Feltham to Wyton, ensuring operational continuity.

A key challenge is integrating geospatial data selection and provisioning functions, previously separate, into the replication and dissemination pillar, updating culture, policy, and processes while leveraging technology.

You'll collaborate with NCGI Capability Leads and other function heads developing a more integrated, data-centric service balancing the needs of both paper and digital, connected and disconnected customers.

As a large part of your function is delivered within a warehousing/mechanical handling environment, you will maintain a safe and secure workspace through adherence to appropriate MOD policies. You will have specific responsibilities and accountabilities as the Engineering Officer for Dissemination, as defined in the DGC Equipment Care Directive. You'll work with Wyton HQ to understand how this process will adapt and integrate into Wyton’s Total Safety System following relocation.

You'll ensure your teams understand their roles in delivering product and data services to aviation within the Air Safety Management System framework.

This role is advertised at 37 hours per week.

Job description

Main Responsibilities:

The Head of Foundation GEOINT Dissemination will have a major role, as part of the senior team, in the leadership of DGC’s transition and relocation from MOD Feltham to RAF Wyton by 31 Oct 2026, and its continuing transformation thereafter. This includes the embedding of new technologies, new ways of working, and exploiting opportunities for closer integration with wider NCGI capabilities. The transformation additionally requires the development of a regenerated specialist workforce at RAF Wyton with the knowledge, skills and experience to be best in class.

Therefore, in addition to the enduring core responsibilities of the role specified under the headings below, you will also focus on:

• Identifying and engaging on transformation opportunities as well as supporting all relocating staff in their transition to RAF Wyton.

• Ensuring the appropriate transfer of knowledge and expertise to support DGC through transition and transformation.

A substantial in-person presence will be required at MOD Feltham until October 2026.

The enduring core role responsibilities include but are not limited to the following, and may be amended as transformation develops:

Leading, integrating and developing DGC’s Provisioning capabilities:

1. Implementing the integration of the Provisioning, Catalogue and processing functions into a single cohesive and effective team to meet current and future Defence needs.
2. Enabling the delivery of appropriate and prioritised Foundation GEOINT to customers throughout all planned transition, relocation and transformation activities, operating not as a stovepipe activity but as an integrated part of the whole of DGC/NCGI approach to service delivery against endorsed and prioritised requirements.

Leading and developing DGC’s Replication, storage and Dissemination capabilities:

1. Ensuring sustainment of an effective and responsive on-premises rapid product and data replication capability, developing relationships with other parts of NCGI to improve coherence and resilience.
2. Maintaining an effective relationship with MOD finance and commercial functions to ensure uninterrupted access via contracted services to bulk paper supplies and to responsive bulk/lithographic printing services optimised to fulfil both routine and crisis requirements.
3. Maintaining a safe and responsive map and media storage, packing and dispatch capability, in an industrial warehouse-type of environment which uses mechanical handling equipment.
4. Ensuring an effective transfer of the evolving Map Depot and dissemination capabilities from MOD Feltham to RAF Wyton, whilst maintaining an endorsed level of continuity of operations.
5. Maintaining an appropriate Quality Management System to ensure that the integrity of data and outputs is maintained and that processes are continually assessed for improvement.
6. Fulfilling the Engineering Officer role for Dissemination in accordance with the DGC Equipment Care Directive.

Contribution to Air Safety:

1. Ensuring that your team’s contribution to broader NCGI provision of data and products for safety of navigation for military aviation is delivered in accordance with the DGC Air Safety Management Plan.
2. Role model and champion a “Just Culture”.

[Note: Although an Air Safety leadership contribution is likely to endure, the scope may be reduced as DGC transformation continues]

Additional information:

The role currently has two direct reports and several countersigning responsibilities, which may evolve with DGC’s transformation and relocation.

Please note: DGC, MOD Feltham is permanently closing and relocating to AF Wyton, in line with the scheduled site closure,31st October 2026. Existing DGC MOD Feltham candidates that currently have a permanent duty station at MOD Feltham applying on level transfer or promotion will be entitled to relocation allowances. If the successful candidate is non-mobile, a request must be submitted to the PRIDE2 Change Panel before accepting any provisional offer made.

This position does not come with relocation allowances / support for any non-DGC, MOD Feltham based candidates, or Across Government candidates or External candidates.

The permanent duty station of this role is RAF Wyton. MOD Feltham relocating to RAF Wyton under PRIDE 2, with relocation ongoing until 31st October 26. Due to the nature of this role, the successful candidate will be required to travel to MOD Feltham and be physically present at MOD Feltham for a minimum of 60% of the working week (3 days), until 31st October 2026 and will be allowed to claim Travel and Subsistence.

There may also be a requirement for occasional travel to MOD Feltham between November 2026 to March 2027 if required to supervise the final stages of material relocation and disposal.

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.

Person specification

We are seeking individuals who can excel in a functional specialism leadership role within in the Geography Profession, underpinned by the ability to lead and manage teams with a diverse range of skills and outputs.

Essential criteria:

Through reference to previous roles and experience, and via the Personal Statement and Interview, candidates must demonstrate that they have the essential knowledge, skills and experience described below.

• A deep and broad understanding of the structure and operation of the national and international defence geospatial community at a level that demonstrates an ability to become a credible senior leader in the community.
• Understanding of how the utility and limitations of geospatial data and products are assessed and selected for diverse Defence requirements, at a level commensurate with being a credible senior leader in the community.
• Understanding of the role and principles of appropriate and accurate metadata in geospatial information management and exploitation with a particular emphasis on the management and assurance of data integrity throughout its life-cycle, at a level commensurate with being a credible senior leader in the community.
• Thinking strategically, with the ability to identify, communicate and manage risks and competing priorities.
• Leading and managing subject matter experts to achieve their full potential and continuously improve operational delivery to appropriate quality standards, and to delivering positive and progressive change within the organisation and across the wider Geography Profession.
• Engaging and influencing communities of interest and being adept at forging and managing relationships with a diverse range of stakeholders at all levels of the organisation and beyond.

Desirable criteria:

Chartered Geographer (CGeog) – the role holder will be encouraged and supported in pursuit of CGeog accreditation if eligible. If not immediately eligible, the role holder will be encouraged to join the CGeog Professional Pathway.

Experience of data, information and records management and governance – the role holder will be required to complete MOD Senior Information Manager training on appointment.

Behaviours

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

• Changing and Improving
• Leadership
• Making Effective Decisions
• Managing a Quality Service

Technical skills

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

• Defence Geography Framework - DG8 Disseminating Foundation GEOINT - Awareness Level

Benefits

Alongside your salary of £61,630, Ministry of Defence contributes £17,854 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• We offer a range of excellent benefits including but not limited to the following:
• All successful candidates will be eligible to join the Civil Service Pension Scheme with an average employer contribution of 28.97%.
• Leave entitlement - 25-day annual leave allowance per year increasing by 1 day per year (maximum 30 days per year). In addition, 8 statutory Bank Holidays and 1 privilege day per year.
• Complementing our generous annual leave allowance, we also have a flexible working scheme.
• Additional working pattern options – we have a strong culture of flexible working and encourage all employees to have a healthy work/life balance. We offer a wide range of potential working patterns, including part time, job share and compressed hours. These need to be balanced with business needs so they will vary from job to job. If you would like to know more, please speak to the Recruiting Line Manager.
• Professional Development - We are committed to your continued professional and personal development with learning as one of our core values.
• Health and Wellbeing – for a small fee we offer the staff at RAF Wyton the use of the exceptional site gymnasium facilities. Staff at Feltham who are members of the Civil Service Sports Council may use the gym free of charge until it is closed prior to site closure. We also offer the opportunity to participate, for a small fee, in a variety of sporting and wellbeing activities.
• We also offer an excellent range of family-friendly benefits, for example, enhanced maternity, paternity and adoption leave.
• Special Paid Leave to volunteer up to 6 days a year
• RAF Wyton and MOD Feltham have free car parking.
• RAF Wyton also has facilities such as Sports & Social Club, cafés and onsite shop.

Where business needs allow, some roles may be suitable for a combination of office and working from home as part of a non-contractual hybrid working arrangement. All office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to site capacity and any required workplace adjustments. Requirements to attend other locations for official business, or work in another MOD workplace, will also count towards this level of office attendance. Applicants can request further information regarding how this and other flexible working arrangements 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.

External recruits who join the MOD who are new to the Civil Service will be subject to a six-month probation period.

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, 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

At sift, applicants will be sifted against the essential experience and skills criteria defined in the Person Specification, using evidence provided in your CV and Personal Statement.

The Personal Statement must be no more than 750 words. It will explain how your knowledge, experience and skills, relevant to the purpose and main objectives of this role, have been applied to achieve outcomes. The selection panel will use your Personal Statement to assess your potential suitability for this role.

When completing your personal statement, please ensure that you read and understand the requirements described in the Person Specification section thoroughly, as this is what the selection panel will assess your Personal Statement against.

The layout of your Personal Statement is entirely your preference. You may decide to use narrative and /or bullets, etc. You may decide to address each of the Person Specification criteria separately, or you may decide to use examples that cover and evidence against several criteria.

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 we also welcome the sharing of life experience or passions that are relevant to the role.

A CV will be required for this position this cannot be uploaded to the advert. You will submit using the CV template provided on the CS Jobs dashboard in part two of your application, detailing job history, previous experience, and skills

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

Behaviours:

• Leadership
• Changing and Improving
• Making Effective Decisions
• Managing a Quality Service

Technical skills:

• Defence Geography 8: Disseminating Foundation GEOINT (Awareness Level)

[Note: Disseminating Foundation GEOINT is about providing authoritative Foundation GEOINT to customers in a timely and accessible manner (and in appropriate situations, non-authoritative Foundation GEOINT as a supplementary data source). It is about demonstrating an understanding of customer requirements and the means for preparing and executing various methods of disseminating geospatial data with associated metadata. This includes an awareness of dissemination systems, geo web services and customer client applications connected across networks. Refer to Defence Geography Functional Competence Framework, dated August 2019]

When applicants are providing evidence of behaviours (whether written or verbally) we would generally expect the examples to follow the STAR principles (Situation, Task, Action, Result). We encourage candidates to consider this model throughout their application and preparation for interview. You do not have to explain the whole process, instead focus on what you have achieved and how, and the skills and experience you have used.

Application/Interview Scoring System

NCGI adopts a scoring system of 1-7 for Behaviours, Technical skills, and Experience.

7- The evidence provided wholly exceeds expectation at this level

6 - Substantial positive evidence; includes some evidence of exceeding expectations at this level

5 - Substantial positive evidence of the competency or behaviour

4 - Adequate positive evidence and any negative evidence would not cause concern

3 - Moderate positive evidence but some negative evidence demonstrated

2 - Limited positive evidence and/or mainly negative evidence demonstrated

1 - No positive evidence and/or substantial negative evidence demonstrated

The sift should take place within three weeks of the job closing and candidates will be informed of the results, at all stages, via the website. Interview dates are to be confirmed. Interviews will be held in person at RAF Wyton.

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

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.
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 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 meet the security requirements before they can be appointed. The level of security needed is developed vetting (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

Open to UK nationals only.

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 : NCGI Recruitment Team
• Email : UKStratCom-DI-NCGI-Recruitment@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.

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