Historical Records Officer 2B Air Historical Branch (RAF)

Job summary

The Air Historical Branch (RAF) is a small in-house team which supports the work of Ministers, the MoD, RAF, Air Staff and Air Headquarters among others. As well as being the official historians of the RAF, the Branch maintains the RAF’s central physical and digital archive and photographic collections, ranging from 1912 to the present day. Alongside providing advice and information to the RAF and MoD on historical and heritage matters, consulting with Other Government Departments and Non-Government Organisations, and producing the Official Histories, the Branch also delivers a public enquiry service.

The Branch receives about 1,600 enquiries annually. Around 300 of these are Freedom of Information Act (FOIA) requests – a five-fold increase since 2020. AHB (RAF) is now the sixth most productive FOIA cell in the MoD.

The Historical Records Officer is central to the output and public face of the Air Historical Branch (RAF). They undertake a range of tasks which are central to Branch business. The postholder must be hard working and well-motivated. They must be able to analyse evidence effectively to produce accurate and concise pieces of work. The postholder must be capable of effective communications, both orally and in writing, to respond to customers drawn from within and beyond defence.

The postholder must display a willingness to work with and assist other members of the Branch, when necessary, particularly in responding to FOIA requests and answering public enquiries.

This position is advertised at 37 hours per week. Job share and part-time arrangements may be considered, providing that business needs are met.

Job description

In this post there is an emphasis on historical research, primarily the investigation of historical RAF casualty identification cases. This involves researching casualties or wreckage identified by members of the public, foreign militaries/governments, or the Commonwealth War Graves Commission (CWGC), in the form of battlefield recoveries or established graves that have been marked as ‘unknown airmen’. The Researcher is responsible for tracing and, where possible, positively identifying such remains and passing the results of investigations to the Joint Casualty and Compassionate Centre (JCCC) and the CWGC. This role also includes investigating cases of non-commemoration, where personnel entitled to CWGC headstones have been previously overlooked.

The main duties in this strand of work are:

• Researching and assisting the Senior Researcher in replying to historic casualty identification cases in response to requests from the JCCC, CWGC and members of the public
• Presenting and discussing the results of your research with the Senior Researcher, other senior staff and in Identity Case Panel meetings. Drafting and issuing letters to the Claimant and JCCC/CWGC as required by the Senior Researcher.
• Researching cases of non-commemoration of RAF casualties in response to requests from the CWGC and submitting their findings to the Senior Researcher.

The postholder will lead for the Branch on cases involving the Protection of Military Remains Act, 1986 (POMRA) and will consult with the JCCC on the granting of licences to excavate any military aircraft crash site in the UK. They will also assist the Branch’s Senior Researcher in answering enquiries regarding RAF unit seniorities.

Answering historical enquiries often requires analysis and examination of diverse sources to produce a cogent response within 20 working days. The postholder will ensure that replies maintain professional standards and are compliant with MOD and government policy. Enquiries will include the more complex requests for clarification of Record of Service documents, analysing each document to provide clarification and address the queries of each enquirer. Alongside this, the drafting of responses for FOIA requests will involve gaining a familiarity with the Act, an understanding of digital redaction techniques and an ability to work within the 20 working days statutory response time mandated by the Act.

There may be occasional outreach activities to represent the Branch and provide advice to stakeholders.

It is not envisaged that the postholder will manage any staff.

The successful candidate will be required to obtain Security Clearance if not already held.

Person specification

Essential

• A degree in History or a related discipline
• Strong organisational and research skills
• An interest in RAF history and heritage
• Experience maintaining, updating and revising records and databases

Desirable

• Some understanding of the operation of the Freedom of Information Act 2000
• Some familiarity with RAF records
• Some knowledge of the technology applicable for the Freedom of Information Act redaction process

Qualifications

A degree in History or a related discipline.

Behaviours

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

• Making Effective Decisions
• Communicating and Influencing
• Working Together
• Delivering at Pace

Benefits

Alongside your salary of £30,740, Ministry of Defence contributes £8,905 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).

• 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%
• 25 days paid annual leave rising to 30 days on completion of 5 years' service plus leave from HM The King's birthday
• 6 days special leave per year which can be used for volunteering activities
• Enhanced maternity, paternity and adoption leave

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.

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.

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

At sift, you will be assessed against your CV and the following Behaviours:

• Making Effective Decisions
• Communicating and Influencing
• Working Together
• Delivering at Pace

At interview, you will be assessed against the following Behaviours:

• Making Effective Decisions
• Communicating and Influencing
• Working Together
• Delivering at Pace

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.

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.

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

Security

Successful candidates must undergo a basic (or equivalent) 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 : Alastair Noble
• Email : Alastair.Noble101@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

Air Command's Applicant Guide Opens in new window (pdf, 499kB)Terms and Conditions of Service 1 Opens in new window (docx, 24kB)Candidate Information updated_ Opens in new window (docx, 32kB)Defence Civil Service Offer (1) Opens in new window (pdf, 1563kB)