Safeguarding Manager

Job summary

Commander Royal Navy Cadet Forces (RNCF) is responsible for the RN’s three MoD sponsored cadet forces; the Combined Cadet Force, the Volunteer Cadet Corps and the Sea Cadets Corps (the latter is managed by the independent charity, the Marine Society and Sea Cadets). RNCF HQ has a national remit, spanning over 21,000 cadets and 8,000 adult volunteers, activity is delivered utilising a range of MoD capabilities (infrastructure, boats, aircraft, weapons) as well as through civilian provision. The RNCF also manages connections with youth organisations, namely RN Affiliated Sea Scouts and elements of UK Girl Guides, it also delivers the Service’s Youth Engagement Team.

RNCF provides opportunities for young people to exercise responsibility and leadership, and to learn how they can be developed through a variety of military and challenging training activities. Imparting a basic knowledge and understanding of Defence and the role of the Armed Forces in society, RNCF invests in Future Navy skills whilst ‘improving life chances for young people’ by:

• Achieving societal impact through inspiring young people and helping to breakdown barriers to opportunity.
• Supporting a curriculum providing life and technical skills, including a STEM strategy based on Cyber, Air and Maritime, contributing to Future Navy and national resilience.
• Connecting Navy to society through cadet engagement with academia, industry and business partners, and wider communities.
• Raising awareness of, and connection to, maritime careers and nurturing an interest in the Royal Navy.

The Safeguarding Manager ensures the safe delivery of all youth activity across this diverse enterprise.

This position is advertised at 37 hours per week.

Job description

The Royal Navy Cadet Forces (RNCF) are seeking a skilled and committed Safeguarding Manager to lead and strengthen safeguarding across all RN‑sponsored cadet and youth activities. This is a pivotal, safety‑critical post responsible for delivering coherent safeguarding governance, robust case management oversight, and unified policy across a complex enterprise involving statutory frameworks, Defence policy, volunteer organisations and charity partners.

You will act as the principal safeguarding advisor to COMD RNCF, own and maintain the RNC Supervisory Care Directive, coordinate assurance activity, and lead multi‑agency engagement across Defence Safeguarding, RF&C, MSSC, ACF and RAFAC.

We are looking for a safeguarding professional with advanced training (DSL/Level 3+), strong analytical skills, multi‑agency experience and the confidence to influence senior decision‑makers. If you're passionate about protecting young people and driving cultural improvement across a national youth organisation, we’d love to hear from you.

The Safeguarding Manager provides professional leadership, coherent governance and specialist advice across all safeguarding matters affecting RN‑sponsored cadet and youth activity. The role ensures a unified safeguarding approach across Defence, statutory and charity‑sector requirements and oversees implementation of the Supervisory Care Directive (SCD). The post was established following cross‑Defence safeguarding failures, recognising the need for strengthened oversight, consistent reporting and professionalised safeguarding practice.

The postholder liaises with Defence Safeguarding, RF&C, MSSC, Single Services and youth‑sector safeguarding hubs, ensuring alignment, best practice sharing and effective case coordination.

Key Responsibilities:

Principal Safeguarding Advisor to COMD RNCF

• Provide authoritative safeguarding advice on all youth activities.
• Interpret legislation, statutory guidance, Defence Safeguarding policy and apply them to RNCF delivery environments.
• Provide specialist advice on thresholds, reporting routes, information‑sharing and case handling.
• Act as primary liaison with Defence Safeguarding, RF&C, MSSC, ACF, RAFAC and statutory partners.
• Provide professional safeguarding input to governance boards, incident reviews and strategic decision‑making.

Ownership & Management of the Supervisory Care Directive

• Act as custodian for the SCD, ensuring it is lawful, current and aligned with Defence direction.
• Lead SCD development cycles, consultation, review and publication.
• Ensure consistent adoption across CCF(RN), SCC, VCC and all RN‑supported youth programmes.
• Produce supporting guidance, training and communications.

Coherence of Safeguarding Governance, Practice & Assurance

• Maintain enterprise‑wide oversight of safeguarding across all RN cadet activity.
• Liaise with Heads of Establishment to ensure local frameworks, reporting and supervision meet statutory and MOD expectations.
• Coordinate safeguarding policy development, risk identification, assurance, audit, compliance checks and follow‑up.
• Manage safeguarding concerns, incidents, near misses, triage and escalation.
• Lead integration and dissemination of Lessons from Experience (LfE).
• Chair the termly RNCF Safeguarding Working Group and produce formal outputs.
• Represent RNCF at RF&C and MSSC safeguarding forums.

Person specification

Essential Criteria

• Advanced safeguarding training (DSL / Level 3+).
• Relevant qualification in safeguarding, social care, youth work, education, policing or similar (Level 4+ or equivalent experience).
• Experience in safeguarding governance, incident handling, case management and multi‑agency processes.
• Auditor/Internal Auditor qualification or willingness to complete within 12 months.

Desirable Criteria

• Degree‑level qualification.
• Higher‑level safeguarding training (Level 5/6 or advanced multi‑agency).
• Experience of Defence youth environments (ACF, RAFAC, SCC, CCF).
• Experience within charity or volunteer‑led youth organisations.

Technical Requirements

• Assurance/audit/compliance methodology knowledge.
• Information governance and data protection competence.
• Experience producing high‑quality safeguarding policy, risk and assurance documentation.

Qualifications

•Advanced safeguarding training (DSL / Level 3+).
•Relevant qualification in safeguarding, social care, youth work, education, policing or similar (Level 4+ or equivalent experience).

Behaviours

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

• Leadership
• Changing and Improving
• Seeing the Big Picture
• 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.

As a civil servant in Navy Command, you will be part of a forward-looking organisation with inclusive workplace policies, excellent career prospects, and a job that makes a difference.

Navy Command prides itself on being a supportive employer and where possible encourages flexible working, helping you to maintain a great work/life balance.

Other benefits for Navy Command civil servants include:

• 25 days paid annual leave rising (1 day per year) to 30 days upon completion of 5 years’ service · A very competitive pension scheme
• Personal & professional development
• Alternative working patterns for many roles
• Access to a confidential, professional support service
• Discount schemes
• Bicycle / season ticket loans
• Enhanced maternity, paternity, and adoption leave
• Special paid leave to volunteer up to 6 days a year

Our sites in the Portsmouth area offer an impressive range of on-site facilities including a gymnasium, tennis courts, and other sporting facilities, a children’s nursery, a bistro restaurant, a shop and plenty of car parking spaces.

In Navy Command we believe that everyone has the potential to make a difference, and you will be supported to help you learn and advance in your career. This includes working towards membership of a professional body and/or undertaking an apprenticeship as part of your role.

An apprenticeship is a combined package of work and training. Through an apprenticeship you will gain professional knowledge, practical experience, and the broader skills required to upskill you in your current role and pave the way for your future career. Most of the training will be ‘on-the-job’, with the remaining ‘off-the-job’ training often delivered by a training provider. This means minimal disruption and maximum impact.

Professional qualifications can be achieved through an apprenticeship and range from Level 2 (equivalent to 5 GCSEs), Level 3 (equivalent to 2 A Levels), and Levels 4 -7, which can give you a foundation degree, a full Bachelor’s degree, or a Master’s degree.

Apprenticeships normally last between 12 months - 3 years, depending on the level of the apprenticeship.

Anyone can undertake an Apprenticeship and everyone, regardless of age, can benefit from developing their skills in an accredited way. Successful candidates can discuss their development options with their manager when in post.

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.

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.

Your suitability for the role will be assessed using the Success Profile elements that have been chosen for this campaign. Each element will be scored accordingly. This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.

We welcome applications from everyone irrespective of gender and ethnic group. Appointment will be based on merit alone.As part of the application, you will be asked to complete:

• A CV (job history / qualifications / skills)
• Statement of Suitability (500 words maximum)
• Evidence of the behaviours (250 words maximum per behaviour)
  • Leadership
  • Changing and Improving
  • Seeing the Bigger Picture
  • Communicating and Influencing

The Statement of Suitability must be aligned to demonstrate how you meet the essential criteria as detailed in the job advertisement.Please include a) Why you are interested in this role, b) How your skills and experiences would add value to this role.

In an event where a high volume of applications are received, an initial sift will take place using the Statement of Suitability and the Behaviour Leadership. (The other behaviours will be tested at interview).

Successful candidates shortlisted for interview will be tested using Behaviour based questions and, on all behaviours, listed on the advert.

You will need to merge your CV and covering letter into one document. When submitting your application Applied will ask you to upload a CV, when doing this you should upload your merged document of your CV and covering letter.

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 : Mr Jake Orr
• Email : Jake.Orr104@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

Navy Command Applicant guide Opens in new window (pdf, 2922kB)MOD Candidate Pack Opens in new window (pdf, 1562kB)Candidate Information Pack Opens in new window (docx, 31kB)