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Job summary

This is an exciting opportunity to work within the Physical Development Team at either RNAS Yeovilton or RNAS Culdrose. The Physical Development Support Officer (PDev SO) portfolio is a key component of Armed Forces operational capability, and comprises three pillars: Sport, Physical Education and Adventurous Training. Physical Development (PDev) offers a vital contribution in that it helps develop fitness, teamwork, leadership, self-discipline, determination, co-ordination, courage, individual and collective resilience, and consequently morale and fighting spirit. PDev also plays a meaningful part in Service life overall and is a core activity that provides a balance for the stresses of military life.

We have three vacancies (two based at RNAS Yeovilton, and one based at RNAS Culdrose) available as full-time positions which are advertised at 37 hours per week. Applicants seeking part time and job share will only be considered provided full time cover can be achieved. The appointed candidates will be expected to work within the gymnasium's duty rosters, which will include some early opening and late closing of the facilities. It will also entail some weekend working (Saturday morning only). Full details will be provided to candidates selected for interview.

Job description

RN Physical Development programmes contribute significantly to the development and sustainment of the Moral Component of Operational Capability by delivering individuals who are mentally and physically robust with a high degree of war-fighting spirit; they also make a substantial contribution to the maintenance of high morale. This is inextricably linked to operational efficiency; authorised PDev, is a condition of service with duty status and is a core activity that cannot be considered discretionary.

In support of the Live Well strategy, the PDevSO is key to the facilitation, administration and delivery of PDev to establishment personnel. They will be required to deliver Physical Employment Standards (PES) assessments and Phase 2 Training to a variety of Service personnel. The individual will provide support to Establishment Sports Teams and Service Sport Representatives, facilitate general fitness training, support the delivery of Adventurous Training (AT) and Challenging Activities (CALA) within the scope of qualifications, whilst developing close working relationships with the People Support Sports Delivery Teams, the Deployable Regional Unit and broader RN Sports Associations. A key delivery objective is to provide opportunities for participation in PDev at all levels across the Establishment.

The PDev SO will be the conduit to providing ‘Grassroots’ opportunities and thus supporting the RN PDevSO continuum at all levels, assist in delivery regional events and NAVYFit festivals at their establishment.

The PDev SO role will undertake administrative tasks as delegated by the PDev and Facilities Manager, that could include the Building Management, acting as the Health & Safety, Unit Health Committee/Executive Health Representative; Squadron and Departmental Sports Liaison, Event Organiser, and General Departmental tasks as delegated. They may be required to ‘upskill’ in some areas and must maintain their qualifications via Continual Professional Development (CPD).

Person specification

The ideal candidate will be expected to have a keen interest in sport, outdoor activities and fitness training. They should be suitably qualified with experience in the fitness sector and have been involved in sport management. The ability to demonstrate confidence in the delivery of PDev whilst able to motivate and coach others to get the best out of all personnel. They must have good organisational skills, be self-motivated, have a positive attitude and work well as part of a team. They will be expected to act as the Line Manager for Junior staff, be able to interpret Policy and lead by example by demonstrating a professional persona always. There is a significant office administrative element to this role and applicants should be articulate with good written and IT skills. Successful candidates will be mentored to the processes of Service writing when in post.

Essential:

Be able to achieve and Enhanced DBS

Relevant qualifications to deliver PDEV activity and classes.

Full Driving licence

Desirable:

Chartered Institute for the Management of Sport and Physical Activity (CIMSPA) Level 2 in gym instructing for circuit training delivery or equivalent evidence of skills and experience through other means.

Sport NGB Coaching Qualifications in cat 1 or cat 2 sports (listed below).

Athletics; Badminton; Basketball; Boxing; Cricket; Football; Golf; Hockey; Netball; Rounders; Rugby League/Union; Squash; Swimming; Tennis; Volleyball

Adventurous Training Qualifications, Level 2 First Aid or equivalent, lifeguard qualification.

Licences

UK driving licence

Qualifications

Relevant qualifications to deliver PDEV activity and classes.

Behaviours

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

• Leadership
• Working Together
• Developing Self and Others
• Managing a Quality Service

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

• Developing Self and Others
• Managing a Quality Service

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).

This job role is primarily on-site with some hybrid working, which is an informal, non-contractual and voluntary arrangement, blending a balance of attendance in the workplace, which is based on business assessment of where the work is best done and working from home as a personal choice (if the role is suitable for this). If you are successful, any opportunities for some hybrid working will be discussed with you prior to you taking up your post. The appointed candidate will be expected to work within the gymnasium's Duty rosters, which will include some early opening and late closing of the facilities. It may include some weekend working, which will be recompensed at the appropriate overtime payment rate or flexitime. Full details will be provided to candidates selected for interview.

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

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 opportunities to work towards membership of a professional body and/or undertaking an apprenticeship as part of your role.

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.

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 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.

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.

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.

Candidates will also be required to provide a statement of suitability. (250 Word count) The Personal Statement should be used to explain how you consider your skills and experience are relevant or transferable to the role.

At sift, you will be assessed against your CV and Personal Statement and the following Behaviour:

• Developing Self and Others
• Managing a quality service

In the event of a high number of applicants the sift will be assessed on Developing Self and Others and CV.

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

• Leadership
• Working Together
• Developing Self and Others
• Managing a Quality Service

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.

Applicants are invited to state their preference for the vacancy location or locations.

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 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.

CANDIDATE INFORMATION

Please read this document prior to completing your application.

Please note: internal candidates must include their staff number when prompted during the application process.

Should you have any queries relating to the vacancy information or sift and interview process, please contact the recruiting line manager using the contact details listed on the vacancy. Please do not direct vacancy related queries to the recruitment team as they will be unable to advise.

FURTHER INFORMATION

CV’s

Should the selection process require a CV, you will be prompted to complete the required criteria during the application process. CV’s sent directly to the recruiting line manager will be deleted immediately to maintain anonymity.

Civil Servants (all grades)

Applicants should monitor their Civil Service Jobs application centre regularly for updates.

Some of MoD’s Terms and Conditions of Service (TACOS) changed from 3 February 2014. Those TACOS changes applied to Broader Banded and Skill Zone staff who were new recruits to MoD or who were appointed to a post on substantive promotion, progression or advancement. On the same basis, the TACOS for Departmental Retained Grades changed with effect from 01 September 2014.

Applicants should be aware that any move across the Civil Service on or after 5 October 2018 may have implications on an employee’s ability to carry on claiming childcare vouchers.

Please see link below to Civil Service Recruitment Principles http://civilservicecommission.independent.gov.uk/wp-content/uploads/201…

Please see the MOD Privacy notice which informs how we will use your personal data, explains your rights and gives you information you are entitled to under Data Protection legislation.

https://www.gov.uk/government/publications/ministry-of-defence-privacy-…

Non Civil Servants

All employees joining MOD who are new to the Civil Service will be subject to a 6-month probation period effective from the employment start date.

COMPLAINTS

Please be aware that the selection and interviewing of applicants is the responsibility of the Recruiting Line Manager (RLM) and not the Defence Business Services (DBS) Resourcing team. DBS does not play any part in the selection and interview process itself.

Therefore, if you wish to discuss your feedback, or you are dissatisfied with your markings, you should in the first instance raise this with the Recruiting Line Manager of the vacancy.

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

FOR EXTERNAL VACANCIES 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

Cabinet Office Fraud Checks

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant whose details are found to be held on the IFD will be refused employment

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 : Kelly Davies, PDEV Manager, RNAS Yeovilton
• Email : Kelly.Davies211@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 Pack Opens in new window (pdf, 1607kB)20260408-Candidate Application Guide- Navy Opens in new window (pdf, 1513kB)Defence Civil Servant Offer Opens in new window (pdf, 1562kB)Defence Internal Brief Notice (2) Opens in new window (docx, 39kB)