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Job summary

As an important part of the Ministry of Defence, Defence Intelligence (DI) provides intelligence analysis, specialist outputs and advice that supports decision making across government. At the heart of DI is the National Centre for Geospatial Intelligence (NCGI).

Within NCGI-Analysis (NCGI-A) our analysts gather information from a range of diverse sources to help influence decisions which range from national security to providing aid for countries hit by natural disasters. Every day is different, but decisions made really can make a difference.

Work undertaken by our analysts can vary from individual tasks to joint efforts with our partners within the United Kingdom and overseas. Our analysts are trained experts who have been encouraged and supported to develop their skills through personal and professional development. Our collaborative working environment ensures all analysts have an invaluable support network available to them.

This position is advertised at 37 hours per week.

Job description

As a HEO Imagery Analyst, you will be part of a team involved in the collection, processing and evaluation of raw, unprocessed imagery and wider GEOINT data, delivering robust and insightful analytical assessments. Assigned to a regional or thematic team and working alongside analysts from other disciplines, you will integrate imagery with a diverse range of non-imagery sources—including structured technical data and unstructured collateral—to enhance understanding and inform decision-making. You will support key decision makers by contributing to and satisfying Defence Prioritised Intelligence Requirements, adapting your Geospatial Intelligence (GEOINT) outputs as appropriate and helping to shape imagery collection priorities.

You will be expected to take on line management responsibilities and represent the UK in key relationships with a diverse range of individuals and partners.

Key thematic areas against which you will support GEOINT production include, but are not limited to:

• Delivering indicators and warnings to UK strategic and operational level planners
• Providing situational awareness to deployed UK Armed Forces
• Developing subject matter expertise on emerging military capabilities
• Increasing the Intelligence Community’s awareness of advancements in adversarial tactics, techniques and procedures

Continuous career professional development opportunities will be provided through tradecraft courses, conferences and career management. The IA community extends beyond the UK and DI IAs will be expected to share and improve their expertise through key engagement with international stakeholders at both the analytical and decision-making level.

Person specification

We are seeking an individual who is capable of seeking the most comprehensive data in support of detailed analysis, and who takes responsibility for producing an output which communicates their findings. We want an individual who can confidently represent their team and assigned portfolios in a range of forums, both nationally and internationally, and who takes responsibility for the output and standard of their team. The successful candidate will be able to provide direction and guidance to their team and be able to use a broad range of techniques to improve both their own output and that of their colleagues. The postholder will need to be able to mentor colleagues from a variety of backgrounds and help them to broaden their awareness and learn new skills. They will also need to show creativity in adapting their outputs to meet requirements as needed.

A key element of the intelligence cycle is dissemination, therefore strong report writing, verbal communication and presentation skills are crucial.

As a HEO Imagery Analyst, the development of your staff, where applicable, will be a principle responsibility, and you will work with a wide variety of partners to identify opportunities for your team to achieve their potential. You will also support staff and colleagues using relevant policy and guidance, regardless of the nature of the issue. In addition, you will role-model a strong commitment to continuous learning and professional development, demonstrating curiosity and a willingness to explore new data sources and tools. By actively developing your own skills and sharing knowledge and experience, you will foster a culture of learning, adaptability and collaboration across your team.

NCGI-A expects its employees to demonstrate the highest standards of honesty and integrity at all times, ensuring that their work is objective, evidence-based and handled with the appropriate level of discretion. You will be trusted to manage sensitive information responsibly, uphold professional standards, and act with accountability in all aspects of your role.

Essential qualification:

Successful completion of the UKIAC/DIIAC, FVEY Equivalent or RFIAC.

Desirable skills and qualifications:

Line management experience

GEOINT / IMINT Releasing Officer

Pathfinder IMINT Production Passport

Qualifications

Successful completion of the UKIAC/DIIAC, FVEY Equivalent or RFIAC.

Behaviours

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

• Developing Self and Others
• Leadership
• Seeing the Big Picture
• Working Together
• 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 (opens in a new window).

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 29.87%.
• 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 the use of the exceptional site gymnasium facilities.
• 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 has free car parking; and other facilities such as a Sports & Social Club, Gym and on site shop.

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.

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.

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 following:

All applicants will need to provide a personal statement, of no more than 750 words, including evidence of the following criteria as requested within the job advert as detailed below.

• Experience analysing and interpreting GEOINT associated data sets, including imagery, to produce clear, evidence-based intelligence assessments
• Ability to collect, process and evaluate structured or unstructured information to support decision-making
• Excellent written communication skills, including the production of clear and concise reports
• Evidence of representing yourself and/or your team in a variety of forums, both nationally and internationally
• Experience in providing direction, leadership and guidance to colleagues
• Ability to apply a broad range of techniques to continuously improve personal performance and that of the wider team
• Strong mentoring skills, with the ability to support and develop colleagues from diverse backgrounds, identifying opportunities to help them reach their potential

When completing your personal statement, please read and understand the requirements described in the Person Specification section thoroughly, as this is what your written evidence will be assessed against.

Your layout is entirely your preference; you may choose narrative, bullets, etc. You may choose to address each criteria separately or have examples that cover and evidence several criteria. Please ensure you evidence the requirements and what you have done that relates to the requirements. You do not have to explain the whole process, focus on what you have done and the skills and experience you have used. 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 life experience or passion you have that are linked to this role.

At interview, applicants will be assessed against the following:

Behaviours:

• Seeing the Big Picture
• Working Together
• Leadership
• Developing Self and Others
• Communicating and Influencing

Candidates will be required to give a presentation lasting no more than 10 minutes. This presentation will be used to assess the Communicating and Influencing behaviour. Details will be provided to the successful candidates when interview invites are released. Please note that this assessment is not a verbal behavioural example. It is a presentation exercise with a maximum duration of 10 minutes.

We would generally expect answers to follow the STAR structure and encourage candidates to use this throughout their application.

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

Sifts should take place within two weeks and candidates will be informed of the results, at all stages, via the website. Interview dates

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

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 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.

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.

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 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.

Attachments

NCGI Candidate Information Pack NCGI A Opens in new window (pdf, 443kB)MOD Candidate Pack 2024 Opens in new window (pdf, 1562kB)CSOC Candidate Pack (1) Opens in new window (pdf, 1777kB)Defence Internal Brief Notice (2) Opens in new window (docx, 39kB)