Primary Purpose Devonport Explosives Risk Advisor Warships In Harbour (DERA(WIH)) is responsible for managing the delivery of Risk Management relating to Warships In Harbour and all related Audit and compliance functions and is responsible to DESM for: Conducting detailed assessment of warships and berthing arrangements in HMNB Devonport with the aim of maintaining Warship in Harbour (WIH) Safety Certification. Prepare assessments of proposals for permanent and temporary increases of population including families days, ship homecomings and on-site NB events and issue reports and ALARP recommendations to platforms, Alongside Services, and other affected or interested parties. To maintain Devonports Warship In Harbour Safety Certification through the management of the NB Site Safety Case (Warship In Harbour). To manage and develop the WIH process with Project Managers/Stakeholders. To conduct assessment of new developments and population moves (for WIH and Explosive Licensing purposes). To conduct assessment of temporary increases in population events using the WIH Methodology Suite and any future computer models. To create WIH reports providing recommendations and control measures for Stakeholders. To update the Berthing Matrix and record all changes. To conduct and record assessments of new vessels. To conduct and record assessments of new berths. To review Planning Applications weekly, and challenge with Local Authorities. Manage preparation of a submission for the renewal of Devonports Certificate of Safety Explosives for Naval Bases (CSENB). Review developments and impacts to Explosives Licences and WIH assurance. Review and update the Functional Procedure for WIH yearly. To monitor, review and advise DESAG of any changes / updates emanating from DSA OME, NAG Regulation or Policy & Standards and assessing impact to NB operations. Engaging with other NB directorates, Project Managers & Stakeholders to advise on likely impact of population changes to WIH Berthing categorisation and bring to the attention of DESM any critical or unacceptable proposal. Prepare and present briefs on WIH Issues as necessary. Overseeing berthing / berth-side audits, risk assessments and maintaining population data conducted in support of WIH and wider group requirements. Providing support to DESM to ensure compliance with WIH berthing requirements and ensuring long term explosives safety certification. Attend NB Space Management and Allocation meetings, report and action ES/WIH applicable issues. Undertake active monitoring of NB developments, population increases and risks affecting ES & Warships in Devonport. Managing the DESAG NB Risk and Issue Register, review and update quarterly providing comments as required. Completing urgent Licensing issues in the absence of Devonport Explosives Licencing Officer (DELO), if SQEP. To provide competent timely technical support and advice to stakeholders on all matters concerning explosives safety, licencing policy and WIH relating to the Naval Base. Participating in a roster, during silent hours, to attend explosives accidents / incidents. Develop a comprehensive set of Desk Instructions for in-NB WIH procedures and assessments, drawing on user guides issued by Naval Authority Group (NAG), reviewing annually. Completing the weekly DESAG brief. Undertaking as directed, other activities in support of DESAG functions. Secondary Purpose To support the delivery of Group Outreach activities (This will require enhanced DBS Clearance). Assist the DESM with Emergency Planning and Exercise preparation. To support Group specialist training activities. To provide WIH mentoring and advice to CBF Gibraltar and HMNB Portsmouth. In the absence of DESM act as deputy. Assist Group during Range activities. Attend meetings as required. Manage DESAG apprentice and work experience students placed within the team by providing suitable work to allow successful completion of qualifications via evidence-based work and learning objectives set out in the students contracts. Support the DESM and DELO in day-to-day activities. To be the Quality Point Of Contact (QPOC). Responsibilities The postholder must adhere to the NBC(D) Diversity and Inclusion Policy Authority DERA(WIH) is authorised to take such action as is necessary to execute their responsibilities and carry out defined tasks within specified time and financial constraints and strictly i.a.w. DESAG procedures and professional policies and practices. DERA(WIH) is authorised to liaise with Naval Authority Group, Platform Authorities and NB staff level, FOST, HM ships and foreign vessels, Regulatory Authorities, NB Lodger units and DRDL (Babcock). Conduct Inspections, Advisory Visits and Audits in pursuit of the DESAG general purpose. To bring to the immediate attention of DESM, any explosives related work or activity, which the post holder believes, is likely to cause injury or harm to personnel, the environment and/or breach Explosive Safety regulations. Person specification We are looking for a proactive individual with strong organisational skills and a background in Explosives Safety / Licencing and experience of Warships in Harbour methodology. Excellent oral communication and able to create written work to a high standard including analytical assessments and reports. Exemplifies a One Team mindset, builds and maintains strong working relationships with internal and external stakeholders, collaborating with others to find solutions to problems together to maintain outputs. Languages English Behaviours We'll assess you against these behaviours during the selection process: Seeing the Big Picture Changing and Improving Communicating and Influencing Benefits Alongside your salary of 36,530, Ministry of Defence contributes 10,582 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. 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% Where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to capacity and any required workplace adjustments. Requirements to attend other locations for official business, or work in another MOD office, will also count towards this level of attendance. Applicants can request further information regarding how this 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. 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 Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience. 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. 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/or Statement of suitability (250 Max word Count)and the following: Seeing the Big Picture Changing and Improving Communicating and Influencing At interview, you will be assessed against the following Behaviours: Seeing the Big Picture Changing and Improving Communicating and Influencing 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-Resourcingteam3mod.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. Sift & Interview to be held at HMNB Devonport. 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 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 the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .