Delivery of Media and Communications. Production of media plans for major events to ensure maximum exploitation of content with subsequent news releases supported by effective imagery including Defence Imagery distribution. Maintaining external and internal facing communications platforms for web, Social Media and Sharepoint / TEAMS/ Outlook. Effective and timely production of External and Internal Communications. Coordination with the Air Sec staff in achieving LTT to support reputational messaging and responses. Ensuring awareness at Air Media and Comms on potential news items and coordination with spec staffs in production of content as a whole. Liaison with RU A9 personnel to determine RAF Honington content Engagement Activity: Develop and implement the RAF Honington Station Engagement Strategy, Including direction and guidance from wider RAF Strategy, Air Media and Comms and the RAF Command Plan. Ensure that all engagement activities are conducted within the specialist guidance and strategies of Air Media and Comms, Air Secretariat, and Department for Defence Communications. Provide specialist guidance and overview for all engagement activities from planning to delivery of all outputs across all platforms working with RU A9s as appropriate. Provide direction, media advice and support to all Air Base elements of RAF Honington, and RUs if requested. Maintaining an external comms channel for contact with RAF Honington by e-mail and telephone as well as via SM Messaging. Produce material required to support RAF publications such as CAS Reports to HM King, or competitions such as Firmin. Develop and maintain strong communications with local councillors from County to Parish Council and supporting periodic meetings as required. Plan and deliver the Annual Formal Reception ensuring full messaging opportunities against a guest list that is to be reviewed annually. Maintain effective communication with Community Engagement staffs including Rock Barracks, Woodbridge. Through your Youth Engagement SO3 provide a Youth Engagement Policy to direct STEM and Youth activities including Cadets and other Youth organisations through the ACLO and YALO. Includes Work Experience as required, within current operational and personnel constraints. RAF Media Services and Visual Communication. Line management of the Media Services section to deliver digital design work to support parented units against the local 3-tier response timescales and specified competencies. Delivery of printed material to support parented units against the local 3-tier response timescales and specified competencies. Line management of the RAF Honington Photographic Section (Visual Communications) RAF Honington Voluntary Band. Provide Line Management to the Voluntary Band Instructor. Liaison with OIC RAF Honington Voluntary Band to ensure a high public profile of musical output. Income Generation and Wider Markets. Be the Station lead for Income Generation and Wider Markets, maintaining contact with DIO, Air Commercial and the Station Business Management team to ensure the correct licensing and contract award processes are adhered to. Maintain (and annually review) the RAF Honington DIO database of facilities and infrastructure for filming and other media purposes. Be the Station lead for Encroachments (activities providing support to defence or the station community that do not warrant a WM contractual arrangement). Other Duties & Responsibilities. Editorship of the Honington Herald (four editions per annum). First point of contact for Station Enquires from the external website, SM pages and the Engagement Multiuser email address. First point of contact for all external requests for the Stn Cdrs attendance at any event and the filtering of these requests to the SDO and the Stn Cdrs PA. Person specification Essential Defence Communicators Course (or willing to be completed within 3 months of being in post if holding similar Civilian qualifications) Managing Civilians (or be willing to complete them within 3 months of being in post) Defence Mandatory Competencies (or be willing to complete them within 3 months of being in post) Introduction to Service Funds (or be willing to complete within 3 months of being in post). Desirable CS Interview Course PARMIS Account holder This role requires both skill and experience with engagement in multiple forms at the local and operational level and leadership of both Military and Civil Servants under your care and management. Languages English Behaviours We'll assess you against these behaviours during the selection process: Communicating and Influencing Leadership Developing Self and Others Seeing the Big Picture We only ask for evidence of these behaviours on your application form: Communicating and Influencing Leadership 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% 30 Annual Leave Days 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. 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. Once the closing date has passed you will be automatically informed of how many people have applied for the role. The Stn Cdr and his panel will conduct a sift and identify those that should progress to the interview stage. You will then be interviewed (if selected) with the final candidate then being selected by the Stn Cdr. Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience. Candidates will be required to provide a statement of suitability. 250 words At sift, you will be assessed against your CV, Statement of suitability and the following Behaviours: Communicating and Influencing Leadership At interview, you will be assessed against the following Behaviours: Developing Self and Others Seeing the Big Picture. 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. 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. 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 the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .