Navy Infra is looking to recruit an Assistant Site Infrastructure Delivery and Asset Manager (Asst SIDAM) this role will be based at either RM Chivenor or Commando Training Centre Royal Marine (CTCRM). This role has the following deliverables Safe & Legal Risk Management 10% Ensure the HOE maintains a risk balanced position on Safe and Legal compliance, through effective engagement and collaboration across the Establishment Infrastructure Enterprise (DIO and Industry Partner(IP), wider technical subject matter experts (NI Risk and Safety lead, DIO COE, and IP), and using the Asset Safety Reports (ASR) on the Asset Information Portal (AIP). Working with the DIO and IP, prioritising S&L works that need to be complete In Year (IY) and ensuring a plan is in place for those S&L works that are required in future years. The Assistant SIDAM is responsible for ensuring that any Infrastructure cause of Capability risk is captured correctly on POL via the HOE's risk point of contact. Asset Management 30% Undertaking and utilisation of asset management activities across the establishment, understanding asset management priorities and using evidence to inform asset management decisions. The Assistant SIDAM should demonstrate collaborative working with the SIDAM, HoE, DIO, and IPs to support in the development of Asset Management plans, including life-cycle programmes, to maintain, sustain and where required, change, to realise best value from assets, with detailed input to the Establishment Programme. The Assistant SIDAM is also responsible for supporting the SIDAM in the management of Establishment Programmes and must ensure that Asset Management is fully embedded. The Assistant SIDAM will support the regular review of the Establishment Programme to encapsulate stakeholders priorities, ensuring that plans align with Asset Management in Defence Policy. Responsible in providing administrative support in updating Asset Management Plans, enabling the SIDAM to undertake Asset Management Activities. Courses to be completed on DLE within 6 months: Asset Management Awareness Asset Management in Defence Asset Management Foundation Asset Management Certificate Minor Prog 20% The Assistant SIDAM supports the delivery of all projects, working with the establishment teams (DIO & IP) to maintain a comprehensiveunderstanding of all tasks that sit within the Min Prog. The Assistant SIDAM is responsible for supporting the project management of all Min Prog tasks, assisting in providing regular updates at programme boards, highlighting risks to delivery, and presenting options for recovery. Development of all funding and approval forms/documents in line with current thresholds and processed ensuring the requirement is captured at the outset and documented consistently from SoN to Handover. The Assistant SIDAM will provide administrative support in Minor Prog activities, including assisting with the development of approvals cases/business cases and relevant evidence/ supporting documentation. Responsible for assisting the SIDAM in the regular review and prioritisation, with HoE, of future years projects, to ensure the plan remains in line with HoE direction. Allocated Funding 25% As the role of Assistant SIDAM, the post holder will support the development and maintenance of plans to utilise site allocated fundingin support of HoE priorities, understanding the IP capacity to deliver and IY milestone management. The Assistant SIDAM is responsible for ensuring that prioritised allocated funding tasks are clearly articulated to the DIO site team, removing ambiguity, to ensure swift delivery of non-complex, low value tasks. The Assistant SIDAM must understand the IP capacity to deliver and be able to demonstrate effective use of site allocated funding to support requests for IY top ups. FDIS Understanding 10% As the role of Assistant SIDAM the post holder will have a sound working knowledge of, and ensuring that, they are competent on the terms and conditions of the Future Defence Infrastructure Services (FDIS) contract to be able to engage with Establishment Infrastructure colleagues (DIO and IP) and also to ensure that Navy Command is fully exploiting, and getting best service out of FDIS as part of their business-as-usual engagement. MPP stakeholder 5% The Assistant SIDAM supports the SIDAM as the Establishment subject matter expert in being a full member of any Major Projects team from Statement of Need (SON - Royal Institute of British Architects (RIBA) Stage 0) to Handover (RIBA Stage 6) and then accepting from the HQ IDAM, on behalf of the HOE for use (RIBA Stage 7). The Assistant SIDAM will assist the SIDAM in collaborative working with the Navy Infrastructure HQ IDAM, in providing administrative support by supplying data on asset utilisation and laydown, and Establishment intelligence, ensuring new asset are captured in AMP and Establishment Programme, to fully support the future MAINTAIN and SUSTAIN activities and inclusion within the Establishment Asset Management strategy. Once experienced, the Assistant SIDAM will be expected to cover for the SIDAMs when they are out of office or where a clash of meeting occurs. Other tasks as required within the Establishment to support the HOE, and from Navy Infra HQ will be required, but not at the expense of the core role as outlined above. Person specification This is a challenging but interesting role, the first step on the ladder of a rewarding career working in Defence Infrastructure. We are looking for a proactive person, who is adept at prioritising a demanding workload, initiating, and taking work forward, often to tight deadlines, and covering a wide range of issues. Above all, having a sense of humour, a resilient approach, and being able to make a decision, then you are the person we are looking for Licences The successful candidate will need to have a full driving licence as travel is required between NCHQ, RM Stonehouse, and multiple Establishments within the site clusters Behaviours We'll assess you against these behaviours during the selection process: Seeing the Big Picture Delivering at Pace Changing and Improving Managing a Quality Service Leadership Working Together Making Effective Decisions We only ask for evidence of these behaviours on your application form: Seeing the Big Picture Delivering at Pace Changing and Improving Managing a Quality Service Technical skills We'll assess you against these technical skills during the selection process: P3M04 Leadership P3M26 Capability Management P3M19 Stakeholder and Communications Benefits Alongside your salary of 29,580, Ministry of Defence contributes 8,569 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 25 days annual leave 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. 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, Experience and Technical skills. 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 the following Success Profiles Behaviours/Technical Skills: Seeing The Bigger Picture Delivering at Pace At interview, you will be assessed against the following Success Profiles Behaviours/Technical Skills: Leadership Working Together Making Effective Decisions At sift and interview, you will be assessed against the following Success Profiles Behaviours/Technical Skills: Changing and Improving 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. Experience: Essential Proficient use of Microsoft programmes and applications Experience in managing customer delivery. Experience of Stakeholder Management and communicating at all levels Excellent organisation skills Desirable Knowledge of Defence and Navy Command Approvals Processes. Knowledge of Defence Infrastructure Service Delivery. Knowledge and understanding of assurance and compliance processes. Technical: Essential L2 Competences these will be tested as part of the interview process P3M04 Leadership P3M26 Capability Management P3M19 Stakeholder and Communications Management Desirable Project Management qualification Asset Management qualification/related courses/experience/equivalent Line Management qualification/related courses/experience/equivalent. 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. 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 CVs Should the selection process require a CV, you will be prompted to complete the required criteria during the application process. CVs 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 MoDs 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 employees ability to carry on claiming childcare vouchers. Please see link below to Civil Service Recruitment Principles http://civilservicecommission.independent.gov.uk/wp-content/uploads/2018/03/RECRUITMENT-PRINCIPLES-April-2018-FINAL-.pdf 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-notice/mod-privacy-notice 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: infocsc.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 the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .