The Post Holder is responsible for: Safe & Legal Risk Management 10% The SIDAM is responsible for ensuring the HOE maintains a risk balanced position on Safe and Legal compliance, through effective engagement and collaboration across the Establishment Infrastructure Enterprise (DIO and 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, to inform and advise on prioritising S&L works that need to be complete IY and ensuring a plan is in place for those S&L works that are required in future years. The SIDAM is also 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% The SIDAM is responsible for the undertaking and utilisation of asset management activities across the establishment, understanding asset management priorities and using evidence to inform asset management decisions. The SIDAM should demonstrate collaborative working with HoE, DIO, and IPs to develop Asset Management plans, including life-cycle programmes, to maintain, sustain and where required, change, to realise best value from assets. Providing recommendations for future planning based on trends, themes, and evidence to form long-term strategic plans, by utilising Asset Management systems (AIP). The SIDAM is also responsible for the management of Establishment Programmes and must ensure that Asset Management is fully embedded. The SIDAM should regularly review and adapt the Establishment Programme to encapsulate stakeholders priorities, ensuring that strategic plans align with Asset Management in Defence Policy. Minor Prog 20% The SIDAM is the Navy Infra SME working with the establishment team (DIO and IP) to maintain a comprehensive understanding of all tasks that sit within the Min Prog. The SIDAM is responsible for the project management of all Min Prog tasks, providing updates at regular 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. Responsible for the regular review to inform and advise in support of prioritisation, with HoE, of future years projects, to ensure the prioritisation is reviewed and remains in line with HoE direction. Allocated Funding 20% As the HoE lead for Infrastructure, the SIDAM will develop and maintain a plan to utilise site allocated funding in support of HoE priorities, understanding the IP capacity to deliver and IY milestone management. SIDAM is responsible for ensuring prioritised allocated funding tasks are clearly articulated to the DIO site team, removing ambiguity, to ensure swift delivery of non-complex, low value tasks. 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 HOE lead for Infrastructure at the Establishment, the SIDAM is to ensure 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% As the Establishment subject matter expert, the SIDAM is a full member of any Major Projects team from Statement of Need (SON - RIBA Stage 0) to Handover (RIBA Stage 6) and then accepting on behalf of the HOE for use (RIBA Stage 7). Working with the Navy Infrastructure HQ IDAM, providing advice and guidance on as the Site Asset Management Plan, data on asset utilisation and laydown, providing the HOE view across the Establishment, and ensuring new assets are captured within the AMP and Establishment Programme for future MAINTAIN and SUSTAIN activities. ISCMB 5% The SIDAM is the Infrastructure Line of Development (ILOD) lead for In Service Capability Management Boards (ISCMB) for Equipment and capability already in service across Navy Command and other TLBs as lodgers. This element of the role is to provide Infrastructure advice and guidance on planning and delivery, but also to ensure that the ISCM Team are provided with options that meets their requirements, whether this is sustainment of existing or CHANGE. The SIDAM is responsible for ensuring the Project team have the correct planning and actual costs; are aware of the different delivery routes; and options to achieving the output. The SIDAM will then ensure the relevant approvals is in place via the IPMO, and then track the delivery via the IPMO Monthly Regional Delivery (RD) Programme board. Other tasks as required within the Establishment to support the HOE, and Operational output and NCHQ will be required, but not at the expense of the core role as outlined above. Other tasks as required within the Establishment to support the HOE, and Operational output and NCHQ 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 Behaviours We'll assess you against these behaviours during the selection process: Seeing the Big Picture Delivering at Pace Changing and Improving Making Effective Decisions Managing a Quality Service Working Together We only ask for evidence of these behaviours on your application form: Seeing the Big Picture Delivering at Pace Changing and Improving 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. 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. 25 days paid annual leave rising (1 day per year) to 30 days upon completion of 5 years service Personal & professional development Learning and development tailored to your role A culture encouraging inclusion and diversity A Civil Service pension with an average employer contribution of 28.97% Alternative working patterns for many roles, including Flexible working options 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 working towards membership of a professional body and/or undertaking an apprenticeship as part of your role. An apprenticeship is a combined package of work and training. Through an apprenticeship you will gain professional knowledge, practical experience, and the broader skills required to upskill you in your current role and pave the way for your future career. Most of the training will be on-the-job, with the remaining off-the-job training often delivered by a training provider. This means minimal disruption and maximum impact. Professional qualifications can be achieved through an apprenticeship and range from Level 2 (equivalent to 5 GCSEs), Level 3 (equivalent to 2 A Levels), and Levels 4 -7, which can give you a foundation degree, a full Bachelors degree, or a Masters degree. Apprenticeships normally last between 12 months - 3 years, depending on the level of the apprenticeship. Anyone can undertake an Apprenticeship and everyone, regardless of age, can benefit from developing their skills in an accredited way. Successful candidates can discuss their development options with their manager when in post. 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. 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. 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 ofall tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment by 31st December 2022. The policy is WholeForce andincludes 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 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. 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. (750 Word count) At sift, you will be assessed against your cv, personal statement and the following behaviours: Seeing The Bigger Picture Delivering at Pace Changing and Improving 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. At interview, you will be assessed against the following: Making Effective Decisions Managing a Quality Service Working Together The interview will involve a 5 min verbal presentation on: How would you work effectively with a diverse range of stakeholders? W here the applicant will be required to provide evidence on Managing a Quality Service and Working Together. 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) .