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About the job
Job summary
Joint Maritime Security Centre
The Joint Maritime Security Centre (JMSC) is the UK governments centre of excellence for maritime security. Its mission is to increase awareness and understanding of maritime security threats and enable cross-government coordination to deliver a whole-system response to mitigate them.
JMSC is a multi-agency, fused military-civil organisation with staff drawn from a host of agencies including Border Force, the Royal Navy, Counter Terrorism Policing, National Crime Agency, HM Revenue and Customs, Home Office Intelligence, the Maritime Management Organisation and HM Coast Guard. Its responsible for ensuring the UK maintains its understanding of the maritime domain and develops the cross-government coordination frameworks to respond to threats to security, law and order, trade and commerce, and the marine environment.
JMSC offers government departments and agencies a central point of UK maritime expertise and understanding to assist policy and decision making. The JMSC works internationally – with states and with key international organisations – to support information sharing, relationship development and capacity building efforts.
The key elements of JMSC are:
- The National Maritime Information Centre (NMIC), which since 2010 has provided a mechanism for the UKs civilian and military maritime and law enforcement focused organisations to fuse intelligence, data and capabilities. This maximises operational impact at home and abroad.
- The Joint Maritime Operations Coordination Centre, which utilises cutting edge technology to provide 24/7 monitoring of UK waters. It can swiftly identify maritime security incidents and enable the effective coordination of the UKs aerial and at-sea assets to respond ensuring the safety and security of all those who use our seas.
- The new JMSC Assessment capability, which will produce global strategic maritime security assessments to inform UK government and other stakeholders of threats within or emanating from the maritime domain. This also provides support to the UK sanctions regimes.
- These functions are supported by the JMSC Strategy team, which includes workforce planning, programme management, financial planning and controls, and policy development.
Job description
The Joint Maritime Security Centre (JMSC) Strategy and Policy (Strat Pol) team form the core enabling function within the JMSC, providing critical services to the operational elements of the organisation.
JMSC Strat Pol is formed of three distinct sub teams:
- Policy and Business Resilience (P&BR) this team manages the business support functions for the JMSC including recruitment, the secretariat function for meetings, updates to the Risk Register and ensuring the resilience of the JMSC.
- Security and Data Compliance (S&DC) this team assures and manages the security of the JMSC and its personnel. It is comprised of Information Managers who assure data compliance and adherence to the Data Protection Act and STRAPSOs who manage access to systems.
- Project Management Office and Finance (PMO&F) – this team manages various programmes of activity to increase the capability of the JMSC systems and the growth of the JMSC to full operating capacity. The team also includes Commercial and Finance, with responsibility for purchasing everything from stationery and desks to innovative technology and ensuring that Home Office policies are complied with.
The Business Resilience Lead will be accountable to the Policy and Engagement Manager within the Policy and Business Resilience team. You will be responsible for managing one direct report. You will be responsible for ensuring that the JMSC has a coherent business resilience plan by leading on the business risk register, infrastructure plan and people plans, working closely with the MOD Business Manager and wider JMSC team. You will be responsible for one direct report.
Working Patterns
Please note that not all work patterns can be supported within this role. Due to the nature of the role the types of flexible working that may be supported are full-time working and compressed hours but, you are encouraged to contact the vacancy holder as soon as a provisional offer of employment is made (if not earlier) to explore whether your preferred working pattern can be accommodated.
Responsibilities will include, but will not be limited to:
- Ownership of the JMSC Business Continuity and Resilience function within the organisation, including premises, technology, risk management, resource planning and business resilience communications & exercising, working closely with the Ministry of Defence (MOD) Business Manager.
- Maintenance of the JMSC Operational Risk Register, ensuring that all the operational risks to the Business are referenced and that the Operational Risk Register is integrated into the JMSC Strategic Risk Register (owned by the Assistant Director of Strategy and Policy).
- Leading on the continuous development and management of the JMSC Performance Framework, including collating monthly reports for the Head of JMSC and their Senior Management Team. The focus of this work will be to collaborate with colleagues from across the organisation to further develop performance metric collection to enable the Senior Management Team to identify strengths and trends in delivering JMSC Services.
- Working with JMSC stakeholders to collate and record all JMSC management and performance data, conducting analysis and producing meaningful reports for the Head of JMSC, the Joint Governance Board and stakeholders.
- Providing secretariat support to all elements of the JMSC, except for meetings chaired by the Head of JMSC. You will need to develop a good working relationship with the Staff Officer to the Head of JMSC to ensure there is no duplication or gaps.
- Procurement of stationery, equipment, and general facilities oversight, working closely with the MOD Business Manager.
- Leading on the administration of JMSC recruitment, through the entirety of the process, and coordinate wider personnel matters.
- Managing the Workforce Planning Officer, maintaining oversight of all Annual Hours Allowance (AHA) administration. AHA is an allowance paid to compensate employees working non-standard working patterns.
Person specification
Essential criteria
You must be able to demonstrate:
- Experience of business continuity, or business resilience, and business planning.
- The ability to work with functional teams to systematically identify and monitor risks to the organisation, and plan to mitigate those risks.
- Experience of exercising sound judgement and decision making, utilising all available information.
- Being a strong communicator, able to gain buy-in from team members and stakeholders to support business critical work.
- Being self-motivated, highly organised, and efficient, and able to manage many competing priorities in a calm and appropriate manner.
- The ability to work, and lead a team, independently and often at pace in busy situations to meet tight deadlines.
- Excellent skills in written and verbal communication, and in presenting information to a wide and varied audience.
Behaviours
We’ll assess you against these behaviours during the selection process:
- Changing and Improving
- Communicating and Influencing
- Making Effective Decisions
- Seeing the Big Picture
We only ask for evidence of these behaviours on your application form:
- Changing and Improving
Benefits
- 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 average employer contribution of 27%
Things you need to know
Selection process details
This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.
As part of the application process, you will be asked to complete:
- A CV detailing job history and skills
- A statement of suitability (personal statement) (750 words maximum)
- Provide evidence of the behaviour Changing and Improving (250 words maximum)
Further details around what this will entail are listed on the application form.
The statement of suitability should be aligned to demonstrate your skills and experience for the role and how you meet the essential criteria as detailed in the job description.
For guidance on how to construct your personal statement, you are encouraged to visit Civil Service Careers. Links Statement
For guidance on how to construct your behaviour examples, you are encouraged to visit Civil Service Careers. Links Behaviours
The sift will be held on the behaviour Changing and Improving and the statement of suitability (personal statement). The CV will not be scored.
The statement of suitability will be scored first for all candidates. Those candidates who achieve the minimum pass score for the statement of suitability, will progress to a further sift where the lead behaviour (Changing and Improving) will be scored. These candidates will therefore receive a sift score for both elements. Candidates who fail to meet the minimum pass score for the statement of suitability will not have their lead behaviour scored and will therefore only receive a sift score for the statement of suitability.
If you are successful at sift stage, you will be invited to an interview which will be a blended approach of strength-based questions and behaviour-based questions on all listed behaviours.
Strengths are the things that you do regularly, do well and that motivate you. To find out more about strength based questions click here
The behaviours and strengths being assessed have been ranked in order of importance to enable us to differentiate between candidates with tied interview scores. Please note that the order in which behaviours are listed in the advert does not necessarily reflect the order of importance.
Sift and Interview dates
Sift is expected to take place week commencing 5th February 2024.
Interviews are expected to take place week commencing 26th February 2024.
We will try to meet the dates set out in the advert, however on occasions these dates may change.
Interviews will be carried out via video. Candidates will be required to have access to:
- A laptop (personal or work) with a working webcam
- Good internet connection
- Microsoft Teams
Further information
For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV. A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.
Reserve list
A reserve list will be held for 12 months from which further appointments may be made.
Note for Candidates:
Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. All applications are screened for plagiarism and copying of examples/answers from internet sources. If any is detected the application will be withdrawn from the process. Further action, including disciplinary action, may be considered in such cases involving internal candidates. Providing false or misleading information would be contrary to the core values of honesty and integrity expected of all Civil Servants.
If you are currently an agency member of staff working within the Home Office, a contractor or contingent worker you can only apply for roles that are advertised externally, i.e. outside the civil service. If you are eligible to apply for a role, you are required to select yourself as an external applicant and not internal when submitting your application on Civil Service jobs. This will prevent any delays in pre-employment checks should you become successful in being made an offer of employment after the Interview stage.
Are these Reserved Posts for UK Nationals only?
UK nationals who hold dual nationality are able to apply for this reserved post. If a UK passport is not being presented, then candidates will need to provide alternative evidence of UK nationality in line with the Civil Service Nationality Rules.
Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.
We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.
New entrants are expected to join on the minimum of the pay band.
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’s details held on the IFD will be refused employment.
For further information please see the attached notes for candidates which must be read before making an application.
Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidates responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.
Transfer Terms: Voluntary.
If you are invited to an interview you will be required to bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.
Please see the attached list of Home Office acceptable ID documents.
Any move to the Home Office 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
Additional Security Checks: As well as successfully obtaining UKSV clearance and passing the right to work and pre-employment screening, anyone who applies to work for Border Force will also be subject to additional Border Force specific security checks, as part of the pre-employment process, to determine their suitability to work for the organisation.
Please see the Home Office Recruitment Privacy Information Notice (PIN) https://www.gov.uk/government/publications/recruitment-privacy-information-notice for more information on how your details may be shared for the purpose of additional security checks.
Please see the Border Force Privacy Information Notice (PIN) on Border Force privacy information notice – GOV.UK (www.gov.uk) for more information on how your details may be shared.
Reasonable Adjustments
If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
- Contact Government Recruitment Service via HOrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs
- Complete the Assistance Required section in the Additional Requirements page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a language service professional
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the Contact point for applicants section.
Feedback
Feedback will only be provided if you attend an interview or assessment.
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Working for the Civil Service
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).
Apply and further information
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Contact point for applicants
Job contact :
- Name : Home Office Resourcing Centre
- Email : HORCCampaignTeamBorderForce@homeoffice.gov.uk
Recruitment team
- Email : HOrecruitment.grs@cabinetoffice.gov.uk
Further information
HORecruitment.GRS@cabinetoffice.gov.uk. If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission.
