RECOVERY CELL DO MATERNITY

Primary Purpose

The Personnel Support Group Maternity Senior Rate is to administer divisional care and manage service personnel within the (appropriate geographical site location)  so that the outputs specified by the Naval Base Commander and Captain of the Base via (site OIC) are delivered efficiently, effectively and economically.  In order to achieve this primary purpose the following tasks are to be undertaken:

• To update OIC PSG/Senior DO’s on all matters arising within their division through detailed briefings as required.
• Provide a focal point for all policy matters relevant to maternity, Shared Parental Leave and Adoption issues to command.
• To provide divisional care to all (geographical location) personnel in the MA4 margin.
• To monitor routine and complex discipline, medical and welfare issues through attendance at weekly briefings, Carers’ Forum and Case Conferences.
• Liaise with support agencies such as RNRMW, NFF, DCMH & CMC in the management of the individual.
• Conduct and record joining and leaving interviews.
• Raise SJAR’s, warning proformas and update FECA/MOSS/SharePoint databases.
• To act as the focal point in (geographical area) for MA4 policy issues, liaising with external agencies as required.
• Provide support and guidance to service parents whilst on maternity, shared parental and/or adoption leave. Conducting home visits as required and maintaining divisional support.

• Maintain regular contact and conduct assurance visits with other waterfront and fleet air arm personnel support groups, providing support and guidance as appropriate and ensuring that business practices are in parity.

• Coordinate and deliver ante natal, post-natal and parenting coaching and mentoring classes whilst establishing and maintaining links to outside agencies and authorities.

• Oversee the maternity support cell. Provide a link between the career managers, UPO staff and the service personnel in their care.

Secondary Purpose

Duty PSG Divisional Officer.

Responsibilities

The post holder must adhere to the NBC(D) Diversity and Inclusion Policy.

Authority

The Maternity Senior Rate-DO7 is authorised to:

Liaise with Naval Base Departments, Lodger Units, MOD Organisations and external agencies at an appropriate level in pursuit of their purpose.

Organisation

Pre-joining Essential:

• IT Skills
• DSAI

Post-joining Essential:

• Defence Recovery Capability Employment Training (DRCET)
• Fire Awareness (e-learning, annual)
• Security Threat Brief (e-learning, annual)
• Defence Information Management Passport (e-learning, 3 years)
• Equality and Diversity Essentials (e-learning, 3 years)
• Unconscious Bias (e-learning, 3 years)
• Display Screen Equipment Training (e-learning, 2 years)

Health and safety

The Post holder has a personal legal responsibility for their own health and safety and that of others who might be harmed by their actions or omissions.  Staff are required to cooperate with their Employer and others on health and safety and not to interfere with or misuse anything provided for health, safety or welfare.  All staff are required to prevent harm to the environment, which can be achieved by minimising waste, using the recycling facilities provided, turning off unwanted heating and lighting, reporting water leaks and preventing pollution of the water, land and air.  Causing or knowingly permitting a pollution incident could result in a breach of legislation as well as causing harm to the environment.

Must be an OR6-OR7 of ANY specialisation. OR4 applicants with a positive recommendation in their most recent annual OJAR/SJAR may be considered for the role and the award of Acting Higher Rank (AHR). It is stressed that whilst a single positive recommendation will make you eligible for consideration, your entire OJAR/SJAR dossier will be considered for AHR in line with the principles of BR3(1) Part 8 and approval is not guaranteed.

OR8 applicants, if successful, will only be paid as and wear the rank of OR7.

Must be serving as a member of the Reserve Forces or have served with the Regular Forces.

Competences:

• Divisional Officers Course
• Senior Rates Leadership Course

Applicants will undergo an initial eligibility sift. Successful applicants will have their details forwarded to the Post Sponsor to arrange interviews. Unsuccessful applicants will be advised accordingly.

Following interviews; the successful applicant will be informed that they are the Preferred Candidate with details being sent to the CM RES FTRS Cell who will continue the recruitment process. Unsuccessful applicants will be advised accordingly.

Once the recruitment process is complete then the Preferred Candidate will be invited to take up FTRS.

The start date is the anticipated one however, applicants should be aware a number of factors will potentially impact on this including the completion of pre-employment checks, medical category confirmation and the award of a Security Clearance. The start date could therefore be adjusted as appropriate – earlier for a fully qualified person with their and the employers agreement, or later if approvals cannot be immediately completed.

INITIAL COMMITMENT LENGTH WILL NORMALLY BE 24 MONTHS WITH THE POTENTIAL TO EXTEND

NB: Where the Anticipated Start date has already passed, the start date will be ASAP

Eligibility for FTRS/ADC

Any member of the Maritime Reserves (RNR, RMR) or the Royal Fleet Reserves (RFR) (Ex-Regular Reserve) may volunteer to undertake a period of FTRS/ADC in accordance with the following:

Maritime Reserves:.

Members of the Maritime Reserves require a Final Date in Service beyond the expected period of the commitment they are applying for. Applicants who do not have sufficient service remaining are to submit an application for EOS with transfer to List-4 status prior to applying for the role, iaw CMR TM 35/24.  FTRS applications received from SP whose MR Tx date is not beyond the expected period of the job opportunity and who do not have a concurrent EOS with transfer to List 4 application in progress will be rejected during the initial sift process.

Applications for EOS with transfer to List 4 status will not be accepted within 8 weeks of the applicant’s current Final Date in Service.

RFR (Ex-Regulars):

Ex-Regular personnel whose RFR liability has run out will be re-instated in the RFR to take up FTRS/ADC.

Applicants undertaking a period of FTRS/ADC must be suitably qualified by rank/rate, specialisation, qualifications and experience to fill the posts for which they apply.

Applications will be accepted from reservists who hold a rank/rate one or more above the advertised rank/rate or hold a rank/rate one below the advertised rank/rate.  

• Applicants one rate below may be interviewed at the discretion of the FTRS Cell/Line Manager and may be employed in the acting higher rate (excluding the advertised rate of WO2 or WO1) if they are suitable, qualified, meet current promotion regulations in all respects and are selected to do so. Otherwise, may be given the opportunity to carry out the role in their substantive rank/rate; the payment of Substitution Pay (SUPA) may be considered by the employer.
• Applicants of a higher rank/rate prepared to serve in a position at a lower rank/rate than their current or former substantive rank will wear uniform, and be paid, at the Upper Rank/Rate’ level appropriate to that of the position on JPA. Exceptions will not normally be considered.

Ex-Regular Reserves of an equivalent rank from the Army or Royal Air Force are required to join the Maritime Reserves (RNR/RMR) before being eligible to apply.

Applications from those above normal FTRS/ADC retirement age (67) will be considered by exception.

Medical/Dental

Applicants must also be medically fit, and meet the minimum medical category required for the level of commitment, to fulfil the duties which their Commitment will require them to undertake. Minimum medical categories are contained in BR3(2) 1107.

• A medical form to confirm MedCat and suitability to be employed is required to be returned within 2 weeks of commencing the role, or the commitment may be revoked.

Personnel who have been discharged via the RN Medical Board of Survey (MOBS) or the RN Medical Employability Board (MEB) with a JMES contained either L6 or M6, do not have a RFR liability and are therefore unable to be considered for any FTRS/ADC/VERR role. Those discharged with a lower JMES will be considered on a case by case basis.

Only personnel on FTRS(FC) commitments will be entitled to the full range of Service Medical and Dental support. Those on lower levels will be entitled to emergency medical support whilst on duty.

Pension Issues. 

Personnel who qualify for a service pension should take financial advice from Defence Business Services (DBS) Reserves/Re-employment Pensions Department on the effect that undertaking FTRS service has on their pension, EDP, Resettlement Grant or Terminal Benefits.

Additional guidance can also be found at https://www.gov.uk/guidance/pensions-and-compensation-for-veterans. Of particular note is reference to the ‘Effect of Re-employment’ on Commutation and, for those leaving on a ‘preserved’ pension, the Resettlement Grant. Other organisations such as the Armed Forces Pension Society or the White Ensign Association may also be able to offer advice, but it is stressed that only DBS can provide an authoritative answer.

Transition between TCoS. 

Personnel taking this appointment from other TCoS should consider the impact on any accrued entitlements, such as leave, resettlement etc and should seek specialist guidance where required as certain entitlements are TCoS specific and may not be retained or transferred on transition between TCoS. 

Naval Core Training (NCT), Individual Training Requirement (IRT) and Defence Mandated Training (DMT)

 Personnel on FTRS commitments are required to maintain currency in NCT, IRT and MDT in alignment with the rest of the RN/RM. The successful applicant will be expected to complete all modules and have them recorded on JPA within 2 months of commencing employment. This is an employer’s responsibility to monitor. 

• RNFT/PES

Personnel on FTRS Limited/Home/ADC/VERRs commitments are exempt the RNFT/PES, unless they are a member of the RNR/RMR who should remain in date.

 Annual Salary and Leave. 

Pay will be in accordance with the pay scales published for the Armed Forces annually, and as governed by JSP 754.  Leave entitlement is detailed in JSP 760. Note, you are not able to carry forward leave from a Regular commission/engagement when commencing an FTRS Commitment or from one FTRS Commitment role to another FTRS Commitment role.

Allowances.

Entitlement to allowances is in accordance with JSP 752 however the following should be noted:

Get you Home (Travel)                  Only paid to qualifying personnel on FTRS(FC)

Home Duty Travel                          Only paid to qualifying personnel on FTRS(FC), and those on FTRS(LC), (HC) and ADC are eligible to HDT if they are assigned to Inner London (defined as a five mile radius of Charing Cross). 

Accommodation.

Personnel serving on FTRS(FC) TCoS are entitled to Single Living Accommodation (SLA) and Service Families Accommodation (SFA) as per Regular entitlements. 

Personnel serving on FTRS(LC/HC)/ADC TCoS are only eligible to occupy surplus Single Living Accommodation (SLA), at non-entitled rates.

Personnel serving on VeRR TCoS are not entitled to service accommodation.

Applications for this job are to be submitted via SERVE please click the APPLY button below.