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SO2 HOLISTIC TRANSITION AND VETERANS
Vacancy summary
30/03/2025, 23:55
Vacancy detail
Strategy & Plans – SO2 HOLISTIC TRANSITION AND VETERANS
Unit Function | Based within the 1* Deputy Director People Strategy area of the 2* People and Training Directorate, the People Policy team is evolving to become the focal point for all RN/RM Regular and Reserve people centred policy development. The primary purpose of the team is to govern, develop and cohere our people policies, whilst ensuring strategic coherence with wider Defence People Policy. | ||||
| Position Role | This role has been prioritised during a restructure of the RN People Policy team to be a core part of a new policy pillar for Holistic Transition and Veterans. Working for, and line managed by the SO1 lead, who is the Product Owner for all Holistic Transition and Veterans People Policy Development, this post holder has two primary functions within the new RN People Policy Team. Each function will have a broadly 50% attribution, varying as required to meet wider PPol priorities.
The primary function of this role is to support the team objectives (JSP100: Holistic Transition, Veterans Strategy and Project Valour). Our work encourages through career access to support, help, benefits and allowances to ensure that our people are making best use of the resources available to enhance their RN Career and to prepare themselves and their families for when they leave service, whenever that may be. This ensures our personnel and their families leaving the RN, are supported and leave well, with a positive leaving experience. The team leads Holistic Transition and Veterans initiatives, championing policy change and supporting the wider aims of Hd PPol and DDPS. We work collaboratively, liaising with other teams within the P&T Directorate and wider HQ to deliver the strategic intent to improve the lived experience where policy is not delivering the required intent. More widely, the team contributes to the formulation of tri-service People policies, with MOD Chief of Defence People staffs and the other Services, to ensure that the Armed Forces employment ‘Offer’, is fit for the C21st operational requirements and service personnel and their families.
The secondary function will draw upon your broader expertise as a staff officer and will provide a varied and rewarding people policy development experience across the breadth of RN and RM regular and reserve people policy. In this function, your capacity will be drawn upon as part of a small development team who are allocated tasks prioritised against Dir P&T standing priorities. The intent of this PolDev function is to work more broadly across the policy pillars to rapidly develop solutions to problems with current people policy that have been identified and fed back from the front line, to improve the lived experience of our people.
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Responsibilities | |||||
In support of SO1, influence and contribute to the formulation of People-related workstreams and the coherence of Holistic Transition programmes, communicating their intent and the alignment with the Your Navy, Your Offer programme. This will include engaging with users to ensure that the policy is delivering to RN personnel and will involve conveying/engaging with appropriate working groups/Sprints/Swarms on Holistic Transition/veteran workstreams. |
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Contribute to the identification of policy to improve the lived experience across the RN, with particular emphasis on RN/RM shore establishments where policy requires to be standardised to ensure best practice. Ensure these are registered with SO1 and in the PPol Jira backlog. |
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Deliver Holistic Transition, veterans and derived policies to our people and families, through multi-faceted communication and messaging approach. |
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Develop, launch and manage the RN/RM Alumni cohering activity to support the transition of our people and their families from service and promote the wider spectrum of service and zig zag careers available and additional functionality to support retention, strategic mobilisation and Holistic Transition/veteran functions. |
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Maintain oversight of Holistic Transition & Veterans Digitisation programme and provide direction for this work. |
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Act as the line manager for all team activities using Jira, Sprint/Scrum methodology and manage the risks, impediments, and dependencies within JIRA as directed, liaising with Service and partner organisations in support of actions and objectives identified. |
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In the secondary function of People Policy Development, work as part of a PolDev team as a scrum master or developer to rapidly deliver new and updated people policies across a breadth of PPol issues as prioritised by Hd PPol. |
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Divisional and Reporting Officer responsibilities IAW JPA hierarchy. |
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Undertake secondary duties, including but not restricted to DCO HMS EXCELLENT. |
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Where requested, deputise for SO1 and conduct any other duties as required by SO1 or Hd PPol. |
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Local Considerations | |
Domestic | |
Hybrid working is strongly supported by arrangement. | |
Employer Comments |
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Requirement to complete JIRA and Agile training within first 4 months of joining. |
Pre-Employment Training |
Pre-Employment Training |
None specific |
Must be an OF3 of ANY specialisation. OF2 applicants with a recommend for the next higher rank in their most recent OJAR may be considered.
OF4 applicants, if successful, will only be paid as and normally wear the rank of OF3.
Must be serving as a member of the Reserve Forces or have served with the Regular Forces.
Competence requirements
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Proficiency Level | Proficiency Level | Essential |
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Staff training – ICSC (M) or ISCS (MRes) or relevant experience evidenced at interview | Pass/ Experience | Y |
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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 Part Time Volunteer Reserves (RNR, RMR) or the Royal Fleet Reserves (RFR) (Ex-Regular Reserve) may volunteer to undertake a period of FTRS/ADC. 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, they will 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 (60) 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.
- 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), do not have a RFR liability and are therefore unable to be considered for any FTRS/ADC/VERR role.
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.
This opportunity is closed to applications.
