Project Delivery Manager RN

A vacancy exists for an OF3 to serve as Project Delivery Manager – Raising our Standards at MOD Main Building on FTRS(HC) Terms and Conditions of Service, with an initial start date of 1 November 2024 (or earlier if possible).

This is a superb opportunity to join the Raising our Standards (RoS) Team. 

The Raising our Standards (RoS) programme coheres and drives broader Whole Force focus on our culture, behaviours and the standards we hold ourselves to. It is a critical focus for Defence impacting recruitment, retention, lived experience and, if we get it right, our culture can provide a strategic competitive advantage over our adversaries in an increasingly unstable world. Defence must be an environment where we hold ourselves to higher standards, with the right values, behaviours and cultural norms for our people to feel supported, valued and confident to give their best regardless of background. RoS builds on existing lines of effort to deliver sustained cultural change. Building on recent successes including the Defence Serious Crime Unit, and Victim and Witness Care Unit, building trust and confidence in the Service Complaints system, and with the benefit of two recent Non Executive led Reviews, RoS seeks to cohere and accelerate, delivering the step change our people require of us. An external challenge panel has been implemented, bringing together independent experts to introduce new thinking, advise on leading practice, and make recommendations to shape improvements. RoS seeks to deliver a deliberate shift in focus to ensure that Defence delivers meaningful change by optimising the diversity of thought and skills critical to the defence of the nation.  

This role is critical in ensuring that, across the entirety of Defence, we have a high-performing work environment in which everyone feels supported, valued and able to thrive, and where there is no place for unacceptable behaviours. This role plays a crucial part in RoS, with military KSE and reach a key driver in ensuring that it is a whole force programme with whole force impact

RoS is one of the ministerial priorities of “One Defence Culture” which in turn means that the programme delivers some of DGP&OD’s highest priority outputs. The successful applicant will be assigned to one of the sub-teams within RoS. There will always be movement between teams as projects evolve and priorities change and, therefore all personnel will be required to be flexible and work across other RoS sub-teams as required and as newly formed projects come online.  The four current work areas are: Communication and Behaviour campaigns; A focus on Complaints and Justice; Assurance and Training (Wholeforce). 

A vacancy exists for an OF3 to serve as Project Delivery Manager – Raising our Standards at MOD Main Building on FTRS(HC) Terms and Conditions of Service, with an initial start date of 1 November 2024 (or earlier if possible).

This is a superb opportunity to join the Raising our Standards (RoS) Team. 

The Raising our Standards (RoS) programme coheres and drives broader Whole Force focus on our culture, behaviours and the standards we hold ourselves to. It is a critical focus for Defence impacting recruitment, retention, lived experience and, if we get it right, our culture can provide a strategic competitive advantage over our adversaries in an increasingly unstable world. Defence must be an environment where we hold ourselves to higher standards, with the right values, behaviours and cultural norms for our people to feel supported, valued and confident to give their best regardless of background. RoS builds on existing lines of effort to deliver sustained cultural change. Building on recent successes including the Defence Serious Crime Unit, and Victim and Witness Care Unit, building trust and confidence in the Service Complaints system, and with the benefit of two recent Non Executive led Reviews, RoS seeks to cohere and accelerate, delivering the step change our people require of us. An external challenge panel has been implemented, bringing together independent experts to introduce new thinking, advise on leading practice, and make recommendations to shape improvements. RoS seeks to deliver a deliberate shift in focus to ensure that Defence delivers meaningful change by optimising the diversity of thought and skills critical to the defence of the nation.  

This role is critical in ensuring that, across the entirety of Defence, we have a high-performing work environment in which everyone feels supported, valued and able to thrive, and where there is no place for unacceptable behaviours. This role plays a crucial part in RoS, with military KSE and reach a key driver in ensuring that it is a whole force programme with whole force impact

RoS is one of the ministerial priorities of “One Defence Culture” which in turn means that the programme delivers some of DGP&OD’s highest priority outputs. The successful applicant will be assigned to one of the sub-teams within RoS. There will always be movement between teams as projects evolve and priorities change and, therefore all personnel will be required to be flexible and work across other RoS sub-teams as required and as newly formed projects come online.  The four current work areas are: Communication and Behaviour campaigns; A focus on Complaints and Justice; Assurance and Training (Wholeforce). 

Responsibilities

The role includes, although is not limited to:

• Manage and deliver distinct project or significant work strands within one or more of the Reaffirming our Standards priority areas.
• Undertake a role as either a Scrum Master or Product Developer within an Agile environment.
• Produce and maintain project plans, dashboards and risks to support senior managers/stakeholders to assess the project progress and current status.
• Gather and analyse data, drawing on relevant SMEs to test new concepts and derive practical future interventions.
• Deliver a range of credible and actionable evidence-based policy options and strategies upon which Senior Boards/personnel can make decisions.
• Produce and maintain project plans, dashboards and risks to support senior managers/stakeholders to assess the project progress and current status.
• Knowledge about sS practices and approaches with the ability to reach into host service and across others to deliver programme requirements.
• Partnering with accountable teams across Defence People Team and wider Defence to optimise and drive the delivery of key projects and programmes within the Reaffirming our Standards initiative.
• Support business units to monitor and report on project progress, risks, and issues.
• Work with areas across Defence that are contributing to the delivery of the programme intent and work collaboratively to scale up and share learnings and best practice wider, where appropriate.
• Confidently lead on updates to seniors and problem solving and issue resolution as required.
• Undertake additional tasks as directed to support to the delivery the wider RoS programme of work.
• You might, at short notice, be asked to pivot onto other departmental priorities and will be required to work in an agile and flexible way to support the Directorate and Director General as required

Accountability:

The Role is accountable to the G7 RoS Assistant Head Delivery, the Deputy Head Delivery – RoS will be the 2RO.

Professional Effectiveness:

• Self-starting and able identify and seize opportunities
• Used to working to challenging deadlines and managing a range of priorities at the same time, you will be organised and efficient with your time, able to prioritise and deliver quickly to a high standard
• Confident, bright minded, open to new ideas and able/willing to challenge current and legacy policies and ways of working. You will be interested in what is going on around you – even if you are not working on it directly.
• Able to share your experience from your previous roles with those more junior and those new to Defence
• Great interpersonal skills with a proven ability to build and maintain strong trust-based relationships with stakeholders at all levels, across the Whole Force.
• Highly organised and able to adapt to changing environments while demonstrating flexibility and maintaining a consistently high-quality standard of work.
• Strong oral and written communication skills, with proven ability to condense complex information into a concise executive-level narrative.
• Strong analytical and problem-solving skills, with the ability to identify areas for improvement and develop effective solutions.

Selection Process  

TaCoS must be established first. Applicants will undergo an initial eligibility sift. Eligible applicants will have their details forwarded to the Post Sponsor to arrange interviews.

Following interviews; the successful applicant will be informed that they are the Preferred Candidate with details being sent to the appropriate Reserves Career Management 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 the appointment.

Additional information:

Hybrid working is in place but applicants must be able to work from MOD Main Building as required which will likely be at least two days a week. 

FTRS(HC) posts based at MOD Main Building attract Home to Duty (Manual) payments in accordance with JSP 752.

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.

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.

EOS with transfer to List-4 Applications are to be submitted to (NAVY PEOPLE-CM RES CPO) Nicholas.Hatton869@mod.gov.uk with a cc address of (NAVY PEOPLE-CM RES FTRS WO1) Daz.Bale225@mod.gov.uk, stating the specific role applied for, for which an EoS with transfer to List-4 is sought. FTRS applications received that 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 (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.