SO2 WFP STRUCTURES CASEWORK

A vacancy has arisen for a Squadron Leader (Any) to serve as SO2 Workforce Intelligence & Fusion Structures Casework at HQ Air Command on Full Time Reserve Service (Home Commitment) Terms and Conditions of Service (TCoS) with an initial proposed start date of 26 August 2024 (or earlier/later, subject to candidate status).

The position is formally part of Workforce Intelligence & Fusion (WIF) supporting the delivery of strategic workforce planning. The WIF Structures Team has responsibility for safeguarding the structure and sustainability of the RAF’s Regular and Reserve workforce. However, the position will initially, until about Apr 2026, primarily work in support of the Professions Change Management Team. The Professions Programme seeks to modernise RAF Regular and Reserve workforce structures, through developments to HR processes, training and career management thereby delivering enhanced workforce agility and flexibility. The new workforce structures, the Professions, will be broader groupings of skills, that have greater relevance pan-Defence and to civilian workforce structures, and better align to the workforce requirements of the Next Gen Royal Air Force.

The post will require the individual to work in a small team to:

Professions Change Management Team (until April 2025)

• Support the re-organisation of the RAF Regular and Reserve workforce into Professions.

• Maintain all Programme artefacts as required by the Air Portfolio Development Group including the maintenance of accurate data on PARMIS.

• Manage all aspects of programme governance.

• Provide coherence between Professions, ensuring commonality of approach.

• Support the changes to Career Management to improve satisfaction.

• Lead the communication strategy including the generation of communications products.

• Report progress of each Profession against the conditions for full profession status.

• Supporting the development and delivery of CM NEXUS.

WIF Structures (post-April 2026)

• Deliver D Peoples’ governance framework for workforce structures.
• Maintain and develop WIF-owned governance documentation.
• Support the Recognised People Picture (RPP) battle rhythm.
• Undertake workforce data analysis and conduct casework / COA development to mitigate workforce structure problems and issues which are the subject of RPP scrutiny.
• Provide detailed, accurate and timely workforce related analysis, and management information, on demand from D Peoples’ AOR.

Criteria

The successful applicant will be able to demonstrate the following:

            Essential

• Must either have been, or currently be, a Squadron Leader (Any) or a Flight Lieutenant (Any) eligible for promotion in accordance with AP 3393 Vol 1 and AP 7000. All Promotions will be ratified by means of a Promotion Board. If an applicant has been out of full-time military service and is applying for a post on promotion, they will also need to send their civilian appraisals or equivalent to evidence recent skills, knowledge, and experience to be considered by the Promotion Board.   

Desirable

• Previous HQ staff experience.
• Previous project management experience including a working knowledge of PARMIS.
• An understanding of the RAF’s workforce structures.

 Selection Process.  A Selection Board will carry out a rigorous selection process for this post, based principally on an applicant’s last 4 appraisal reports as required. Enquiries concerning this vacancy should be made to:

Name:  Wg Cdr Katie Gambling
Tel:   0300 1597656
Email: katie.gambling577@mod.gov.uk

 Applications.  Candidate applications, with a maximum 2-page CV (to include copies of last 4 appraisal reports as required) should be sent to:

Wg Cdr Katie Gambling
Professions Change Management Team Deputy Leader
Hurricane Bldg
HQ Air Command
RAF High Wycombe
Walters Ash
HP14 4UE 

The closing date for applications is 26 April 2024 and interviews (unless prom board required) will take place week commencing 29 April 2024.

[p][b]Applicant Considerations. [/b]Unless already commissioned in the Reserve Air Forces the successful applicant will be required to be commissioned in the Royal Air Force Reserves with a liability for call-out for permanent service.[/p][p]The appointment is on Full Time Reserve Service (Home Commitment) TCoS in accordance with AP 3392 Vol 7 Part 1 and AP3392 Vol 7 Part 3 Chapter 2 for an initial period of 5 years.[/p][p]Confirmation of appointment will depend on successful completion of a RAF Medical Board.  Personnel who do not meet the Age/Permanent Joint Medical Employment Standard (PJMES) may apply for the appointment but will only be considered subject to an executive waiver process on a case-by-case basis.[/p][p]Candidates who have been out of regular or reserve service for more than 5 years[url="#_edn1"][i][/url] may be considered for this appointment.  Prior approval must be sought from the relevant Professions Advisor to confirm current and past experience prior to being invited to interview.[/p][p]Applicants of an equivalent rank from sister Services may apply but will only be accepted into the Royal Air Force Reserves if an appropriate Professions advisor can be identified to sponsor the applicant.  The relevant Profession’s advisor approval [u]must[/u] be agreed before the interview.[/p][p][b]Regular Service Applicants.  [/b]Personnel currently serving in the Regular Royal Air Force should be mindful of the current Early Termination Minimum Waiting Time (MWT) for their respective Rank, Profession and ensure this MWT is compatible with the post sponsor’s proposed start date, prior to applying.[/p][p]Ex-service candidates who have been administratively discharged through the KR1027 process will have their applications rejected as they are not eligible to join the RAF Reserves in accordance with AP 3391.[/p][p][b]Pension Issues[/b].  Personnel who qualify for a service pension should take financial advice from Defence Business Services (DBS) Pensions Department on the effect that undertaking reserve service has on their pension (details can be found on the JPA splash screen). Additional guidance can also be found at [url="https://gbr01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.gov.uk%2Fguidance%2Fpensions-and-compensation-for-veterans&data=04%7C01%7CMark.Foulds336%40mod.gov.uk%7Cc1985ce9527740f83f9d08d9e09a8d4b%7Cbe7760ed5953484bae95d0a16dfa09e5%7C0%7C0%7C637787776658195242%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000&sdata=%2FlGapVrDHmT2BdSJ5kJra%2FZS3tMy5C97USeku9f5hL8%3D&reserved=0"][color="#0563c1"]https://www.gov.uk/guidance/pensions-and-compensation-for-veterans[/color][/url][color="blue"] [/color]and [url="https://gbr01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fassets.publishing.service.gov.uk%2Fgovernment%2Fuploads%2Fsystem%2Fuploads%2Fattachment_data%2Ffile%2F820103%2F20160119_MMP116_Re-employment_booklet_MMP_116_Accessible__2_.pdf&data=04%7C01%7CMark.Foulds336%40mod.gov.uk%7Cc1985ce9527740f83f9d08d9e09a8d4b%7Cbe7760ed5953484bae95d0a16dfa09e5%7C0%7C0%7C637787776658195242%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000&sdata=AxSEJn92c%2FTa3xUUjdr6hyxu5p1UtWq%2BPVzsLPWuHyg%3D&reserved=0"][color="#0563c1"]MMP116 - Re-employment[/color][/url]. Of particular note is reference to the ‘Effect of Re-employment’ on Commutation and, for those leaving on a ‘preserved’ pension, the Resettlement Grant.[/p][p][b]Transition between TCoS[/b].  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. [/p][p][b]Flexible Working Arrangements. [/b]In accordance with the Flexible Working (FW) Policy, Reserve personnel can request FW arrangements with their line manager.  Any immediate FW requirements should be agreed with the line management at the interview stage.  Under hybrid working arrangements this position will work predominantly from home with a requirement to attend the office at Air Command approximately 1 day every fortnight.[/p][p][b]Individual Reinforcement Training (IRT) (Module 1) and RAF Fitness Test (RAFFT)[/b].  Reserve personnel are required to maintain currency in IRT and the RAFFT iaw the relevant TCoS.  The successful applicant will be expected to undertake IRT and the RAFFT within 6 months of commencing employment (if required).[/p][p][b]Annual Salary and Leave[/b].  Pay will be in accordance with the pay scales published for the reserve air forces.  Leave entitlement is detailed in [url="https://www.gov.uk/government/publications/jsp-760-tri-service-regulations-for-leave-and-other-types-of-absences"][color="blue"]JSP 760[/color][/url].[/p][p][b]Accommodation[/b]. Personnel serving on FTRS (HC) TCoS are eligible to occupy Single Living Accommodation (SLA) if available, at entitled rates, if serving within the Air Command TLB. However, due to a severe shortage, it is unlikely that accommodation will be available at RAF High Wycombe.[/p][br/]