Higher Executive Officer

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

When choosing your Behaviour examples, please make sure you use real life scenarios that relate to your own experiences. Whilst technology may help to enhance your written submission, presenting the ideas of others or those generated by technology, could result in your application being rejected.
Please ensure that at the application and interview stages of the campaign you review the Success Profiles Framework to assist you in the demonstration of your skills and experience.
Your suitability for the role will be assessed using the Success Profile elements that have been chosen for this campaign. Each element will be scored accordingly, and the successful candidate will be appointed on merit.
Applications will be sifted on all Success Profile elements, but in the event of a high number of applications, an initial sift will be conducted on the following successful profile elements
Primary: Behaviour - Making Effective Decisions
Secondary: Behaviour - Leadership
At application stage you will be assessed against the following:
Behaviours:

• Leadership
• Making Effective Decisions
• Communicating and Influencing
• Delivering at Pace

Experience:

• CV
• Personal Statement. In no more than 500 words, please detail your experience of the following:

• Proven experience of working within a project.
• Strong leadership alongside excellent communicating and interpersonal skills.
• Highly organised and adaptable.
• Using initiative and making effective decisions under pressure whilst working with internal and external stakeholders to manage expectations.
• You should have strong communication and negotiation skills.
• Strong presentation skills along with verbal and written communication skills, explaining complex information at times and tailoring the message to suit the audience.
• Excellent organisational skills to plan and use resources in order to meet deadlines.

Desirable:
Knowledge and experience of Public Sector or Private Sector Pension Schemes. Knowledge and experience of working with Contractors. Knowledge of Armed Forces Pension Schemes. Project qualification (APM, Project Management Fundamentals, Prince 2 etc) and/or proven experience of Microsoft Project
At interview you will be assessed against the above (behaviours),

In the rare case where individuals have exact matching scores, the order of merit will be determined based on the behaviour scores at interview in the following order:
1 - Career - Job History
2 - Career - Qualification Details
3 - Career - Previous Skills
4 - Behaviour - Leadership
5 - Behaviour - Making Effective Decisions
6 - Behaviour - Communicating and Influencing
7 - Behaviour - Delivering at Pace
If candidate scores are still exact, the merit order will then be determined on the sift score in the below order or priority:
1 - Career - Job History
2 - Career - Qualification Details
3 - Career - Previous Skills
4 - Career - Personal Statement
5 - Behaviour - Leadership
6 - Behaviour - Making Effective Decisions
7 - Behaviour - Communicating and Influencing
8 - Behaviour - Delivering at Pace
We want to offer opportunities to all who are successful at interview for our roles, but this isn’t always possible, so we do hold candidates on an active reserve list for 12 months.
Application sifting to take place week commencing: Mid December
Interviews are currently taking place via MS Teams or face to face depending on location.
Interviews will be conducted: Early January 2025
A minimum of 2 full working days’ notice will be provided for interviews.
We endeavour to stick to these dates, but these are subject to change around business needs.
The Civil Service embraces diversity and promotes equality of opportunity. There is a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
If you need to advise us that you need additional help or reasonable adjustments for the recruitment process, please contact: DBS-Enhanced Recruitment Team@mod.gov.uk
MOD Recruitment Satisfaction Survey – we may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Notice sets out how we will use your personal data and your rights.
As a result of the changes to the UK immigration rules which came into effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points-based system, where a role has been deemed to be business critical.
The role currently being advertised has not been assessed as business critical and is therefore NOT open to applications from those who will require sponsorship under the points-based system. Should you apply for this role and be found to require sponsorship, your application will be rejected, and any provisional offer of employment withdrawn.
To assist with your application please find attached -
DBS Candidate Information Guide - Working for Defence Business Services - GOV.UK (www.gov.uk)
(26) UK Ministry of Defence: Life , Linked In

Feedback will only be provided if you attend an interview or assessment.

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

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).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. If you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact DBS-Enhanced Recruitment Team@MOD.gov.uk in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/