About the job

Job summary

Never has there been a more important time for trees and forests to help tackle the climate emergency and provide a much-needed sanctuary for people and wildlife. Our Prime Minister and our government are committed to creating 30,000 hectares of woodland a year across the UK, of which 7,500 ha per year are anticipated to be in England, by the end of this Parliament. This acceleration in current planting rates in England will contribute to meeting the net-zero by 2050 ambitions, and to government’s wider environmental targets. This was supported by the announcement in the 2021 budget of £640m for a new Nature for Climate Fund ‘to support natural habitats like woodland and peat’ and the publication of the England Tree Action Plan. 

The Department for the Environment, Food & Rural Affairs (Defra) and the Forestry Commission have set up a joint tree planting programme for England to support the forestry sector, landowners and communities in the delivery of these ambitions. 

The Forestry Commission wants wild deer to be part of sustainable forestry in England. However, wild deer have a negative impact on woods and forests, preventing young trees from establishing by eating growing shoots and damaging older trees by stripping and fraying bark. High densities of deer can have negative impacts on woodland biodiversity by significantly changing the structure of the understory and by overgrazing on ground flora.

A range of Government policies state that there is a need to increase tree cover and the quality of our existing woodlands in England; insufficient deer management risks these targets being realised. Deer browsing also has major implications for woodland resilience in the face of climate change and tree disease (Tree Heath & Resilience Strategy). Natural regeneration will not happen without management of deer browsing.

By joining the Forestry Commission, you will become part of a team of passionate, committed colleagues, and be able to build on a wealth of expertise to take this ambitious work forward. You will be able to make your mark by helping the Forestry Commission to revolutionise how we work together and reach new stakeholders. 

Our staff engagement levels are consistently well above the Civil Service average and staff turnover is well below. We value our people, we look after them, and we will look after you. We hope you will join us for the challenge.

Job description

You will be part of either the SEL or SW Area team and line managed by their Partnerships & Expertise Manager, with the Deer Advisor (part of the national Policy Advice team) as your countersigning officer. As such, your work will be directed and delivered locally but with national oversight and strategic steer.

The Deer Officer plays a critical role as the interface between Forest Services and landowners, land managers and forestry agents in providing advice and facilitation for the management of wild deer to reduce their impacts on woodland condition and establishment.

The Deer Officer role involves engaging with woodland owners, agents and stakeholders to provide guidance and advice on deer impacts on woodlands and how they can be managed, with an aim of encouraging and enabling collaborative, landscape scale deer management activities. The role will also look to share best practice among the deer community to ensure the sustainable management of deer populations in a safe, humane manner.

You will be expected to have strong experience and understanding of the issues regarding deer management, and be able to demonstrate an existing or be able to gain a rapid understanding of how these issues impact on the objectives and activities of the Forestry Commission (both Forest Services and Forestry England – managers of the public forest estate), Natural England, Defra (Department for Environment, Food and Rural Affairs), and wider government. You will be expected to show initiative and to work autonomously, and to establish excellent working relationships with colleagues.

You will work with the Area Team, Policy team colleagues (specifically natural environment specialists), woodland owners and managers, stalkers and deer interest groups, using your knowledge, experience and sound judgement to reduce the long term impact of deer on the condition of woodlands. You will work alongside Woodland Officers and specialist delivery colleagues (such as Woodland Creation Officers) to ensure the delivery of Government forestry policy through the interpretation and effective use of advice, incentives and regulations when advising woodland owners and their agents in reviewing/developing plans to manage deer.

Coordinating your work with other Deer Officers and the Deer Advisor, you will feedback lessons learned to Area and National Teams to help refine and promote best practice.

This role will require some evening and possibly limited weekend work for which time off in lieu may be payable.

If your home lies out of your work area you will be expected to travel to your work area or designated parent office in your own time and cost.

Key Work Areas

1. Facilitate effective woodland management planning that incorporates active deer management measures:

Using influencing skills and your knowledge and experience of forestry and deer management, engage with woodland owners and their agents to encourage them to undertake deer management in their woodlands and at the landscape scale.

• Raise awareness among landowners, managers and agents as to the importance of deer management, individually or via group events, making the messages relevant to the audience and their interests.
• Encourage collaboration between neighbouring landowners, recognising that landscape scale approaches provide the more effective outcomes.
• Provide advice and guidance on suitable deer management and control measures and facilitate their implementation.
• Empower Woodland Officers to make better decisions in their advice to woodland owners and their agents when reviewing/developing plans to manage deer in their woods
• Encourage owners to produce or update existing UKFS compliant management plans. This could include encouraging applications for Countryside Stewardship woodland management planning grant.

2. Develop and disseminate good - or best - working practices:

Working as part of the Area team, you will share knowledge and experience through working with operational staff, policy makers, owners, agents and stalkers to:

• Work closely with national and Area colleagues to build networks and run events to effectively build and disseminate best practice among the landowner/manager and deer communities.
• Engage with woodland owners, managers and contractors, and specialist deer and wildlife management groups such as the Deer Initiative Partnership to represent the FC position and share your expertise.
• Use your experience on the ground to contribute to national FS discussions on the management of deer including recommending updates to policy, guidance and regulation where these are proving a barrier to engagement or uptake.
• Make active personal use of social media to raise awareness and share best practice and advice.

3. Identify priority areas for deer management with Area team

Working with the Area team and local stakeholders, you will identify priority areas where deer are having an acute impact on the health and vitality of woodlands (particularly SSSI and other high value woodlands) and where there are opportunities to influence the decisions of woodland owners.

South East and London Area post,

Blended working with Bucks Horn Oak as preferred “parent office”, although other Forestry Commission office locations within the South East & London (SEL) area will be considered. Occasional travel and overnight stays.

South West Area post,

Blended working with Bullers Hill as preferred “parent office”, although other Forestry Commission office locations within the South West (SW) area will be considered. Occasional travel and overnight stays.

Person specification

Essential

• Extensive and proven deer management experience ideally in a supervisory or operational management capacity.
• A proven track record of engagement with stakeholders, developing constructive partnerships and delivering results on the ground.
• Understanding and experience of practical wildlife management and forestry issues in England.
• Demonstratable skills in influencing and negotiation.
• Competent IT user, experienced in using MS office, remote working and associated communications management.

Please clearly demonstrate how the above applies to you throughout your application. Failure to do so will mean that your application is automatically sifted out.

 Desirable -

• Established networks and contacts with relevant stakeholders in the area.
• An understanding of current Forestry and land management grants.

Benefits

Alongside your salary of £35,870, Forestry Commission contributes £9,721 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Things you need to know

Selection process details

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

This is a Fixed Term Appointment until 31 March 2025 with the possibility of extension or permanency, but no guarantee.

 As part of the application process, you will complete the following:

1. A tailored CV (curriculum vitae) setting out your qualifications, career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years. The CV will be split into 3 parts and request: Job History, Previous Skills/Experience, Full Qualification Details.
2. A personal statement – in no more than 500 words showing how you meet the relevant skills and experience as set out in the Person Specification.
3. A statement, of no more than 250 words, providing an example of how you have demonstrated the key behaviour of Working Together.

Sift

Application sift is planned for week commencing 4th March 2024

Interview

Interviews will be held 11th/12th March - this date is subject to change. The interview location is to be confirmed (TBC) but is likely to take place in person at either our Bucks Horn Oak Forest office, Farnham, GU10 4LS or Bullers Hill Office, Kennford, Exeter, EX6 7XR.

Those invited to interview will be further assessed on Behaviours and Strengths in addition to Technical Skills and Experience. There will also be a field-based skills assessment on the same day as the interview, further details will be provided to those invited for interview. 

Further information will be available for candidates invited to interview.

Further Information 

A reserve list may be held for a period of 12 months from which further appointments can be made. 

Any move to Forestry Commission from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility  https://www.childcarechoices.gov.uk

If successful and transferring from another Government Department a criminal record check may be carried out. 

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstance some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading. 

New entrants are expected to join on the minimum of the pay band. 

The Forestry Commission is actively working to reduce the carbon emission of official travel and applicants should be aware of the broad principles which are being applied to reduce carbon emissions to less than 50gCO2/km. 

Travel options include: 

• Use of private car: some Officers choose to use their private car and receive payment for the miles they drive on official business. If your private car emits more than 120 gCO2/km it can only be used until 31st March 2024. After that date, we expect private vehicles used for official travel to emit significantly less.
• Use of Forestry Commission van: usually based from an FC office, though may be based at officer’s home if the candidate lives within their ‘area’ (NOTE: such vehicles can only be used for official business).
• Use of CAPES (lease) Cars: after an employee has successfully completed their probation, they can opt for a CAPES car (the user pays a monthly rate for private use). All CAPES cars must emit less than 50gCO2/km

The duties of this post require the applicant to have a full current driving licence that enables them to drive in the UK. However, the Forestry Commission is willing to consider any proposals put forward by applicants that would allow them to do the job by any other means. 

This role is full-time. Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying. 

Where a role has been identified as one which falls under the scope of the Public Sector English Language Requirements, within Part 7 of the Immigration Act 2016, it is essential that applicants should have the ability to converse at ease with members of the public and provide advice in accurate spoken English. Applicants will be assessed in the selection process in accordance with the requirements.

Existing Civil Servants and applicants from accredited NDPBs are eligible to apply, but will only be considered on loan basis (Civil Servants) or secondment (accredited NDPBs). Prior agreement to be released on a loan basis must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return. 

Reasonable adjustment

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. 

If you need a change to be made so that you can make your application, you should: Contact Government Recruitment Service via FCERecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs. 

Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional. 

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

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

Security

Successful candidates must undergo a criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

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.