About the job

Job summary

APHA is a brilliant place to work where our people feel valued, have a voice and can be their authentic selves. We value difference and diversity, not only because we believe it is the right thing to do, but because it will help us be more innovative and make better decisions. 
 
Do you want a role safeguarding standards of animal and plant health and welfare?     
    
Do you have an interest in data analysis with strong interpretation skills?

Do you have excellent communication skills?   

Do you thrive in a fast-paced, changing environment?   

If so, we would love to hear from you!  
 
This role is a unique development opportunity. It is an ideal position for able and ambitious candidates who are looking to expand and refine their skill set in a demanding environment.

Job description

We have an exciting opportunity for a Geographic Information Systems (GIS) Developer to join the Geographic Information (GI) team, within the Animal and Plant Health Agency (APHA) Information Management Technology team (IMT).  

The team provides GI support during disease emergencies and business-as-usual to a wide variety of teams across APHA, forming part of Defra's Disease Policy teams in England, Scotland, and Wales.  

The team's role is crucial to the viability of APHA’s overall strategy of safeguarding animal and plant health.  

The role involves providing support to operational GI teams and providing bespoke and ad-hoc GI products to the Resilience and Business Continuity team, Defra Disease Policy, other APHA Service Delivery teams and devolved governments. These services will be required during exotic notifiable disease outbreaks and also for endemic diseases as part of business as usual. In addition, you will act as an expert user of ESRI (Environmental Systems Research Institute) GI software and to assist the team with testing and implementing new and improved ways of working with GI within APHA.  

Responsibilities will include, but not be limited to:  

• Delivery of GI products for Contingency Planning and Customer Service Centres, plus for Exotic Disease Policy and devolved governments. Required for suspected cases and during a confirmed disease outbreak. Provision of GI assistance with national and local contingency exercises, e.g.  

1. Production of maps for report cases and epidemiology.  
2. Development and maintenance of web maps, both internal and public facing.  
3. Data analysis.  

• Provision of business as usual GI support and products for APHA and Defra teams and projects, e.g.  

1. Development and maintenance of internal web maps.  
2. Statistical analysis for data quality reviews.  

• Development and testing of standardised GI processes.  
• Assistance with the implementation and continuous improvement of GI tools, products, and processes.  
• Production of guidance for GI users on new techniques, processes, or databases.  
• Provision of advice and support to APHA Service Delivery GI users to diagnose and identify solutions to GI issues.  

Please note: It is possible that staff are required to work rostered on-call duties, weekends, Bank Holidays and occasional evenings. There will be occasional travel to other APHA locations. Out of hours and detached duty work may be required in the event of an outbreak or incident.   

Person specification

You will be working in a fast-paced, reactive, and varied role, supporting and being supported by the rest of the team in a friendly manner.  

Outstanding IT and organisation skills are essential to the performance of this role, as is the flexibility to turn your hand to different tasks as the situation demands. You will be engaging with a broad range of partners and forming relationships with colleagues across the wider Defra team.  

We are looking for candidates who can demonstrate the following skills and experience:  

• Experience in the use of ESRI ArcGIS (10.x) suite and/or ArcGIS Pro.  
• Strong data analysis and interpretation skills.  
• Good working knowledge of databases. 

Learning and Development  

Everyone in APHA is supported to develop their skills and capabilities. When you join the Directorate, you will be welcomed into your new team through an induction programme that will provide you with helpful information on the civil service, our work and our policies. Your line manager will also work with you to establish your priorities for the year, developing a performance, learning and development plan tailored to you and your role.  

In return for your dedication, we will support your ongoing personal development through appropriate training. Inclusion, support and the development of our people matter to us. We aim to support the career and personal wellbeing of everyone in APHA.   

Benefits

Alongside your salary of £27,470, Animal and Plant Health Agency contributes £7,416 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.

Application Process 

As part of the application process, you will be asked to complete a CV and a 750-word Personal Statement.

Further details around what this will entail are listed on the application form.  

Sift 

Should a large number of applications be received, an initial sift may be conducted using the Personal Statement only. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to assessment/interview. 

Sift and interview dates to be confirmed. 

Interview 

If successful at application stage, you will be invited to interview where you will be assessed on your behaviours, technical skills, and strengths 

A presentation or additional exercise may also be assessed. 

For the purposes of the selection process, the Lead Behaviour will be 'Delivering at Pace'. 

Reserve List 

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

Salary 

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

Location 

As part of the pre-employment process for this post, successful candidate(s) will be able to agree a contractual workplace from those locations listed in this advert. The agreed contractual workplace is then the substantive and permanent place of work for the successful candidate(s)

Where the location is ‘National’ the successful appointee should discuss and agree an appropriate contractual location in line with both Defra’s location policy and site capacity, prior to proceeding with pre-employment processes.

Successful applicants currently employed by the hiring Defra organisation for this post may choose to remain in their current contractual location or may choose to change contractual location to one of those listed above. This should be discussed and agreed prior to proceeding with pre-employment processes.

The agreed amount of time spent at a workplace for this post will reflect the requirement for Civil Servants to spend at least 60% of their working time in an organisation workplace with the option to work the remaining time flexibly from home. Working time spent at a workplace may include time spent at other organisational locations including field-based operational locations, together with supplier, customer or partner locations. This is a non-contractual agreement which is consistent with common Civil Service expectations.

Travel costs to non-contractual workplaces will be subject to departmental travel and subsistence policies. Travel costs to contractual workplaces are the responsibility of the employee.

The successful candidate is required to carry out all their duties from a UK location, and cannot do so from an overseas location at any time.

Defra includes the core department, APHA, RPA, Cefas and VMD. 

Visa Sponsorship Statement

Please take note that Defra does not hold a UK Visa & Immigration (UKVI) Skilled Worker License sponsor and are unable to sponsor any individuals for Skilled Worker Sponsorship.

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 defrarecruitment.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. 

Accessibility 

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

Criminal Record Check 

If successful and transferring from another Government Department, a criminal record check maybe carried out. 

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service/ Disclosure Scotland on your behalf. However, we recognise in exceptional circumstances 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. 

For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk 

Internal Fraud Database Check 

Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment. 

A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government. 

NSV

For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting

Higher Security Clearance 

Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter.

All of these posts require the successful candidate to hold basic security clearance. Candidates posted to Weybridge may be subject to a higher level of clearance because of the security requirements for that location. Job offers to these posts are made on the basis of merit. Security vetting will only take place after the receipt of a job offer. 

Childcare Vouchers 

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

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.