About the job

Job summary

The work of the Plant Health and Seed Inspectorate (PHSI) within Defra’s Animal and Plant Health Agency (APHA) is to maintain and promote a high plant health status in England and Wales, thereby contributing to APHA’s overall strategy of safeguarding animal and plant health status in England and Wales. In doing so, contributing to APHA’s overall strategy of safeguarding animal and plant health for the benefit of people, the environment and the economy.

As the Digital Governance and induction lead you will support the Operational Delivery of a significantly increased Plant & Bee Health (P&BH) Workforce. Which will include assisting in setting up a hub which co-ordinates all cross-cutting requirements, for SPOL (SharePoint Online), e- records. As well as supporting the onboarding of new staff by coordinating the P&BH induction required by all new staff. 

You will undertake tasks to deliver, Content Cloud and record management including e- records across Plant & Bee Health. You will identify and deliver improvements and utilization of new ways of working to improve efficiency across the group. Working across APHA & Wider Defra group scope and advise on potential improvement and work across the OPU HEO cohort to deliver change and governance. 

Work with FDMs, field teams and the recruitment colleagues to plan and organize the P&BH induction for all new staff and support the onboarding of staff.  Focusing on ensuring all new staff joining P&BH have a positive start in APHA. 

Job description

As a Higher Executive Officer (HEO) you will be reporting to a Senior Executive Officer (SEO), you will plan and undertake a programme of tasks, working independently and/or as part of a team.

Duties will include:

• Having responsibility to ensure the Content Cloud is up to date and meeting the Quality Services requirement including document control.   
• Build resilience in your work areas and ensure improvements and changes are shared with the wider OPU (Operational Performance Unit). 
• Demonstrate initiative, originality, and creativity especially when faced with challenging and fast-moving situations.  
• Build relationships with key leads in TaPs (Technical Advice Panel), regional managers, FDMs (Field Delivery Manager) and wider Defra group to create a common theme around records and data sharing.  
• Be confident in presenting the benefits of change, translating complex ideas and tasks into easy-to-understand positions to support staff. 
• Working with the operations teams and others in OPU to ensure that the P&BH induction content remains relevant and is up to date. 
• Plan and organize induction events with the induction team to ensure new starters can attend a course in a timely manner after they start. 
• Build on lessons and feedback on the content of the induction and update as it needs. 
• Hold regular reviews with key leads, Training TAP, FDMs and subject matter experts, to ensure induction is still meeting the needs. 
• Work with corporate induction team, to ensure consistency with other induction events and avoid cross overs. 

Key tasks:

• Support the use of SPOL in P&BH  
• Maintain and develop Cloud Content audits in P&BH  
• Maintain instruction on delivery for Cloud Content collation desk instructions.  
• Provide SPOL and Cloud Content training and upskilling where needed. 
• Support the Review, maintenance and updating of records and e-records in P&BH  
• Audit records and e records across P&BH. 
• Ensure Standard Operating Procedure (SOP) for SPOL and Cloud Content is kept up to date. 
• Prepare presentations / guidance sessions on the functionality of processes and systems to support and train staff. 
• Work across the OPU HEO group to build resilience.  
• Support hosting of face-to-face Induction courses for all new starters into P&BH  
• Deliver or support delivery of alternative induction session for all new starters into P&BH which complements the face-to-face sessions. 
• Host regular discussions with new starters and their line manager to check progress. 
• Monitoring Induction material and collaborating with subject matter experts to update material as needed. 
• Gathering and use feedback to improve the induction process for new starters and line managers. 
• Identifying new starters issues, such as HR, IT, Equipment etc. and liaising with appropriate subject matter experts for solutions 
• Supporting line managers with the induction process, from pre starting and throughout probation. 
• Work with central induction teams to build and support onboarding in P&BH. 
• Work with Local Equipment Managers (LEMs) to ensure new starters get the kit they need. 
• Support in the onboarding process where necessary. 

Person specification

For this post you will be assessed on the areas set out below. In addition to the below listed criteria we are looking for candidates who are disciplined, organised, able to analyse information with precision. Candidates must be confident even when under pressure and be team players, whilst taking ownership over their own work.

The following experience criteria are essential for this post:

• Analytical skills and using information to reach sound business decisions including identifying issues and seeking mitigation or solutions.  
• Technical skills and knowledge to support your work on the content cloud and records space. 
• Understanding and experience in data protections and impact on systems and SoPs 
• Proven communication skills in English, producing clear, accurate and effective written communication.  
• Presentation skills sufficient to represent APHA both internally and externally in a way that promotes understanding by the target audience.  
• High standard of interpersonal skills and ability to work as part of a multi-disciplinary team.  
• A working knowledge of P&BH and how the field works to support induction delivery. 

Benefits

Alongside your salary of £32,136, Animal and Plant Health Agency contributes £8,676 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 Personal Statement. These will be scored separately.

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

The CV will ask for your Job History, Qualifications and Past Skills and Experience

Your Personal Statement should be not more than 500 words and be aligned to the following:

• How your qualifications and experience of the essential criteria listed will enable you to deliver the role as outlined in the job description.

Sift

Should a large number of applications be received, an initial sift may be conducted using the Personal Statement.

Candidates who pass the initial sift may be progressed to a full sift or progressed straight to assessment/interview.

Sift and interview dates as well to be confirmed.

Interview

Shortlisted candidates will be invited to attend a blended panel interview via video.

We will test you against Behaviours, Technical skills and Strengths during the interview.

A presentation or additional exercise may also be assessed.

Appointments will be made on merit order.

Reserve List

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

Near miss                                                                                 

Candidates who are judged to be a near miss at interview may be considered for other positions in Defra which may be at a lower grade but have a potential skills match.   

Merit Lists

Where more than one location is advertised, candidates will be posted in merit order by location. You will be asked to state your location preference on your application.

Location 

As part of the pre-employment process for this post, successful candidate(s) will be locationable 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.

This job is not eligible for relocation allowances.

Salary

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

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 Scotand 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.

Higher Security Clearance

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

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. 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.