About the job

Job summary

The GB Non-native Species Inspectorate aims to reduce the risk of non-native species becoming established in Great Britain by monitoring and inspecting pathways that introduce invasive non-native species (e.g. recreational boating, angling, horticulture, pet trade, online sales, etc.) and supporting contingency and rapid responses.

Inspections will include gathering evidence and inspecting goods, vehicles, premises and websites of different sectors to ensure compliance with existing law and assess biosecurity risk. Where contingency response is required to remove species from the wild, the inspectorate will help to deliver the response in the field. 

The role will involve line management of other staff as well as the organisation and implementation of inspections and field work at a wide range of locations. It will be a combination of office/home-based working and field work.

Job description

• Line and functional management of up to four EOs and one AO
• In liaison with line management chain, organisation of an inspection schedule for self and other staff
• Liaison with owners of establishments to be inspected and other Government departments / agencies in England, Wales and Scotland
• Inspection of a range of premises either by agreement in advance with owners, unannounced visits where public access is available, or (in certain specific cases) using powers of entry
• Assisting with contingency and rapid responses
• Investigating escapes and deliberate releases of non-native species
• The collection of high-quality data in order to assess the risk posed by different pathways, the time required for inspections in different sectors and levels of compliance using a voluntary approach
• Writing of summary reports on all inspections
• Contributing to regular reports to Defra, Scottish and Welsh Governments, and the UK Programme Board for Non-native Species
• Attending events and providing advice and guidance on biosecurity
• Liaising with diagnostic services and other experts to identify species where necessary
• Where relevant, to fully comply with Standard Operating Procedures, Health and Safety standards and risk assessments in the course of your duties
• Representing the Non-native Species Inspectorate to a high professional standard
• To be willing to undertake all relevant training, including basic identification of more common high-risk species

Person specification

• Background in Biological or Botanical Sciences or experience in data management and/or law enforcement
• Experience of managing difficult situations / stakeholders
• Experience of managing a small team
• Candidates will need to be proficient with appropriate desk-based work using standard Microsoft Office applications (Word, Excel, MS Teams) and willing to learn new skills where appropriate
• Close attention to detail

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 Experience and Technical skills.

Application Process

At application you will be asked to provide a CV and give details in a personal statement (of no more than 500 words) of all your skills, experience, and suitability to the role.

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

Sift

Sift dates to be confirmed.

Interview

If successful at application stage, you will be invited to interview where you will be assessed on your experience and technical skills relevant to the role described above. 

A presentation or additional exercise may also be assessed.

Interviews will take place on Teams. Interview dates to be confirmed.

Further information

Should you be successful at interview you will be required to undertake this security check along with Baseline Personnel Security Standard (BPSS) check. This includes: identity, employment status, nationality and immigration status, criminal records and any other essential pre-employment checks.

Successful applicants will be required to undertake health clearance prior agreeing a start date.

The successful candidate will need to comply with a number of health protocols and wear protective clothing and Respiratory Personal Protective Equipment (RPPE) as required.

You will be officially based at an APHA location that is closest to your home address and you will work mostly across an area from your home but some flexibility to work further afield at times is expected. A suitable vehicle will be provided for this work that will be kept at your home address but can only be used for work purposes. Occasional visits to other APHA offices besides your official location will be necessary for training and enrolment, but further attendance is expected to be infrequent/minimal.  Please note that journeys to/from your home/official location will be at your own expense and in your own time.

There will be no shift pattern or allowance. Overtime will be payable in the event of an incident when out of hours work maybe required.  When working further afield which necessitates overnight stays, travel and subsistence is payable for the periods spent away from home/office. If successful you will be offered a permanent contract (on level transfer if appropriate).

This post will commence on 1st April 2024.

• A valid full driving licence is necessary or access to an alternative means of transport
• Due to access requirements to biosecure areas, individuals must be physically able
• Out of hours work may be required in the event of an incident

Location

Please be aware that this role(s) will be contractually based in a Defra group workplace/office. 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.

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.

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 may be 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.

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 London 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.