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. 

More than ever before the health of our environment, plants, animals and bees matters. Do you wish to be part of are part of an amazing, diverse team on the frontline in researching, investigating, and acting to protect the UK’s animal, plant and bee health?  You will be helping to make a difference to the UK and contributing to global efforts to control and eradicate disease in plants, animals (such as Avian Influenza) and protecting global biodiversity.

If you have a proven track record of experience with strategic and tactical veterinary epidemiological leadership and decision- making, then we would love to hear from you!

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. 

You can be based at any APHA location within GB (i.e. England, Scotland, and Wales only) and must be able to regularly travel to other locations to meet business needs.

Job description

We have an exciting opportunity available to work as a Veterinary Advisor in the Epidemiology and Risk Policy Advice team (EpiRisk). You will play a key role as part of a team led by the Veterinary Head for Epidemiology and Risk in provision of written and verbal evidence-based, quality assured veterinary, epidemiological and scientific advice to Ministers, Chief Veterinary Officers (CVOs), policy teams, administrative colleagues, APHA field and laboratory staff, external stakeholders and similar, including risk assessment, to support the development and implementation of veterinary and public health policies and measures.

As part of the Epidemiology and Risk Policy Advice Team, you will work closely with the Head of EpiRisk, Head of Intervention Epi, other Veterinary Advisors (VAs) and scientists, field epidemiologists, Defra and Devolved Administration (DA) policy colleagues, the Department of Epidemiological Sciences and the Science Strategy and Planning Team to provide timely, fit for purpose, veterinary, scientific and epidemiological advice to UK policy teams.

This informs policy development and implementation, which enables:

• Preparation for, protection against, and control and eradication of exotic notifiable disease. Including preparing risk assessments regarding movement licensing for multiple exotic notifiable diseases in peacetime
• Identification, characterisation and mitigation against new and emerging animal health and welfare threats and vulnerabilities
• Protection of UK borders from disease and potential threats to animal health and welfare
• Facilitation and assurance of trade

Person specification

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

• Proven track record of experience in delivery of statutory and non-statutory animal health and welfare policies, threat characterisation, and peer-reviewed risk assessment.
• Evidence of understanding of the control of disease in populations, competence in systematic data capture, analysis and interpretation to support the investigation of animal health and welfare issues.
• Proven track record of strategic and tactical veterinary epidemiological leadership and decision-making during incident and outbreak response, complex case work, contingency planning, and business continuity.
• Proven track record of co-ordinating teams to deliver complex and timely scientific advice and risk assessment.
• Experience of translating quantitative and qualitative epidemiological information into advice for policy makers.
• Experience of writing scientific papers and/or reports.
• Experience in disease control and surveillance programmes and/or monitoring of such programmes.
• Experience of representing APHA or other official bodies with important customers, partners and stakeholders.
• Experience in exotic disease control operations.
• Working knowledge of the World Organisation for Animal Health (WOAH) Risk Assessment framework.
• Experience in leading on risk assessments, including developing the risk question and translating results into advice for policy makers.

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 £52,120, Animal and Plant Health Agency contributes £14,072 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, Experience and Technical skills.

Application Process 

As part of the application process, you will be asked to complete a:  

• A CV, outlining your full job history, previous experience, and qualifications.
• A personal statement of 750 words - Considering the Job Description and Person Specification, please demonstrate how you are most suited to this role.
• A behaviour statement of 250 words for the lead behaviour, Seeing the Big Picture.

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 CV & 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 experience, behaviours and technical skills. 

A presentation or additional exercise may also be assessed.

For the purposes of the selection process, the Lead Behaviour will be Seeing the Big Picture. 

Your interview will either be conducted face to face or by video. You will be notified of the location if you are selected for interview.

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. 

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.

For most candidates your hours of work will be a blend of working from an  APHA workplace (specific to the team location) with working at home.  

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

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.