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The post incumbent will be responsible to the Continuing Airworthiness Manager (CAM) for the co-ordination of airworthiness activities and information for both the Merlin HC3/3A and Sea King HC4 Forces, to ensure that the CAM’s Military Aviation Authority (MAA) responsibilities are satisfied.  This function shall include ensuring that the standard and presentation of Continuing Airworthiness Engineering (CAE) information is compliant with the MAA Regulatory Publications (MRP) and especially the CAE 4000 series Regulatory Articles. Basic pay will be between £42,314.16 and 50,676.84 per annum depending on increment level. 

The post incumbent will be responsible to the Continuing Airworthiness Manager (CAM) for the co-ordination of airworthiness activities and information for the Lynx and Wildcat in the JHC Aviation Reconnaissance Force, to ensure that the CAM’s Military Aviation Authority (MAA) responsibilities are satisfied.  This function shall include ensuring that the standard and presentation of Continuing Airworthiness Engineering (CAE) information is compliant with the MAA Regulatory Publications (MRP) and especially the CAE 4000 series Regulatory Articles. Basic pay will be between £42,314.16 and 50,676.84 per annum depending on increment level. 

The Staff Damage Control Officer (SDCO) is accountable to the SMEO and is responsible for the training of allocated Force Elements to reach Fleet Readiness and Performance Standards. His/her primary purpose is to supervise and conduct CBRNDC Operational Sea Training in HM Ships, Royal Fleet Auxiliaries and Foreign Warships as directed by SMEO iaw Staff Instructions and the CBRNDC Guidance notes. Basic pay will be between £48,449.76 and £58,025.04 per annum depending on increment level.

Working to the UWTC-SO1 in NCHQ as a team member of the UWTC Programme (with Team Leader based in Abbey Wood), this post will manage the UWTC subordinate project to ensure effective and successful transition of submarine training currently delivered at RNSMS to within the training envisioned to be delivered from 1 Jan 2018 by the UWTC at HMNB Clyde.  A key deliverable of the training transition will be the re-baselining of training necessary to support the ASTUTE and Successor SSBN Classes putting in place the training design, delivery and support mechanisms by which training can be sustained and meet the ACNS(Trng) vision – Flexible, Adaptable and Effective – into the future. Basic pay will be between £42,314.16 and £50,676.84 per annum depending on increment level. 

Working to the UWTC-SO1 in NCHQ as a team member of the UWTC Programme (with Team Leader based in Abbey Wood), this post will manage the UWTC subordinate project to ensure effective and successful transition of elements of Phase 2 & 3 submarine training currently delivered at DSMarE to within the training envisioned to be delivered from 1 Jan 2018 by the UWTC at HMNB Clyde.  A key deliverable of the training transition will be the re-baselining of training necessary to support the ASTUTE and Successor SSBN Classes putting in place the training design, delivery and support mechanisms by which training can be sustained and meet the ACNS(Trng) vision – Flexible, Adaptable and Effective – into the future. Basic pay will be between £42,314.16 and £50,676.84 per annum depending on increment level. 

The role of the Chief Clerk JCU(R) is to provide integrated specialist Reservist support to cyber operations in order to enhance Defence cyber capability.  Basic pay will be between £29,143.08 and £41,011.44 per annum depending on rate, increment level and pay spine. 

The WM is to ensure that the crew complies with the watch-bill and fulfils all tasks as directed by the FSO, DATCO and the FSM.  He/she is also to ensure that current standing orders are adhered to. The WM is i/c of the crash combine and initial on scene Incident Commander, he/she is to endeavour to attend all incidents on the airfield within 2 minutes of the alarm, to this end, he/she is to ensure that vehicles and crew are at immediate readiness at all times when flying is in progress. Pay will be between £26,590.08 and £30,221.76 per annum depending upon increment level. 

Accountable to the Squadron Executive Officer the REGCPO is to act as Squadron DEPCO, administer 815 Squadron ratings and ensure they conform to Station and Squadron Orders concerning discipline, dress and leave. Pay will be between £29,434.44 and £38,319.60 per annum depending upon increment level and pay spine.

Accountable to the OC MOAT the MAOT Ops senior will be the most Senior Rate at the unit and will be the key adviser to the OC MAOT providing feedback on morale, welfare and all other personnel issues. He will act with the authority and in the same capacity as a Coy Sgt Major/ DEPCO.  Pay will be between £29,434.44 and £38,319.60 per annum depending upon increment level and pay spine. 

The OCMUT organisation is responsible for the Career Management and assignments of all Warfare, Engineer and Logistics Young Officers (including YO’s at University) from entry at BRNC to reaching the trained strength. The SO3 OCMUT’s primary purpose is to assign and co-ordinate the training pipelines according to type of entry and specialisation to include Specialist Fleet Training (SFT), holdovers/broadening appointments and assignments to professional courses. Pay will be between £33,592.20 and 39,948.60 per annum depending on increment level. 

Accountable to the unit Commanding Officer; the Royal Navy Staff Officer (RNSO) is to support the Unit Command in the development, promotion and delivery of Naval Ethos and Naval Service Core Values through the advancement and maintenance of robust Divisional and Training systems capable of delivering the necessary moral and physical components of OC@R. Pay will be between £42,314.16 and 50,676.84 per annum depending on increment level. 

Accountable to the NAVY CAP-ACNS EA the primary role of the COS HQ COORD is to support ACNS CAP in his capacity as Chief of Staff for Navy Command HQ, Pay will be between £33,592.20 and 39, 948.60 per annum depending on increment level.   

Accountable to the JFC Svc Sec SO1 the role of the SO2 Svc Sec is to, on behalf of COS JFC, lead the Establishment Team to manage the manpower requirements of the JFC TLB. Pay will be between £42,314.16 and 50,676.84 per annum depending on increment level. 

The unit role is to develop Joint Warfare to ensure the delivery of relevant, agile, balanced and coherent operational capability to support current, contingent and future operations.  The SO2 J7 Exercises is to act as lead SO2 within the JW Exercises team.  The applicant must be available to deploy for a minimum of 40 days per year. Pay will be between £48,449.76 and £58,025.04 per annum depending on increment level. 

Directly accountable to COS SO1 the NC LLM COORD is the principle staff support to ACOS (LLM)/DCGRM and the LLM CDT.  Responsible for the day to day implementation and coordination of 1* LLM requirements.  In addition he has the secondary purpose to coordinate the pan-LLM activity on behalf of DACOS LLM. Pay will be between £33,592.20 and 39, 948.60 per annum depending on increment level.

Accountable to the Deputy Head Strategic Programmes the SO1 Management Programmes is required to be the Strategic Management Programme manager for Senior Responsible Owner, Directors of Defence and Defence Acquisition MSc programmes.  He/she is also to develop and deliver new programmes and requirements and develop existing management and acquisition programmes.  In addition he/she will represent the MOD in partnership with Cranfield University, support the full scope of LMD strategic programmes and liaise across Government Depts in strategic education interventions. Pay will be between £59,387.64 and £68,766.12 per annum depending on increment level. 

Accountable via the Force Development Gateway to ACOS(Mar Cap) the SO1 FD will be part of the Force Development team with a particular focus for identifying overall requirements for the Maritime Force, understanding relative capability and limitations of alternative force structures, including new concepts where appropriate, representing the identified optimal Naval Force structure in the Capability Management Plans and Command Plan. They will also be involved in the drafting of Genesis Options into the start of a Concept Phase. Pay will be between £59,387.64 and £68,766.12 per annum depending on increment level. 

Responsible via SO1 Force Development and the Force Development Gateway to ACOS(Mar Cap) SO2 FD will be part of the Force Development team with a particular focus for identifying overall requirements for the Maritime Force, understanding relative capability and limitations of alternative force structures and representing the identified optimal Naval Force structure in the Capability Management Plans and Command Plan. Pay will be between £42,314.16 and 50,676.84 per annum depending on increment level. 

SO2 Res Trg is accountable to CMR SO1 RN RES and is pivotal in the provision, sustainability and development of RNR training, which is spread across the UK between 19 bespoke Branches, within 14 Units. His/her primary purpose is to identify the resources required, co-ordinate and develop Generic and Specialist Training within the RNR, including New Entry Training and pipeline management. Pay will be between £48,449.76 to 58,025.04 per annum depending on increment level. 

Accountable to the Air Engineering Officer via the Exec CPO the Exec PO is to manage matters concerning routine organisation and discipline within the Squadron as directed. Pay will be between £30,445.68 to £34,603.93 per annum depending on increment level and pay band. 

Accountable to the SO1 DAC the SO2 DAC is to direct Service Commands to generate individuals against global, Operational, contingent and emerging requirements and maintain overwatch of standing Individual Augmentee commitments. Pay will be between £42,314.16 and 50,676.84 per annum depending on increment level.