Navy Command - INFRA Superintendent

Are you looking for an exciting opportunity to help deliver a major recapitalisation programme to redress a material state decline, allow optimisation of support for incoming warship classes and ensure modernisation of His Majesty’s Naval Base (HMNB) Portsmouth to suit the needs of the Royal Navy in the 21st century and to regenerate and enable our Armed Forces to protect, defend and support everyday life?

His Majesty’s Naval Base Portsmouth is a maintenance and operational support base for two thirds of the Royal Navy’s Surface Fleet, including the aircraft carriers His Majesty’s Ship (HMS) Queen Elizabeth and HMS Prince of Wales. Its primary purpose is to deliver support to the personnel and ships of the Portsmouth Flotilla, together with visiting RN and foreign vessels. It also provides support to over 150 tri-service lodger units, from military bands to experimental vessels, and civilian organisations. As one of three UK naval bases, it enables the Royal Navy’s and the nation’s defence strategy; it is a Defence Critical National Infrastructure Asset.

Structurally, the base comprises of over 900 buildings, 380 acres of land, 55 square miles of sea and 6 miles of waterfront. Its electrical, heat and gas networks are amongst the largest in the UK outside the national framework. And, having been founded in 1194, it hosts a unique set of heritage maritime assets, many of which are maintained in daily use.

It encompasses HMNB Portsmouth, HMS Nelson, HMS Temeraire and Clarence Field sports ground, and provides infrastructure support to other local units, such as the Oil Fuel Deport and Defence Munitions, HMS Excellent and Portsmouth located Navy, Army, and Air Force Reserve units.

The base is a major employer within the city and, as part of Navy Command, provides an open, flexible and supportive work environment where Civil Servants, Contractors and Armed Forces personnel work together in a wealth of interesting and challenging jobs. It is a unique employment opportunity to support the Nation’s maritime forces today and ensure we are ready for tomorrow whatever the future holds.

This position is advertised at 37 hours per week.

The primary purpose of the Infrastructure Superintendent is to lead and manage a diverse team and large budget to deliver all aspect of Hard FM within HMNB Portsmouth on behalf of the Naval Base Commander, working with other teams, such as Defence Infrastructure Organisation, to ensure safety, security and operations are not compromised.

As part of and working alongside the HMNB Management Board the Infrastructure Superintendent’s role is responsible to the Naval Base Commander Portsmouth (NBC(P)), as Head of Establishment, to ensure all infrastructure across the naval base is maintained in a Safe-to-Operate status within the overall base design boundary. The role also ensures the estate is optimised to enable the Force Generation Plan for ships based in Portsmouth, Personnel Support facilities and agreed Lodger Unit outputs. To achieve this, the role is the Estates Duty Holder, including Design Authority, and is in charge of a large military, civilian and industrial partner team (KBS Maritime) to deliver the Hard Facilities Management (Hard FM). The role is the principal customer for KBS Maritime, the infrastructure industrial partner for HMNB(P), thus the accountable owner for this element of the base’s support contract, Future Maritime Support Programme (FMSP).

Recently HMNB(P) is planning to deliver a major programme of reinvestment in all facilities across the site, Project Bentham, which will meet the needs of the Royal Navy well into the middle of the 21st Century. A dedicated MoD team is being generated to deliver this significant change and the co-ordination and cohesion of that team with the Superintendent’s team will be fundamental to this role.

As detailed in the Terms of Reference, other important aspects of the role are to:

• Maintain material state control to ensure the Safe-to-Operate design boundary is maintained and understood by site users.
• Leads the Strategic Estate Management team at Portsmouth NB.
• Be an HMNB(P) Management Board member, working with fellow board members, as Infrastructure sponsors, supporting the strategic direction, control and optimisation of the site.
• Ensure Naval Base assets are prioritised and risk managed to meet the Force Generation Programme.
• Lead Service Delivery and Relationship management with Infrastructure teams within Team Portsmouth and associated supply chains across the Naval Base footprint.
• Lead Project Bentham Strategic Study and Sustainable Workforce work strands until a dedicated team is stood up.
• Be the FMSP Lot 5 (Portsmouth Hard FM) Contract Accountable Owner, assuring all service delivery contract deliverables.
• Establish the strategic development headmark for Portsmouth Naval Base infrastructure to meet Defence and Navy Command future needs.
• Assure the delivery of the Type 31 Frigate Infrastructure.

This is a fast paced and exciting role and we are looking for an experienced Infrastructure specialist with an ability to think across the Hard FM spectrum, from tactical repairs to strategic positioning, to achieve a safe and secure site that achieves its operational outputs.

The person must also be experienced in leading, managing and communicating across different functions, teams and organisations, in a ‘Wholeforce’ environment to deliver ‘best-for-base’ outcomes.

It would be desirable for candidates to have:

• A proved track record in Hard FM, particularly within Defence
• Experience in managing projects through the MoD Approvals process, be they Category A, B, C or D.
• Knowledge of contracts and setting contractual requirements,
• Knowledge of management tools such as Risk Management, Performance Indicators and Requirement setting.

We'll assess you against these behaviours during the selection process:

• Leadership
• Making Effective Decisions
• Managing a Quality Service

We'll assess you against these technical skills during the selection process:

• EM1.3 – Property portfolio management (estates competences)
• P3M02 – Team Management (P3 management competences)
• H&S1.1 – Fundamentals (H&S competences)

As a civil servant in Navy Command, you will be part of a forward-looking organisation with inclusive workplace policies, excellent career prospects, and a job that makes a difference.

Navy Command prides itself on being a supportive employer and where possible encourages flexible working, helping you to maintain a great work/life balance.

In HMNBP, we promote the 70:20:10 model[1]. We understand learning can take different forms including on the job practice, learning from others, networking as well as studying for courses. All staff are encouraged to take ownership of their development and take proactive steps to shape your own learning and development. This includes identifying learning needs, deciding the best way to meet these needs, undertaking learning and reflecting.

We believe that everyone has the potential to make a difference and you will be supported to help you learn and advance in your career. This includes working towards membership of a professional body and/or undertaking an apprenticeship as part of your role.

An apprenticeship is a combined package of work and training. Through an apprenticeship you will gain professional knowledge, practical experience, and the broader skills required to upskill you in your current role and pave the way for your future career. Most of the training will be ‘on-the-job’, with the remaining ‘off-the-job’ training often delivered by a training provider. This means minimal disruption and maximum impact.

Professional qualifications can be achieved through an apprenticeship and range from Level 2 (equivalent to 5 GCSEs), Level 3 (equivalent to 2 A Levels), and Levels 4 -7, which can give you a foundation degree, a full Bachelor’s degree, or a Master’s degree.

Apprenticeships normally last between 12 months - 3 years, depending on the level of the apprenticeship.

Anyone can undertake an Apprenticeship and everyone, regardless of age, can benefit from developing their skills in an accredited way.
Successful candidates can discuss their development options with their manager when in post.

We also provide first rate benefits for all our employees as we understand the commitments our staff have, both inside and outside of the workplace and our aim is to provide a place of work which allows the flexibility to maintain a work-life balance. These include:

• In addition to your salary is the potential for in-year performance and recognition awards
• A Civil Service pension with an average employer contribution of 27%
• Personal & professional development
• Access to a confidential, professional support service
• 25 days paid annual leave rising (1 day per year) to 30 days upon completion of 5 years’ service
• Alternative working patterns for many roles
• Discount schemes
• Bicycle / season ticket loans
• Enhanced maternity, paternity, and adoption leave
• Special paid leave to volunteer up to 6 days a year
• On-site facilities (gymnasium, various cafés, shops, post office, mess facilities etc)

[1] 20200522-Routes to learning 2020_May.pdf (sharepoint.com)

Where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to capacity and any required workplace adjustments. Requirements to attend other locations for official business, or work in another MOD office, will also count towards this level of attendance. Applicants can request further information regarding how this may work in their team from the Vacancy Holder (see advert for contact details). Defence Business Services cannot respond to any questions about working arrangements.

The post does not offer relocation expenses.

External recruits who join the MOD who are new to the Civil Service will be subject to a six-month probation period.

Please Note: Expenses incurred for travel to interviews will not be reimbursed.

Please be advised that the Department is conducting a review of all pay related allowances which could impact on those allowances that the post currently being advertised attracts.

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

The Ministry of Defence is committed to providing a safe and healthy working environment for its staff which includes educating them on the benefits of not smoking, protecting them from the harmful effects of second-hand smoke and supporting those who want to give up smoking. Under the Smoke-Free Working Environment policy, Smoking and the use of all tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment however some exemptions are in place, please refer to local guidance. The policy is Whole Force and includes all Defence personnel, contractors, visitors and other non-MOD personnel. All applicants seeking, considering, or accepting employment with the Ministry of Defence should be aware of this policy and that it is already in place at a number of Defence Establishments.

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Job contact :

Name :
Cdre J E Voyce OBE ADC
Email :
John.Voyce839@mod.gov.uk

Recruitment team

Email :
DBSCivPers-Resourcingteam3@mod.gov.uk