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Defence Business Services (DBS) Decision Making and Appeal (DMA) Caseworker (SEO)
| Posting date: | 05 December 2024 |
|---|---|
| Salary: | £44,590 per year, pro rata |
| Additional salary information: | A Civil Service Pension with an employer contribution of 28.97% |
| Hours: | Full time |
| Closing date: | 04 January 2025 |
| Location: | Blackpool, Lancashire |
| Remote working: | Hybrid - work remotely up to 2 days per week |
| Company: | Ministry of Defence |
| Job type: | Permanent |
| Job reference: | 380331 |
Summary
The Decision Making and Appeals service was created to:
Promote Fairness and Integrity: Apply policies impartially, consistently,
Follow Structured Processes: through a step-by-step decision-making framework.
Base Decisions on Evidence: Rely on documented facts to limit subjectivity and support decisions if challenged.
Produce coherent, concise, reasonable decision/appeal outcomes, that fully explain all elements of the decision in line with policy and process and can be robustly defended to ET. Record the decision rationale, and actions taken to ensure accountability and clarity.
Consider Individual Circumstances: Weigh severity, impact, and mitigating factors while maintaining consistent standards.
Communicate Clearly and Confidentially: Explain outcomes, and respect employee privacy.
Review Decisions Post-Case: Reflect on each case to improve future processes and detect trends.
Ensure Legal and Ethical Compliance: Stay updated on relevant laws, consult HR/legal professionals as needed, and foster a transparent, ethical environment that improves confidence in the HR system and improves employee experience.
Responsible for representing MOD at Employment Tribunal as the Expert HR Witness.
Within this role, frequent business travel is a requirement with overnight stays, in the UK and overseas, to attend meetings, training and DBS conferences/events when necessary.
DBS supports Flexible Working and hybrid working, and hybrid working is adopted within the service. The weekly departments office attendance standard is 60% in the office and 40% homeworking. During initial training periods this may be increased slightly.
Promote Fairness and Integrity: Apply policies impartially, consistently,
Follow Structured Processes: through a step-by-step decision-making framework.
Base Decisions on Evidence: Rely on documented facts to limit subjectivity and support decisions if challenged.
Produce coherent, concise, reasonable decision/appeal outcomes, that fully explain all elements of the decision in line with policy and process and can be robustly defended to ET. Record the decision rationale, and actions taken to ensure accountability and clarity.
Consider Individual Circumstances: Weigh severity, impact, and mitigating factors while maintaining consistent standards.
Communicate Clearly and Confidentially: Explain outcomes, and respect employee privacy.
Review Decisions Post-Case: Reflect on each case to improve future processes and detect trends.
Ensure Legal and Ethical Compliance: Stay updated on relevant laws, consult HR/legal professionals as needed, and foster a transparent, ethical environment that improves confidence in the HR system and improves employee experience.
Responsible for representing MOD at Employment Tribunal as the Expert HR Witness.
Within this role, frequent business travel is a requirement with overnight stays, in the UK and overseas, to attend meetings, training and DBS conferences/events when necessary.
DBS supports Flexible Working and hybrid working, and hybrid working is adopted within the service. The weekly departments office attendance standard is 60% in the office and 40% homeworking. During initial training periods this may be increased slightly.