The Infrastructure Higher Officer role in Cyber & Digital Forensics (C&DF) Nottingham is pivotal to the successful delivery of a significant investment in capability and offers varied and challenging work.
The primary responsibility of the Infrastructure Higher Officer role is to support all technology underpinning Nottingham C&DF business as usual activity. This supports Investigators as they capture, investigate and analyse forensic evidence, extracted from digital media devices that have been, or are suspected of being, used in the commission of crime.
Alongside this, the Infrastructure Higher Officer will be expected to play a leading role in the management of assigned infrastructure services and technologies, working with the HMRC corporate IT department and a range of external suppliers and experts. This will often involve tactical responses, delivered at pace, under pressure, whilst complying with the standards required by the criminal justice system.
Key responsibilities and requirements:
- Strong analytical and problem solving skills with the ability to take responsibility for resolving problems and applying root cause analysis techniques.
- Capable of handling multiple priorities in fast paced surroundings.
- Flexible approach to work with the ability to pro-actively take the initiative and work independently with little supervision.
- Ability to acquire new skills quickly and learn on the job.
- Ability to work effectively as part of a team where ideas & skills are shared.
- Preparation of forecasts, bids and reports for budgets, within allocated area of responsibilityResponsibilities
Essential Criteria: Demonstrable experience across multiple Microsoft platforms such as Windows Server 2012(R2), 2016. 2019
Good knowledge of foundation network technologies such as DNS, DHCP and protocols around TCP/IP such as FTP and SMTP.
Desire to provide support across the extensive Microsoft stack and related infrastructure services, such as Active Directory, Clustering, System Center etc.
Exposure to virtualisation technologies, such as VMware, Hyper-V.
CompTIA A+ or equivalent experience.
ITIL Foundation Qualification or demonstrable understanding of ITIL Lifecycle Standards.
Strong written ability and communication skills
Degree or degree-level qualification in Information Technology or a related field and/or practical experience supporting an IT environment. Qualifications and certifications held may include (but are not limited to): MCSA, MCSE, CCNA, ITIL Foundation, APM Foundation, CompTIA A+.
We'll assess you against these behaviours during the selection process:
- Making Effective Decisions
- Managing a Quality Service
We'll assess you against these technical skills during the selection process:
Learning and development tailored to your role
An environment with flexible working options
A culture encouraging inclusion and diversity
A Civil Service pension
If you are applying for a role in an office within a regional center location or a transitional or specialist site, then the following may apply: Daily Travel Assistance will be available for this role, provided the successful applicant is a current HMRC employee and meets the eligibility requirements outlined in the department's Daily Travel Assistance guidance.
Things you need to know
Successful candidates must pass a disclosure and barring security check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check .
Selection process details
This vacancy is using Success Profiles , and will assess your Behaviours, Strengths, Experience and Technical skills.
As part of the application process you will be asked to complete a CV and statement of suitability, both of which will be used at sift. Further details around what this will entail are listed on the application form.
The statement of suitability should explain in no more than 750 words why you are suitable for this role and evidence the behaviours Making Effective Decisions and Managing a Quality Service . The statement of suitability will be used at sift and you will be further tested against these behaviours at interview.
We will test the technical skills of our applicants by way of technical questions posed at interview. These questions will be based on the essential/desirable criteria detailed in the advert. The Behaviours, Experience and Strengths will also be assessed at interview.
Sift and Interview will take place within 5 weeks of advert closing date. Location to be confirmed. Due to Covid 19, interviews may be held by video.
Any move to HMRC will mean you will no longer be able to carry on claiming childcare vouchers. You will however have access to the governments Tax Free Childcare scheme.
A reserve list may be held for a period of 12 months from which further appointments can be made.
Customer facing roles in HMRC require the ability to converse at ease with members of the public and provide advice in accurate spoken English and/or Welsh where required. Where this is an essential requirement this will be tested as part of the selection process.
If you are successful and transferring from another Government Department, we will carry out a check of your identity, nationality, and immigration status (including the right to work in the UK) and a criminal record check before confirming your appointment.
Successful candidates must pass a Disclosure and Barring Security Check. Please note that HMRC have an exemption under the Rehabilitation of Offenders Act 1974, which enables us to make enquiries about both unspent and spent convictions.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstance 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.email@example.com stating the job reference number in the subject heading.
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.
In November 2015, HMRC announced the next step in our ten-year modernisation programme to create a tax authority fit for the future, committing to high-quality jobs and the creation of new regional centres serving every region and nation in the UK. We set out our plans to consolidate into 13 large, modern offices, equipped with the digital infrastructure and training facilities needed to build a more highly-skilled workforce. These offices will be located in Glasgow, Edinburgh, Belfast, Newcastle, Leeds, Liverpool, Manchester, Nottingham, Birmingham, Bristol, Cardiff, Croydon and Stratford. There will also be a small number of specialist sites, where the work cannot be done anywhere else, in Gartcosh (near Glasgow), Telford, Ipswich, Worthing and Dover, as well as our headquarters in central London. In addition, our Welsh language service has people in specialist roles located in Porthmadog, as well as Cardiff. If you are recruited into an office that is not one of these locations, you will be expected, subject to HMRC's applicable policies, to move to one of these locations in the future. In some cases this will be via a transitional site. If you are not a current civil servant, you will not be eligible for financial assistance for your move to the regional centre or a transitional or specialist site. If you are a current HMRC employee and you joined HMRC through an advert that was advertised on or after 11/01/2017, you will not be eligible for financial assistance for your move to the regional centre or a transitional or specialist site. This is in line with the terms of your original appointment to HMRC. For more information please contact the vacancy holder.
Terms and Conditions:
Some of HMRC Terms and Conditions of employment changed on 1st May 2013, these will apply to people who are new recruits to HMRC or who take a new job in HMRC on promotion. The document attached to this advertisement provides more information on the changes we made, please note this is not a full list of HMRC's terms and conditions. If you need to discuss how these changes might affect you, please contact the vacancy holder. For further information on terms and conditions please visit https://www.gov.uk/government/organisations/hm-revenue-customs/about/recruitment#annual-leave
If you are currently working for an OGD and would like to consider the impact on your pay when joining HMRC, please see the attached document "Pay on Transfer from OGD" for further information.
New entrants are expected to join on the minimum of the pay band.
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 firstname.lastname@example.org 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.
Feedback will only be provided if you attend an interview or assessment.
Open to UK, Commonwealth and European Economic Area (EEA) and certain non EEA nationals. Further information on whether you are able to apply is available here .
Working for the Civil Service
The Civil Service Code 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 .
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.