Navy Command Culture and Leadership Data Manager
UK Ministry of Defence
Date: 11 hours ago
City: Portsmouth, England
Contract type: Part time
HMS Excellent, Portsmouth, PO28ER
Job Summary
Do you want to help shape the future culture of the Royal Navy? Are you a proactive data manager looking for a new challenge in a complex and interesting organisation? Are you looking for an opportunity to work in a fast-paced team where no day is the same? Are you interested in making a difference and playing a role in evolving the culture and leadership development of the Royal Navy Enterprise?
The Royal Navy Culture and Leadership Team is looking for a proactive individual who is ready for a new challenge. This is a fun and friendly who is still developing its breadth of operations so will provide an exciting challenge for someone who is looking to make a difference and play a part in shaping the team and culture of a large and complex organisation like the Royal Navy. The role’s primary function will be around data-management, but as a small team, there is an opportunity to get involved in the varied work the team does, as well as many learning and development opportunities.
This position is advertised at 37 hours per week.
Job Description
The Royal Navy’s Culture and Leadership team was established in April 2023 working direct to First Sea Lord and the Navy Board (NAVB). The Team coheres the work across Navy Command and the Ministry of Defence more widely with a focus on building upon the culture and climate in which our people work ensuring trust, inclusivity, empowerment, mutual respect, professionalism, self-leadership, self-accountability and self-awareness are the norm and where every individual has the tools and strategies to support the levels of psychological and physical fitness required to deliver the Departments operational commitments.
Through a series of tangible, achievable and evidenced-based solutions, the Culture and Leadership Team seeks to achieve organisational and cultural change in accordance with the NAVB’s priorities.
The post holder will be responsible for cohering data and metrics to measure culture change and to identify indicators of effective performance. The post holder will be pivotal in the Governance and Engagement Team to design, deliver, embed and evaluate these solutions
Main Duties Include:
Through a series of tangible, achievable and evidenced-based solutions, the Culture and Leadership Team seeks to achieve organisational and cultural change in accordance with the NAVB’s priorities.
The post holder will be responsible for cohering data and metrics to measure culture change and to identify indicators of effective performance. The post holder will be pivotal in the Governance and Engagement Team to design, deliver, embed and evaluate these solutions
Main Duties Include:
Essential Criteria
We'll assess you against these behaviours during the selection process:
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 Great Work/life Balance. Other Benefits For Navy Command Civil Servants Include:
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.
Our headquarters in Portsmouth also offers an impressive range of on-site facilities including a gymnasium, tennis courts, and other sporting facilities, a children’s nursery, a bistro restaurant, a shop, and plenty of car parking spaces.
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.
The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.
The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out
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.
MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
At sift, you will be assessed against your CV, Statement of suitability and the following:
Behaviour:
Behaviour:
At interview, you will be assessed against the following:
The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.
The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out
The Civil Service embraces diversity and promotes equality of opportunity. There is a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. If you need to advise us that you need additional help or reasonable adjustments for the recruitment process, please contact: [email protected] .
As a result of the changes to the UK immigration rules which came in to effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points based system, where a role has been deemed to be business critical. This role does not meet that category and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points based system.
Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn
Feedback will only be provided if you attend an interview or assessment.
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
Security
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
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:
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.
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.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact :
Please ensure you read the attached candidate information document prior to completing your application. If you are dissatisfied with the service you have received from DBS, or believe that DBS has failed to follow the recruitment process in line with the Civil Service Commission principles of selection for appointment on merit on the basis of Fair and Open competition, you can raise a formal complaint by writing to DBS at the following address: Defence Business Services, Scanning Hub, Room 6124, Tomlinson House, Norcross Lane, Blackpool, FY5 3WP. If after raising your complaint with DBS you remain dissatisfied you can complain directly to the Civil Service Commission at the following address: Civil Service commission, Room G/8, 1 Horse Guards Road, London, SW1A 2HQ Or by email: [email protected].
Job Summary
Do you want to help shape the future culture of the Royal Navy? Are you a proactive data manager looking for a new challenge in a complex and interesting organisation? Are you looking for an opportunity to work in a fast-paced team where no day is the same? Are you interested in making a difference and playing a role in evolving the culture and leadership development of the Royal Navy Enterprise?
The Royal Navy Culture and Leadership Team is looking for a proactive individual who is ready for a new challenge. This is a fun and friendly who is still developing its breadth of operations so will provide an exciting challenge for someone who is looking to make a difference and play a part in shaping the team and culture of a large and complex organisation like the Royal Navy. The role’s primary function will be around data-management, but as a small team, there is an opportunity to get involved in the varied work the team does, as well as many learning and development opportunities.
This position is advertised at 37 hours per week.
Job Description
The Royal Navy’s Culture and Leadership team was established in April 2023 working direct to First Sea Lord and the Navy Board (NAVB). The Team coheres the work across Navy Command and the Ministry of Defence more widely with a focus on building upon the culture and climate in which our people work ensuring trust, inclusivity, empowerment, mutual respect, professionalism, self-leadership, self-accountability and self-awareness are the norm and where every individual has the tools and strategies to support the levels of psychological and physical fitness required to deliver the Departments operational commitments.
Through a series of tangible, achievable and evidenced-based solutions, the Culture and Leadership Team seeks to achieve organisational and cultural change in accordance with the NAVB’s priorities.
The post holder will be responsible for cohering data and metrics to measure culture change and to identify indicators of effective performance. The post holder will be pivotal in the Governance and Engagement Team to design, deliver, embed and evaluate these solutions
Main Duties Include:
- To cohere the data we gather as an organisation and utilise it to measure culture against the Culture Maturity Model.
- To act as an SME for culture data, supporting the wider team where necessary and supporting stakeholders with culture placemats, action plans, and implementation plans and other tasks as required.
- Manage the data for the termly behaviours update and the culture risk register.
- To support work around the Culture Change Governance Programme, including helping manage the governance structure.
- To provide innovative ideas to help improve organisational learning and turning team and organisational lessons learnt into organisational learning.
- To support the management of various culture boards, steering groups and working groups, which may include development of Terms of References, actions and minutes as required, as well as an understanding of best practice and alternative options.
- Management of JIRA and planning and oversight of the team’s activities.
- To forge/sustain strong links/share best practice with a wide range of public and private sector organisations, including other nation’s armed forces, as required, via attendance at key networking events and participation in annual benchmarking exercises to ensure the RN achieves continuous improvement as required.
- Maintain the Culture and Leadership campaign plan and disseminate where appropriate.
- Assist with general team admin where appropriate.
Through a series of tangible, achievable and evidenced-based solutions, the Culture and Leadership Team seeks to achieve organisational and cultural change in accordance with the NAVB’s priorities.
The post holder will be responsible for cohering data and metrics to measure culture change and to identify indicators of effective performance. The post holder will be pivotal in the Governance and Engagement Team to design, deliver, embed and evaluate these solutions
Main Duties Include:
- To cohere the data we gather as an organisation and utilise it to measure culture against the Culture Maturity Model.
- To act as an SME for culture data, supporting the wider team where necessary and supporting stakeholders with culture placemats, action plans, and implementation plans and other tasks as required.
- Manage the data for the termly behaviours update and the culture risk register.
- To support work around the Culture Change Governance Programme, including helping manage the governance structure.
- To provide innovative ideas to help improve organisational learning and turning team and organisational lessons learnt into organisational learning.
- To support the management of various culture boards, steering groups and working groups, which may include development of Terms of References, actions and minutes as required, as well as an understanding of best practice and alternative options.
- Management of JIRA and planning and oversight of the team’s activities.
- To forge/sustain strong links/share best practice with a wide range of public and private sector organisations, including other nation’s armed forces, as required, via attendance at key networking events and participation in annual benchmarking exercises to ensure the RN achieves continuous improvement as required.
- Maintain the Culture and Leadership campaign plan and disseminate where appropriate.
- Assist with general team admin where appropriate.
Essential Criteria
- Data management and analysis skills.
- Applicants should demonstrate strong proficiency with computer systems and have a working knowledge of Microsoft Office tools.
- Ability to work independently as well as part of a team, exercise judgement, and good organisational skills.
- Demonstrable evidence of inclusive working practices.
- Confident in presenting complex data in simple terms to a variety of audiences.
- Excellent attention to detail whilst also keeping an overview of the wider perspective.
- Ability to prepare and draft correspondence and/or briefing material.
- Experience with Power BI and other data analysis tools.
- Experience with JIRA and agile methodology.
We'll assess you against these behaviours during the selection process:
- Delivering at Pace
- Changing and Improving
- Working Together
- Delivering at Pace
- Changing and Improving
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 Great Work/life Balance. Other Benefits For Navy Command Civil Servants Include:
- 25 days paid annual leave rising (1 day per year) to 30 days upon completion of 5 years’ service.
- Personal & professional development
- Alternative working patterns for many roles
- Access to a confidential, professional support service
- Discount schemes.
- Bicycle / season ticket loans.
- Enhanced maternity, paternity, and adoption leave.
- Special paid leave to volunteer up to 6 days a year.
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.
Our headquarters in Portsmouth also offers an impressive range of on-site facilities including a gymnasium, tennis courts, and other sporting facilities, a children’s nursery, a bistro restaurant, a shop, and plenty of car parking spaces.
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.
The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.
The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out
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.
MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
At sift, you will be assessed against your CV, Statement of suitability and the following:
Behaviour:
- Delivering at Pace
- Changing and Improving
- Candidates will be required to provide a statement of suitability. (500 Word count)
- Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience.
Behaviour:
At interview, you will be assessed against the following:
- Delivering at Pace
- Changing and Improving
- Working Together
The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.
The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out
The Civil Service embraces diversity and promotes equality of opportunity. There is a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. If you need to advise us that you need additional help or reasonable adjustments for the recruitment process, please contact: [email protected] .
As a result of the changes to the UK immigration rules which came in to effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points based system, where a role has been deemed to be business critical. This role does not meet that category and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points based system.
Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn
Feedback will only be provided if you attend an interview or assessment.
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
Security
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
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
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.
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.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact :
- Name : Louise Wenman-James
- Email : [email protected]
- Email : [email protected]
Please ensure you read the attached candidate information document prior to completing your application. If you are dissatisfied with the service you have received from DBS, or believe that DBS has failed to follow the recruitment process in line with the Civil Service Commission principles of selection for appointment on merit on the basis of Fair and Open competition, you can raise a formal complaint by writing to DBS at the following address: Defence Business Services, Scanning Hub, Room 6124, Tomlinson House, Norcross Lane, Blackpool, FY5 3WP. If after raising your complaint with DBS you remain dissatisfied you can complain directly to the Civil Service Commission at the following address: Civil Service commission, Room G/8, 1 Horse Guards Road, London, SW1A 2HQ Or by email: [email protected].
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