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JOB DESCRIPTION

REFERENCE NO.
DEPARTMENT:
GROUP:
JOB TITLE:
GRADE:

LOCATION:
DATE OF VACANCY:
DURATION:
CLOSING DATE:
ELIGIBILITY:

Stabilisation Unit

G6 (DFID A1/MOD B1/FCO D7) and Grade 7(DFID
A2/MOD B2/FCO D6)
Open to grade below with a positive promotion
assessment from parent department (as appropriate)
Tripoli, Libya
March 2012
Initially 6 months subject to review
Home Civil Servants
Cadre
Deployable Civilian Experts (DCEs)

INTRODUCTION TO THE ROLE
The Libyan Mine Action Centre (LMAC) is a part of the Libyan MOD and has been
given the responsibility of delivering a conventional weapons destruction
programme (CWDP). This will encompass a number of activities including
MANPADS counter-proliferation/disposal activity, unexploded ordinance
clearance, other small arms counter-proliferation and demining.
HMG and international partners are establishing a co-ordination cell from which all
parties are able to provide support to the LMAC. It will draw upon expertise from
the UN, international partners, NGO’s, and civilian contractors.
The post holder will provide HMG focus to the co-ordination cell. They will form
part of the Defence Advisory Team, reporting to the Senior British Military
Representative (SBMR), to deliver HMG support to the LMAC as they work to
deliver this broader programme of work. They will also be required to engage with
the UN as they set-up and implement their Disarmament, Demobilisation and Reintegration (DDR) programme.
ABOUT TEAM/BACKGROUND
HMG is fully committed to tackling the proliferation of weapons in Libya and we are
working with the Libyan authorities and the international community to achieve this
aim.
Based in Tripoli you will be working with experts from the Libyan Government and
wider international community. You will need to work closely with partners from a
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JOB DESCRIPTION
range of backgrounds (civilian and military, Libyan and international) to drive this
agenda forward.
KEY RESPONSIBILITIES
Programme Management [100% of time]
Co-ordination and monitoring of projects being delivered through the LMAC.
Supporting the LMAC to ensure that activities and outputs are de-conflicted and
that adequate resource is allocated to each deliverable. Assisting the LMAC in
identifying future requirements and scoping project requirements in order to secure
additional international assistance.
Depending on the security situation there will be opportunities for programme field
visits.
REPORT
The post holder reports to the Senior British Military Representative in Tripoli and
will be an integral member of HMG’s Defence Advisory Team (DAT).
ADDITIONAL INFORMATION
Counter-Proliferation and the security of Libya’s weapons has been identified as a
issue of concern for HMG. This is an exciting and high profile job, working right at
the centre of Libyan and international partners efforts to combat this threat.
This post offers an opportunity for a confident, resilient and self-reliant individual to
make a key contribution to HMG’s work to counter the proliferation of weapons
within Libya. This will be a busy and demanding role; sound diplomacy and policy
judgment needs to be combined with speed, accuracy, and persuasive skills,
especially the ability to influence a wide range of partners with potentially
conflicting priorities.
The breadth of this job is wide ranging, with many opportunities to work on a
variety of issues and projects and with a vast array of stakeholders. The high
profile and cross-governmental nature of much of the work makes this an excellent
developmental job for an extremely capable individual. There will be significant
opportunities to demonstrate personal impact, drive policy, and make your mark
on an emerging, and often complex and demanding work stream. As the CWDP
evolves, flexibility will be key.
Although the role will be based in Tripoli, the post holder must be willing to travel
to other parts of Libya if required. Of particular importance is the requirement to
work alongside the UK’s MANPADS counter-proliferation team in Misratah prior to
their departure from Libya.
Personal security/duty of care bits? – HEAT training essential.
BACKGROUND TO STABILISATION UNIT
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JOB DESCRIPTION
The Stabilisation Unit (SU), established in 2004, is jointly owned by the
Department for International Development (DFID), Foreign and Commonwealth
Office (FCO) and Ministry of Defence (MOD) (the three “parent Departments”).
The Unit’s role is to support fragile states and countries emerging from violent
conflict, at the request of its parent Departments or the Cabinet Office; it provides
specialist, targeted operational assistance, to help establish peace and security
and prepare for longer term development. The Stabilisation Unit is the UK
Government’s centre of expertise and best practice on stabilisation, and home of
the Civilian Stabilisation Group. The Unit is currently engaged primarily in
Afghanistan but also in Yemen, Pakistan, Sudan and Somalia, among others.
For information on the
www.stabilisationunit.gov.uk

Stabilisation

Unit,

please

visit

our

website

KEY SU COMPETENCIES(4-5 Max)
Managing Yourself and self
Developing and Managing
Reliance
Collaborative Relationships
Delivering Results
Leadership and Management
Communicating and Influencing
Decision Making
CSG members can find guidance on how to complete competency-based
application forms and advice on interviews on the SU Portal.
KNOWLEDGE / SKILLS REQUIRED
Essential Skills / Experience
1. Project management experience within a policy programme, from
conception through to completion. Skills required include:
a) An ability to work closely and effectively with partners from a range of
backgrounds, both civilian and military and also of different nationalities.
b) Political-Military understanding
c) Stakeholder/beneficiary engagement
d) Monitoring, evaluation and impact assessment.
e) SC clearance
Highly Desirable Skills / Experience
f) Previous experience in implementing a similar post-conflict counterproliferation or capacity building project overseas
g) Ammunition Technical Officer background
h) MSP and Portfolio Management qualifications
i) Financial management qualification
j) Prince 2 or equivalent qualification
IN COUNTRY ARRANGEMENTS (details on R&R etc)
FCO to advise
FURTHER INFORMATION
For Cadre or Civil Servant HR information contact SUHR@stabilisationunit.gov.uk For
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JOB DESCRIPTION
specific information about the post, please contact jude.muxworthy@fco.gov.uk

HOW TO APPLY
Please e-mail your completed SU application to SURecruitment@stabilisationunit.gov.uk
quoting the reference number in the email subject header. Cadre and Civil Servants
should also include their last two appraisal reports and copy to line management and
appropriate HR contact)
(If you are an FCO member of staff, please remember to copy your application to the
appropriate FCO mailbox for the Band (or HRD-Interchangeapplications@fco.gov.uk
for overseas roles).
DCE – Please note, you may be asked to provide references at the final stages of the
recruitment process.

SELECTION PROCESS/TIMETABLE
 Application closing date/time: 24 February 2012
 Paper sift / short list for interview: by 2 March 2012
 Interview: w/c 12 March 2012
Candidates will be notified of application progress within 5 days of sift and interview dates
or of any significant delays that effect the timings.

ADDITIONAL INFORMATION
Level of security clearance: - SC prerequisite if you fail to obtain the the required
level of security clearance, the job offer may be withdrawn or appointment
terminated if already in post
Hostile Environment Awareness Training (HEAT) - the successful applicant must
already be or be willing to complete HEAT / FCO HET / MOD Chilwell training
Terms of transfer: if successful, you will join the Stabilisation Unit on loan for a
period of 12 months (depending on the assessment at the time of the three month
review period) with the possibility of extending in post for a further 12 months
While on loan, you will remain on your parent Department’s terms and conditions,
including pay, appraisal and annual leave entitlement.
When considering a deployment it is important to be aware of issues such as duty
of care, insurance and welfare. There is more information on these topics on the
support for you section of the SU Portal.
Allowances: CSG members can find more information on Pay and Allowances on
the SU Portal under the Pay and Benefits section.
Contingent Liability: the successful applicant will need to obtain agreement from
their parent department that at the end of the secondment/loan, and will return to
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JOB DESCRIPTION
their parent department (unless he/she is able to secure a move elsewhere). The
contingent liability remains with the parent department/organisation.
FCO applicants: If you are successful, postings to the Stabilisation Unit in London
will be treated as a normal FCO Home tour. Your terms and conditions will remain
unchanged. For positions overseas your loan will be treated as Interchange and
you will move to Stabilisation Unit terms and conditions. Please speak to SUHR
as these differ from FCO terms.
The Civil Service Stabilisation Cadre: Once appointed, members of the
Stabilisation Unit are requested to join the Civil Service Stabilisation Cadre. You
will be required to complete a separate application form. For more information on
the Civil Service Stabilisation Cadre, please see:
http://www.stabilisationunit.gov.uk/index.php/civilian-stabilisation-group/cssc
The Cadre terms are different to your home departments. Please familiarise
yourself with them before applying to avoid any complications later in the
recruitment process.
Equal Opportunities: Stabilisation Unit is committed to diversity and equality. The
Civil Service Equal Opportunity policy provides that all eligible people shall have
equality of opportunity for employment and advancement on the basis of their
suitability for the work whatever their sex, marital status, race, colour, nationality,
ethnic or national origin, religion or belief, age or sexual orientation. It provides that
there shall be no unfair discrimination on the basis of disability.
Guaranteed Interview Scheme (GIS): We operate a Guaranteed Interview Scheme
(GIS). This means that any applicant with a disability who satisfies the minimum
competences and essential criteria for an advertised post(s) is guaranteed an
interview. To qualify for this scheme, applicants will need to (1) declare that they
have a disability; and (2) confirm they wish to apply under the GIS. Candidates
choosing to apply under the GIS will be asked to provide evidence of their
disability from a suitably qualified professional at the interview stage.

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JOB DESCRIPTION
For Corporate Services Use:
Recruitment selection board details:
Role
Name
Contact (if not SU) Interview
Dept.
trained?
Trained
Chairperson
Member
Member
At least one board member must be interview trained (on competency based
recruitment and selection)
Post funding source: Counter Terrorism Programme

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JOB DESCRIPTION
Stabilisation Unit Core Competency Framework
Essential personal behaviours required to operate effectively in all Stabilisation Unit roles including those in a hostile environment.
Competencies

Core behaviours
for all staff
employed and
deployed by the
Stabilisation
Unit.

Operating safely
and securely in a
hostile
environment.
Take responsibility
to operate safely in
a hostile
environment
(This competency
is for all those who
deploy with the
SU.)
Identify and
communicate risk
and threats and
minimise these for
you and your team.
Take appropriate,
coordinated and
consistent action to
handle situations of
personal risk and
situations of risk for
others.
Reduce
vulnerability by
complying with
security standard
operating
procedures set by
your organisation
and contextualise
appropriately for
local scenarios.
Champion the

Managing yourself
and self reliance
Apply a high level of
self awareness in
order to develop and
maintain your skills
and knowledge as
well as cope with the
demands of the role.

Contextual and
cultural awareness,
and sensitivity
Take account of and
understand the wider
social, economic and
political context in
which the role and
organisation sits.

Delivering results
Assure delivery
through effective
identification,
planning and
management of
timeliness, people,
risk, cost and quality
requirements.

Communicating
and influencing
Adapt how and
what you
communicate in
order to influence
diverse audiences.

Resilience:
Recognise stress and
potential stress and
proactively take
steps to reduce it.

Find ways to gain an
understanding of the
culture and context
you’re working in to
be effective in your
role.

Manage resources to
maximise outcomes
and Value for Money
(VfM).

Use innovative and
alternative
methods to
overcome
communication
barriers.

Remain constructive
and positive under
stress.
Remain focused on
your objectives in a
changing
environment.
Take a flexible and
adaptable approach
to changing and
challenging
situations.
Manage your stress
and energy levels
when under constant
pressure to deliver.

Recognise the
political context in
which you’re working
and anticipate
demands from senior
officials and leaders.
Demonstrate an
understanding of the
culture and context
and apply this
information to
deliver results.
Keep up to date with
developments that
affect the
organisation and
anticipate what may
affect it in future.

Prioritise work to
deliver objectives.
Proactively and
flexibly deal with
varied situations with
limited guidance and
deliver results.
Develop and
implement systems
to address business
needs and ensure
lesson learning.

Plan work effectively
considering wider
requirements to
enable business
continuity.

Use your
knowledge of the
wider strategic
objectives to tailor
your
communications
with stakeholders.
Identify key
stakeholders and
use appropriate
methods to
influence and have
a positive impact.

Developing and
managing
collaborative
relationships
Engage effectively
with relevant
colleagues, partners
and stakeholders to
share information,
seek advice and
build relationships
that deliver results.

Leadership and
management
Set the pace and
behave with
integrity, reinforcing
good team work and
performance as well
as taking account of
the big picture

Decision making
Make decisions based
on the analysis of the
evidence available.

Have awareness of
and consider how
your behaviour
impacts on the
needs and
motivations of
others, striving to
create a positive
working
environment.

Inspire confidence
in others.

Understand the wider
strategic environment
to shape new policies
and set long term
objectives.

Negotiate with &
influence others to
develop creative
solutions in support
of objectives.

Take others’
opinions into
account when
making a decision.

Analyse the needs
of key individuals &
organisations &
engage with them
appropriately.
Take an inclusive
approach & develop
relationships and

Assess the situation
and initiate change
in order to achieve
results.
Coach, mentor &
develop others.

Challenge
inappropriate
behaviour that
could undermine
equality or hinder
the promotion of
diversity.

Consider the impact
of any
recommendations /
decisions made.
Alter decisions and
plans in light of new
evidence.
Take into
consideration a
variety of sources of
information and
recognise their
relative worth.

Take calculated risks
to improve

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JOB DESCRIPTION
importance of
safety and keep the
safety of colleagues
and team members
in mind at all times.

Professionalism:
Recognise and take
responsibility for the
consequences of
your actions.

Take measures to
do no harm and to
minimise risks for
your partners and
the communities
you work with.

Demonstrate
integrity and
accountability to
stakeholders

Demonstrate
flexibility to adapt
plans to deliver
results in a rapidly
changing
environment.

gain trust quickly.

performance.

Work through
others to achieve
objectives when
required.

Initiate change to
make things
happen.

Remain constructive
when faced with
challenges,
expressing
differences of
opinion firmly and
present unpopular
messages
confidently.

Adhere to the
organisation’s
relevant codes of
conduct including the
standard operating
procedures.

Deal with tensions
effectively to retain
credibility and
integrity.

Learning and
development:
Learn lessons from
successes and
failures to make
changes in your
behaviour and the
way you work.

Team work:
Adapt your role
within the team
according to the
situation.

Seek out and
respond positively to
feedback.

Adapt your
behaviour in
response to they
dynamics of the
team in order to
achieve objectives.

For those who have
line management
responsibility:
Provide regular
ongoing evidenced
based feedback
Set clear and
realistic objectives
for staff & ensure
responsibility and
accountability are
clearly defined and
understood.
Use knowledge of
team and their
strengths to
structure the team
to effectively meet
objectives and key
deliverables.
Encourage high
motivation and
performance and
quickly gain respect,
trust and confidence
of staff.

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