Skip to main content

Team Leader - Strategic Access Management and Monitoring (SAMM) Project, Thames Basin Heaths Special Protection Area

Posted: 6 Nov 2019 Closes: 22 Nov 2019
East Midlands, Eastern, London, North East, North West, South East, South West, West Midlands, Yorkshire and the Humber £30,875
Permanent & Full-time defra/20191106173457

This position is based Nationally

We are looking to fill a Team Leader role within the Thames Solent team specifically to line manage staff within the Strategic Access Management & Monitoring (SAMM) Project – an externally funded project working across the Thames Basin Heaths SPA in Berkshire, Hampshire & Surrey, one of the measures being used to avoid and mitigate against the impacts of housing development on the TBH SPA. You will manage a team of year round and seasonal wardens and will be expected to be flexible, sometimes working outdoors.

Job description

• Line management and mentoring of the wardening team – currently 6 year round wardens and 6 seasonal wardens (full time equivalent) ensuring that the team are working in a healthy, safe way and that they are working efficiently, effectively and equably across the Thames Basin Heaths area. To include recruitment, induction and deregistration of the 6 seasonal wardens on 6 month contracts. Also line managing the education officer, communications officer and data officer within the project team.
• Co-ordinating the monitoring programme – transect surveys, team rota, people counter data, warden logs, SANG surveys, data compilation for analysis.
• Developing strong relationships and making new contacts in order to achieve common goals around heathland natural capital and management for protected species, access management and public engagement across the Special Protection Area. This relationship building will include internally within NE, with project partners and other mitigation projects.
• Developing new and exciting ways to engage with local dog walking and community walking groups. Understand motivations to find ways to best educate these groups in the fragility and value of heathland habitats and make them aware of the alternative greenspaces available to them locally.
• Working with colleagues in the SAMM team to develop and extend the resources and innovative public engagement strategies including inputting communication materials, public events, workshops, and leading guided walks.
• Contributing to the wider Thames Solent management team through regular meetings and calls and taking responsibility for progressing initiatives on behalf of the whole team as agreed.


Competence 1
Professional competency
Leading and Managing People

• Create a supportive environment that enables team members to innovate, take risks, and show creativity in the way they deliver the business objectives, and to reflect, review and learn lessons from their work.
• Demonstrate and encourage a culture of open and honest communication with colleagues and partners.
• Develop an inclusive and trusting team environment that positively safeguards team members physical and mental wellbeing.
• Use performance management to set clear expectations around delivery, ways of working and personal development, and use the approach to motivate, challenge, review, and develop your team’s performance.
• Facilitate and support the personal development of your team members in line with personal, team and organisational objectives.
• Set the direction and engage and support your team through change.

Competence 2
Professional competency
Work Delivery

• Manage your team in line with available financial and non-financial resources and constraints, and implement plans to generate more resource.
• See the big picture and organisational strategy so you can set your team’s work within the context of the wider organisation and beyond, and help team members to understand how their work relates and supports this.

Competence 3
Professional competency
Personal effectiveness

• Use clear and appropriate language, communication styles and techniques that engage your audience.
• Identify, suggest and adopt ways to make improvements in your team and Natural England.
• Be decisive, combine your professional judgement with evidence to inform your decision making.
• Address challenging issues and manage conflict.
• Act positively to support the diverse needs of other people in everything you do.

Competence 4
Professional competency
Putting People at the Heart

• Understand and explain the outcomes that we seek in your local patch and how these fit in with local and national issues.
• Develop an understanding of the objectives and needs of our partners and customers.


Please refer to Job Description



• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension

Things you need to know


Successful candidates must pass a disclosure and barring security check.

Selection process details

Please refer to Job Description

Feedback will only be provided if you attend an interview or assessment.

Nationality requirements

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 equality of opportunity. There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria.

Department for Environment, Food, and Rural Affairs

Share Job