Group Director Roles
These Group Director roles are new, senior roles critical to stability and delivery across HMPPS in England and Wales. Group Directors will be responsible for the delivery and strategic development of the Area in their command. This is an exciting and challenging opportunity to ensure the successful and safe delivery of objectives across HM Prison and Probation Service (HMPPS). The post holders will work collegiately as part of their Executive Director's senior team. They will work together to manage competing pressures and risks in order to maintain delivery of service and Ministerial confidence, as well as contributing to the overall strategy within HMPPS. Post holders will drive the performance improvement of key organisational objectives, through supporting, coaching and developing senior management teams. They will promote a leadership culture which is rehabilitative to deliver objectives that realise the Secretary of State's vision for prison safety and reform. There is a strong partnership working element to this role, in working across the HMPPS, the wider Ministry of Justice, and with other services, agencies and third sector providers, to build and maintain effective 'joined-up' services for the public. This includes integrated services across custody and community and effective working between public and private sectors. Post holders will have strong leadership and people management skills with the ability to influence, drive change and improve results whilst engaging and empowering our people. They will also have strong analytical and financial skills. Post holders will need to contribute to effective relationships within HMPPS and with other senior colleagues across the Department, with a need to demonstrate political awareness at all times. This is a senior management post with line management responsibilities.
Responsibilities, Activities and Duties
* Accountability for performance and use of resources across the organisation for which they are responsible, ensuring that their area of work is effectively delivering and driving improvement to meet the expected outcomes, and holding Senior Leaders to account.
* Providing strong and effective change leadership, ensuring in particular the effective implementation of programmes which support a rehabilitative culture and lead to improved organisational performance.
* Ensuring that areas for which they are responsible are meeting delivery requirements, complying with national policy and progressing strategic priorities.
* Supporting and coaching senior leaders to ensure that they have the skills and knowledge to run safe, decent, secure and rehabilitative prisons and to manage their staff effectively; and improve staff engagement and demonstrate commitment to equality and inclusion through their leadership.
* Working effectively in collaboration within their Group Directorate/Group, and as part of the wider HMPPS structures, to effectively deploy resources; share best practice to ensure stability across the system and improve progression; create a learning culture; and deliver the Group Directorate's objectives.
* Developing strategic relationships with key partners and stakeholders across MoJ, Government and other agencies and services, particularly relevant community partners, to ensure our business and strategic objectives are achieved.
* Maintaining a broad and thorough understanding of the HMPPS's business, including Ministerial priorities, with particular focus on ensuring that policy and reform are effectively delivered at local levels.
* Ensuring effective financial management to operate within the allocated budget and with financial propriety. Seeking appropriate sources of funding to support joint interest work with our strategic partners.
* Promoting continuous professional development and professional skills across HMPPS, MOJ and the wider Civil Service.
* Champion engagement, equality and inclusion through leadership of their Group Directorate/Group.
The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.
Hybrid Working Arrangements
The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone's circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review. For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks. Some of MoJ's terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made. Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the HMPPS' Flexible Working policy. If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff. The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.
Behaviours
Communicating and Influencing, Changing and Improving, Working Together, Leadership, Seeing the Big Picture
Security Checks
Level of security checks required: DBS Standard, Counter Terrorism Check (CTC)
Organisation Overview
HMPPS is responsible for running prisons and probation services across England and Wales with over 42,000 directly employed staff and contractors and a wide range of private and third sector partners. Like all organisations we are constantly seeking to be more effective and efficient, improving performance and 'working smarter'. This is a fantastic opportunity for the right people to drive innovation and change that can really make a positive difference for our society. Outstanding leaders with a strong track record of delivery in a challenging environment, setting strategic direction and leading large and dispersed teams across several business units, and manage a large delegated budget. A dynamic, challenging and rewarding role where your contribution will make a real difference.
Annual Leave and Holiday Entitlements
Annual Leave – The holiday year runs from 1 March. If you work a nonstandard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro‑rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case. Bank, Public and Privilege Holidays – You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment.
Pension Information
The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.
Work-Life Balance
HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ Season Ticket Advance. After two months' service, you'll be eligible to apply for a season ticket advance to purchase a quarterly or longer‑period season ticket for travel between home and your place of work. Childcare vouchers for any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers. HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti‑Bullying Programmes. There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts. All staff receive security and diversity training and an individual induction programme into their new roles.
Eligibility and Probation
All candidates are subject to security and identity checks prior to taking up post. All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS. All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist.
Recruitment and Complaints
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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order:
* To Transformative Business Services (0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
* To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
* To the Civil Service Commission (details available here).
Disability Confident Employer
MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns. You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team. For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.
Diversity & 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 and the Civil Service Diversity and Inclusion Strategy. A Great Place to Work for Veterans – The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces. For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans.
Redeployment Interview Scheme
Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.
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