Overview
The job holder will report directly to the Area Executive Director's (AED's) Head of Office and will form part of the Area Executive Senior Management Team, which is accountable for the performance and development of prison and probation services within the Area. In certain instances, this will also include the National Service for which the Area Executive Director has responsibility. This is a leadership role, managing and developing an immediate team as well as establishing strong working relationships with the Area Executive Senior Management Team, to enable a cohesive Area Team that works well together. Additionally, strong stakeholder management skills are required to gain the confidence of and build productive relationships with central teams, senior managers, and external partners. The job holder will be responsible for contributing to the management, oversight, and development of the Area Executive Office function. The job holder will have line management and development responsibility for staff in the Area Executive Director's office and may include management and oversight of staff within the Directorate working remotely from the office team. The job role will be based primarily within the relevant Area and there will be a requirement to visit operational places of work within the area. This is a non‑operational role.
Responsibilities
* Providing strong leadership to the immediate Area office team and, as part of the Area Executive Senior Management Team, helping to establish a healthy culture and leading through challenges and change.
* Contribute to the management of the Area Executive Office to ensure that the Area Executive Director is fully supported.
* Support Head of AED office with strategic and business planning for the Area, working closely with the wider Area team and ensuring an understanding of wider organisational objectives to identify Area priorities.
* Support Head of AED office in playing a key role in the continuous improvement of the Area to promote safe and secure prisons, effective rehabilitation, protection of the public and reductions in reoffending. This will include identifying opportunities for better ways of working and improved join‑up between prisons and probation and across the Area, including maintaining and developing constructive links with key organisations and partners.
* Working on behalf of Head of AED office, attend discussions with performance leads and teams, to gain an oversight of performance, assurance and risk management of prisons and probation services within the Area to be able to advise and brief the Head of AED office appropriately.
* When required, representing the Head of Area Executive Director's Office, undertaking activities on their behalf, including attending meetings as required.
* Work alongside Business Partners to ensure effective workforce planning and budget management for the office and Area.
* Building productive working relationships with the rest of the Area Executive Senior Management Team and their wider teams to ensure the effective running of the Area as a cohesive unit.
* Manage AED office's role in a specific business‑related project, undertaking activities in support of the project such as developing processes, chairing AED meetings with key stakeholders, planning and preparing quarterly updates so the Area Executive Director is informed of upcoming issues and any potential matters of concern.
* Retain oversight of work within the project field, including dealing with queries, seeking advice from subject‑matter experts and sharing best practice across the AED area.
* Act as a liaison point in the project field for staff within AED area and wider organisation.
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.
Working Arrangements & Further Information
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.
Leadership, Communicating and Influencing, Making Effective Decisions, Presentation Level of security checks required DBS Standard
Leadership. Communicating and influencing. Making effective decisions, presentation. Level of security checks required: DBS Standard.
Annual Leave
The holiday year runs from 1 March. If you work a non‑standard 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
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 is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. 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.
Training
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.
How to Raise a Complaint
* To Transformative Business Services (0345 241 5358 (Monday to Friday 8am – 6pm) or email 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.
Veterans Initiative
HMPPS is the “Great Place to Work for Veterans”. This initiative includes a guaranteed interview scheme for those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. 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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