This is a non-operational job with line management responsibilities for leading and managing a multi-faith and belief chaplaincy team. Although a managerial role rather than being faith or belief specific, post holders must be endorsed by the respective HMPPS Faith and Belief Adviser. The job holder will provide for the religious and pastoral care of prisoners and staff in their own faith or belief tradition, and appropriate pastoral care for all irrespective of faith/belief tradition or of none. The job holder will work with colleagues to ensure the delivery of PSI 05/2016 Faith and Pastoral Care for Prisoners or its successor policy framework document and also the broader work of chaplaincy in delivering faith and non-faith based courses. The job holder will contribute to the process by which the Governor and Head of Chaplaincy/Profession at headquarters are assured that these policies are being delivered. Responsible for leading on developing relationships with various support and volunteer groups and, where appropriate, act as Official Prison Visitor Liaison Officer. Takes responsibility for one's own spiritual health and development, allowing time for private prayer/reflection, study and retreat.
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
* Team and Personal Management
* Responsible for leading and managing a multi-faith and belief chaplaincy team, ensuring chaplains are available and accessible to prisoners, the effective administration of chaplaincy, including prisoner lists for events, records updated etc and promotes HMPPS policy in all activities and behaviours; e.g. diversity, decency, safety and reducing re-offending agendas.
* Responsible for ensuring prisoners' complaints (including those involving litigation claims) relevant to the Chaplaincy team, have been dealt with in accordance with policy. Carries out investigations and administration in relation to incidents of potential discrimination and reports on findings.
* Ensure chaplains and volunteers are receiving necessary training, development opportunities, mentoring and personal support including after incidents as well as for volunteers and nurturing them in their contribution.
* Accountable for the performance of the Chaplaincy team and the staff within it. Manages the achievement of qualitative and quantitative standards within the function, verifying and signing off documentation as appropriate. Analyse and act upon data relevant to Chaplaincy. Attends relevant boards/meetings and actively contribute either as chair or team member, produces relevant reports as required and ensures all correspondence is replied to within agreed timescales.
* Pastoral Care & Worship/Meditation
* Provide pastoral care and seek to ensure spiritual welfare of prisoners and all staff, including acquiring and distributing appropriate faith/belief literature, supplies and materials. With responsibility for arranging and leading worship/meditation for own faith/belief community, plan, organise hospital visits, weddings, funerals, memorial services, where appropriate. Assist with offenders on release into the community, those serving community sentences or other HMPPS funded community initiatives by agreement.
* Provide expert faith/belief advice within establishment and be responsible for supporting it in ensuring faith/belief groups observe their religious holy days and festivals and for planning and leading workshops and prayer/faith specific meetings.
* Responsible for ensuring and delivering awareness programmes for prisoners, including bereavement programmes and lifer programmes, as applicable, and local faith/belief awareness training for staff.
* Stakeholder Relationships & Management
* Work closely with Safer Custody to ensure issues such as deaths in custody procedures, Assessment Care in Custody Teamwork (ACCT) and Violence Reduction are delivered in-line with HMPPS standards. Ensuring, and contributing to, supporting prisoners in dealing with bereavement by liaising with families/prisoners and other third parties; e.g. hospitals, Coroners' offices.
* Responsible for ensuring the involvement of the Chaplaincy team in resettlement issues as appropriate and engage and build contacts with own faith/belief community towards aiding the resettlement of prisoners and for the contact strategy with outside faith/belief-based agencies to help with the resettlement of prisoners.
* Resource & Financial Management
* Contribute to the establishment's overall achievement of standards and be accountable for the performance and delivery of targets relating to the budget and People Plan. Responsible for leading the development of local policy, procedures and practice and the implementation of national policy for chaplaincy services. Ensures that current Chaplaincy practice is in line with policy (both national and local). Contributes to the development and delivery of the mid-to-long term strategic and business plan for the establishment, with overall responsibility for implementation within their function. Ensure all risk assessments are undertaken and staff are made aware of their personal responsibility towards health and safety compliance.
* Responsible for ensuring relevant actions arising from Standard Audit, HM Inspectorate of Prisons (HMIP) Action Plans, Quality, Assurance and Development (QuAD) reports, Managing Quality of Prison Life (MQPL) surveys including local self-audit action plans and Resettlement strategies are delivered.
* 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.
* Anglican Ordained Bishop, Priest, Deacon, Religious Brother/Sister, Church Army Evangelist, Reader (as set out in Canon E4 of the Canons of the Church of England or direct equivalent in other Anglican provinces)
* Bahai
* Buddhist
* Christian Chaplain - Ordained Priest or Free Church equivalent
* Christian Ordained Deacon Religious Brother Sister Lay Person
* Christian Science
* Church of Jesus Christ of Latter-Day Saints
* Free Church Non Ordained Deacon or Lay Person
* Free Church Ordained
* Hindu
* Humanist
* Jain
* Jehovah's Witness
* Jewish
* Muslim
* Orthodox
* Pagan
* Quaker
* Rastafari
* Roman Catholic Ordained Priest Deacon Brother Sister Lay Person
* Roman Catholic Ordained Priest
* Sikh
* Spiritualist
* Zoroastrian
Other duties You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
* Level of security checks required DBS Standard
* An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh. Behaviours
* Communicating and Influencing
* Managing a Quality Service
* Making Effective Decisions
* Leadership
* Working Together
* Will have proven experience and skills in pastoral care and pastoral leadership, including crisis events.
* Must be suitably qualified and have a formal recognised qualification in theology or religious study and be experienced such that the job holder will have received formal endorsements (where relevant) from the faith/belief community to which they belong.
* Communicating and Influencing
* Managing a Quality Service
* Making Effective Decisions
* Leadership
* Will have proven experience and skills in pastoral care and pastoral leadership, including crisis events. Evidence of Experience Statement of Suitability
Other information
* 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 HM Prison & Probation Service (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
* 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 -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
* 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. 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)
As a 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'.
This role requires regularly working unpredictable and unsocial hours and be on call to attend their place of work at anytime. A 20% payment will be paid in addition to your basic pay to recognise this. Unsocial hours are those hours outside 0700 - 1900hrs Monday to Friday and include working evenings, nights, weekends and Bank / Public holidays.
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