41485 - HMCTS Head of Estates Strategy

£43,958 - £63,500 (Salary will depend on location)
1
12 Months
National
National
NATIONAL
Grade 7
Grade 7
Fixed Term
Up to 24 months
Full Time
Estates, Finance, Strategy, Property, Project Delivery

We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity

Background

Her Majesty’s Court and Tribunals Service is an agency of the MoJ and provides the supporting administration for the judiciary across England and Wales.  It delivers services to the public directly in court and tribunal buildings, remotely via business centres and some limited services via the internet.

There are high expectations of all staff regardless of the job they do and good performance is expected from everybody. The organisation is continuously adopting new or better ways of working to ensure that it focuses on just that which is essential.

HMCTS has a once in a generation opportunity to transform the entire Courts and Tribunals Service through the HMCTS Reform Programme, enhancing the provision of a world-class justice system, in a manner that provides an improved user experience at reduced cost to the taxpayer. This will contribute to consolidating the UK’s position at the forefront of an increasingly competitive international legal market as well as ensuring access to justice for all.

The programme includes modernising the court estate, updating and replacing its technology, speeding up and streamlining working practices, refurbishing buildings to reduce maintenance costs and provide much improved services for service users, especially vulnerable witnesses and victims. Effective staff engagement at this time of such significant change will be critical to success; maintaining a positive and lasting connection between HMCTS management and its staff.

An effective courts and tribunals service is fundamental to our democracy, underpinning the rule of law. This is an opportunity to work in a role that will support and enable a major transformation programme, designed not just to give our courts and tribunals a sustainable and affordable future, but improve how we deliver justice.

Overview

HMCTS is a continually changing organisation. Strong leadership is a critical element in this being successful. As a leader and manager within HMCTS the jobholder must provide clear direction and focus and visibly championing the changes which deliver greater efficiencies. HMCTS Senior Management Team expects all managers to operate in a culture of openness and honesty, demonstrating a commitment to change through involvement and empowerment, and by delivering results.

Estates Strategy

The HMCTS estate is an essential element in delivering effective Access to Justice for those that need it. As Head of Estates Strategy, you will be responsible for evaluating and setting out our strategy for the court and tribunal estate. How we make assessments about the future of the estate, where we invest or consolidate and how we maximise the benefits of Reform are some of the key questions you will be exploring, analysing and developing evidence based recommendations. You will assess changes to the operational delivery model and how we take into account the longer term impacts and lessons of the covid pandemic.

The key responsibilities of the role are as follows:

  • Take the lead in developing the HMCTS estates strategy in consultation with the Head of Property Reform, Head of Capital Improvements and the Deputy Director Asset Management.
  • Engage with the HMCTS Regional Delivery Directors, operational policy leads and departmental stakeholders to understand the changes Reform will deliver and the impact of these on operational estate requirements.
  • Manage the Band B Analysis and Compliance Lead, making sure that they deliver accurate and appropriate analytical work.
  • Responsible for the managing and presenting of data related to the estate and the property reform strategy and act as the lead member of the Spending Review bid team responsible for financial and strategic aspects and for subsequent Programme Business Cases. Develop robust and reliable assumptions to support the development of budget forecasts for the directorate.
  • Provide guidance and strategic leadership to colleagues in Data and Analytical Services Directorate as they conduct evaluation of the properties in the estate, providing the evidence base which underpins the strategy.
  • Establish and maintain effective relationships with senior operational business stakeholders to embed our strategy and ensure it continues to be aligned with operational delivery requirements.
  • Use your knowledge of the HMCTS estate to develop focussed, data driven updates to internal and external stakeholders regarding our strategy and decision making. This would include the development of board papers, communications and confident face to face engagement with delivery directors, leadership judges and senior stakeholders.
  • Lead on the production of decision-making papers for Boards and senior management on our estates strategy, taking proposals through governance and advising Property SMT. Understand and explain the risks inherent in our strategic approach and identify realistic and deliverable controls and mitigations against these.
  • Work with Capital Improvements colleagues to understand and influence the development of future estates investment programmes recognising the complex interdependences between our strategic approach, capital investment and the need to keep our operational buildings fit for purpose.
  • Develop analysis and reporting to provide insight into the performance of the court estate and its maintenance and condition. Use this to shape and define our strategic priorities.
  • Develop and deliver progress reports, proposals, requirements documentation, and presentations to senior leaders representing the interests of the Property Directorate and influencing decisions that recognise the importance of investment in the court and tribunal estate and the impact on operational efficiency and court users if this is not maintained.
  • Through an advanced understanding of the performance of our buildings, develop the data required to accurately and swiftly answer Parliamentary Questions and FoI requests relating to strategic estates decisions and property analysis.
  • Lead on engagement to confidently represent HMCTS with both internal and external stakeholders (including senior and local judicial partners) on property matters, areas of policy and strategy development and departmental business planning, developing a constructive dialogue and challenge where necessary.
  • Lead, coach and mentor members of own team and wider strategy and planning team and develop capabilities in line with business needs including responsibility for line management of a small geographically dispersed team.
  • Lead by example, role modelling ethics, integrity, impartiality and the elimination of bias by building diverse teams and promoting a working environment that supports the Civil Service values and code, stand by, promote or defend the Property Directorate’s actions and decisions where needed.

Key interactions will be with:

  • Property Directorate SMT
  • Head of Property Reform
  • HMCTS Regional Delivery Directors
  • DASD
  • HMCTS Reform Programme
  • HMCTS Property Board
  • HMCTS Finance

Key technical skills

Essential.

  • Experience in understanding development of strategy to meet operational requirements within financial constraints.
  • An ability to develop complex business and financial cases bringing together data and practical considerations into coherent proposals.
  • Experience in managing and presenting data and/or working closely with analytical teams to deliver evidence-based strategy.
  • Experience in drafting for boards, ministers, or external uses
  • Strong communication skills and experience dealing with external stakeholders
  • Proven ability to drive through significant change whilst maintaining strong client and internal relationships
  • Proven ability to perform consistently to tight timescales with a high degree of visibility
  • Competent in financial and accounting treatments, including IRFS16.

Desirable.

  • Experience in roles related to the estate strategy or property change
  • 5+ years’ direct work experience in a project management capacity

Other duties

The post holder is required to work in a flexible way and undertake any other duties reasonably requested by line management which are commensurate with the grade and level of responsibility of this post. Travel to site across the UK will be required.

Key Civil Service Success Profiles

To apply for this position please complete the online application form and provide an up-to-date copy of your CV detailing your experience and achievements.

Should you be successful at the application stage, you will be invited for an interview.

At interview you will be tested against the following Success Profile behaviours (Level 4):

  • Making Effective Decisions
  • Leadership
  • Working Together
  • Changing and Improving
  • Delivering at Pace

Making Effective Decisions

  • Clarify your own understanding and stakeholder needs and expectations, before making decisions.
  • Ensure decision making happens at the right level, not allowing unnecessary bureaucracy to hinder delivery.
  • Encourage both innovative suggestions and challenge from others, to inform decision making.
  • Analyse and accurately interpret data from various sources to support decisions.
  • Find the best option by identifying positives, negatives, risks and implications.
  • Present reasonable conclusions from a wide range of complex and sometimes incomplete evidence.
  • Make decisions confidently even when details are unclear or if they prove to be unpopular.

Leadership

  • Promote diversity, inclusion and equality of opportunity, respecting difference and external experience.
  • Welcome and respond to views and challenges from others, despite any conflicting pressures to ignore or give in to them.
  • Stand by, promote or defend own and team’s actions and decisions where needed.
  • Seek out shared interests beyond own area of responsibility, understanding the extent of the impact actions have on the organisation.
  • Inspire and motivate teams to be fully engaged in their work and dedicated to their role.

Working Together

  • Actively build and maintain a network of colleagues and contacts to achieve progress on shared objectives.
  • Challenge assumptions while being willing to compromise if beneficial to progress.
  • Build strong interpersonal relationships and show genuine care for colleagues.
  • Ensure consideration and support for the wellbeing of yourself and individuals throughout the team.
  • Understand the varying needs of the team to ensure they are supported, and their experiences are utilised.
  • Create an inclusive working environment where all opinions and challenges are taken into account and bullying, harassment and discrimination are unacceptable.
  • Remain available and approachable to all colleagues and be receptive to new ideas.

Changing and Improving

  • Encourage, recognise and share innovative ideas from a diverse range of colleagues and stakeholders. Give people space to take initiative and praise them for their creativity.
  • Create an environment where people feel safe to challenge and know their voice will be heard.
  • Make changes which add value and clearly articulate how changes will benefit the business.
  • Understand and identify the role of technology in public service delivery and policy implementation.
  • Consider the full impact of implementing changes on culture, structure, morale and the impacts of the diverse range of end users, including accessibility needs.
  • Identify early signs that things are going wrong and respond promptly. Provide constructive challenge to senior management on change proposals.

Delivering at Pace

  • Ensure everyone clearly understands and owns their roles, responsibilities and business priorities. Give honest, motivating and enthusiastic messages about priorities, objectives and expectations to get the best out of people.
  • Comply with legal, regulatory and security requirements in service delivery.
  • Set out clear processes and standards for managing performance at all levels.
  • Ensure delivery of timely quality outcomes, through providing the right resources to do the job, reviewing and adjusting performance expectations and rewarding success.
  • Maintain own levels of performance in challenging circumstances and encourage others to do the same.

Flexible working options

HMCTS offers a flexible working system in many of its offices.

Job Sharing and Reduced Hours

All applications for job sharing or reduced hours will be treated fairly and on a case by case basis in accordance with the MoJ’s flexible working policy and equality policy.

Excess Fares and Relocation Allowances

This job is not eligible for relocation allowances but excess fares may be considered in accordance with MoJ’s excess fares allowance policy.

Working Arrangements & Further Information

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.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits,retail vouchers and discounts on a range of goods and services.
  • For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

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

1-      To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);

2-      To Ministry of Justice Resourcing (resourcing-services@justice.gov.uk);

3-      To the Civil Service Commission (details available here)

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.

Grading Structure Review

The Ministry of Justice is currently undergoing a review of posts which are currently graded at Band A to realign our grading structure with the majority of the wider Civil Service.

Posts advertised at Band A may be graded at either Grade 6 or Grade 7 once the review has taken place.  

To be confirmed

01/03/2021, 23:55 hours.

If you require any assistance please call 0845 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com Please quote the job reference - 41485.
Counter-Terrorism Check (CTC)

To apply for roles in MOJ you will need to confirm your employment history for at least 3 years prior to the date of application so that pre-employment checks (BPSS) can be undertaken. If you have spent significant time abroad (a total of 6 months in the past 3 years) you would be required to give a reasonable account of the reasons why. 

For some roles you will be required to successfully complete National Security Vetting at Counter Terrorism (CTC), Security Clearance (SC) or Developed Vetting (DV) level as a condition of appointment. To meet CTC/SC/DV requirements you will normally need to have been resident in the UK for at least 3/5/10 years prior to the date of application (The level of checks that are required are stated in the advert).

If you do not meet the above requirements, you may still be considered if, for example:

  • You've been serving overseas with HM Forces or in some other official capacity as a representative of HM Government
  • You were studying abroad
  • You were living overseas with parents

In such cases you will need to be able to provide referee cover for the period(s) of residence overseas. The duration of overseas residence and the country of abode will also be taken into account.

Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.

In the event that we receive a large volume of applications we reserve the right to conduct the sift based on one lead behaviour. The chosen lead behaviour for this campaign is Making Effective Decisions.
if you feel that your application has not been treated in line with the Civil Service Recruitment Principles, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance

We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.


Application form stage assessments

Behaviours
Making Effective Decisions - 250 word limit
Leadership - 250 word limit
Working Together - 250 word limit
Changing and Improving - 250 word limit
Delivering at Pace - 250 word limit
Experience
CV
A sift based on the lead behaviour, Making Effective Decisions, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Interview stage assessments

There is 1 interview stage for this vacancy.
Behaviours
Making Effective Decisions
Leadership
Working Together
Changing and Improving
Delivering at Pace

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 are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidate's will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

This job is broadly open to the following groups:

· UK nationals

· nationals of the Republic of Ireland

· nationals of Commonwealth countries who have the right to work in the UK

· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families

· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)

· individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020

· Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

This Vacancy is closed to applications.