51496 - Head of Service - Equality, Diversity, Inclusion and Belonging
We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.
Overview of the job
This post is responsible and accountable for leading and delivering high quality corporate services on behalf of the Regional Probation Director. As a member of the Senior Management Team, the post holder is required to lead effective Business Planning activity and NPS corporate functions, manage and direct business partner activity within the region, and take full responsibility for ensuring critical business services across the region are strategically aligned.
This post will be responsible for providing services that directly support front line operational staff. An understanding of the wide range of probation policies and procedures across the organisation is required.
Summary
The purpose of the role is to manage the delivery of corporate support services on behalf of the Regional Probation Director.
The job holder will be accountable for developing and delivering short, medium and long-term strategic business plans for the region, with overall responsibility for implementation. These plans must ensure opportunities to improve efficiency and effectiveness are proactively pursued.
The job holder will put in place appropriate governance arrangements to oversee the delivery of corporate services, identify and manage corporate risks, and escalate any significant issues to the attention of the Regional Probation Director. They will be accountable for ensuring adequate management/financial contracts and processes are in place for the region.
Responsible for representing the region in the development, improvement and implementation of collaborative working arrangements for corporate services polices and processes, including engagement with Headquarters and Shared Services.
The job holder will directly manage and co-ordinate the activity of Business Managers across the region (including litigation and inquests), and teams responsible for ICT, Complaints, the Divisional Support Hub, Equalities and Staff Engagement to ensure a consistent approach is deployed across all business units.
The job holder will also oversee and provide strategic direction for the delivery of functional leadership services such as HR, Finance, Learning and Development, Health and Safety and Business Strategy and Change, to ensure that all corporate services operate effectively across the region.
Responsibilities, Activities & Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
- Accountable for the development and delivery of the Regional Business Plan and business risk registers, with overall responsibility for implementation.
- Accountable for ensuing corporate governance is embedded, monitored and reviewed in the region.
- Accountable for delivering all objectives within delegated budget including for specific programmes of work (e.g. regional learning and development budget).
- Monitor and control the overall use of the regional budget, ensuring there are appropriate governance frameworks in place to promote accountability.
- Responsible for ensuring management information systems are in place to monitor, analyse and report on corporate performance across the region identifying operational, resource or organisational issues that may impact on performance or increase business risk e.g. Health and Safety, L&D.
- Lead business partner activity across the region, taking a collaborative approach and ensuring the Regional Probation Director is updated with timely progress reports.
- Lead Business Manager activity across the NPS region ensuring compliance with policy and process in corporate activities.
- Lead the development of regional corporate support systems, policies and processes in response to business need in order to review and assess effective practice in business services.
- Responsible for ensuring the delivery of strategic employee communications utilising a range of techniques to suit the needs of the audience, the message and the objectives of active engagement.
- Provide leadership and management of the Regional Complaints Team ensuring compliance with policy and process.
- Identify opportunities for more efficient delivery of business services and develop proposals to convert those opportunities into new ways of working.
- Ensure effective HR systems are in place to manage and develop staff in line with organisational HR policies and procedures in order to achieve performance objectives and enhance productivity.
- Liaise with staff to receive, collate and analyse corporate performance information, developing systems and compiling reports as necessary.
- Develop and utilise data to identify trends and take appropriate action to maintain and enhance performance.
- Plan, implement and manage systems for the exchange of sensitive information, data and intelligence.
- Accountable for ensuring all risk assessments are undertaken in line with Health and Safety and staff are made aware of their personal responsibility to ensure Health, Safety & Fire compliance.
- Lead a culture within the region that promotes equality and values diversity through the effective development and implementation of systems, policies and processes.
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.
Behaviours
- Changing and Improving
- Managing a Quality Service
- Leadership
- Communicating and Influencing
- Delivering at Pace
- Working Together
Ability
- The post holder will need to be an influential and visible senior leader, able to confidently engage staff and motivate, challenge and change behaviours. They will need to role model inclusive behaviours and have the communication and influencing skills required to develop effective relationships with staff across the region. They will need to be highly resilient and decisive when making finely balanced judgements. They will need negotiation skills both for reconciling differences in opinion between senior leaders within the region and managing competing demands for limited resources.
- The post holder will need to have significant corporate expertise and awareness, understanding both the vision of the wider NPS and HMPPS. They will need to manage the impact of decisions and actions on the reputation of the organisation and maintain financial and political awareness when making decisions.
Experience
- Detailed understanding and extensive experience of the wide range of probation procedures and policies both operationally and at HQ.
- Extensive experience of delegated budget management, business planning, business risk management, senior management, leading and delivering change programmes, and data analysis.
- Significant understanding of Equalities and Health and Safety legislation, and all other relevant legislation.
Technical
- Level 5 Degree/Diploma in Business Administration or equivalent or equivalent professional/managerial qualification or willingness to study for such.
Over 50% of the London Probation workforce come from Black, Asian and Minority Groups with White British being a minority amongst 2,500 staff.
The multi-racial and multi-cultural offices bring lots of innovations, but we also experience an exceptionally high level of allegations about racism and bullying across racial divides. It is not a ‘Black’ and ‘White’ issue. The caseload is also one that highlights complexities of working with different groups defined as ‘BME’. We have experience of staff from different backgrounds treating people on probation in disrespectful ways due to cultural differences.
We have secured permission from CSL and Cabinet Office to carry on our work with Equality Works who have been supporting us to develop a culturally intelligent and competent workforce. This work started pre-unification and we will now provide inclusive leadership training for the London OLG. Importantly, there is evidence that former Black CRC managers were singled out during performance improvement exercises with many of them being managed out. We have to invest in developing an inclusive organisation.
This Diversity and Inclusion Strategy sets out how the Probation Service (London Region) will prioritise and embed diversity, inclusion and belonging throughout our organisation. The main source for this strategy is the HMPPS Diversity, Inclusion and Belonging Plan.
The new regional team will drive action plans and inspections as well as regional data such as the NPS London’s Campaign to Identify Vulnerable Individuals (Golden Thread Campaign) which has identified seven further groups requiring tailored services:- 1. Transgender. 2.- Ex-Armed Services personnel..3. - Care Leavers. 4. - Gypsy, Roma and Traveller. 5. Young (18-25-year olds) Black, Asian and Other Ethnic Minority Service Users. 6.- Women. 7 - . Risk of Suicide and Risk of Self-Harm.
The E&I regional team will outline London Probation Region’s commitment to diversity and inclusion as a business imperative and that its work will be underpinned with integrity, honesty, objectivity and impartiality. This approach will be driven by regional data and involve engagement with our staff and stakeholders as well as being subject to review and accountability.
In the short-term, the implementation of this structure will support the Roadmap to Recovery, the mobilisation of the Probation Service, as well as the new operating model to assess, change and protect in our community and custody sentence management. The longer-term goals will be to undertake courageous strides to reimagining and redesigning our organisation by offering more bespoke offender management options for all and to offer a true sense of belonging to all its employees within the Service where it attracts and retains talented staff, increasing diversity and inclusion throughout all levels of our organisation.
The new structure will provide value for money, as it will align E&I activity across the three districts in the region, reducing duplication. Data will be improved, thus improving our understanding of demographics and informing our commissioning cycle. Each district will be accountable of E&I outputs reporting into corporate governance and the E&I committee.
Role Responsibilities additional information
- Oversee the implementation of the regional inclusion plan
- Supervise the 3x Band-4 race relations officers
- Chair/Attend the equalities committee
- Report into Corporate Services
- Ensure staff are trained
- Schedule events/workshops
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 working hours are 37 hours per week excluding breaks which are unpaid.
Benefits
The MoJ offers a range of benefits:
Annual Leave
Annual leave is 25 days on appointment and will increase to 30 days after ten 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 National Probation Service is covered by the Local Government Pension Scheme (LGPS) run through the Greater Manchester Pension Fund (GMPF). Please visit www.gmpf.org.uk for further information.
Please note: Any current Civil Servant who is a member of the PCSPS, by accepting an offer of employment to the National Probation Services will be opted out of the PCSPS and auto enrolled into the Local Government Pension Scheme.
Training
The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
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.
Eligibility
All candidates are subject to security and identity checks prior to taking up post
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 moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on UKor Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
- Paid paternity, adoption and maternity leave.
- Free annual sight tests for employees who use computer screens.
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 Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);
- To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
- To the Civil Service Commission (details available here)
The Civil Service embraces diversity and promotes equal opportunities. 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 SSCL Recruitment Enquiries Team.
We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.
25/01/2022, 23:55 hours.
If you require any assistance please call 0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com
Please quote the job reference - 51496.
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.
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
Interview stage assessments
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.