29814 - RSL - Learning & Skills

£53,267 - £63,920
1
12 Months
North West
Warrington
HMYOI Thorn Cross, WA4 4RL
Grade 7
Band 9
Permanent
Full Time
Education and Training

Overview of the job

This is a functional management job in a region.

Summary

The job holder will be the strategic lead and senior manager for learning, skills and qualifications in all areas of activity within their region with a strong emphasis on employability, maximising prisoner’s opportunities to access employment, education and training on release.

This is a job with line management responsibilities.

Responsibilities, Activities and Duties

The job holder will be required to carry out the following responsibilities, activities and duties:

  • Accountable for the Management of the Offenders’ Learning and Skills Service (OLASS) contract on behalf of the Deputy Director Custody (DDC) ensuring that the Prime Provider or Sub Contractor are delivering an innovative service that meets the needs of prisoners and prepares them for employment in the areas where they will resettle
  • Accountable for the Management of the OLASS Budget across the unit of procurement deploying funds to ensure an effective use of resources, directing investment to where it will have the greatest impact on reducing re-offending.
  • Support the Cluster Head of Learning and Skills (HOLS) in the promotion of effective integration of OLASS into the Offender Management Model in each establishment
  • Provide updates to the Regional Senior Management Team (SMT) and Governors on the delivery of all OLASS and non-OLASS learning and skills provision within public sector prisons in the Region
  • Attend and chair the Offender Employment and Skills Board (OESB).
  • Accountable for the management activity of all cluster HOLSEs
  • Advise Senior Managers on all delivery developments across their region
  • Accountable for ensuring there is a strategy in place for sharing good practice throughout the Region
  • Accountable for providing strategic oversight of regional planning and coordination of OLASS and all other funded learning, skills and employability/employment services
  • Pro-actively lead and or encourage the OLASS provider to seek out and obtain mainstream and other funding opportunities to enhance the delivery of Learning and Skills opportunities for prisoners
  • Accountable for ensuring that there is multi-agency approach to ensure that effective use is made of the virtual campus as a cost effective tool to support the development of skills and as a route to employment and further training/learning
  • Accountable for the management and facilitation of Regional partnership working with Skills Funding Agency (SFA), Jobcentre Plus, LEP’s, mainstream SFA providers and other key stakeholders
  • Accountable for regional oversight of the planning implementation, quality assurance and development of all learning, skills and employability provision (OLASS, and all non OLASS provision)
  • Accountable for the management and Co-ordination of all regional governance structures and processes for OLASS to ensure that proper regional oversight and approval is in place for OLASS activities
  • Support Governors in developing establishments in their region as places of meaningful work. Work with prison industries and private enterprise to make the most appropriate use of workshops to provide prisoners with the learning and skills they will need to compete for and achieve employment within the local labour market
  • Will have regional oversight of the Unit of Delivery allocation and advise the DDC on all matters relating to potential movement of recourses across clusters
  • Ensure that there is effective ‘Through the Gate’ provision for prisoners being discharged back into the community

Undertake other management tasks including:

  • Promotes prison service policy in all activities and behaviours e.g. promotes diversity, decency, safety and reducing re-offending agendas
  • Provides leadership and management of the function.   Will have the skills to apply all Human Resources (HR) related policies and practices and be able to carry out all aspects of people management such as attendance management, disciplinary investigations, performance management and staff appraisals  
  • Oversee the compilation and achievement of any performance improvement programmes reporting on progress regularly as appropriate
  • Manage the appropriate authorisation of financial compliance statements Manage devolved budgets in accordance with the financial procedures outlined in the budget delegation
  • Ensure that the function produces and analyses audit and establishment performance management information identifying variances and areas requiring improvements
  • Accountable for all local and national policies relating to function, and ensure procedures implemented are compliant, including development of new policies
  • Contribute to the development and delivery of the medium-to-long term strategic and business plan for the establishment, with overall responsibility for implementation within their function
  • Attend relevant boards/meetings and actively contribute either as chair or team member
  • Work collaboratively and provide constructive challenge to colleagues to ensure that their own and other functions are joined up and together contribute towards the overall delivery of the establishments performance
  • Produce relevant reports as required and ensure all correspondence is replied to within agreed timescales
  • Carries out investigations and administration in relation to incidents of potential discrimination and reports on findings

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.

An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.

Behaviours

Changing and Improving

Delivering at Pace

Leadership

Managing a Quality Service

Communicating and Influencing

Working Together

Developing Self and Others Developing Self and Others

Essential Experience

Prior knowledge and experience of working within the specific fields.

Have a sound understanding of Ofsted Common Inspection Framework and Quality Assurance Processes and the role of the Ofsted Nominee

Technical Requirements

If Operational

Must be successfully accredited as an Operational Manager (or in post as a G5 prior to 1999).

When transferring to a Young Persons establishment the job holder will be required to successfully undertake an assessment to demonstrate suitability to work with Young People

Working Arrangements & Further Information

Some of MoJ’s, including HMPPS, 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 for this post are 37 hours per week excluding breaks which are unpaid.

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.

Benefits

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

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 provide 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 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.

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.

To be confimred

22/10/2019, 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@sscl.gse.gov.uk. Please quote the job reference - 29814.

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.

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
Changing and Improving - word limit
Delivering at Pace - word limit
Leadership - word limit
Managing a Quality Service - word limit
Communicating and Influencing - word limit
Working Together - word limit
Developing Self and Others - word limit
Technical Skills
If Operational- Must be successfully accredited as an Operational Manager (or in post as a G5 prior to 1999).
When transferring to a young persons establishemnt the job holder will be required to successfully undertake an assessment to demonstrate suitability to work with Young People. - word limit

Interview stage assessments

There is 1 interview stage for this vacancy.

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.