37825 - Counter Corruption Administration Specialist - London and South East Region

£24,619 - £31,529 (salary will depend on location)
2
12 Months
London, South East
Lewes , London
HM Prison Pentonville, N7 8TT, HMYOI LEWES LEWES, BN7 1EA
EO
Band 4
Permanent
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other
Administration / Corporate Support, Operational Delivery, Security, Health & Safety, Other

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

Please Note: Due to the ongoing impact of the Covid-19 pandemic we are looking to adapt our usual recruitment processes and are developing ways of working which ensures the safety of our applicants and panel members. All interviews will be held on dates to be confirmed,  and likely to be conducted via video technology. Successful applicants’ appointment to positions may be slightly delayed due to the COVID -19 situation. If you have any queries in the meantime, please contact the HMPPS Recruitment team on 0845 2415358 or email Resourcing.Consultants@gov.sscl.com

Should the volume of applications received exceed expectations please note Working Together will be considered a lead behaviour.

The Counter Corruption Unit’s (CCU) efforts to tackle corruption are integral to delivering a safe and secure prisons and probation.

The role sits in the newly restructured Counter-Corruption Unit (CCU). Its objectives are to support prisons and probation to manage corruption threats, in particular supporting establishments prevent corruption within HMPPS.

The core service of this role is to support prisons with their administration of their counter corruption caseload.  The role will involve providing the administration support for two establishments on behalf of the regional counter corruption team and work alongside the local counter corruption manager to effectively manage the threat of corruption in prison establishments.

These roles are based across the London and South East regions and the successful candidates will be allocated to an establishment/group of establishments. The post-holder will be based in their allocated establishments travelling to each in the week, so regular travel is an expectation.

Overview of the job

HMPPS’s efforts to tackle corruption are integral to delivering a safe and secure prisons and probations. HMPPS has worked with MoJ to identify that a new approach is needed to ensure we remain resilient to this key operational threat.

HMPPS has developed a future strategy for tackling corruption in HMPPS based on four key objectives:
- “Protect” against corruption by building an open and resilient organisation;
- “Prevent” people from engaging in corruption, strengthen professional integrity;
- “Pursue” and punish those who are corrupt; and
- “Prepare” for corruption, reducing its impacts on our teams.

These objectives will need to be delivered at every level through prisons and probation, in particular, strengthening our resilience on the front line. Security, Order and Counter Terrorism (SOCT) Directorate taking forward improvements, including restricting the Counter Corruption Unit, to provide senior operational leaders, prisons and probation teams with an improved counter-corruption service.

This role is non-operational with no line management responsibilities and are not rotational.

Summary

The role sits in the newly restructured Counter-Corruption Unit (CCU). Its objectives are to support prisons and probation to manage corruption threats, in particular supporting establishments prevent corruption within HMPPS.

The core service of this role is to support prisons with their administration of their counter corruption caseload. The role will involve providing the administration support for two establishments on behalf of the regional counter corruption team and work alongside the local counter corruption manager to effectively manage the threat of corruption in prison establishments.

The role will also be responsible for supporting prisons on the effective management of known corruptor prisoners in custody to prevent them from corrupting staff.

The job holder will report directly to the Regional Corruption Pursue Manager, who in turn reports to the Regional Corruption Pursue Lead.

The post holder will not have management responsibilities.

This is a regional post and will be based in two establishments. Daily travel to one of these prisons and frequent travel to the regional offices will be required. Occasional travel outside the region (e.g. to London) may be required.

This role may involve contact with prisoners depending on their area of work.

Responsibilities, Activities and Duties

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

  • Having a contemporaneous understanding of the operational context in prisons priorities, risks and opportunities to better tackle corruption
  • Having an understanding of the relevant legal and policy frameworks relating to corruption, security and HR, and making sure these are followed when providing services to prisons.
  • Organise, produce and maintain accurate records for the local counter corruption manager.
  • Act as contact point for all communications to the counter corruption team, prioritise and distribute to the local counter corruption manager in the establishment and the regional counter corruption team
  • Complete any monitoring returns required on behalf of the establishment for the counter corruption unit
  • Co-ordinate any awareness sessions on behalf of the counter corruption unit
  • Prepare paperwork for checking by their manager, conducting initial checks as required
  • Correspond with relevant stakeholders and agencies to ensure that they are aware of information related to Corruption and that it is adequately shared in line with agreed process.
  • Maintain and check establishment databases for managing corruption, filing systems and logs of information with responses within timescales, producing reports as required
  • Arrange any meetings including the preparation of paperwork, minutes and action points for the effective management of corruption
  • Being the first point of contact for prisons to signpost policies, procedures and key contacts to support counter corruption work.
  • Coordinating CCU prevent teams attendance/cover supporting establishments deliver their prevent agenda
  • Identify blockages to progress and take action and escalate to the Regional Corruption Unit as appropriate
  • Monitoring and reviewing the relative priority of corruption work and caseloads, escalating to the Regional Corruption prevent manager.
  • Entering data onto CCU systems, ensuring information is captured accurately and is easy to understand.
  • Understanding the teams caseload, including working with analysts to report on management information and data on volumes, timeliness and outcomes of cases across the region.
  • On the direction of the Regional Corruption Prevention Lead and Regional Corruption prevent manager, the post holder may also be asked to work with prisons to understand capability gaps and signpost wider capability opportunities, best practice and guidance and support light touch research to inform our evidence base on corruption.

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

  • Making Effective Decisions
  • Communicating and influencing
  • Managing a Quality Service
  • Working Together

Strengths

  • Disciplined
  • Efficient
  • Organiser
  • Responsible

Essential Experience

  • Candidates should role model impeccable professionalism and integrity
  • Good understanding of the operational context of prisons and probation

Technical Requirements

  • Problem-solving and decision-making skills, with the ability to drive resolution.
  • SC or higher security clearances and further internal security checks will be required.

Ability

  • Good communication (written and verbal), leadership and partnership working skills.

Factor Examples

Please provide job-specific examples to support the factors below (please refer to guidance for completion):

Factor Examples

Skills & Knowledge

The post holder will require an understanding of what corruption is, how it manifests, and a general knowledge of how it can be managed – they need to have sufficient knowledge to initially signpost enquires and recognise what needs immediate attention or escalation.

The post holder will require a general understanding of the current operational context in prisons, including pressures, priorities, risks and opportunities to better prevent corruption and be able to develop this knowledge further whilst in post.

The post holder must be able to manage a large workload with sometimes competing priorities in order to ensure delivery of the Section’s many training events. This will involve quickly acquiring a basic knowledge of each team’s relevant subject areas and liaising with staff from a range of different agencies at all levels of seniority. It also involves contacting and supporting relevant speakers, analysing feedback and presenting it to the team in an easily understandable format.

The post holder will have knowledge of internal and external stakeholders, and be in a position to establish a good working relationship with key contacts within Police and Prisons.   This is a key part of the role that will ensure essential information is provided and good communication links are   maintained to ensure the Sections various directories and other databases are accurate and kept up to date,

The post holder will require an awareness of how to direct or signpost staff/enquiries to relevant policy, legal and operational frameworks relating to corruption, security, HR and more widely to offender management both within custody and in the community.

The post holder will require an understanding of the remit, functions and activities of other teams in Security Order and Counter Terrorism (SOCT) Directorate on an ongoing basis in order to enable them to schedule meetings with the appropriate attendance.

The post holder will require both the understanding and skills of how to develop and maintain a wide network of stakeholders both in the custody setting.

The post holder will under the direction of the Regional Corruption Pursue Manager

  • Help support local teams to build their capability by processing/gathering training requirements
  • Collating training needs and organising rooms etc.
  • Have minute taking skills, knowledge of how to update case management systems

The post holder is required to have sound administrative skills, and be able to work with minimum supervision but know when to seek advice.

Accountability & Decision Making

The post holder will work to the Regional Corruption Pursue Manager on supporting establishments. Post holder will be accountable and responsible for decisions on collating and storing of information, escalating risks, making senior people aware of potential issues.

The post holder is responsible for dealing with general enquiries and processing the emails in the local Counter Corruption inbox, identifying the appropriate team member for response. Delays in processing such e-mails or the misallocation of them is likely to attract negative publicity for the Section from stakeholders.

The post holder will be responsible for the processing of daily intelligence reports on behalf of one or two establishments that enter mercury by staff in relation to corruption

Working with other teams in the establishments, the post holder will be responsible carrying out actions and tasks as directed by the Regional Corruption Pursue Manager.

The post holder will be responsible for working collaboratively with partners and ensure decisions appropriately consider their views.

Experience has shown that poor administration in arranging meetings and seminars will influence and even detract from attendees’ experience of a given meeting, even where the content of a meeting or seminar has been very useful. Thus, it is essential that the post holder is careful and conscientious in attending to every aspect of administration.

Problem Solving

The post holder will need to be able to recognise problems with the information held/gathered and recognise where gaps lie. They will need to manage at times, large data sets and be able to organise them in a way to assist others with problem solving.

The post holder will be expected to understand and be aware of evidence and best practice to inform advice and practice. They will be expected to problem solve on local issues, through gathering further intelligence/evidence, initial research, gathering and collating information or data.

Managing corruption cases can be complex and the post holder will need to be able to adapt to bespoke issues that arises and find a way to resolve the problem.

Resource Management & Financial Impact

No budgetary responsibilities. Activities only have minimal impact on cost and require an awareness of costs

Check stock levels for cleaning and stationary items and request replacements

Organising & Planning

The post holder will be expected to organise their work in line with the priorities for the CCU. They will be expected to provide support to the establishment’s local counter corruption team team, organise meetings, take minutes.

The post holder will be required to prioritise and sequence their work and the teams work to ensure it is delivered in a timely way.

The post holder will be required to align and sequence work to support wider efforts of prisons and probation, SOCT teams and law enforcement.

The post holder must arrange meeting rooms and invites and take accurate minutes, Minutes and invites to be sent in advance in a timely manner. Prior to the meetings Agendas must be prepared by liaising with Chairs and ensure all documents are prepared and circulated in advance.

People Management

No direct line management responsibility although the post holder will require effective people management skills in order to negotiate effectively with delegates of different grades and from different professional backgrounds.

Information Management

The post holder will have access to sensitive information about staff and offenders who are being investigated or managed under counter corruption processes. They will be responsible for the management of the local mercury server on a day to day basis

The post holder will have access to sensitive evaluation information about the effectiveness of different interventions and tactics.

The post holder will be expected to contribute where appropriate and support the work of the national CCU team, including:

  • Providing appropriate information and data to support the effective management of caseloads and performance;
  • Share examples of innovative and best practice in prisons and probation;
  • Share insights and concerns about potential systemic risks and issues for further investigation
  • Provide insight and evidence to support the development of the evidence base
  • Provide feedback to support the ongoing monitoring and evaluation of policy approaches.

Influencing & Interaction

The post holder will be expected to support the Regional Corruption Prevent Lead or Regional Corruption Prevent Manager with aligning activities and priorities with delivery partners, managing where priorities and expectations diverge. This includes:

  • Understanding the remit, functions and activities of other teams on an ongoing basis
  • Being a representative of the CCU regional team with key stakeholders, advocating the work of the all teams.

Emotional Demand & Risk

The post holder may be witness to the emotions of the individual(s) who may have been subject to corrupting efforts or have engaged in corruption themselves.

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.

TBC

23/10/2020, 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 - 37825.
Security Clearance (SC)

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 Working Together.
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
Communicating and Influencing - 250 word limit
Managing a Quality Service - 250 word limit
Working Together - 250 word limit
A sift based on the lead behaviour, Working Together, 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
Communicating and Influencing
Managing a Quality Service
Working Together
Strengths may also be assessed at interview but these are not shared in advance.

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.