69955 - HMP Downview: Head of Women's Health & Perinatal Pathway: Operational or Non-Operational

£42,141 - £48,461
1
12 Months
London, South East
Sutton
HM Prison Downview, SM2 5PD
SEO
Band 7
Permanent
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other
Operational Delivery

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 is a senior management role in a women’s prison with line management responsibilities.

This role is available as an operational or non-operational post. For operational role please see the technical requirements.

Summary

The job holder will be accountable to the Prison Governor in driving transformation and best practice across all aspects of women’s health provision, including pregnancy, perinatal care, social care, and child safeguarding.

The job holder is responsible for operational delivery of Mother and Baby Units, as relevant, (including enabling access to commissioned contractual services) and the perinatal pathway within the prison establishment.

They will be working with nursery service providers, and work collaboratively with community commissioners, with prison and community health and social care providers to oversee delivery of health provision. This will be against a range of performance targets and indicators whilst ensuring value for money.

This is a rotational operational/non-operational job with line management responsibilities.

Responsibilities, Activities and Duties

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

•    Strategic lead for prisoner health, wellbeing, perinatal care/pathways, child safeguarding and Mother and Baby Units, where relevant, responsible for ensuring services delivered meet the operational needs of the population.
•    Responsible for developing successful innovative approaches to women’s specific health, mental health, wellbeing, perinatal care and Mother and Baby Unit provision in the establishment.
•    Drive transformation, service improvements and best practice across all aspects of health and pregnancy, perinatal and maternal health, Mother and Baby Units (including nursery provision), social care, wellbeing and child safeguarding within the prison and ‘through the gate’.
•    Performance manage and quality assure the financial considerations of women’s specific contract(s) on behalf of the Governor.
•    Support and provide assurance to the Governor through monitoring and escalation. Through robust governance and assurance arrangements, take appropriate action to address and mitigate variations, risks and poor performance on behalf of the Governor in partnership with co- commissioners.
•    Work collaboratively with internal and external partners to ensure appropriate communication, engagement and equality considerations are met and support the health, wellbeing strategy and perinatal pathway of the prison. Ensuring that formal complaints raised by prisoners are appropriately investigated and responded to by the relevant service provider.
•    Work collaboratively with internal and external stakeholders to ensure all aspects and expectations of external examination such as HMIP, MQPL, Ofsted and audit are achieved and can be evidenced. Accountable forensuring that remedial work is taken to address any actions arising from such examination.
•    Responsible for the delivery and assurance of mandatory requirements of policies, including the Pregnancy, Mother and Baby Unit (MBUs) and Maternal Separation from Children up to the Age of Two in Women’s Prisons Policy Framework and the Child Safeguarding Policy Framework
•    Manage and oversee processes such as Mother and Baby boards (including admission, emergency, and child placement boards) and Care Planning Meetings, ensuring the best interests of the child are paramount.
•    Work collaboratively with other members of the Senior Management Team to support delivery of a safe and secure regime and act as a key partner in the development and delivery of a rehabilitative culture.
•    Build and maintain strategic links with the community to support release planning and continuity of care.
•    Key responsibility  as strategic lead in relation to the health and wellbeing of prisoners, National Mother and Baby Unit Meetings and Local Health and Delivery Boards.
•    Will hold line management responsibilities for those within the function, including MBU staff.

Dependant on accreditation, operational post holders may be required to undertake additional operational tasks.

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

•    Delivering at Pace
•    Leadership
•    Communicating and Influencing
•    Working Together
•    Managing a Quality Service
•    Changing and Improving
•    Making Effective Decisions

Technical

This section is applicable to operational staff only:

•    Must be successfully accredited by passing the Head of Function Assessment Centre (HFAC), or prior to 2016 be accredited as an Operational Manager (or in post as a G5 prior to 1999).
•    Where HFAC accreditation was gained from 2018, the Incident Management Silver Command (IMSC) assessment must also be passed to be eligible for operational Head of Function roles.
•    Successful completion of the workbook/portfolio.
 
Hours of Work (Unsocial Hours) Allowances

37 hour week

Required Hours Allowance – TBC by Recruiting Manager.

This role requires working regular unsocial hours and a payment at the current approved organisation rate will be made 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.

The job holder must be able to fulfil all spoken aspects of the role with confidence in English or (when specified in Wales) Welsh.

RHA - if Operational

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 evening, nights, weekends and Bank / Public holidays.

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 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 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

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.

To be confirmed

06/02/2023, 23:55 hours.

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com. Please quote the job reference - 69955.
Please note the successful applicant will need to undertake a Disclosure and Barring Security Check for this post.

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
Leadership - 500 word limit
Communicating and Influencing - 500 word limit
Working Together - 500 word limit
Managing a Quality Service - 500 word limit
Changing and Improving - 500 word limit
Making Effective Decisions - 500 word limit

Interview stage assessments

There is 1 interview stage for this vacancy.
Behaviours
Leadership
Communicating and Influencing
Working Together
Managing a Quality Service
Changing and Improving
Making Effective Decisions
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.