85898 - Head of Unpaid Work - South West (South)
An exciting regional opportunity has arisen in the SW UPW team.
The Head of Unpaid Work (South) is a pivotal role in the strategic delivery of UPW and covers:
Somerset (Negotiable)
Devon & Torbay
Plymouth
Dorset
Cornwall
The South West prides itself in the integrated delivery of UPW across all functions and is currently working towards a joint improvement plan.
If you would like an informal discussion please contact Esther Schmidt- Head of Interventions on 07966 245591.
Overview of the job
The Head of Unpaid Work leads the delivery of Unpaid Work service delivery, including sentence management for standalone Unpaid Work cohort, for an allocated geographical area of operations within the region. and
They will support the Head of NPS Interventions by providing, dedicated leadership and management for Unpaid Work.
Summary
The post holder will provide management with responsibility for resources and the strategic and operational direction, for an allocated geographical area of operations within the region.
Provision of quality sentence management for Service Users within the Unpaid Work Cohort to support achieving outcomes on reducing reoffending.
Provision of a demand led quality service delivery for all Service Users subject to Unpaid Work requirements, which provides a pro-social environment that promotes compliance and achieves positive outcomes for beneficiary organisations and local communities
Improves performance and quality of Unpaid Work delivery on a continuous basis to ensure service is responsive to the needs of Service Users and the wider business.
Develop and maintain effective relationships with stakeholders and partners to coordinate delivery, meet statutory responsibilities and reduce reoffending.
Responsibilities, Activities & Duties
- Lead management and planning of resources across the geographic area of responsibility to ensure the most efficient means of service delivery are deployed, effectively aligning resources to demand
- Identify service requirements and ensure the appropriate range of placements are in place for identified needs, risk categories and protected characteristics and used appropriately
- Oversee robust placement and beneficiary management, including development and implementation of individual, local and national placement contracts.
- Design and lead assurance of operational performance and quality, leading improvements or decommissioning of placements where necessary.
- Lead engagement with local stakeholders to influence plans/strategies, improve local services, source placements and create opportunities for innovative solutions.
- Secure income generation opportunities and make reinvestment decisions in line with priorities
- Ensure all operational and sentence management Unpaid Work staff are trained to relevant and appropriate level.
- Manage Unpaid Work resources budget for geographic area of responsibility and, where required, the authorisation of expenditure.
- Ensure alignment and adherence with sentence management policy and practices.
- Ensure that all Unpaid Work operations meet health and safety requirements, supported by a culture that protects employees, service users, beneficiaries and public at all times.
- Ensure appropriate quality and assurance processes are in place to support standalone Unpaid Work sentence management delivery.
- Ensure all aspects of the business adhere to legal and organisational requirements such as diversity and inclusion and data protection, including, where appropriate with stakeholders.
- Seek, monitor and analyse data, including from service users and beneficiaries, to inform continuous improvement of services.
- Facilitate external scrutiny through Operational and System Assurance Group and HMI Probation, and responding to recommendations.
- Promote Unpaid Work externally to sentencers, community and statutory organisations, media and the public to increase visibility.
- Promote Unpaid Work internally as a credible intervention for both punishment and rehabilitation.
- Oversee staff grievance, capability and disciplinary investigations and seek prompt resolution where appropriate.
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
- Managing a Quality Service
- Leadership
- Making effective Decisions
- Delivering at Pace
- Changing and Improving
- Working Together
Essential Experience
- Experience within Unpaid Work delivery.
- Experience of planning and managing complex logistical delivery.
- Experience of effectively and efficiently managing financial and physical resources.
- Extensive experience of effectively leading, managing and motivating staff
- Experience dealing with complex disciplinary or grievance-related matters in accordance with HR process and practice.
- Experience of successfully building and managing strategic and working relationships with internal and external stakeholders and partners.
- Experience of successfully managing the performance of teams and individuals to achieve high working standards.
- Experience of managing delivery in line with health & safety legal requirements.
Technical requirements
Level 5 qualification in a relevant subject (e.g. management) or significant equivalent professional experience.
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 full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the HMPPS’ Flexible Working policy.
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, plus public holidays. 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 GOV.UK or 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.
For more information on applying for a role as a candidate with a disability or long-term condition, please see our Disability Confident Scheme Frequently Asked Questions webpage.
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.
17/04/2024, 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 - 85898.
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.