40530 - Information Manager ‐ Offender Safety, Rights and Responsibilities Group- Psychology Services

£35,530 - £40,863
1
12 Months
London
London
102 PETTY FRANCE (MOJ) LONDON, SW1H 9AJ
HEO
Band 6
Permanent
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other
Administration / Corporate Support

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


We are recruiting a B6 Information Manager as part of psychological services for the Joint Extremism Unit. The Joint Extremism Unit (JEXU) is a HMPPS and Home Office venture that was established in April 2017 to be the strategic centre for all counter terrorism (CT) work in prison and probation. The unit has oversight of operational delivery against the Prevent and Pursue strands of CONTEST. Delivery is underpinned by a specialist CT case management process, which is delivered by a multi-disciplinary team.  It provides end-to-end offender management for such cases and is the mechanism through which an individual’s risk and rehabilitative pathways are assessed and monitored in relation to the concerns of engagement with an extremist group, cause and or ideology.  The HMPPS teams work proactively at a local, regional and national level with operational partners, including Police and security services, to case manage individuals, share information and intelligence and assist with active investigations. The regional teams include operational and probation colleagues.

There are several key elements to this role

  • The post-holder will be required to develop relationships with a range of internal and external stakeholders. In order to achieve this, there is a requirement to attend key meetings in London/ the JEXU office at least two days a week (when business returns to normal following current COVID restrictions).
  • The post holder will need excellent organisation skills and an ability to prioritise tasks amongst competing demands.
  • The post-holder will have line management responsibility and oversight of the B4 administrator team.
  • The post-holder will be responsible for responding to briefing requests, PQs, Freedom of Information and ad hoc requests for information / performance reporting.
  • The post-holder will be required to support management systems, data recording and analysis.
  • Due to the nature of this role and the information the post-holder will require access to, the candidate will be required to hold SC security clearance.

Overview of the job


This is a non-operational Manager role based in the Offender Safety, Rights and Responsibilities Group (OSRRG). It is directly line-managed by the Head of National Safer Custody Managers & Learning Team.


The job holder has lead responsibility for managing the Group’s core databases; including national datasets on deaths in custody, self-harm and violence. The job holder is responsible for contributing to and providing briefings and analyses for the Group as well as contributing to a wide range of communications with stakeholders, prisons and other HQ groups. The job holder is required to facilitate any internal or external research commissioned by the group and contribute to team projects such as the hosting of learning events.


The post has line management responsibility for one EO.


Summary


The job holder has responsibility for the Offender Safety, Rights and Responsibilities


Group’s (OSRRG’s) core databases and is responsible for providing data and analytical resilience to the group.


They will manage the Group’s databases on deaths in custody, assaults and self-harm (amongst others) and provide accurate data and other information to Planning and Analysis Group (PAG) including for publication in the MoJ’s “Safety in Custody


Statistics”.


The post holder will provide analytical support across OSRRG in reference to the range of safer custody information and policies, drafting or contributing to Parliamentary Question responses.


They will contribute to responses, or respond to, or factually check a range of important stakeholder communications and act as an OSRRG Knowledge Information Liaison Officer (KILOs), providing resilience for drafting Freedom of Information responses.


In addition, they will draft periodic reports/updates for NOMS senior management meetings, external stakeholder meetings and contributions to wider government, European Union and United Nations forums, ad hoc reports and reviews concerning safer custody issues.


Responsibilities, Activities and Duties


You will be required to carry out the following responsibilities, activities and duties:


Data and Information Management:

  • Responsible for efficient data management systems for OSRRG’s core data.
  • Accountable for oversight of national databases on recorded deaths in custody, assaults and self-harm (amongst other datasets).
  • Responsible for managing and implementing data processing and extracting data from a range of sources including the National Offender Management Service Information System (NOMIS), the Inmate Information System (IIS) and the NOMS Performance Hub.
  • Ensure, to agreed deadlines, production of accurate data and other information to Planning and Analysis Group (PAG) which feed into the NOMS Performance Hub, Violence Management Report (VMR) and MOJ Annual and Quarterly published “Safety in Custody Statistics”.
  • Provide a range of analyses, interpretation and value-added management information to a wide range of internal and external stakeholders e.g. NOMS Directors, Security Group, HM Inspectorate of Prisons and the Ministerial council on deaths in custody.
  • Interrogate OSRRG data to improve knowledge of safer custody issues, monitor trends and any impacts of policy development; and provide analytical/problem-solving resilience across OSRRG.

Briefing:

  • Draft or contribute to Parliamentary Question responses paying attention to deadlines.
  • Contribute to responses, respond to and factually check a range of important stakeholder communications ranging from HM Inspectorate of prisons (HMIP), Prisons and Probation Ombudsman (PPO) reports, thematic reviews, media articles and interest groups e.g. the Howard League and INQUEST.
  • As a Knowledge Information Liaison Officer (KILO), coordinate commissioning and drafting of Freedom of Information (FOI) responses; complete Internal Reviews and communicate with MoJ data access & compliance unit (DACU).
  • Coordinate and draft periodic reports/updates for NOMS senior management, meetings with external stakeholders and contributions to cross-governmental, European Union and United Nations forums.

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.


Competencies


When there is a need to recruit to this post, competencies will need to be defined by the Recruiting Manager.


The 4 Competency Framework clusters and their respective 15 competency indicators are shown below:


Setting Direction:


Seeing the Big Picture; Changing & Improving: Making Effective Decisions Delivering Results:


Achieving Commercial Outcomes; Delivering Value for Money; Managing a Quality Service: Delivering at Pace Engaging People:


Leading and Communicating; Collaborating and Partnering; Building Capability for All NOMS Specific Skills and Behaviours:


Achieving a Safe, Decent and Secure Environment; Showing Drive and Resilience; Caring; Persuading and Influencing; Acts with Integrity


In choosing competencies to recruit to, the recruiting manager should select around 4, but no more than 6 competency areas to include in the advert.


There may be additional professional competencies a Recruiting Manager will also need to include if recruiting for one of the designated Civil Service Professions e.g. HR, Health & Safety, Statistical Service, IT.


Please refer to the Civil Service Learning Portal – Professions Page for further details.


https://civilservicelearning.civilservice.gov.uk/learning/


NB: you need to be registered on Civil Service Learning to access the portal pages.


Essential Skills/Qualifications/Accreditation/Registration


  • Excellent overall IT literacy and a developed competence in MS Access, Excel; Word and PowerPoint.
  • Good written and oral communication skills and the ability to communicate at all levels of the organisation.
  • Customer focused approach to service delivery.

 


Languages
Written and spoken English

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 Confirmed

25/01/2021, 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 - 40530.
Security Clearance (SC)
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

Abilities
• Extremely well organised
• Good communication skills
• Advanced skills in MS Office applications especially Word and Excel.
• Able to prioritise and manage own work load amongst competing demands. - 250 word limit
Behaviours
Changing and Improving - 250 word limit
Communicating and Influencing - 250 word limit
Delivering at Pace - 250 word limit
Making Effective Decisions - 250 word limit
Managing a Quality Service - 250 word limit
Working Together - 250 word limit
Experience
CV
Statement of Suitability - 250 word limit

Interview stage assessments

There is 1 interview stage for this vacancy.
Abilities
• Extremely well organised
• Good communication skills
• Advanced skills in MS Office applications especially Word and Excel.
• Able to prioritise and manage own work load amongst competing demands.
Behaviours
Changing and Improving
Communicating and Influencing
Delivering at Pace
Making Effective Decisions
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.