17270 - HMIP Inspection Team Leader (lead for the inspection of women’s prisons)

HM INSPECTORATE OF PRISONS

Successive Chief Inspectors have summarised the Inspectorate’s purpose as follows:

‘We ensure independent inspection of places of detention, report on conditions and treatment and promote positive outcomes for those detained and the public.’

This statement of purpose derives from HM Chief Inspector of Prisons' legislative powers and duties and the UK’s obligations arising from its status as a party to the Optional Protocol to the United Nations Convention Against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment (OPCAT).

These powers and duties require the Chief Inspector to prepare an inspection programme and inspection framework, on which the relevant Secretary of State and other specified bodies must be consulted, and report independently on the treatment of prisoners, police and immigration detainees and the conditions in which they are held. The Chief Inspector jointly inspects police custody with HM Chief Inspector of Constabulary as part of the programme of work with other criminal justice inspectorates undertaken under the auspices of the Police and Justice Act 2006.

The Chief Inspector’s responsibilities have been extended to court custody and, jointly with HM Chief Inspector of Constabulary, customs custody. By invitation HM Chief Inspector of Prisons also carries out inspection of military detention facilities, prisons in Northern Ireland (on behalf of Criminal Justice Inspection Northern Ireland), prisons on the Isle of Man and Channel Islands and some other overseas prisons in jurisdictions with links to the UK.

HM Inspectorate of Prisons coordinates and forms part of the National Preventive Mechanism (NPM), by which the UK delivers its obligations as an OPCAT signatory to ensure the regular, independent inspection of all places of custody to prevent the ill-treatment of detainees. At a national level, OPCAT requires States Parties to:

‘… set up, designate or maintain at the domestic level one or several visiting bodies for the prevention of torture, inhuman or degrading treatment or punishment... These visits shall be undertaken with a view to strengthening, if necessary, the protection of these persons against torture and other cruel, inhuman or degrading treatment or punishment.’

In addition, OPCAT creates an obligation for NPM’s to use the experience from their inspections to prevent ill-treatment by, for example, commenting on policy and legislative proposals.   

HM Inspectorate of Prisons’ Values

The established values of the Inspectorate are:

• Independence, impartiality and integrity are the foundations of our work
• The experience of the detainee is at the heart of our inspections.
• Respect for human rights underpins our Expectations.
• We embrace diversity and are committed to pursuing equality of outcomes for all.
• We believe in the capacity of both individuals and organisations to change and improve, and that we have a part to play in initiating and encouraging change.

HM Inspectorate of Prisons’ Equality and Diversity Statement

We are committed to creating and maintaining a working environment that is positive about and supportive of all equality and diversity issues. We believe that difference and diversity within our workforce strengthens the work we do and the influence we have.

We are committed to becoming an employer of choice by creating an inclusive and supportive working environment where people are treated with dignity and respect and where discrimination and/or exclusion are not tolerated. Our goal is to ensure these commitments, reinforced by our values, are embedded in our day-to-day working practices.

Our long-term vision is to:

• have a workforce with the necessary expertise and sufficient diversity to reflect the community in which it operates;
• develop a more flexible and supportive working environment which always seeks to include difference;
• continue to build a confident and competent workforce who feel valued and heard;
• deliver learning and development opportunities to our staff so they are equipped to understand, inspect and make valid and relevant recommendations relating to equality and diversity.

We expect commitment and involvement from all our staff and partners in working towards the achievement of our vision and to that end we have developed an equality and diversity action plan.

Strategy

The Inspectorate’s recent Corporate Plan sets out five strategic themes:

• An independent inspectorate

      We will fulfil our statutory duty. Our primary task to report accurately, impartially and publicly concerning the treatment and conditions for detainees will continue. Our values-based approach, our independent Expectations and our methodology will support us in ensuring human rights standards are maintained and outcomes for detainees improve across the different custodial settings we inspect.

• An influential inspectorate

      We will inspect and report in an open way, challenging constructively those responsible for the institutions we inspect. We will ensure that evidence from our inspections informs policy and practice and contributes to improving outcomes for those held in custody. Our communications strategy will ensure that findings from our inspections are made accessible to a wide range of stakeholders, including the public.

• An accountable inspectorate

      We will manage our resources efficiently and undertake our work in a professional manner. We will account for our performance and continue to demonstrate value for money.

• A capable inspectorate

      We will be a multidisciplinary, values-based organisation committed to equipping our staff with the skills they need to fulfil our purpose. We will strive to increase the diversity of our workforce. We will use our resources efficiently to maximise the quality of our inspections and improve treatment and conditions for detainees.

• A collaborative inspectorate

      We will meet our statutory obligation to work collaboratively with our criminal justice partners, as well as other key stakeholder partners, to better promote conditions for detainees. As the coordinating body for the National Preventive Mechanism (NPM), we will work with the NPM membership to increase OPCAT compliance and coordinate joint working.

The Inspectorate in 2017/18

During 2017/18 HM Inspectorate of Prisons plans to inspect and report on about 80 custodial establishments. This will include 39 prisons, all young offender institutions and secure training centres, three immigration removal centres, and a range of holding facilities and escorts associated with immigration removal arrangements. Jointly with HM Inspectorate of Constabulary we will also inspect custody in eight Police Force areas.

We assess prisons against four tests of a healthy prison (which are slightly amended for different types of custody):

• Safety: prisoners, even the most vulnerable, are held safely.
• Respect: prisoners are treated with respect for their human dignity.
• Purposeful activity: prisoners are able, and expected, to engage in activity that is likely to benefit them.
• Rehabilitation and release planning: prisoners are prepared for their release back into the community. Their risk of harm is effectively managed and they are helped to reduce their likelihood of reoffending.

Each test is underpinned by ‘expectations’ or inspection standards that set out the outcomes we expect to see, based on relevant international human rights standards and norms.

Inspection teams consist of a team leader and a number of full-time, sessional and specialist inspectors. They are assisted by researchers and will be joined as appropriate by inspectors from other inspectorates such as Ofsted, the Care Quality Commission, HM Inspectorate of Constabulary and Fire & Rescue Services and HM Inspectorate of Probation. All teams inspect a range of establishments but each has a specialist role, including children, young adults, women, adult male prisoners, immigration and police custody.

The logistics of each inspection are complex. Most inspections are unannounced, to make our visits more responsive to risk and our inspection programme more unpredictable and flexible. During this business year all but four of our inspections will be unannounced. A prison inspection lasts about seven or eight working days over two weeks. About 12 inspectors and researchers are present for the whole or part of the inspection.

In addition to our programme of individual inspections, we also carry out thematic inspections of cross-cutting issues. Some of these are conducted jointly with other inspectorates.

We have developed our role as coordinator of the other inspection and monitoring bodies who together make up the UK NPM. Coordination is essential to the full and effective implementation of OPCAT in the UK, given the scale and complexity of the UK NPM’s unusual multi-body structure.

The coordination function, activities and governance of the NPM are overseen by a steering group of five NPM members who meet regularly and are representative of members in all four nations of the UK and the different remits of organisations that make up the NPM.

The Inspectorate is led by the Chief and Deputy Chief Inspector. There are currently 69 staff working for the Inspectorate, including full-time staff, secondees and a number of fee-paid associates such as editors and health inspectors. The Inspectorate is currently organised into five specialist inspection teams, a research, development and thematic team and a support team. Each is headed by a team leader who, together with the Chief and Deputy Chief Inspector, forms the corporate management of the Inspectorate. The small office-based teams consist of the Chief and Deputy Chief Inspectors and their personal secretaries, as well as the research, development and thematics team and secretariat team.

Office-based staff are accommodated in a small Ministry of Justice office near Westminster, central London. In 2017/18, the budget for HM Inspectorate of Prisons is £4,519,729.

For further information on HMIP, please visit our website at:

https://www.justiceinspectorates.gov.uk/hmiprisons/

We are also on Twitter at @HMIPrisonsnews 
 

THE NATIONAL PREVENTIVE MECHANISM

The UK ratified the Optional Protocol to the Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment (OPCAT) in 2003. In 2009, the National Preventive Mechanism was established to deliver the UK’s obligations under this treaty.

The NPM was set up to ensure regular visits to places of detention in order to prevent torture and other ill-treatment, as required by OPCAT. OPCAT recognises that people in detention are particularly vulnerable and requires States to set up a national level body that can support efforts to prevent their ill-treatment. The NPM must have, as a minimum, the powers to:

• regularly examine the treatment of persons deprived of their liberty in all places of detention under the UK’s jurisdiction and control;

• make recommendations to relevant authorities with the aim of improving the treatment and conditions of persons deprived of their liberty;

• submit proposals and observations on existing or draft legislation.

The NPM is constituted by 21 bodies which monitor places of detention across the four nations of the UK. The NPM is coordinated by HM Inspectorate of Prisons (England and Wales). Representatives from all NPM members attend twice-yearly business meetings and communicate throughout the year about their NPM work, which follows an annual business plan. The NPM publishes an annual report of its work which is presented to Parliament by the Secretary of State for Justice. The NPM receives technical assistance from the UN Subcommittee on Prevention of Torture and maintains contacts with a number of international and national bodies with an interest in detention.

The NPM coordination function is performed with the purpose of:

• working closely with and supporting the NPM’s independent Chair;

• promoting cohesion and a shared understanding of OPCAT among NPM members;

• encouraging collaboration and the sharing of information and good practice between UK NPM members;

• facilitating joint activities between members on issues of common concern;

• liaising with the Subcommittee for the Prevention of Torture, other NPMs and other relevant international human rights bodies;

• sharing experience and expertise between the UK NPM and NPMs in other States;

• representing the NPM as a whole to government and other stakeholders in the UK;

• preparing the annual report and other publications.
   

BOUT THE ROLE

HM Inspectorate of Prisons is looking for an exceptional candidate to head up one of its inspection teams (the O team) which leads on the inspection of women’s prisons. The successful candidate will be expected to take up post in summer 2018. The exact date will be dependent on the timescales for interviews and security clearance processes. It is hoped there will also be a handover period.

As Inspector Team Leader, you will have a key role within the Inspectorate, making a demonstrable difference to the conditions and treatment of women in detention in England and Wales by helping to improve positive outcomes.

You will be responsible for planning and carrying out inspections of prison establishments, managing a core team of inspectors, and the production of timely and accurate reports.   You will also be part of the Inspectorate’s Management Board and will be responsible for helping to develop Inspectorate policy and inspection criteria.

You will be required to use your credentials, knowledge and experience on a daily basis to advise on and influence national and justice policy formation and promote the work of HM Inspectorate of Prisons.

Reporting to HM Deputy Chief Inspector of Prisons, you will head the team of inspectors, lead on matters relating to the detention of women for the Inspectorate, develop and maintain relationships with key stakeholders and provide expert advice to HM Chief Inspector. In addition, you will regularly participate in other inspections.

Frequent travel within the UK (and possibly abroad) will be required, and you will spend at least one week in three away on inspection, as well as travelling for meetings and other events. You will also need to be available to come to London for internal and external meetings on a regular basis.

Responsibilities

Inspections

You will:

• Lead and coordinate the inspection of women’s prisons and other places of detention to assess outcomes for detainees against the Inspectorate’s Expectations.
• Mobilise and supervise an effective inspection team (which will include core team members, specialists, and colleagues from other inspectorates) and help them to gather, analyse and test out evidence;
• Assess all relevant experiences and outcomes for prisoners in each establishment guided by the Inspectorates ‘healthy prison’ model (safety, respect, purposeful activity and rehabilitation and release planning) and presenting findings under each heading;
• Brief the governor or centre manager and senior managers during inspections, and in a formal debrief on the final day
• Ensure inspectors assist with the development of Inspectorate criteria and guidelines relating to their team’s specialism
• Produce well written reports within tight deadlines and present edited versions to the Deputy Chief Inspector and Chief Inspector
• Work collaboratively as a member of multidisciplinary teams
• Contribute, as required, to thematic inspection reports and reports produced jointly with other criminal justice inspectorates.

Management and policy

You will:

• Lead on the Inspectorate response to relevant consultations and carry out relevant public speaking engagements on behalf of the Chief Inspector;
• Provide evidence-based guidance and take appropriate action in response to concerns raised about women and justice settings, including raising safeguarding alerts as required;
• Keep up to date with policy developments in order to advise HM Chief Inspector and ensure better outcomes for populations in detention;
• Manage an inspection team within the Inspectorate (including selection, induction, supervision, appraisal, quality assurance, training and development);
• Be an active member of the Inspectorate’s Management Board and Operational Team meetings;
• Effectively project manage pieces of work and lead on meeting the objectives of the Inspectorate’s business and strategic plans;
• Advise on the development of internal Inspectorate policy, the continuing review and development of Inspectorate criteria and methodology, and the development of new inspection frameworks.
• Represent the Inspectorate externally: for example, in meetings and working parties with the Prison Service, Ministry of Justice, other inspectorates, other statutory and voluntary outside groups, and at conferences and seminars;
• Maintain effective partnership working with key stakeholders;
• Carry out inquiries as required, on behalf of the Chief Inspector.

Experience

You will have:

• Strong leadership and communication skills, independence and objectivity and considerable knowledge and experience of the work and operation of custodial settings;
• Considerable senior management experience within, or directly relevant to, a custodial setting;
• Experience that demonstrates support for and understanding of the Inspectorate’s work and values

Desirable:

• Understanding of the specific issues associated with detention and custodial environments for women and/or experience developing or influencing policy in relation women in the criminal justice system;
• understanding, and preferably experience, of values-based practice, human rights and equality law, including within Europe/overseas.

Competencies

The competency framework sets out how we want people at HM Inspectorate of Prisons to work.

Competencies are the skills, knowledge and behaviours that lead to successful performance. For further information, please access the Civil Service competency framework at:

https://civilservicelearning.civilservice.gov.uk/sites/default/files/CSCF_FullA4Potrait_2013-2017_v1a.pdf

You will be tested against these competencies at application and/or at interview stage.

• Making Effective Decisions. Effectiveness in this area is about being objective; using sound judgement, evidence and knowledge to provide accurate, expert and professional advice. For all staff, it means showing clarity of thought, setting priorities, analysing and using evidence to evaluate options before arriving at well-reasoned justifiable decisions. At senior levels, leaders will be creating evidence-based strategies, evaluating options, impacts, risks and solutions. They will aim to maximise return while minimising risk and balancing social, political, financial, economic and environmental considerations to provide sustainable outcomes.

• Leading and Communicating. At all levels, effectiveness in this area is about leading from the front and communicating with clarity, conviction and enthusiasm. It’s about supporting principles of fairness of opportunity for all and a dedication to a diverse range of citizens. At senior levels, it is about establishing a strong direction and a persuasive future vision; managing and engaging with people with honesty and integrity, and upholding the reputation of the Department and the Civil Service.

• Collaborating and Partnering. People skilled in this area create and maintain positive, professional and trusting working relationships with a wide range of people within and outside the Civil Service to help get business done. At all levels, it requires working collaboratively, sharing information and building supportive, responsive relationships with colleagues and stakeholders, while having the confidence to challenge assumptions. At senior levels, it’s about delivering business objectives through creating an inclusive environment, encouraging collaboration and building effective partnerships, including relationships with Ministers.

• Delivering at Pace. Effectiveness in this area means focusing on delivering timely performance with energy and taking responsibility and accountability for quality outcomes. For all staff, it’s about working to agreed goals and activities and dealing with challenges in a responsive and constructive way. At senior levels, it is about building a performance culture to deliver outcomes with a firm focus on prioritisation and addressing performance issues resolutely, fairly and promptly. It is also about leaders providing the focus and energy to drive activities forward through others and encourage staff to perform effectively during challenging and changing times.

• Managing a Quality Service. Effectiveness in this area is about being organised to deliver service objectives and striving to improve the quality of service, taking account of diverse customer needs and requirements. People who are effective plan, organise and manage their time and activities to deliver a high quality and efficient service, applying programme and project management approaches to support service delivery. At senior levels, it is about creating an environment to deliver operational excellence and creating the most appropriate and cost effective delivery models for public services

• Changing and Improving. People who are effective in this area are responsive, innovative and seek out opportunities to create effective change. For all staff, it’s about being open to change, suggesting ideas for improvements to the way things are done, and working in smarter, more focused ways. At senior levels, this is about creating and contributing to a culture of innovation and allowing people to consider and take managed risks. Doing this well means continuously seeking out ways to improve policy implementation and build a leaner, more flexible and responsive Civil Service. It also means making use of alternative delivery models, including digital and shared service approaches wherever possible.

 Conditions of service

The successful candidate will be expected to take up post in summer 2018. There will also be a handover period prior to this.

The appointment will be made on a permanent contract basis. The post holder will have a contract of employment issued by the Ministry of Justice (MoJ), our sponsoring Government Department, and MoJ civil service terms and conditions will apply.

Secondment might be available subject to approval. Secondees will remain employed by their current employers and the principle terms and conditions of employment will remain unchanged, subject to some additions regarding confidentiality, travel costs and subsistence expenses.

The secondment is subject to the approval of the selected candidate's employer or manager, which should be obtained before applying for the post. If the post is offered on secondment then, if appropriate, temporary promotion to the equivalent of Band A (Grade 6) will be offered. You will revert to your current grade when you return to your employer.

You will be expected to work away from home during inspections, and can work from home when not on inspection. However, you will need to spend a minimum agreed number of days in the Inspectorate office in London that will potentially require overnight stays.

Existing Civil Servants

Existing Civil Servants are welcome to apply for this post but you should note that you will be subject to the same selection process as all other applicants.

As you will already have completed your probationary period you may not have to serve a further period of probation.

If you are not currently employed in the same grade as the post for which you are applying, you must meet the qualifying criteria for that grade.

Grade

MoJ Band A

Salary

The starting salary will be confirmed, subject to skills and experience, at point of job offer.

Progression up the pay scale will depend on MoJ Pay and Rewards Policy (under review at present) and performance, which is assessed annually.

Abatement of salary may apply if you are in receipt of a public service pension. In addition, civil servants who have been granted early retirement (under the terms of Compulsory Early Retirement, Compulsory Early Severance, Flexible Early Retirement or Flexible Early Severance) will be required to repay all or part of their lump sum compensation payment if their re-employment commences during the period represented by the payment.

Hours

You will be contracted to work 37 hours a week excluding meal breaks. However, when in inspection, your working week will be much longer and inspectors are encouraged to work shorter hours on the weeks they are not in the field so as to balance this out.

Flexible working hours

A flexible working system is in operation, with individual arrangements to be agreed with line managers.

Probation

You will be on probation for a period of up to six months unless you are already an established civil servant who has satisfactorily completed a probationary period.

Annual leave

There are generous allowances for paid holiday starting at 25.5 days per year, which rise as your service increases. There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. There is additional paid time off for public holidays and one privilege day.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

We are committed to staff development and offer a range of training and development opportunities.

Support

Location of post

Our office is based in London at Clive House, Petty France, London.

You will be expected to work away from home during inspections, and can work from home when not on inspection.

However, you will need to spend a minimum agreed number of days in the Inspectorate office in London that will potentially require overnight stays.

Nationality

The Ministry of Justice is required to meet Civil Service nationality rules for all posts.

You can apply for any permanent or fixed-term job within the Ministry of Justice as long as you are a UK national or have dual nationality, with one part being British. In addition, all posts below that of Senior Civil Servant are open to Commonwealth citizens, nationals of any of the member states of the European Economic Area (EEA) and certain non-EEA family members (such as spouse, descendant or dependent relative) who have moved to the UK for an approved purpose.

During the recruitment process, you will be asked about your nationality at birth, whether you are subject to immigration control, and whether there are any restrictions on your continued residence or employment in the UK.

As the Ministry of Justice is a government department, people have to meet certain legal nationality requirements to become employees. Your application will be considered if you are one of the following:

• a British National
• a National of the European Economic Area (EEA)
• a National of the European Union (EU)
• a Citizen of the Republic of Ireland (Eire)
• a Commonwealth Citizen and have permission to work in the country
• a British Protected Person.

Criminal Records Bureau disclosure

The Ministry of Justice uses the Criminal Records Bureau (CRB) disclosure service to assess applicants’ suitability for positions of trust and fully complies with the CRB Code of Practice. The Ministry also complies with its obligations under the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of disclosure information. The Ministry’s CRB disclosure policy summary is available to all disclosure applicants. If you wish to see a copy of the policy summary, please contact Lesley Young on 020 7 340 0500.

Disclosure Scotland

The Ministry of Justice uses the Disclosure Scotland service to randomly assess applicants’ trustworthiness, integrity, and probable reliability and fully complies with the Disclosure Scotland Code of Practice. The Ministry also complies with its obligations under the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling, use storage, retention and disposal of disclosure information.

Data Protection Act 1998

The Ministry of Justice collects information for purposes related to your application and potential employment.

We may check information provided by you, or information about you provided by a third party, with other information held by us.

We will not disclose information about you to anyone outside the Ministry of Justice unless the law permits us to.

The information provided by you in this application and the supporting documentation will be used by the panel to consider your suitability for the post. If you are successful, this information will become part of your employment record. If you are unsuccessful, some data will be used for monitoring purposes and will be destroyed after 12 months.

Application process

Competency online application

The online application form will ask you to demonstrate how you meet the competencies described above. Bearing in mind the job specification for this role, please ensure you provide relevant examples for each of the competencies.

CV

As part of the online application process, please submit an up-to-date CV which should include relevant qualifications and experience.

Assessment

The deadline for applications is set out in the advert. Applications received after this time will not be considered.

We hope to hold assessment centres and interviews in April/May 2018. However, this is only an indication as the process of recruiting staff for HM Inspectorate of Prisons is often lengthy due to our workforce regularly being out on inspections. Our ability to assess significant numbers of applications can lead to unavoidable delays and changes to previously advised timescales for the stages of the recruitment.  

Dependent on the number of potentially suitable interview candidates, testing might be used to determine a final shortlist of candidates to be invited to a panel interview.

In addition, depending on the current work location of the preferred candidate, the security clearance process can take 12–16 weeks (longer if any recent overseas work has been undertaken).

For further information about the application process, please contact Anna O’Rourke, Head of Secretariat on tel: 020 7 340 0500 or email: anna.o'rourke@hmiprisons.gsi.gov.uk

Plus:

Existing Civil Servants – a supporting statement from your line manager. Please ensure that your line manager is aware of the closing date for receipt of this statement.

External candidates – name and contact details of two referees, and confirmation of the stage at which we can approach them regarding your suitability for the role.

Equal opportunities

We are dedicated to promoting equality, fairness and respect. We will create a working environment where diversity is recognised, valued and celebrated.  

HMIP welcomes applications from candidates regardless of ethnic origin, religious belief, gender, sexual orientation, disability, age or any factor unrelated to someone's ability to perform the job. We particularly welcome applications from black and minority ethnic candidates as they are under-represented at HMIP.

In delivering our business to our diverse society, we will take care to assess the impact of our policies on race, religion and belief, gender, gender identity, disability, sexual orientation and age equality.  

Specifically, we will aim to: 

• employ a workforce that reflects, at all levels, the diversity of society as a whole;
• treat all our staff and customers with dignity and respect;
• develop all our staff to realise their full potential;
• ensure that our recruitment, selection, appraisal, training and career progression processes are fair, objective and free from bias or stereotyping;
• take positive action to secure equality of opportunity.

Disability symbol – guaranteed interview scheme                                                                                           

We operate a guaranteed interview scheme for disabled people (as defined by the Disability Discrimination Act 1995) who meet the minimum criteria for this appointment as published in these notes. If you wish to apply for consideration under this scheme, please complete the enclosed form and return it with your application form. In addition, if you require any special arrangements at our selection centre, please give details in a covering letter to enable us to make the appropriate arrangements, if necessary.
 

  Headcount as at February 2018

This is subject to MoJ Estates proposals to relocate to Canary Wharf

This is subject to MoJ Estates proposals to relocate to Canary Wharf

Closing date: 23rd April 201 8at 23:55 hours

If you require any assistance please call 0845 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@sscl.gse.gov.uk Please quote the job reference.