25246 - Publications and Digital Communications Officer

HM INSPECTORATE OF PRISONS

HM Inspectorate of Prisons (HMI Prisons) is an independent inspectorate which reports on conditions for and treatment of those in prison, young offender institutions, secure training centres, immigration detention facilities, police and court custody suites, customs custody facilities and military detention. The role of HMI Prisons is to provide independent scrutiny of the conditions for and treatment of prisoners and other detainees, promoting the concept of ‘healthy establishments’ in which staff work effectively to support prisoners and detainees to reduce reoffending and achieve positive outcomes for those detained and for the public.

HMI Prisons is led by a Chief Inspector and Deputy Chief Inspector and employs inspectors and research staff to carry out inspections of places of detention.

HMI Prisons works jointly with a number of other criminal justice inspectorates and is a member of the National Preventive Mechanism (NPM), established by the government as part of its requirements under the Optional Protocol to the United Nations Convention against Torture and other Cruel, Inhuman or Degrading Treatment of Punishment (OPCAT), which include designating one or more bodies as an NPM. The role of the NPM is to contribute to efforts to prevent torture and other ill-treatment by undertaking regular inspection and monitoring of places of detention. The NPM Secretariat is housed at HMI Prisons and works closely with the Policy Team.

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.

The Inspectorate in 2019/20

During 2019/20 HMI Prisons plans to inspect and report on about 80 custodial establishments. This will include prisons, all young offender institutions and secure training centres, immigration removal centres, and a range of holding facilities and escorts associated with immigration removal arrangements. Jointly with HM Inspectorate of Constabulary and Fire & Rescue Services we will also inspect custody in 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. 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.

In May 2018, HMI Prisons was invited by the Ministry of Justice to submit a business case for the Inspectorate to receive additional resources. These would be used to conduct targeted follow up work, in a limited number of cases, to assess the response to inspection reports. Our bid was approved by the Secretary of State and we are currently piloting a new methodology to complete the new work, now known as Independent Review of Progress.

The Inspectorate is led by the Chief and Deputy Chief Inspector. There are currently 95'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 (expanding to six from 1 April 2019), a Research, Development and Thematics team and a Secretariat. Each is headed by a team leader who, together with the Chief and Deputy Chief Inspector, form the corporate management of the Inspectorate.

Office-based staff are currently accommodated in the HM Government Hub at 10 South Colonnade in the heart of Canary Wharf, with convenient transport links.  

In 2018/19, the budget for HMI Prisons is £4,566,729.

For further information on HMI Prisons, please visit our website at:

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

We are also on Twitter at @HMIPrisonsnews.

ABOUT THE ROLE

HMI Prisons is looking for someone to join the Publications Team within the Secretariat, primarily to publish Inspectorate reports and develop our online and digital presence. The post-holder will be line managed by the Publications Manager.

The successful candidate will be expected to take up post in summer 2019, but the exact date will be dependent on the timescales for interviews and security clearance processes.

HMIP SECRETARIAT

The Secretariat is made up of the Publications Team, the Chief Communications Officer, the Finance, HR and Inspection Support Team, the Policy Team and the National Preventive Mechanism (NPM) Team. The work of the Secretariat as a whole is managed by a Head of Secretariat.

MAIN DUTIES AND RESPONSIBILITIES

Work with the Publications Manager and other members of the Secretariat to publish Inspectorate reports. This will include:

Publications

• Being responsible for maintaining report tracking spreadsheets and managing processes to ensure all reports, including independent reviews of progress (IRPs), are published within agreed timescales.

• Editing IRP reports at short notice.

• Working with editors, inspectors, the Chief Inspector and the Deputy Chief Inspector accurately to amend reports.

• Submitting reports for factual accuracy checks and making agreed amendments.

• Proofreading inspection and thematic reports in line with the house style.

• Preparing reports for publication on the website and in print.

• Working with the Publications Manager to edit and produce annual reports, thematic reviews, Expectations and other reports.

• Dealing with emails and any other publications/administrative work as required.

• Providing support and guidance to fee-paid editors.

• Assisting the Publications Manager with the organisation of editorial, training and other meetings.

• Providing telephone and email support to the Secretariat.    

Digital Communications

• Proofreading press releases for the Chief Communications Officer.

• Leading on maintaining, updating and improving the Inspectorate website.

• Creating and improving the monthly e-bulletin newsletter and distributing it to all staff.

• Working with the Publications Manager and Chief Communications Officer to devise and embed new ways of creating and sharing digital content.

PERSON SPECIFICATION

KNOWLEDGE, EXPERIENCE AND QUALIFICATIONS

The essential requirements are:

• Excellent communication skills, both verbally and in writing

• Strong editorial and proofreading skills and experience in using and maintaining house style guidelines

• Effective interpersonal and team working skills and the ability to work with colleagues at all levels, including senior internal and external stakeholders

  • Able to work independently, with limited guidance, on complicated projects        
  • Resilient, with the capacity to work under pressure
  • Flexible and adept at managing conflicting priorities
  • Energy and enthusiasm, and the desire to learn and adapt to new situations
  • Demonstrable commitment to the Inspectorate’s values and purpose
  • Good knowledge of Microsoft programs, Adobe Pro and website content management systems, and the willingness to learn how to use unfamiliar programs

The desirable requirements are:

• Experience of maintaining and updating websites in WordPress

• Understanding of and the ability to use various forms of digital media, including Linkedin, e-newsletters and blogs

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 the following 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.

• 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.

• 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.

• 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.

• 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.

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.

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.

We expect interviews to take place from Monday 13 May 2019.

Assessment

All interview candidates will be asked to prepare a short presentation for their interview and to complete an editorial test.

Please note that the process of recruiting staff for HM Inspectorate of Prisons is often lengthy due to our support of the field-based workforce 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.

In addition, depending on the current work location of the preferred candidate, the security clearance process can take 12–16 weeks.

Conditions of service**

**NB: The MoJ is currently going through a process seeking to change terms and conditions. The following may be subject to change.

The successful candidate will be expected to take up post in spring/summer 2019.

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 C (HEO) will be offered. You will revert to your current grade when you return to your employer.

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 C/Civil Service Grade – HEO

Salary

The starting point on the Band C salary range is from: £30,389.

Progression up the pay scale will depend on MoJ Pay and Rewards Policy. In addition to salary, performance related bonuses (taxable) can be paid throughout the year up to maximum of £2,500.

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.

Location of post

Our office is based at 10 South Colonnade, Canary Wharf.

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 3334 0356.

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.

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.