23563 - Band C Delivery Manager (p) - Nottingham

£23,647 - £31,500
1
12 Months
East Midlands
Nottingham
NOTTINGHAM EMPLOYMENT TRIBUNAL & AIT NOTTINGHAM, NG1 6HS
HEO
C
Permanent
Full Time
Operational Delivery

Background

The Tribunals Service and Her Majesty’s Court Service were integrated into a single Agency, Her Majesty's Courts and Tribunals Service on 1st April 2011. Bringing these two organisations together has removed duplication in management functions and increased the efficiency of the administration, which has enabled HMCTS to reduce what it spends away from the front line substantially.

Consequently, there are high expectations of all staff regardless of the job they do and high performance is expected from everybody. The organisation is continuously adopting new or better ways of working to ensure that it focuses on just that which is essential.

Band C staff will need to display a commitment to four key principles: Continuous change, continuous improvement (CI) principles, managing uncertainty and improving performance. All those appointed to new roles in HMCTS must be wholeheartedly committed to these principles and evidence this in their application.

Overview

As a new organisation HMCTS is embarking on a period of significant change. Strong leadership is a critical element in this being successful. As a manager within HMCTS the jobholder must provide clear direction and focus, visibly championing the changes which deliver greater efficiencies. The Regional Delivery Directors expect all managers in the clusters to operate in a culture of openness and honesty, demonstrating a commitment to change through involvement and empowerment, and by delivering results.

The key purpose of the role is to:

  • Support the Cluster Manager and Cluster Operations manager by being responsible for managing functions within the cluster.

Key responsibilities:

  • Deliver a consistent and customer focussed service
  • Ensure effective deployment of resources to meet operational needs.
  • Ensure the delivery of cluster performance management objectives.
  • Act as Responsible Officer as required.

Operations

  • Maintain effective working relationships with the judiciary, supporting agencies, voluntary and user groups. Working with agencies to improve the level of service offered to users.
  • Provide direction and close support to local managers, setting local priorities which are consistent with the business plan
  • Lead Staff Forums as part of employee engagement activities to effect good working relationships with staff and to improve service delivery and staff morale / motivation
  • Ensure that team targets are met and resources are managed to deliver highly effective performance.
  • Identify process improvements, understanding and managing associated risks; building on team strengths to deliver business outcomes.
  • Ensure that Governance, risk management registers and contingency plans are in place and updated annually/monthly.
  • Ensuring compliance with HMCTS values, policies and procedures (including diversity, attendance and discipline, HMCTS Assurance Programme).
  • Ensure that local training needs are identified, assessed and training is delivered.
  • Perform Responsible Officer duties. This may include any of the following activities:Apply CI principles, tools and techniques to working practices to improve efficiency of operations.
    • Identify and implement solutions to local problems
    • Ensuring IT/Workstation compliance at all times
    • Ensure compliance with health and safety requirements
    • Ensuring Risk Assessments take place at appropriate times
    • Maintenance of an up to date Asset Register
    • Ensure any issues regarding level of service for Estates Facilities Management are escalated to MoJ Estates
    • Constructively manage complaints within set timescales, and ensure corrective action taken where necessary.
  • Apply CI principles, tools and techniques to working practices to improve efficiency of operations.

Managing casework

  • Working with managers and staff to develop team plans which form part of the overall business plan for the cluster.
  • Setting local priorities and objectives within the context of national/regional strategies and plans.

Analysis

  • Identifying and implementing solutions to local problems, referring more complex problems to the Cluster Operations Manager

Communicating with the public, the judiciary, other court & tribunals users and representatives of other agencies and organisations

  • Maintain effective liaison with judiciary, user groups and representative organisations.
  • Thinking beyond own area of responsibility, considering wider policy and organisational implications of issues.
  • Develop local communication plans which meet the needs of the target audience.

Representation

  • Representing the function you have been assigned to at an operational level

Team leadership

  • Provide operational leadership to managers and staff and role model engaging behaviours.
  • Provide coaching to support and develop staff, guiding them through a substantial and significant change.
  • Ensure you and your managers support the ongoing use of TIB’s and SOP’s and empower and develop staff to achieve the highest performance standards.
  • Ensure the application of MoJ HR policies and procedures.

Specialisms

  • To have a comprehensive knowledge of functions undertaken within the Cluster, to support the development and review of policies and procedures.
  • To provide specific functions as directed by line management in line with the SOP for providing that service.

Financial Authority

  • Ensure effective deployment of resources to live within the allocated budget.

Accountability

  • Reporting to the Cluster Operations Manager / Cluster Manager.

Other duties

The post holder is required to work in a flexible way and undertake any other duties reasonably requested by line management which are commensurate with the grade and level of responsibility of this post.

Key Civil Service Competencies      

You will be required to provide evidence of the following key competencies at Level 3.

Changing and Improving

  • Find ways to improve systems and structures to deliver with more streamlined resources.
  • Regularly review procedures or systems with teams to identify improvements and simplify processes and decision making.
  • Be prepared to take managed risks, ensuring these are planned and their impact assessed.
  • Actively encourage ideas from a wide range of sources and stakeholders and use these to inform own thinking.
  • Be willing to meet the challenges of difficult or complex changes, encouraging and supporting others to do the same.
  • Prepare for and respond appropriately to the range of possible effects that change may have on own role/team.

Making Effective Decisions

  • Make decisions when they are needed, even if they prove difficult or unpopular.
  • Identify a range of relevant and credible information sources and recognise the need to collect new data when necessary from internal and external sources.
  • Recognise patterns and trends in a wide range of evidence/data and draw key conclusions.
  • Explore different options outlining costs, benefits, risks and potential responses to each.
  • Recognise scope of own authority for decision making and empower team members to make decisions.
  • Invite challenge and where appropriate involve others in decision making to help build engagement and present robust recommendations.

Leading and communicating

  • Take opportunities to regularly communicate and interact with staff, helping to clarify goals and activities and the links between these and Departmental strategy.
  • Recognise, respect and reward the contribution and achievements of others.
  • Communicate in a succinct, engaging manner and stand ground when needed.
  • Communicate using appropriate styles, methods and timing, including digital channels, to maximise understanding and impact.
  • Promote the work of the Department and play an active part in supporting the Civil Service values and culture.
  • Convey enthusiasm and energy about their work and encourage others to do the same.

Building Capability for All

  • Identify and address team or individual capability requirements and gaps to deliver current and future work.
  • Identify and develop all talented team members to support succession planning, devoting time to coach, mentor and develop others.
  • Value and respond to different personal needs in the team using these to develop others and promote inclusiveness.
  • Proactively manage own career and identify own learning needs with line manager, plan and carry out work-place learning opportunities.
  • Continually seek and act on feedback to evaluate and improve their own and team’s performance.

Managing a Quality Service

  • Make effective use of project management skills and techniques to deliver outcomes, including identifying risks and mitigating actions.
  • Develop, implement, maintain and review systems and service standards to provide quality, efficiency and value for money.
  • Work with team to set priorities, goals, objectives and timescales.
  • Establish mechanisms to seek out and respond to feedback from customers about service provided.
  • Promote a culture that tackles fraud and deception, keeping others informed of outcomes.
  • Develop proposals to improve the quality of service with involvement from a diverse range of staff, stakeholders or delivery partners.

Delivering at Pace

  • Successfully manage, support and stretch self and team to deliver agreed goals and objectives.
  • Show a positive approach in keeping their own and the team’s efforts focused on the goals that really matter.
  • Take responsibility for delivering expected outcomes on time and to standard, giving credit to teams and individuals as appropriate.
  • Plan ahead but reassess workloads and priorities if situations change or people are facing conflicting demands.
  • Regularly monitor own and team’s work against milestones or targets and act promptly to keep work on track and maintain performance.
  • Coach and support others to set and achieve challenging goals for themselves.

Operational Delivery in HMCTS

This role is part of the Operational Delivery Profession. Operational delivery professionals are the outward face of government, providing essential services to the public in a variety of roles. They work in many different departments and agencies across the breadth of the UK, delivering service to customers in

  • Face-to-face roles in HMCTS for example a court usher
  • Contact Centre roles in HMCTS for example call centre advisers
  • Processing roles in HMCTS for example Staff at the County Courts Money-Claims Centre and Courts and Tribunal Administration

Being part of the operational delivery profession means belonging to a cross-government community of people. This will offer you access to information on professional standards, skills development and qualifications to help you continue to improve your development and performance and expand your career options.

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

Working Arrangements & Further Information

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.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Generous allowances for paid holiday starting at 25 days per year, and rising as your service increases. There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

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

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as salary sacrifice arrangements for childcare vouchers, and voluntary benefits such as retail vouchers and discounts on a range of goods and services.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

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 employees.

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.

Interviews are expected to take place week commencing 11th February 2019 at Nottingham Justice Centre, Carrington Street, Nottingham NG2 1EE

24/01/2019, 23:55 hours.

Closing Date: 24th January 2019 at 23:55

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 23563.

To apply for roles in MOJ you will need to confirm your employment history for at least 3 years prior to the date of application so that pre-employment checks (BPSS) can be undertaken. If you have spent significant time abroad (a total of 6 months in the past 3 years) you would be required to give a reasonable account of the reasons why. 

For some roles you will be required to successfully complete National Security Vetting at Counter Terrorism (CTC), Security Clearance (SC) or Developed Vetting (DV) level as a condition of appointment. To meet CTC/SC/DV requirements you will normally need to have been resident in the UK for at least 3/5/10 years prior to the date of application (The level of checks that are required are stated in the advert).

If you do not meet the above requirements, you may still be considered if, for example:

  • You've been serving overseas with HM Forces or in some other official capacity as a representative of HM Government
  • You were studying abroad
  • You were living overseas with parents

In such cases you will need to be able to provide referee cover for the period(s) of residence overseas. The duration of overseas residence and the country of abode will also be taken into account.

Candidate Information

You may be required to provide statements describing your skills and experience relevant to each of the selection criteria. We recommend that you structure any examples as Situation, Task, Action and Result. For more information about the recruitment process and answers to general queries, please click the below link which will direct you to our Candidate Information Page.

Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ

In the event of a large number of applications, we reserve the right to undertake the following processes:


  • An automated online test where a benchmark must be passed to progress;
  • A sift on the lead selection criteria. If this happens, the lead criteria will be the first one listed in the advert.

During the selection process, you may be asked to undertake an additional assessment (such as written test). If this is applicable you will be notified of this when you are invited to interview.



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
Making Effective Decisions
Changing and Improving
Leading and Communicating
Managing a Quality Service

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

There is 1 interview stage for this vacancy.

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.