23483 - Pentonville Learning Skills and Employment - Band 6
Overview of the job
This is a management job in an establishment
The job holder will be responsible for a range of activities within the Learning, Skills and Employment function. Staffing numbers will vary depending on the size of the establishment and the nature of work undertaken. The job holder will be implementing national policies to suit local needs within the function and will contribute to revisions of local policies and procedures.
The job holder will ensure that the establishment regime meets the needs of offenders and contributes to reducing the risk of re-offending. The function provides a strategic focus on the learning, skills and qualifications in all areas of activities, with an emphasis on employability, education and training on release. The job supports both Offenders' Learning and Skills Service OLASS) and non-OLASS learning.
This is a non-operational job with line management responsibilities
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
- Responsible for ensuring all staff within Learning Skills and Employment provide a respectful, safe decent environment for all prisoners and staff
- Responsible for managing Offenders Learning and Skills Service (OLASS) and non-OLASS including industries, gymnasium
- Responsible for assisting in the planning and implementing of quality assurance frameworks within the establishment
- Co-ordinate Self-Assessment Reports (SARs) for the establishment
- Responsible for managing, promoting, developing and co-ordination all learning and skills activity, (including education, vocational training, physical education, library provision) in order to provide a comprehensive and coherent learning and skills programme for all prisoners
- Assist in the planning and co-ordination of Offenders Learning and Skills Service (OLASS) and all other types of learning to form a learner journey from reception to release
- Responsible for administration of distance learning, further education and open university and monitoring the quality assurance of prisoners managing their own Individual Learning Plan (ILP)
- Work with other resettlement services, the risk management unit and other functions, to encourage offenders to continue their learning on release t ensuring that appropriate Offenders Pathways are arranged / notified prior to release
- Responsible for monitoring the Service Level Agreements (SLA) for education, library services and training providers operating within the establishment, to ensure that quality standards are achieved
- Responsible for the delivery of industries vocational training ensuring the screening assessment and referral processes that determine suitability of prisoners to access learning material and tutor to deliver required skills to achieve target qualification
- Responsible for ensuring that the Service commissioned is agreed with SFA, Education provider and Advice and Guidance Agency
- Responsible for chairing quarterly Quality Improvement Group/OLASS Partnership Meetings and attend meetings as required
- Maintain good working relationship with groups that provide funding including the Learning and Skills council and Youth Justice Board (if in Young Offender Institution (YOI) or Juvenile in estates)
- Responsible for the accuracy of figures generated i.e. hours delivered, to enable the release of funding
- Responsible for the preparation of material for internal and OFSTED audits and act as OFSTED nominee for the establishment
- Contribute to prisoner reports including Assessment, Care in Custody and Teamwork (ACCT) reports and parole report
Undertake other management tasks including:
- Manage devolved budgets in accordance with the financial procedures outlined in the budget delegation
- Responsible for the management of all staff within their area. This includes staff performance, development and annual appraisal through to sickness absence management
- Ensure all NOMS standards and Service Delivery Indicators (SDIs) are implemented and managed within the relevant work area
- Ensure all national and local policies and procedures are implemented and compliant e.g. National Security Framework (NSF), Local Security Strategy (LSS), Finance Manual
- Attend as directed any relevant boards/meetings and actively contribute, either as chair or team member
- Provides leadership and direction to managers and staff within their defined work area through briefings, building informal and formal relationships and effective communication
- Produce relevant reports as required and ensure all correspondence is replied to within agreed timescales
- Liaise and form good relationships with internal and external stakeholders
- Manage resources to deliver the activities within the defined work area, and contribute to the mid-to-long term business planning process
- Ensure the defined work area and associated activities comply with Health and Safety legislation. Ensure all risk assessments are undertaken and staff are made aware of their personal responsibility towards ensuring Health and Safety compliance
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
All of the competencies in the National Offender Management Service (NOMS) Competency and Qualities Framework are relevant to this group profile. For the purpose of selection the following competencies will be measured:
- 3. Making Effective Decisions
- 5. Collaborating and Partnering
- 7. Achieving Commercial Outcomes
- 9. Managing a Quality Service
- 11. Achieving a Safe and Secure Environment
- 13. Caring
- 14. Persuading and Influencing
- The job holder will have relevant qualifications in area of work including recognised training qualifications / or be a NVQ assessor and have specialist knowledge / experience in relevant Industry.
- Will need to keep up to date of knowledge/working practices in areas of expertise.
- An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh
- All newly promoted staff to the following Band 6 first line manager roles (Activities
- Unit Manager, Facilities and Services Unit Manager, Facilities and Services Business
- Manager, Programme Manager, Specialist Treatment Manager or Equality Advisor) in Establishments will be expected to complete the New Manager Programme on Civil Service Learning within three years of promotion.
- Staff that have mapped or re-graded to Band 6 who have previously worked at an equivalent level will not be required to undertake the qualification.
- All external staff joining as a Band 6 Activities Unit Manager, Facilities and Services Unit Manager, Facilities and Services Business Manager, Programme Manager, Specialist Treatment Manager or Equality Advisor in an Establishment will be expected to complete the New Manager Programme on Civil Service Learning within three years.
Hours of Work and Allowances
37 hour working week
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.
-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
-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
-HMPPS offers a childcare vouchers scheme. The scheme enables staff to take part of their salary in the form of Childcare Vouchers. This is known as a Salary Sacrifice. The vouchers can then be used to help meet the costs of any form of registered or approved childcare for children aged 0-16. The vouchers are exempt from tax and National Insurance contributions
-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
-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.
Closing Date: 14th January 2019 at 23.55 hours
If you require any assistance please call 0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Mojfirstname.lastname@example.org. Please quote the job reference.
You will be required to provide statements describing your skills and experience relevant to each of the stated competencies below. We recommend that you structure your example as Situation, Task, Action and Result.
For further details on civil service competency framework see https://www.gov.uk/government/publications/civil-service-competency-framework
In the event of a large number of applications, a sift on the lead competency may take place. If this happens, the lead competency will be the first one listed in the advert.
During the application or interview process, you may be asked to undertake an additional assessment. If this is applicable this will be listed in the advert or when you are invited to interview.
Being effective in this area is a key responsibility for all of us to both protect the public and prevent victims. We must all promote and contribute to an orderly, safe and secure environment both within our own unit / establishment and across the whole of the Agency. Those who work in establishments must support the principles of dynamic security by treating the needs of prisoners individually; developing controlled, professional relationships with prisoners; and contributing to a constructive regime. At senior levels, it is about creating strategies, policies and processes that contribute to the achievement of a safe and secure living and working environment.
Effectiveness in this area is about showing concern for colleagues, prisoners, and others recognising their needs and providing practical support. People who are effective apply and support the decency agenda for staff and prisoners and take into account their actions and decisions on the wellbeing of prisoners, colleagues and others. At senior levels, it is about developing and promoting a culture of care and ensuring that the decency agenda is real and living.
Effectiveness in this area means listening to each other, using reason and cooperation to reach agreement. We must all seeks to understand others’ perspectives whilst following through on agreements. Those who work in establishments must take time to understand the prisoners’ point of view and encourage prisoners to understand own / establishment’s perspective. At a senior level it is about promoting a culture of open interaction and effective consultation across all levels of the organisation. It is about influencing and involving the right people necessary to get things done.
This Vacancy is closed to applications.