19500 - Band 11: Governor Complex - HMP Norwich
Overview of the job
This is a senior management job within an establishment.
Summary
The job holder will provide leadership, vision and strategic direction for an establishment, holding overall accountability for ensuring it is secure and operationally stable, whilst maintaining decency and compliance with performance measures and targets.
This is an 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:
- Accountable for ensuring a safe, decent and secure environment is maintained for prisoners and staff
- Accountable for providing leadership and direction for staff including coaching and mentoring for managers
- Lead on the development and communication of a decency strategy for the establishment that encompasses staff, prisoners and visitors
- Accountable for the promotion of prison service policy in all activities and behaviours by promoting diversity, decency, safety and reducing re-offending agendas
- Accountable for strategic planning and assessing particular needs of establishment prisoner population and making changes to regimes accordingly
- Accountable for ensuring the establishment has effective contingency and emergency plans in place
- Accountable for local employee relations maintaining and building relationships and partnerships where possible to facilitate negotiations with trade unions
- Accountable for the establishment’s overall achievement of Service Delivery Indicators (SDIs) and standards, leading on the performance and delivery of targets relating to the budget and People Plan
- Accountable for promoting and sustaining a performance management culture within the establishment
- Accountable for the performance and development of the Senior Management Team (SMT), actively addressing underperformance whilst valuing the positive contributions of staff
- Accountable for ensuring the Deputy Governor and Heads of Functions comply with HR policies
- Accountable for ensuring that Deputy Governor and Heads of functions comply with action plans as a result of Her Majesty’s Inspectorate of Prisons (HMIP), Standards Audit Unit (SAU) and Measuring the Quality of Prison Life (MQPL) findings/reports
- Accountable for active participation of the establishment in national working groups, maintaining a current awareness of political, social, legislative and policy changes affecting NOMS
- Accountable for chairing local grievance appeals, conduct and discipline and capability hearings
- Accountable for ensuring that appropriate jobs are undertaken in the establishment during serious incidents when required
- Accountable for the management prioritisation and allocation of resources to deliver the Establishment strategic plan
- Accountable for fostering and progressing open and positive external relationships with stakeholders to the mutual benefit of the establishment and the community, ensuring the delivery of these services through Service Level Agreements (SLA)
- Accountable for ensuring key messages are delivered to all staff through appropriate levels of communication e.g. full staff briefings, presentations and staff notices
- Accountable for reviewing and sanctioning impact assessments for policies before local implementation
- Accountable for representing the establishment in any litigation claims
- Accountable for overall monitoring and control of the establishment budget, prioritising expenditure with budget holders
- Accountable for the completion of ad-hoc projects or initiatives on behalf of Deputy Director of Custody (DDC)
- Accountable for facilitating and escorting important visits, including Ministers and MPs
- Accountable for ensuring SMT are visible throughout the establishment and personally carry out regular visits to all areas
- Accountable for managing media interest in the establishment, ensuring that any messages released are appropriate
- Undertake investigations on behalf of the DDC as required
- Accountable for devising a response to delivering a method of efficiency savings
- Accountable for the submission of compliance statements as required by Audit Corporate Assurance (ACA)
- Accountable for ensuring a programme of compliance for covert testing
- Provide leadership, direction, and manage the risk associated with the 3 escape risk classifications of Category A prisoners, ensuring they are supervised and managed between establishment staff and partner agencies at all times both within the Establishment and when being escorted
- Liaise with and make recommendations to the Director of High Security on categorisation changes, while maintaining effective communication with other Directorate of High Security (DHS) establishments and Police response teams to ensure the safe dispersal of complex and dangerous prisoners who require the highest level of security conditions
- Chair Category A reviews when required
- Act as Strategic lead for succession planning for the establishment
- Chair Diversity Race, Equality Action Team meetings
- Accountable for authorising actions required under RIPA, taking responsibility for the local corruption prevention contact
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
All of the competencies in the National Offender Management Services (NOMS) Competency and Qualities (CQF) Framework are relevant to this group profile. For the purpose of selection the following competencies will be measured:
- 1. Seeing the Big Picture
- 3. Making Effective Decisions
- 4. Leading and Communicating
- 5. Collaborating and Partnering
- 6. Building Capability for All
- 7. Achieving Commercial Outcomes
- 11. Achieving a Safe and Secure in Environment
- 12. Showing Drive and Resilience
- 14. Persuading and Influencing
Essential Skills/Qualifications/Accreditation/Registration
The job holder must have been successfully accredited as Senior Operational Manager (or i.e. those that have passed national Governor 3 Board prior to July 2000), and operational managers on promotion who have passed the STBIC or SOM JSAC
An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh
Hours of Work and Allowances
37 hour working week
Required Hours Allowance
This role requires regularly working unpredictable and unsocial hours and be on call to attend their place of work at anytime. A 17% payment will be paid in addition to your basic pay to recognise this. Unsocial hours are those hours outside 0700 - 1900hrs Monday to Friday and include working evening, nights, weekends and Bank / Public holidays.
This role requires regularly working unpredictable and unsocial hours and be on call to attend their place of work at anytime. A 17% payment will be paid in addition to your basic pay to recognise this. Unsocial hours are those hours outside 0700 - 1900hrs Monday to Friday and include working evening, nights, weekends and Bank / Public holidays.
Working Arrangements & Further Information
Some of MoJ’s, including NOMS, 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
-The Prison Service 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. The Prison Service 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
-The Prison Service 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
Training
-The Prison Service 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 the Prison Service 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 NOMS
-All staff are required to declare whether they are a member of a group or organisation which the Prison Service 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.
19/07/2018, 23:55 hours.
Closing Date: 19th July 2018 at 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@sscl.gse.gov.uk. Please quote the job reference.
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.
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 being consistently motivated, committed and able to perform duties in all situations. People who are effective maintain a personal conviction when faced with resistance. Those who work in establishment must retain a professional approach when confronted by aggression and strong emotion from prisoners. At senior levels, it is about remaining focussed on achieving objectives in the face of resistance, organisational constraints or unforeseen problems.
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.
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
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.