16342 - People & Capabilities In The Data Driven Department and Culture Change Directorate
1. Overview
This is a permanent appointment for a Grade 7/Band A in the Data Driven Department and Culture Change Directorate within the Ministry of Justice.
The post is open to Grade 7s/Band As on level transfer and other eligible staff on promotion.
Interviews are likely to take place in March 2018
Please note that this post is currently located in Petty France but will be moving to Canary Wharf between April and June 2018.
2. Background
We are seeking to recruit an exceptional individual to join the Data Driven Department and Culture Change Directorate. The MoJ is undertaking an exciting shift to be data-driven across all decisions, and at all levels, and this charge calls for a new culture.
A special team has been created to move swiftly in this space. Specifically, we are charged with:
- Creating a culture in which our people are empowered with the right data and information to make excellent decisions; and
- Putting evidence at the heart of our justice system, using cutting edge tools, techniques, and collaboration to drive excellence.
We are seeking people to join this initiative who are passionate about making a difference, highly curious, focused on high quality results and timely delivery, finisher-completers, able to work and get along with people from all backgrounds, and unreasonably positive.
3. About MOJ
The Ministry of Justice is one of the largest government departments, employing around 76,000 people, with a budget of approximately £7.4 billion. Each year millions of people use our services across the UK, including courts, tribunals and prisons in England and Wales. A functional justice system is at the heart of a functional society and our work spans criminal, civil and family justice, democracy and rights. As of this year, the Ministry of Justice has launched a 10-year vision and strategy, with safety and reform at its heart, and the opportunity to fundamentally re-think the way we improve lives and communities through our work. The MoJ Strategy has 4 pillars: 1) A prison and probation service that reforms offenders; 2) A modern courts and justice system; 3) A Global Britain that promotes the rule of law; and 4) A transformed department.
In short, the Ministry of Justice is undertaking one of the most exciting and entrepreneurial challenges in the world: transforming itself to be a system that delivers meaningful reform for offenders, delivers justice more swiftly and accurately than anywhere else in the world, and utilises data and insight to operate more efficiently and effectively than has ever been possible.
4. Why work for the Ministry of Justice?
- Purpose – do work that matters; collaborate with people and be at the centre of system-wide transformation; get exposed to the front lines and see what we are doing in action
- Autonomy – focus on getting things done and achieving goals, and bring your whole self and your talent set to work; experience autonomy over how, when, and where you do your work
- Mastery – further your skills and develop new ones in an environment that challenges us to be exceptional in specific technical skills, in change programming and project delivery, in stakeholder management, in marketing and communications, and a range of other areas, including those specific to your role; career pathways following work on this innovative team are diverse
- Learning and innovation – be exposed to and help bring in cutting edge tools, techniques, and ways of working, as well as ideas, collaborators, and technologies from around the world
5. Key skills/experiences we are seeking for the role:
We seek an exceptional person to be part of one of the most critical work streams in the Ministry of Justice. If we are to become a truly data-driven department, our vision calls for a new way of working, an updated model of leadership, and a focus on people: what they need, and how we ensure they are empowered in the right way. The People & Capabilities team will support this change and the call for new and innovative thinking around how we lead, manage, and operate. This work may include:
- Diagnosing key needs related to our the data- and evidence-driven agenda and working to address those needs, including through supporting the initiatives of other teams in the department and driving key actions or projects to achieve goals;
- Designing, commissioning, and/or running trainings for leadership across the department to prepare us to lead in a more data- and evidence-driven and “digital” manner, collaborating with colleagues from across the department to leverage existing work and ensure relevance; workshops will be forward-looking and aspirational, while hands on and practical;
- Helping to ensure that we not only have and can inquire into data regarding our people, but also that we are acting on our people data with the right conversations, incentives, and culture to propel us forward;
- Supporting or commissioning organisational design and role delineation to ensure that our team of highly-skilled analysts is utilised most effectively and that responsibilities are clearly defined between teams;
- Finding and acting on key levers to facilitate data-driven behaviour and mind-set across the department;
- Supporting relevant initiatives as requested by teams across the department;
- Contracting and managing outsourced providers to achieve some of this work;
- And other areas as needed.
To support specific teams and departments, the successful candidate will be adept at understanding issues from the inside out, driving change through understanding the needs of stakeholders and supporting them in transforming their teams. This is not a top-down change programme, but in fact is a grassroots movement that the People & Capabilities team needs to cultivate by really getting under the skin of things and working closely with people who are best positioned to drive lasting change. The tasks outlined here represent our current assessment of the challenges and opportunities; these may change and will evolve over time according to the latest information and in line with priorities.
The ideal candidate:
- Has a demonstrated track record in relevant experience (required)
- Has a strong background and experience in adult learning and facilitation, change management, organisational (re)design, and/or behavioural economics (practical experience required)
- Has proven results in people development and people resource management (required)
- Has a track record of translating ambiguous situations into meaningful, effective, concrete goals and actions; can demonstrate concrete outcomes (required)
- Is goal oriented, with a track record of achieving goals in ambiguous environments and with complex stakeholder relationships, at pace (required)
- Is credible with senior leaders and people with limited time (required)
- Is naturally a relationship builder and influencer, and someone who thinks beyond what is on paper to what really moves people; we are looking for an exemplary relationship and stakeholder manager (required)
- Is adept with and deeply curious about data (required) and who has experience interrogating, acting on, and implementing change based on people data (strongly desired)
- Prioritises effectively and uses strong organisational skills and routines to manage up, down, self, and sideways effectively (required)
- Has an unreasonably positive outlook and is unhindered by obstacles (required)
- Has experience influencing in the public sector or similar, delivering goals on tight timelines and with strong buy-in (strongly desired)
Our team is innovative and fast-moving, while being highly collaborative and focused on supporting others to do their best work. We ask “how” and not “whether.” We focus on outcomes over process, and we get things done. We change our approach as needed if we see a better way through. We look for do-ers, positive thinkers, and team members that people want to work with and be around.
6. Competency Details
You will be assessed against the Civil Service Competencies listed below during the selection process. These competencies are as specified in the Civil Service Competency Framework. This is available online at:
Seeing the big picture
- Anticipate economic, social, political, environmental and technological developments to keep activity relevant and targeted;
- Identify implications of Departmental and political priorities and strategy on own area to ensure plans and activities reflect these;
- Create policies, plans and service provision to meet citizens’ diverse needs based on an up-to-date knowledge of needs, issues and relevant good practice; and
- Bring together views and perspectives of stakeholders to gain a wider picture of the landscape surrounding activities and policies.
Changing and improving
- Encourage and recognise a culture of initiative and innovation focused on adding value – give people space and praise for creativity;
- Effectively capture, utilise and share customer insight and views from a diverse range of stakeholders to ensure better policy and delivery Provide constructive challenge to senior management on change proposals which will affect own business area; and
- Consider the cumulative impact on own business area of implementing change (culture, structure, service and morale).
Collaborating and partnering
- Actively build and maintain a network of colleagues and contacts to achieve progress on objectives and shared interests;
- Encourage contributions and involvement from a broad and diverse range of staff by being visible and accessible; and
- Work as an effective team player, managing team dynamics when working across Departmental and other boundaries.
Delivering at pace
- Get the best out of people by giving enthusiastic and encouraging messages about priorities, objectives and expectations;
- Act as a role model in supporting and energising teams to build confidence in their ability to deliver outcomes; and
- Maintain effective performance in difficult and challenging circumstances, encouraging others to do the same.
7. Further Information
If you require further information about this post please contact Ian.Bickers@justice.gov.uk / 07865 048317 or Paul Havill at Paul.Havill@justice.gov.uk / 020 3545 8756.
You will asked to upload your CV during the application process.
Please note the change in location of this post as detailed in the Job Description.
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.
21/02/2018, 23:55 hours.
Closing Date: 21st February 2018 at 23:55 hours
If you require any assistance please call 0845 241 5359 (Monday to Friday 8am - 6pm) or email moj-recruitment-vetting-enquiries@sscl.gse.gov.uk Please quote the job reference
If you require further information about this post please contact Ian.Bickers@justice.gov.uk / 07865 048317 or Paul Havill at Paul.Havill@justice.gov.uk / 020 3545 8756.
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.
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.