25669 - Trainee Occupational Psychologist

£26,438 - £33,718 (dependant on base location)
1
12 Months
National
London, National
102 PETTY FRANCE LONDON, SW1H 9AJ, NATIONAL
HEO
Band 5
Permanent
Full Time, Flexible Working, Other
Psychology

Role Specific Requirement:

Masters in Occupational Psychology

Registration with Britsih Psychological Society


Overview of the job


The post holder will work as part of the National Assessment Team in order to:


  • Provide psychological support to ensure that assessment services adhere to professional psychological guidelines, testing best practice and the highest ethical standards contributing towards an integrated model for organisational development.
  • To assist with the design, implementation, quality assurance, evaluation and statistical analysis of operational assessments for recruitment and promotion to operational, non‐operational and specialist roles across HMPPS and where resources permit the MoJ.
  • To maintain accurate, secure and confidential results databases.
  • To support the data/statistical analysis of all assessment results and the production of technical assessment and comprehensive candidate feedback reports.  
  • To support the design, implementation and delivery of best practice policy for supporting and making reasonable adjustments for candidates with disabilities through assessments.
  • To carry out relevant research activities as directed to ensure that the design of all selection processes are in line with ‘best practice’ and remain at the leading edge of assessment and selection.    
  • To carry out line management duties with one Psychological Assistant

The post holder reports to a Registered Occupational Psychologist with responsibility for assessments and reasonable adjustments, to who they must provide credible, accurate and ethical support.


The manager’s manager is the Head of Talent, Succession & Leadership.


The post holder must hold Graduate Basis for Registration (GBR) of the British Psychological Society (BPS).


This is a national post but geographically can be based in a remote location. It is part of a geographically dispersed team. The post holder is required to travel nationally, to meet with team colleagues, to lead training at assessment centres and to make occasional prison visits for job analysis.


Summary


To provide psychological support to the research, design, implementation, quality assurance and evaluation of occupational assessment solutions for HMPPS and where resources permit, the MoJ.  


To support the Psychological Assistant and advise on specific assessment queries/Reasonable Adjustment Scheme (RAS) applications to ensure that appropriate and realistic adjustments are made for candidates with disabilities (in line with the Equality Act) for applicants to any operational or non‐operational post within HMPPS.


Responsibilities, Activities and Duties


The job holder will be required to carry out the following responsibilities, activities and duties:


  • To support the provision of psychological expertise to advise and guide other professionals and managers working in the HR field to enhance organisational effectiveness.
  • To have an in‐depth understanding of the Equalities Act legislation.
  • To support policy design for dealing with candidates with specific requirements
  • To deal with specific requirement queries from candidates applying for all levels of assessment for both operational and non‐operational recruitment and promotion to ensure that ‘appropriate and realistic’ adjustments are made to ensure that candidates with disabilities are not put at a substantial disadvantage to non‐disabled candidates. This will require working closely with candidates and key stakeholders.
  • To support the design of promotional assessments, liaising with appropriate stakeholders and internal Equality Group to ensure that the design meets best practice, professional psychology standards and is free from adverse impact
  • To support the design, development and evaluation of assessment solutions for other roles and grades within HMPPS as requested.
  • Ensure that assessments are designed within timeframes provided on the assessment calendar and additional assessments are delivered on time, often at very short notice.
  • To carry out research and job analysis activities as directed to ensure that the design of all assessment processes are fit for purpose, in line with ‘best practice’ testing standards and remain at the leading edge of assessment and selection.
  • To design sophisticated databases to allow detailed analysis of results data.
  • To produce behaviourally anchored and strengths-based score-sheets for all levels of assessment.
  • To take the lead responsibility for the accuracy, security and confidentiality of assessment results database under supervision of the Registered Psychologist.
  • As directed to carry out complex statistical analysis and interrogation of results data to quality assure all assessment results to ensure they are consistent, reliable, valid, free from adverse impact and legally defensible.
  • To support production of statistics, metrics and impact assessments for all levels of assessment. To assist with operational reviews following all assessment processes.
  • To enhance development and preparation of candidates through supporting the design of focused feedback solutions and learning and development interventions.
  • To produce and send out detailed and comprehensive feedback reports from assessments as requested.
  • To carry out relevant research activities as directed to ensure that the design of all selection processes are in line with ‘best practice’ and remain at the leading edge of assessment and selection.
  • To support the design and delivery of comprehensive training packages for training of assessors and role players.
  • To quality assure the promotion assessment process training and delivery.
  • Continually review the assessment process to ensure continuous improvement to meet business need and to verify its effectiveness and improve efficiency.
  • To line manage a Psychological Assistant, with supervision from the Registered Psychologist.

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.


Behaviours


The 9 Behavioural Clusters are shown below:


Leadership


Working Together


Seeing the Big Picture


Developing Self and Others


Delivering at Pace


Making Effective Decisions


Communicating and Influencing


Changing & Improving


Managing a Quality Service


For the purposes of recruitment the Behaviours assessed will be:


Developing Self & Others


Working Together


Making Effective Decisions Changing & Improving


Please refer to the Civil Service Learning Portal – Professions Page for further details.


https://civilservicelearning.civilservice.gov.uk/learning/


NB: you need to be registered on Civil Service Learning to access the portal pages.



Essential Skills/ Qualifications/ Accreditation/ Registration


Essential


  • Degree in Psychology
  • Graduate Basis for Registration (GBR) of the British Psychological Society (BPS)
  • Working knowledge of statistics and competent in using SPSS (Statistical Programme for Social Scientists)
  • Excellent communication skills, with the ability to communicate (both written and orally) at all levels of the organisation
  • Ability to critically evaluate information

Desirable


  • Qualification in Occupational Psychology (Stage 1/ MSc) and ideally working towards Qualification in Occupational Psychology (Stage 2)
  • Knowledge and understanding of selection and assessment processes and tools
  • Experience of delivering training/presentations

If a large number of applications are received, applications will be sifted on the first 2 behaviours (Making Effective Decisions and Changing & Improving) only . Please use the STAR (Situation, Task, Action, Result) format when writing your competency answers. 

The interview will be a blended stregnths-based and behavioural-based interviewfocusing on the Making effective decisions and Changing & Improving behaviours.

The Civil Service Competency Framework can be found here: https://www.gov.uk/government/publications/civil-service-competency-framework

Feedback will only be provided to those that attend an interview.

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.

Interviews are expected to take place 8th - 10 th May 2019 at Newbold Revel

24/04/2019, 23:55 hours.

If you require any assistance please call 0845 241 5358 (Monday to Friday 8am - 6pm) or email Moj-recruitment-vetting-enquiries@sscl.gse.gov.uk. Please quote the job reference 25669
Enhanced Baseline Standard
Please note the successful applicant will need to undertake a Disclosure and Barring Security Check for this post.

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.



Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.

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
Collaborating and Partnering
Changing and Improving
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

Behaviours
Making Effective Decisions - word limit
Changing and Improving - word limit
Working Together - word limit
Developing Self and Others - word limit

Interview stage assessments

There is 1 interview stage for this vacancy.
Behaviours
Making Effective Decisions
Changing and Improving
Working Together
Developing Self and Others
Additional Assessment(s)
Presentation

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.