8287 - Anglican Chaplain Ordained Priest
Overview of the job
This is a Chaplaincy job in an establishment which provides pastoral and faith specific care to prisoners and staff.
The job holder will provide for the religious care of prisoners and staff in the Anglican faith tradition including sacramental provision, and appropriate pastoral care for all irrespective of faith or tradition.
The job holder will work with colleagues to ensure the delivery of the specification “Faith and Pastoral Care”, and also the broader work of chaplaincy in delivering faith and non faith based courses. Will contribute to the process by which the Governor and Head of Chaplaincy/Profession at HQ are assured that the specification is being delivered.
The job holder will engage with, and build contacts with their own faith community towards aiding the resettlement of offenders.
This is a non-operational job with no line management or supervisory responsibilities.
Responsibilities,Activities and Duties
The job holder will be required to carry the following responsibilities, activities and duties:
Act as faith advisor in the establishment providing advice, pastoral care and spiritual welfare to prisoners, staff and their families as requested
Facilitate and deliver opportunities for worship both sacramental and non sacramental, study and religious programmes
Contribute towards the development of local policy, procedures and practice
Provide mentoring and personal support for other chaplains and volunteers including following incidents
Be part of the provision of available and accessible chaplaincy care at all times
Plan and lead worship and prayer / faith specific meetings
Provide pastoral care to prisoners and help to provide support and bring resolution to crisis situations where required
Nurture Chaplaincy volunteers in their contribution
Facilitate services provided by contractors and volunteers
Work collaboratively with other Chaplains and Managing Chaplain on the maintenance and provision of facilities for worship and prayer
Ensure your prison community is aware of relevant religious events and coordinate establishment support for these
Acquire and distribute appropriate religious literature, supplies and materials
Contribute to training programmes and materials for staff and volunteers
Be proactive in forging links with their local faith communities and other agencies, as relevant, and consider ways in which these communities/agencies may become involved in mentoring prisoners on release.
- Participate in developing ways for improving and achieving Service Delivery Indicators (SDI)
- As required, undertake and ensure that all relevant administration, data collection and analysis including relevant SDIs are collated
- Be part of the organisation and delivery of Faith Awareness Training for staff
- Take responsibility for your own spiritual health and development, allowing time for private prayer, study and retreat
- Undertake Diocesan Ministerial Reviews, where appropriate.
- Provide appropriate support to the establishment in the absence of the Managing Chaplain.
- Actively support the Assessment, Care in Custody and Teamwork (ACCT) process
- Attend relevant boards/meetings and actively contribute either as chair or team member
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 Services (NOMS) Competency Quality Framework (CQF) are relevant to this group profile. For the purpose of selection the following competencies will be measured:
- 3. Making Effective Decisions
- 4. Leading and Communicating
- 9. Managing a Quality Service
- 11. Achieving a Safe and Secure in Environment
- 13. Caring
Be an ordained member of the Anglican Communion (or of churches part of the Porvoo and Meissen Agreements)
Will normally need to have been in Holy Orders for a minimum of three years. Have formal endorsement in the form of the Licence of the Diocesan Bishop* (Evidence required before appointment).
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
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.
-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
-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
-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
-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
-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.
Closing Date: 12th May 2017 at 23:55 hours
If you require any assistance please call 0845 010 3508 (Monday to Friday 8am - 6pm) or e mail firstname.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
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.
This Vacancy is closed to applications.