24009 - Band 5 Chaplain Anglican Ordained Priest HMP Erlestoke

£26,438 - £29,760
1
12 Months
South West
Devizes
HM PRISON ERLESTOKE DEVIZES, SN10 5TU
Other
Band 5
Permanent
Full Time, Part Time, Part Time/Job Share
Chaplaincy

Overview of the job

This is a Chaplaincy job in an establishment which provides pastoral and faith specific care to prisoners and staff.

Summary

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

Competencies  

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

We suggest that you use the STAR technique to complete your application form.

So what is the STAR technique?

The STAR technique is a way to structure your answers to competency based questions either on an application form or at interview. Employers often ask how you have demonstrated, in the past, the competencies that you will need to use in the role for which you are applying.

How does it work?

Use the STAR Technique to structure your answers as follows:

S – Situation: Set the scene. Where were you? What were you doing? Pick a specific example of a time when you have demonstrated the desired skill and give enough information to allow someone to understand the context of your example.

T – Task: Provide details of the task you were faced with or what you were trying to achieve? What was your desired outcome?

A – Action: What specifically did you do? How did you handle the situation? This should make up the main body of your response and remember if you are discussing working in the team don’t overuse “we”. The recruiter wants to know what you did.

R – Result: What was the outcome? Try to make this as specific and positive as you can. Regardless of the outcome, what did you learn? How would you handle it differently next time to improve upon your performance?

You can demonstrate your skills using examples from all of your recent life, e.g. academic studies, voluntary work, work experience, sports activities, societies, clubs or hobbies and interests. The point is to evidence your skills in a positive manner and to provide a specific example of how and when you used the skill that you are being asked about. When asked a series of such competency questions, use different examples to show evidence of your capabilities.

Essential Skills/Qualifications/Accreditation/Registration

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

Unsocial Hours Working

This role requires working regular unsocial hours and 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.

Unsocial Hours Working

This role requires working regular unsocial hours and 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.

Interviews

The interview process for this position is in 3 parts with role play, formal interview and a short presentation or homile.

Briefing for Sermon Exercise

You should prepare to do the Sermon Exercise if you are authorised to preach within your faith tradition.

 If you are not authorised to preach, or preaching does not form part of your faith’s tradition and practice, you should prepare one of the options in the Presentation Exercise.

 Sermon exercise:

  1. You are asked to prepare a four minute sermon /homily to deliver to the group of Board members & other candidates, but as if to a prison congregation.
  2. The time limit is to be strictly observed. If you take up the full four minutes one of the assessors will indicate this is so, and you must then complete your sentence & finish.
  3. Any preaching is a costly and revealing business, and in recognition of this there will be a moment of silence after each short sermon.
  4. The competencies to be assessed in this exercise are the ability to communicate clearly and effectively and the relevant faith content of your message.

Presentation Exercise:

Exercises for candidates not authorised to preach.

You are asked by a group from your faith community to speak on:

‘Why should we bother working with those who have been found guilty of crime when there are so many more deserving groups of people needing our care & attention?’

You have 4 minutes to state your case, as if addressing such a meeting.

In order for you to run study groups about your faith for prisoners, you need to recruit some volunteers from your faith group. Make a speech to a meeting of your faith community; explaining why it is valuable and justified for volunteers to work with prisoners.

You have 4 minutes to state your case, as if addressing such a meeting.

A prison has approached you, as a representative of your faith community, to help a prisoner who has converted to your faith whilst in prison to attend your place of worship/meeting. The prisoner has served a four year sentence for burglary, but all reports say that he is likely to be free of crime in future, if given support. Make a speech to your faith community persuading them that it would be a good thing to help the ex-prisoner.

You have 4 minutes to state your case, as if addressing such a meeting.

A secondary school, which has no particular link with any one faith, has asked you to take part in a Religious Education class for 30 twelve year old pupils, boys and girls. They ask you to talk about ‘what my faith believes about punishment’ you have four minutes to speak to the students.

Give the talk as you would deliver it to the class (remember, you have four minutes)

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.


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

-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


Childcare Vouchers

-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


Training

-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


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 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.

Expected Tuesday 5th March 2019

22/02/2019, 23:55 hours.

Closing Date: 22nd External 2019 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.

Please bring 3 items of identification with you to the interview. You will need photographic ID to enter the establishment such as your current passport or current driving licence photo card. If you have both then please bring this them as this will reduce the need for you to bring your birth certificate. You will also need to bring a utility bill (not from a mobile telephone) which shows your current address and is less than 3 months old, a P45/P60 or a council Tax statement which are less than 12months old. If you have issues that you would like clarifying before you come for interview please e-mail hradmin.erlestoke@hmps.gsi.gov.uk. 

Counter-Terrorism Check (CTC)
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.



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
Leading and Communicating
Managing a Quality Service
Achieving a Safe and Secure Environment

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.

Caring

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.

See Job Description: Essential Skills/Qualifications/Accreditation/Registration

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

There is 1 interview stage for this vacancy.

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.