74669 - Head of Business Support & Performance - Midlands

£37,683 - £41,506
1
12 Months
West Midlands
Birmingham
BIRMINGHAM CIVIL JUSTICE CENTRE BIRMINGHAM, B4 6DS
SEO
SEO
Permanent
Full Time, Flexible Working
Operational Delivery

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

His Majesty’s Courts and Tribunals Service 

Regional Support Unit: 

Job Title: Head of Operational / Business Support Team 

Pay Span or equivalent:  SEO

Background

The Tribunals Service and HM Court Service were integrated into a single Agency, HM Courts and Tribunals Service on 1st April 2011. Bringing these two organisations together has removed duplication in management functions and increased the efficiency of the administration, which has enabled HMCTS to reduce what it spends away from the front line substantially.

Consequently, there are high expectations of all staff regardless of the job they do and high performance is expected from everybody. The organisation is continuously adopting new or better ways of working to ensure that it focuses on just that which is essential

SEO staff will need to display a commitment to four key principles: Continuous change, LEAN principles, managing uncertainty and improving performance. All those appointed to new roles in HMCTS must be wholeheartedly committed to these principles and evidence this in their application.

Overview

HMCTS is embarking on a period of significant change.  Strong leadership is a critical element in this being successful.  As a manager within HMCTS the jobholder must provide clear direction and focus, visibly championing the changes which deliver greater efficiencies.  The HMCTS Executive Team expects senior managers in the organisation to operate in a culture of openness and honesty, demonstrating a commitment to change through involvement and empowerment, and by delivering results.

The jobholder will need to help staff and other stakeholders to understand the impact of the changes and the reasons for them, recognising that staff will need support during what will be an unsettling period.  This will include helping staff prepare for changes and supporting them through it.  There may also be times when it will be necessary to deliver difficult or unwelcome messages.  This must be done sensitively, but firmly, addressing any inappropriate reactions or responses.  

The key purpose of the role is to

•    Provide advice/support to the Delivery Director, Heads of Jurisdiction and Head of the RSU. 
•    Support the Head of the RSU in discharging KILO and FOI responsibilities.
•    Lead a multi skilled team/teams responsible for providing support to Heads of Jurisdiction, Head of the RSU, Cluster and Court Managers on a range of activities/tasks potentially including (but not limited to):
Senior Management Support (diary management, meetings, correspondence)
Regional Business Planning
Reporting delivery against the plan, including benefits realisation, for Delivery Director
Communications (Regional communication & stakeholder engagement on behalf of the Delivery Director and SMT; management of Regional intranet pages, regional newsletters, dissemination of information etc)
Drafting ministerial & SMT submissions, Parliamentary Answers, correspondence, briefings, reports etc
Project-specific communications.
Implementing change (e.g. change management advice/direct support; planning; risk and issue management; benefits realisation planning and tracking)
Provision of performance reports, performance analysis and advice
Supporting Cluster and Court Managers in understanding performance reports
Supporting Cluster Managers in implementing “business as usual” change across the Region.
Management of small projects and support to regional implementation of national projects (e.g. CERP)
Researching information for and developing project business cases
Provision of project management support to regional SROs (completing project documentation, status/highlight reports, project plans etc; maintenance of project governance arrangements inc organisation of and minute-taking for regional project boards)
Monitoring of external contract performance
Monitoring of internal shared service performance (finance. estates, HR, L&D)
H&S and Business Continuity (completion of compliance & H&S returns for the RSU; Cluster-level Key Points Self-Assessment collation, H&S Action Planning and Reporting; management of the business continuity plans across the Region; monitoring of incident reporting, inc preparation of data loss submissions)

•    Note: the responsibilities above are illustrative only and allocation between postholders will be determined by final RSU designs.

Key responsibilities

Operations

•    Forecast, analyse and assess the level of team workload and changing priorities
•    Work with the Head of the RSU to plan the flexible deployment of the team in line with changing business priorities.
•    Provide advice/support to the Delivery Director and Heads of Jurisdiction on relevant aspects of team activity and plans.
•    Provide performance data analysis/interpretation and assist Delivery Director and Heads of Jurisdiction in identifying appropriate intervention/corrective action and performance improvement strategies.
•    Be a point of contact in the absence of the Head of RSU ensuring that any matters requiring attention are dealt with, or delegated appropriately.
•    Work alongside HQ change teams and other parts of the business to ensure the operational perspective is fully taken into account during change.  
•    Manage competing demands for resources within the team and prioritise requests

Developing new policies / processes, etc    

•    Provide advice to the Delivery Director, Heads of Jurisdiction and Head of RSU as part of the regional planning process, particularly in terms of alignment between performance targets and the optimal use of team resources.
•    Implement new processes and procedure in alignment with business objectives. 
•    Embed Lean working practices across all local administrative processes ensuring the team applies efficient working practices to manage workload pressures and expanding/fluctuating responsibilities. 

Team leadership    

•    Leadership of a multi-disciplinary team.
•    Provide leadership support to the wider Regional team, including Cluster and other Managers.
•    Role model leadership behaviours, both within the Regional Support Unit and across the Region.
•    Leadership and development of the small multi-skilled team to provide the flexibility to be able to respond to the changing business needs of the region (the exact size of the team will vary from region to region and will be proportionate to the size of the region).

Financial authority    

•    Working with the Head of RSU to ensure that team resources are deployed appropriately to enable the delivery of consistent standards and the achievement of regional and HMCTS business objectives.  

Specialisms    

•    Implement change (e.g. change management advice/direct support; planning; risk and issue management; benefits realisation planning and tracking).
•    Management of regional projects including completion of project documentation, status/highlight reports, project plans etc.
•    Support to regional implementation of national projects.

Accountability    

•    Reporting to the Head of the Regional Support Unit.

Other duties

The post holder is required to work in a flexible way and undertake any other duties reasonably requested by line management which are commensurate with the grade and level of responsibility of this post.

The job holder must be able to fulfil all spoken aspects of the role with confidence in English or (when specified in Wales) Welsh.

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.   

For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks. 

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

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

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.

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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

The Civil Service embraces diversity and promotes equal opportunities. As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Candidates that are invited to interview must make themselves available for interview in person expected 19th June 2023.

02/06/2023, 23:55 hours.

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com Please quote the job reference - 74669.

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.

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.

In the event that we receive a large volume of applications we reserve the right to conduct the sift based on one lead behaviour. The chosen lead behaviour for this campaign is Leadership.
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

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
Leadership - 250 word limit
Changing and Improving - 250 word limit
Making Effective Decisions - 250 word limit
Delivering at Pace - 250 word limit
A sift based on the lead behaviour, Leadership, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Interview stage assessments

There is 1 interview stage for this vacancy.
Behaviours
Leadership
Changing and Improving
Making Effective Decisions
Delivering at Pace
Strengths may also be assessed at interview but these are not shared in advance.

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.