24808 -Process Improvement and Resourcing Manager

£30,389 - £37,806
1
12 Months
London
London
London CTS Royal Courts of Justice, WC2A 2LL
HEO
C
Permanent
Full Time
Administration / Corporate Support, Human Resources, Operational Delivery

About the Judicial Office

The Judicial Office (JO) reports to, and is accountable, to the Lord Chief Justice and was established in 2006 to provide support to him and to the wider judiciary following the Constitutional Reform Act 2005. In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.

The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HMCTS, the Ministry of Justice (MoJ) and others across Government as well as with the legal professions.

See JO staff talk about working within the JO:

https://design102.wistia.com/medias/uhgtmbtnlv

About HR for the Judiciary

The Judicial HR function reports to the Chief Executive of the JO and is answerable to the Lord Chief Justice and the Senior President of Tribunals in their responsibilities for the deployment, diversity and welfare of judges. One of the groups we support is the c.15,000 magistrates serving in England and Wales.   Magistrates are volunteer judicial office holders and are a very important part of the Judiciary, dealing with over 90% of all criminal cases in England and Wales as well as some civil cases.

About Magistrates’ HR

Magistrates’ HR is a team of nine in Judicial HR. We support the Senior Presiding Judge on the appointment of magistrates and provide support and advice to the advisory committees in England and Wales which recruit and select candidates for appointment. We also support the Lord Chancellor on some magistrates-related issues such as Freedom of Information Requests, Parliamentary Questions, and on appointments to Advisory Committees.

This is an exciting time to join a team at the forefront of changes that affect magistrates.

The Judicial HR Team is not a conventional HR team and roles in Magistrates’ HR are a mix of HR and operational work. The principles of good HR practice apply but need to be aligned to the requirements of the Judiciary and this provides a unique set of challenges. The team carries out a range of work associated with the appointment of magistrates, changes in serving magistrates’ circumstances, and magistrates leaving the magistracy, and provides advice to advisory committees who recruit and recommend magistrates for appointment and investigate complaints of misconduct. They are also responsible for the appointment of advisory committee members (a function delegated from the Lord Chancellor), and deal with magistrate and advisory committee member Honours.

About the role

This is a newly created Band C (Civil Servant Grade HEO equivalent) role in the team, with a focus on reviewing and improving current ways of working, and supporting advisory committees in implementation of new recruitment processes.

This role provides a great opportunity to demonstrate and further develop a number of skills and behaviours including; creating effective change, continuous improvement, management, cross-team working at a range of levels, and relationship building. It’s a varied and interesting role, adding real value to supporting the magistracy.

The successful candidate will have an induction and support from their line manager and colleagues in the work of Judicial Office and in how the team works with senior judiciary and key stakeholders such as MoJ, HMCTS and advisory committees. They will also receive training and support in continuous improvement.

Please contact emma.delieu@judiciary.uk if you would like to discuss this role.

Key areas of responsibility include:

  • Review of all internal processes, implementation of agreed recommendations and responsibility for continuous improvement in ways of working
  • Development and maintenance of dashboards and submissions forecasts to manage team performance and to inform better ways of working
  • Clearance of appointments submissions drafted by the Band Ds in the team (shared with the HR Operations Manager)
  • Advice and support to advisory committees in implementing new recruitment processes.
  • Lead on team’s responsibilities in relation to advisory committee training in the recruitment of magistrates (the training itself is delivered by HMCTS). This includes ownership of the training material (due for review soon) and ensuring adequate plans are in place for the training for advisory committees.
  • Line management of 1 X Band D.

Skills and Qualifications

Essential Criteria

  • A strong interest in reviewing of processes and continuous improvement, demonstrated by some experience in seeking out opportunities to create effective change
  • Ability to build and maintain relationships at all levels
  • Ability to work well in a team.
  • Adaptability. Willingness to contribute to the successful delivery of the work of the team by supporting others in their work as necessary.

Desirable Criteria

  • Knowledge of the magistracy and its role within the justice system
  • Experience of successfully reviewing and improving systems (ie, process mapping experience)
  • HR experience in recruitment and selection

We will assess you against the essential criteria set out above and against the following behaviours.

If you are successful for interview, please note you will also be assessed against the strengths element of the success profile framework

Success profiles – Behaviours (level 3)

Changing and Improving:

  • Work with others to identify areas for improvement and simplify processes to use fewer resources.
  • Use technology where possible to increase efficiency.
  • Clearly explain the reasons for change to colleagues and how to implement them, supporting individuals with different needs to adapt to change.
  • Take managed risks by fully considering the varied impacts changes could have on the diverse range of end users.

Working Together:

  • Encourage joined up team work within own team and across other groups.
  • Establish professional relationships with a range of stakeholders. Collaborate with these to share information, resources and support.
  • Invest time to develop a common focus and genuine positive team spirit where colleagues feel valued and respect one another.

Managing A Quality Service:

  • Work with stakeholders to set priorities, objectives and timescales.
  • Identify risks and resolve issues efficiently.
  • Involve a diverse range of colleagues, stakeholders and delivery partners in developing suggestions for improvements.
  • Establish ways to find and respond to feedback from customers about the services provided.

Delivering At Pace:

  • Show a positive approach to keeping the whole team’s efforts focused on the top priorities.
  • Promote a culture of following the appropriate procedures to ensure results are achieved on time whilst still enabling innovation.
  • Act promptly to reassess workloads and priorities when there are conflicting demands to maintain performance.
  • Allow individuals the space and authority to meet objectives, providing additional support where necessary, whilst keeping overall responsibility.

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.

Eligibility

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

To be confirmed.
N/A

21/03/2019, 23:55 hours.

Closing Date: 21st March 2019 at 23:55 hours

If you require any assistance please call 0845 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@sscl.gse.gov.uk Please quote the job reference.

If you would like to know more about the role, please contact emma.delieu@judiciary.uk

Counter-Terrorism Check (CTC)

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.

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
Changing and Improving - word limit
Working Together - word limit
Managing a Quality Service - word limit
Delivering at Pace - word limit

Interview stage assessments

There is 1 interview stage for this vacancy.
Behaviours
Changing and Improving
Working Together
Managing a Quality Service
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.