24965 - Group Reducing Reoffending Lead - Secondment to GMMC PGD Office
Overview of the job
This is a functional management job within a Group. This post holder will provide strategic support to the group on education and employment, accommodation, families and resettlement services, ensuring that the needs of prisoners are met and delivering against the requirements of HMPPS and taking full account of expectations such as those of HMIP, Healthy Prisons test etc.
The job holder will be responsible for providing the Group Director and Governors in Group with assurance that appropriate governance, development and financial tracking is managed in accordance with agreed timetabling and in order to deliver Reducing Reoffending specifications across all sites, ensuring that Reducing
Reoffending interventions are delivered strategically across the Group to meet local needs and deliver Value for Money
To work closely with HMPPS and MOJ colleagues such as PSPI and the Education Reform Team to develop and drive the Reducing Reoffending Strategy across the Group and maximise opportunities to offer reoffending activity to prisoners.
This is a non-operational job with no line management responsibilities.
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
- Ensure that all managers and staff within the group function provide a respectful, safe, decent environment for all prisoners and staff. Undertaking site visits and assessments, as appropriate and communicating findings/ supportive solutions to Group Directors/Governing Governors as necessary.
- Is accountable for the performance of the function within the group, supporting the achievement of qualitative and quantitative standards including Service Delivery Indicators (SDIs) within Group, relating to Reducing Reoffending.
- Undertaking analyses and acting upon data which is relevant to their function and liaising with MOJ commercial and PSP colleagues to ensure effective management of Reducing Reoffending contracts.
- Accountable for the management of the Reducing Reoffending function within group and for establishments in their group, working closely with relevant key stakeholders. This Includes:
- Pathways (e.g. families)
- Purposeful Activity/Employment
- Sport Activity
- SIG (CRCs)
- Education providers
- Is accountable for the development of Group Reducing Reoffending Strategies and delivery against the pathways within group structures.
- Work with colleagues across the Group to lead significant policy management areas in relation to Substance Misuse linked to the delivery of overall strategic goals as outlined in the Group Business Plan. Lead the development and monitoring of Strategy across the Group and within establishments, seeking opportunities to engage with partners and ensuring that there is a multi-agency approach leading to a reduction in substance misuse.
- Develop a strategic approach to family policies and procedures across the Group (and significant others), by interacting directly with key stakeholders at all levels, ensuring all prisons are focusing on implementing the recommendations from the Farmer Review and looking for innovative opportunities to enhance this work.
- Support and promote the use of Restorative Justice (RJ) face-to-face victimprisoner conferencing models within group, enabling those affected by a particular incident to play a part in repairing the harm and finding a positive way forward.
- Lead the work within establishments to ensure they are developing community engagement, supporting a reduction to the risk of reoffending. Help support them to identify and build relationships with community organisations and strategic partners to enhance Reducing Reoffending opportunities in prisons.
- Ensure that establishments within Group are adhering to organisational goals including prisoners’ return to the community, monitoring delivery of services to optimise education, training and employment for prisoners on release. Overseeing how establishments within the group are providing enabling environments and relationships, including Through the Gate (TTG) and Resettlement Services (where the establishment is a Resettlement Prison).
- Be accountable for the overall delivery of the Learning & Skills contract, working with relevant learning support Leads within the Group to support the direction of the L&S strategy, including input into the oversight of contract management and commissioning arrangements. Support the Learning & Skills Managers in establishments to prepare for Ofsted.
- Work with establishments within the Group on the monitoring and assurance on the delivery of HDC nationally set requirements, in addition to other wider OM processes (e.g. ROTL, parole), ensuring that follow up actions are taken, contractual failures addressed etc, which may include advising on the resolution of an issue, or escalating to the PGD where necessary. Requirement for high level of complex contract management, through influencing, rather than direct management.
- Ensure that resettlement contracts are effectively managed to provide value for money in delivery of services by the CRC, family services providers, learning and skills and other providers by building relationships within prisons and into the community to bring in additional resettlement activity, and resourcing/income generation. This will include the sourcing of grants or funding where possible.
- Ensure HMPPS procurement and budgetary management rules are adhered to. This is pivotal at Group level in terms of supporting the processes due to the number of external partnerships (e.g. Education, CRCs). Responsible for the management, assurance, delivery and escalation of these contracts, influencing the award and re-tendering process.
- Act as Group Lead for the continuation of change projects that support the Reduction in Reoffending, to ensure establishments within group are working to meet the Reducing Reoffending Strategy to provide Group Directors with assurance that targets and project milestones are being met, such as:
- HMPPS Family Service Re-commissioning Project
- Children’s and Families Implementation Project
- OLASS Governance Boards
- Offender Behaviour Programme (OBP)
- Offender Management in Custody (OMiC) – DIB meetings
- Police Reducing Reoffending Board
- MOJ Contract Management (Service Integration Group)
- Care Leavers
- Shannon Trust
- Substance Misuse Review Team
- Group Heads of Reducing Reoffending and Offenders Management Meeting etc. (SIG – CRCs).
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.
For the purpose of selection the following competencies will be measured:
- Changing and Improving
- Making Effective Decisions
- Leading and Communicating
- Collaborating and Partnering
- Managing a Quality Service
- Persuading and Influencing
- An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.
- Promote HMPPS policy in all activities and behaviours, role modelling at all times e.g. promote diversity, decency, respect, safety and reducing reoffending agendas.
- This is a Non-Operational role.
Please note this role is based at the Greater Manchester, Merseyside & Cheshire PGD Office situated in HMP Thorn Cross
We particularly welcome applicants with a diverse career history who can bring an innovative approach to the role.
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.
-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
-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
-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
-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
-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.
01/04/2019, 23:55 hours
Closing Date: 01/04/2019, 23:55 hours
If you require any assistance please call 0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Mojemail@example.com. Please quote the job reference - 24965.
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.
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.