25078 - Business Administrator Specialist (BAS): Intelligence Analyst
Overview of the job
This is a specialist administrative job within an establishment
The job holder will provide administrative support to the Security Intelligence Department and assist the Head of Security in the delivery of an effective intelligence system within the establishment. They will be responsible for maintaining administration systems effectively and efficiently within specified timescales for the establishment
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:
- Analyse and evaluate intelligence information to support and inform decision making in the prevention of security breaches and management of incidents. Where required, undertake further analysis on Security Incidents Reports (SIRs) that require it
- Produce a monthly Intelligence Report and disseminate it as required within the establishment, collating feedback, before presenting the report at the monthly Security meeting
- Regularly update line management regarding local security issues and any intelligence received
- Make sure that the security intelligence system is updated, maintained, used appropriately and that staff are trained in its use as required
- Check security information received, determine level of importance and recommend responses and solutions
- Collate and distribute monthly targets for searching and mandatory drug tests to all residential units
- Delivers in-house training in intelligence related procedures which will include both induction training for new starters and some specific on-going training which reinforces the need for all staff to adhere to security protocols
- Liaise with other establishments, Law Enforcement groups and external agencies and to disseminate intelligence and SIR information in line with local and national policies to maintain safety and security
- Provide advice and guidance to the Security Manager on current trends and issues. This includes identifying and monitoring of targets under the local supply reduction policy and extremism policy
- Monitor the Regulatory Investigatory Powers Act (RIPA) and Covert Human Intelligence Sources (CHIS) procedures in line with relevant local/national policies, audit standards, Local Security Strategy (LSS), Interceptions of Communications Commissioner’s Office (IOCCO) and other standards
- Monitor prisoner communications in line with relevant local/national policies, audit standards, LSS and the IOCCO requirements
- Support the Establishment Corruption Prevention Manager in detecting staff ‘wrong doing’, preventing and detecting crime
- Act as the liaison for the BRENT secure fax
- Act as point of contact for all Violent and Sex Offender Register (ViSOR) issues in the security department
- Liaise with external stakeholders regarding Counter Terrorism and Extremism
- Interview prisoners where intelligence suggests they may be the victims of extremist bullying or where prisoners have requested to speak to Security relating to Counter Terrorism Unit (CTU)
- Brief and liaise with residential units regarding covert testing
- Compile and keep up to date “subject profiles” on any Terrorism Act (TACT) prisoners, “problem profiles” and analytical reports on incidents or individuals
- Assess any seized items such as literature/audio for any extremist content
- Compile and complete reports on TACT or Security Threat Group prisoners
Undertake other administrative tasks including:
- Organise, produce and maintain accurate records for the area of work
- Act as contact point for all communications to the Team, prioritise and distribute to the appropriate person or relevant department in the establishment
- Complete monitoring returns for the area of work
- Input requisitions on the finance database for purchases in the area of work
- Co-ordinate any awareness sessions for the area of work
- Prepare paperwork for checking by their manager, conducting initial checks as required
- Correspond with relevant stakeholders and agencies to ensure that they are aware of information and that it is adequately shared
- Maintain and check establishment databases, manual filing systems and logs of information with responses within timescales, producing reports as required
- Collate information on relevant Service Delivery Indicators (SDI’s)
- Arrange any meetings including the preparation of paperwork, minutes and action points
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 are relevant to this group profile. For the purpose of selection the following competencies will be measured:
- 2. Changing and Improving
- 3. Making Effective Decisions
- 4. Leading and Communicating
- 5. Collaborating and Partnering
- 8. Delivering Value for Money
- 9. Managing a Quality Service
Essential Skills/ Qualifications/ Accreditation/ Registration
Job holders must complete specific training in their administrative specialism once they take up post
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
37 hour working week
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.
29/03/2019, 23:55 hours
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.