80316 - Head of Business Assurance, Non-Operational

£46,549 - £55,862
12 Months
West Midlands
Band 8
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other
Senior Leadership

Overview of the job    

This is a functional management job in an establishment.


The job holder has full accountability for leading the delivery of an efficient and effective Corporate Service Function. The scope of this role is to provide Business Assurance to the Governing Governor.

This includes Business Planning, identifying, implementing and supporting the achievement of business objectives. As a member of the Senior Management Team (SMT), the job holder will contribute and implement their Function’s objectives as defined in the establishment’s Business Plan.

This is either an operational or non-operational, rotational job with line management responsibilities. If operational, please see technical requirements.

Responsibilities, Activities and Duties    

The job holder will be required to carry out the following responsibilities, activities and duties:

Accountable for the management of the Corporate Services Function and all staff within this area, including the Business and People Hubs. This function will include activities within the following areas:

•    Establishment Business Delivery & Planning
•    Resource Management & Change Management
•    Audit & Assurance

This role will work strategically and effectively with HMPPS professional partners who will provide specialist support for the post holder to achieve establishment deadlines where required. There is no expectation for the post holder to hold specialist knowledge or qualification in relation to key areas which will include (but not be limited to) HR, Finance, National Contracts, Health, Safety & Fire, Litigation, Legal matters and this work will receive the necessary professional support.

Establishment Business Delivery & Planning
•    Accountable for the development and completion of the establishment’s Service Delivery Requirements and the co-ordination and update of establishment development objectives in accordance with HMPPS Commissioning intentions.
•    Responsible for ensuring information and outcomes on Service Delivery Requirements are collected and accountable for ensuring Business and Performance information is available to inform the Governor within agreed deadlines.
•    Accountable for the accurate reporting of all establishment Performance data including Hub sign off and data validation.
•    Accountable for the completion of the Compliance return which incorporates the Statement of Internal Financial Control with specialist support from the Finance Business Partner.
•    Accountable for the annual production of the Establishment Delivery Strategy.
•    Accountable for ensuring that logistical and practical arrangements are in place to support partnership activity within the establishment and support the work of individuals/teams linked to national contract management.
•    Responsible for the management of budgets devolved by the Governing Governor to the Corporate Services function and be the Chief Approver for procurement within the establishment where exceptional expenditure is required.
•    Responsible for supporting the Governing Governor by acting as the single point of contact (SPOC) for information on all partnership working with external service providers and stakeholders including performance
management information and contract management oversight of local projects.
•    Responsible for supporting the Governing Governor by developing and delivering a performance framework which allows the Governor oversight of a range of partnership commissioning including local contract arrangements.
•    Responsible for supporting the Governing Governor to develop strategy and policy compatible with national strategy and policy to effectively support a strategic understanding of national and local contracts and to sustain and increase partnership activity.
•    To act as the Health Safety and Fire Sponsor.
•    To act as the Litigation Sponsor.

Resource Management & Change Management
•    Accountable for the strategic oversight and management of the establishment’s staffing resource, including all Workforce Planning activities.
•    Responsible for ensuring the establishment’s effective and efficient use of staffing resources including planning and co-ordination and stakeholder engagement activities to ensure adherence to national standard operating procedures.
•    Accountable for ensuring that the establishment adheres to National Attendance Monitoring Processes.
•    Accountable for developing and delivering effective Staff Engagement and Communication strategies for the establishment with specialist support from the HRBP team.
•    Accountable for co-ordination and delivery of the establishment Staff training plan including the completion of the annual Self-Assessment Review (SAR) document.
•    To act as the Local Implementation Manager for Business Change and to act as SPOC in relation to local contracting arrangements when directed by the Governor to meet specific Business Change requirements when required.
•    To ensure effective partnership working is developed and in place with internal and regional HMPPS specialised partners such as HRBP and FBP.

Audit & Assurance
•    Accountable for the establishment’s adherence to the National Assurance Process.
•    Accountable for the establishment’s Audit and Assurance activities including liaison with Regional Assurance Managers and Programme Information and Analysis Group (PIAG).
•    Accountable for adherence to Governance & Operational (G&O) audit outcomes including Financial controls, Information Assurance, Performance data quality and the Assurance framework.
•    Accountable for the timely reporting and understanding of all the establishment SDRs and assurance reporting including local Data Validation are embedded within the establishment management structures.
•    Accountable for ensuring that robust audit control mechanisms are in place to ensure quality and integrity of internal audit outcomes.
•    Accountable for the development and monitoring of the Establishment Delivery Plan.
•    Accountable for monitoring the assurance and compliance of the establishment to local and national policies linked with the function, and providing assurance to the Governor of the position of mandatory outcomes.
•    Accountable for local asset management.
•    To act as the designated lead for assurance and quality visits from HMIP, MQPL, G&O.

Other Duties
•    Act as the Governor's representative by chairing adjudications and taking charge of day-to-day establishment operations as Duty Governor (operational only).

The post holder will also be responsible for undertaking some or all other management tasks including:

•    Promote Prison Service policy in all activities and behaviours e.g. promote diversity, decency, safety and reducing re-offending agendas.
•    Review open Assessment Care in Custody Teamwork (ACCT) as and when required in line with audit baselines.
•    Manage Prisoners’ Complaints Process within the Function.
•    Responsible for ensuring all litigation claims relevant to the area have been dealt with in accordance with policy.
•    Oversee the compilation and regular progress reporting of performance improvement programmes.
•    Attend relevant boards/meetings and actively contribute either as chair or team member.
•    Responsible for ensuring the defined work areas and associated activities comply with Health and Safety legislation. Ensure all risk assessments are undertaken and staff are made aware of their personal responsibility towards Health and Safety compliance.
•    Contribute to the preparation of the establishment contingency and emergency plans and ensure implementation when required.
•    Produce relevant reports as required and ensure that the response to all correspondence are within agreed timescales.
•    Carry out investigations and administration in relation to incidents of potential discrimination and report on findings.
•    Deliver and implement projects as directed by the Governor.
•    Provide leadership and management of the Function. Will have the skills to apply all Human Resources (HR) related policies and practices and be able to carry out all aspects of people management such as Attendance Management, Disciplinary Investigations, Performance Management and Staff Appraisals.
•    Provides leadership and direction for managers and staff within their defined work area through Briefings, building formal and informal relationships and effective communication.

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.

An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.


•    Delivering at Pace
•    Leadership
•    Communicating and Influencing
•    Working Together
•    Managing a Quality Service
•    Changing and Improving
•    Making Effective Decisions
Technical Requirements    

Job holders must complete specific training in their specialism once they take up post.

If Operational

•    Must be successfully accredited by passing the Head of Function Assessment Centre (HFAC), or prior to 2016 be accredited as an Operational Manager (or in post as a G5 prior to 1999).
•    Where HFAC accreditation was gained from 2018, the Incident Management Silver Command (IMSC) assessment must also be passed to be eligible for operational Head of Function roles.
•    Successful completion of the workbook.
•    When transferring to a Young Persons establishment the job holder will be required to successfully undertake an assessment to demonstrate suitability to work with Young People.

Hours of Work (Unsocial Hours) Allowances    

37 hour week

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.

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.


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


-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

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers


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 provides 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 the 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. 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.

Dates TBC.

26/10/2023, 23:55 hours.

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com. Please quote the job reference - 80316.

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

Leadership - 250 word limit
Communicating and Influencing - 250 word limit
Delivering at Pace - 250 word limit
Working Together - 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.
Communicating and Influencing
Delivering at Pace
Working Together
Strengths may also be assessed at interview but these are not shared in advance.
Any candidate who has been assessed as being appointable to the role they applied for may be offered a similar, lower grade role, if one is available. Furthermore, any candidate who has just missed meeting the criteria for a particular role, may be appointed to a similar role at a lower grade if such a role is available, and if they have been assessed as meeting the criteria for the lower grade role. These appointments will also be made in merit order.

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.