24795 - Head of Change
This is a National role with an expectation of spending atleast 2 days a week in London with a need to travel regularly.
HM Courts and Tribunals Service was created in April 2011 as an executive agency of the Ministry of Justice. It uniquely operates on the basis of a partnership between the Lord Chancellor, the Lord Chief Justice and the Senior President of Tribunals. It currently has around 17,000 staff, operating from around 500 locations with a gross annual budget of c£1.7bn, approximately £800 million of which is recovered in fees and income from service users. It handles over 2 million criminal cases, 1.8 million civil claims, more than 150,000 family law disputes and almost 800,000 tribunal cases annually.
HM Courts and Tribunals Service is responsible for the administration of the criminal, civil and family courts and tribunals in England and Wales and non-devolved tribunals in Scotland and Northern Ireland. It supports a fair, efficient and effective justice system delivered by an independent judiciary.
HM Courts and Tribunals Service is governed by a Framework Document. This document formally sets out the duties and responsibilities of the board of HMCTS and its Chief Executive. A copy can be seen on the HMCTS website: http://www.justice.gov.uk/downloads/publications/corporate-reports/hmcts/2014/hmcts-framework-document-2014.pdf
Our vision is to have an efficient and effective courts and tribunals system which enables the rule of law to be upheld, and provides access to justice for all. Significant investment has been made by HM Treasury to allow HMCTS to provide a more accessible system which is modern and responsive, treats those who use our service with dignity and respect, and which provides better value for money for the taxpayer. The reform programme that we have started to enable this will include estates rationalisation, and greater use of digital solutions. Key to implementing this programme will be close collaboration with the judiciary.
More information about HMCTS, including our Annual Reports and Business Plans, is available on our website http://www.justice.gov.uk/about/hmcts
The National Compliance and Enforcement Service (NCES)
The National Compliance and Enforcement Service (NCES) is a discrete part of HMCTS. Currently comprised of approximately 1600 staff spread across 50 locations NCES is responsible for the:
- collection and distribution of monies that convicted residents of England & Wales have been ordered to pay by the criminal courts in England, Wales, Scotland & some EU member states;
- confiscation of assets obtained with the proceeds of criminal activity;
- allocation of monies paid for fixed penalties fine issued by 42 police forces in England and Wales together with the endorsement of Driving Licences where applicable;
- execution of arrest warrants in partnership with the police and Approved Enforcement Agents
The transformation programme which would have transformed NCES by delivering a new operating model supported by new technology was cancelled last year.
The key purpose of the roles:
- Lead and manage all change activity across NCES, introducing a consistent and structured approach to change across the business
- Delivery of the NCES Change Plan, monitoring progress against milestones and managing interfaces between individual projects.
- Develop and implement consistent working practises across the entire organisation
- Ensure the impact of all change activity is fully assessed prior to implementation and plans developed to support that process.
- Establish a network of change agents across the business who will act as the interface between the change team and enforcement and cash offices.
- Lead the NCES Change team and as a member of SMT provide leadership and direction to all of NCES.
- Ensure the impact of changes being delivered to the crime service model on NCES is being assessed and working with relevant service managers and operational teams to identify and resolve issues and to implement changes where required.
- Working in partnership in a complex delivery and stakeholder environment, establishing and maintaining key internal, external and cross justice sector relationships; and encouraging joint working with court operational colleagues to improve the efficiency and effectiveness of enforcement operations.
- Risk Assessment/Management and contingency planning
- Lead the delivery of change within NCES in a manner consistent with the vision, values and culture of HMCTS, ensuring delivery of services to common high standards.
- Champion new ways of working through clear, honest and timely engagement and promoting a culture which promotes and encourages excellent customer service and a “can do” culture.
- Champion a culture of continuous improvement across NCES by promoting best practice and involving all in the development and implementation of change
- As a member of the NCES SMT provide strong and visible leadership, clear direction and support to all staff across NCES
- Balance the often competing interests of all users, colleagues and those within Government, so that objective, fair and evidenced consideration is given to all issues.
- Represent the interests of NCES to HQ and the wider HMCTS
- Champion wider reform activity across NCES
- Plan for and lead the implementation of all change and business improvement activity within NCES.
- Cost v benefits of all change activity fully assessed at the outset and benefits realised post implementation.
- Impact assessments carried out as routine prior to the roll out of new change initiatives
- Detailed and visible plans in place which map out all planned change activity across NCES and milestones monitored to ensure delivery within the agreed timelines.
- Always looking for new improved ways of working that will improve the working practise of NCES staff and the service provided to our users. Use feedback from complaints/incident reporting and other sources to target areas/working practises that are in need of improvement.
- Provide direction on behalf of NCES to emerging cross-jurisdictional design, ensuring it aligns to HMCTS’s future operating model and channel shift strategy’
- Working with SMT colleagues to ensure the impact of wider reform changes are fully assessed and understood and mitigations developed to manage risks to BAU performance
- Be responsive to changes in the operational landscape as we progress through the transitional period, developing alternative approaches and creative solutions to ensure business as usual performance is maintained at consistent levels across England and Wales.
- Contribute to the development of the business plans for NCES, ensuring that they are also consistent with the national strategy and HMCTS objectives.
- Provide a clear focus on all change activity within NCES and ensure all of NCES is aware of planned changes and the impact those changes may have on them
- Build close links with Crime Reform teams to ensure business change activities that impact on enforcement activity are built into plans.
- Contribute to the development of the business strategy for NCES and objectives of HMCTS and the Ministry of Justice. Identify any strategic or policy issues arising from regional operations and ensure that they are raised at national level.
- Support the Delivery Director in embedding the corporate vision, business strategy and culture of HMCTS, ensuring that these are embedded across the region through local operational strategies and business plans
Stakeholder and Partner Relationships Management
- Work in partnership in a complex delivery and stakeholder environment
- Provide the leadership and challenge function to make relationship with SMT and wider reform team effective, ensuring the business impacts are fully understood.
- Work with MoJ and other Government Departments around interface requirements for data sharing, to support both existing BAU and future transformation.
- Provide strategic perspective and support to meetings with colleagues both in MoJ and outside around developments of the cross-government debt strategy.
- Reporting to the Delivery Director
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.
Location of Post
London but regular travel around the NCES estate will be required. Alternative NCES locations may be considered but on the understanding that the postholder will need to spend at least 2 days per week in London.
Key Civil Service Competencies
You will be required to provide evidence of the following key competencies at Level 4.
People who are effective are likely to…
Leading and Communicating
- Be visible to staff and stakeholders and regularly undertake activities to engage and build trust with people involved in area of work.
- Clarify strategies and plans, giving clear sense of direction and purpose for self and team.
- Lead by example, communicate in a truthful straightforward manner with integrity, impartiality and promoting a working environment that supports the civil service values and code.
- Confidently engage with stakeholders and colleagues at all levels to generate commitment to goals.
Changing and Improving
- Encourage and recognise and culture of initiative and innovation focussed on adding value – give people space and praise for creativity
- Consider the cumulative impact on own business area of implementing change (culture, structure, service and morale)
- Spot warning signs of things going wrong and provide a decisive response to significant delivery challenges
- Provide constructive challenge to senior management on change proposals which will affect the business
Seeing the Big Picture
- Bring together views and perspectives of stakeholders to gain a wider picture of the landscape surrounding activities and policies.
- Identify implications of Departmental and political priorities and strategy on own area to ensure plans and activities reflect these.
- Ensures relevant issues relating to their activity/policy area are effectively fed into strategy and big picture considerations.
- Create policies, plans and service provision to meet citizens’ diverse needs based on an up-to-date knowledge of needs, issues and relevant good practice.
Delivering Value for Money
- Understand impacts of financial position in own area and that of the organisation and use insight to curtail or support business and investment activities.
- Balance policy aspiration and delivery, outline risk and benefits of different options to achieve value for money ensuring all submissions contain appropriate financial information.
- Weigh up priority and benefits of different actions and activities to consider how to achieve cost effective outcomes.
- Achieve the best return on investment and deliver more for less on specific budgets by managing resources and maximising the use of assets.
Collaborating and Partnering
- Actively involve partners to deliver a business outcome through collaboration that achieves better results for citizens.
- Seek constructive outcomes in discussions, challenge assumptions but remain willing to compromise when it is beneficial to progress.
- Encourage contributions and involvement from a broad and diverse range of staff by being visible and accessible.
- Actively build and maintain a network of colleagues and contacts to achieve progress on objectives and shared interests.
Delivering at Pace
- Get the best out of people by giving enthusiastic and encouraging messages about priorities objectives and expectations.
- Clarify business priorities, roles and responsibilities and secure individual and team ownership.
- Act as a role model in supporting and energising teams to build confidence in their ability to deliver outcomes.
- Review, challenge and adjust performance levels to ensure quality outcomes are delivered on time, rewarding success
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.
The MoJ offers a range of benefits:
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.
The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
- 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.
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.
25/03/2019, 23:55 hours
Closing Date: 25th March 2019 at 23:55 hours
If you require any assistance please call 0845 241 5359 (Monday to Friday 8am - 6pm) or e mail Mojfirstname.lastname@example.org Please quote the job reference.
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.
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.