Ministry of Justice

About Ministry of Justice

Overview of the job HMPPS’s efforts to tackle corruption are integral to delivering safe and secure prisons and probation. HMPPS has worked with MoJ to identify that a new approach is needed to ensure we remain resilient to this key operational threat. HMPPS has developed a future strategy for tackling corruption in HMPPS based on four key objectives: ‘Protect’ against corruption by building an open and resilient organisation; ‘Prevent’ people from engaging in corruption, strengthen professional integrity; ‘Pursue’ and punish those who are corrupt; and ‘Prepare’ for corruption, reducing its impacts on our teams. These objectives will need to be delivered at every level through prisons and probation, in particular, strengthening our resilience on the front line. Security, Order and Counter Terrorism (SOCT) Directorate is taking forward improvements, including restructuring the Counter-Corruption Unit (CCU), to provide senior operational leaders, prisons and probation teams with an improved counter-corruption service. Summary The role sits in the newly restructured Counter-Corruption Unit. Its objectives are to support prisons and probation to manage corruption threats, in particular supporting ‘pursue’ activity on corruption cases. The core service to be provided by the regional CCU is to support prisons and probation to effectively pursue corruption reports to clear, proportionate and timely outcomes. The level of service is to be assessed and prioritised according to policy and guidance, but may include providing prisons and probation with enhanced analytical support, expert advice on how to progress cases, logistical and coordination support. The team will also be responsible for supporting prisons and probation on the effective management of known corruptor prisoners in custody and under supervision in the community to prevent them from corrupting staff. In line with HMPPS policy, the post holder will be responsible for supporting the relevant Regional Corruption Purse Lead to deliver a high-quality counter-corruption service to prisons and probation in their SOCT region. The RCPM will also be responsible for working in partnership with other regional teams in the Security, Order and Counter Terrorism (SOCT) Directorate, HR services and law enforcement. The job holder will report directly to the Regional Corruption Purse Lead, who in turn reports to the Head of the Operational Intelligence Team. The post holder will have line management responsibility for a Corruption Pursue Officer and will be expected to have a close working relationship with the regional counter-corruption analyst. This is a regional post and will be based in a regional SOCT hub. Frequent travel to prison and probation establishments, regional offices and law enforcement partners’ offices will be required. Occasional travel outside the region (e.g. to London) will be required. Responsibilities, Activities and Duties The job holder will be required to carry out the following responsibilities, activities and duties: Working with the national CCU team to develop a detailed and expert understanding of the corruption evidence based on the nature of the threat, (e.g. drivers of corruption, prevalence, escalation, risk/impact, effective interventions) and using this as a basis for all practice. Having a strong and contemporaneous understanding of the operational context in prisons and probation, including pressures, priorities, risks and opportunities to better tackle corruption. Having a strong understanding of the relevant legal and policy frameworks relating to corruption, security and HR, and making sure these are followed when providing services to prisons and probation, and that these are shared with and championed when working with delivery partners. Under the direction of the RCPL, to support prisons and probation to progress corruption cases in line with policy. This may include supporting RCPLs who lead on most complex and highest profile cases, or independently leading on lower risk cases. On the direction of the RCPL, the post holder may also be asked to: support prisons and probation in assessing and understanding their risks to corruption and develop mitigation strategies; work with prisons and probation to understand capability gaps and signpost wider capability opportunities, best practice and guidance, or deliver some briefing sessions as appropriate; and support light touch research to inform our evidence base on corruption, including interviewing former staff who have been convicted of corruption related offences, or other information to support assessing performance. Develop close and effective working relationships with key stakeholders, in particular with Security Mangers, Deputy Governors, Governing Governors, Divisional Managers, HR Business Partners and HR. Develop and maintain a wider network of stakeholders, including in other SOCT regional teams (e.g. NIU, SOCU, JEXU), law enforcement (local forces and ROCUs), contract managers and contracted providers. Supporting the RCPL to understand and manage the case load of the region, including by: maintaining accurate and up to date case records in line with the CCU’s case management system; and, regularly developing reports based on case management data (e.g. number of cases open, length of case) to identify areas for review and intervention. Supporting the RCPL to set clear objectives and expectations for the team in line with policy documents and deliver a high quality service, including by: ensuring individual and RCPO’s objectives and activity is aligned and prioritised to the policy and operational risk/need; and contributing to a positive culture of continuous improvement and innovation to improve services. Line management of the RCPO. 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. Behaviours Making Effective Decisions Working Together Communicating and Influencing Managing a Quality Service Experience Strong understanding on corruption, security and HR policy and legal frameworks. Strong understanding of the operational context of prisons and probation. Experience of influencing senior stakeholders internally and externally. Ability Strong communication (written and verbal), leadership and partnership working skills. Problem-solving and decision-making skills, with the ability to drive resolution. Hours of Work (Unsocial Hours) Allowances Unsocial Hours Working This role requires working regular unsocial hours and a 17% payment will be paid in addition to your basic pay to recognise this. Unsocial hours are those hours outside 0700 - 1900hrs Monday to Friday and include working evenings, nights, weekends and Bank/Public holidays. Allowance Details Unsocial Hours Working This role requires working regular unsocial hours and a 17% payment will be paid in addition to your basic pay to recognise this. Unsocial hours are those hours outside 0700 - 1900hrs Monday to Friday and include working evenings, nights, weekends and Bank/Public holidays. Additional Information This post is based at HMP Leyhill or Churchill House Cardiff however we are currently going through a period of transformation to implement a new Operating model. We are hoping to confirm any changes prior to appointment but if this is not possible a change of base location may be required within the next 12 months to support the transition to this new structure. Any change in base location will be subject to consultation with you and will be managed in line with our internal policies. 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. Benefits 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 Pension 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 Training 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 Eligibility 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. Interview dates Expected April 2020 Closing Date: 03/03/2020, 23:55 hours. Contact information If you require any assistance please call 0845 241 5358 (Monday to Friday 8am - 6pm) or e mail [email removed]. Please quote the job reference - 32959. Level of security checks required Security Clearance (SC) Success Profiles 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 ([email removed]) in the first instance

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Company Type: Government

Company Size: 1001 - 5000

Revenue: 100 - 500 million (USD)

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