Change Manager - London (Ref: 5479) - #1683750
HM Prison and Probation Service
Date: 21 hours ago
City: London
Contract type: Full time
Work schedule: Full day
This position is based at NPS MITRE HOUSE LONDON, SE1 1JD
Job Summary
Please refer to the job description
Job Description
Manager at HMPPS
The Change Manager is a middle manager role that plays a pivotal part in the operational management of the Area Change Delivery team working across Prisons and Probation. Working directly to the Deputy Head of Change Delivery, this role has oversight of and sufficient insight of nationally and locally led change activity within their area. Through their management and mobilisation of their teams, they ensure active change work is sufficiently managed and resourced according to its level of prioritisation enabling successful outcomes defined by clearly articulated success metrics.
Key Responsibilities:
Team Leadership: Managing Project Officer and Change Officer staff. Providing clear guidance on roles and responsibilities, holding staff accountable, and supporting their professional development. They provide oversight of change projects their team are actively supporting or leading on. They will ensure quality assurance and peer review of projects and manage the allocation of projects and resource in conjunction with deputy heads. To uphold and model principles of equality, diversity, inclusion, and belonging across the team.
Stakeholder Engagement: Building and maintaining effective working relationships with regional RPD/PDU Heads and PGDs/Governors, change system team and other change agent stakeholders across prisons and probations such as Business Managers, Heads of Business Assurance etc. Developing and executing effective communication strategies for the change projects as required. Attending and presenting at local/group/regional meetings, including governance boards and stakeholder groups as required.
Compliance: Ensuring compliance with the Gateway Management System (GMS) is a critical aspect of the role. The Change Manager will uphold the professional standards within their team confirming we are working according to national expectations as defined in our service level agreement and protocols for GMS and PftW. They will ensure accuracy and completeness of project records and actions and monitor compliance with relevant policies and procedures.
Change Management Excellence: The Change Manager will provide guidance on best practices in change management and ensure these are applied to all projects. They will personally manage complex and high-profile projects, ensuring successful delivery and alignment with organizational goals. Leading task and finish groups, project meetings, and focus groups to drive project success.
Performance Monitoring and Reporting: The Change Manager will oversee monthly reporting within Prison Groups and Probation Regions including bespoke analysis at establishment level for example if required. They will conduct regular check-ins and performance reviews with their direct reports, ensuring accountability and continuous improvement with PftW and GMS systems are accurate and up to date. Track the impact of changes and adjust strategies based on performance data, they will identify and escalate issues where milestones are missed or progress is not being made
Risk Management: Proactively identify risks, decisions, and opportunities, and develop mitigation strategies. Manage escalations from their staff, and exhaust opportunities to resolve issues before escalating to higher management. Maintain and update risk registers for sufficiently complex change activity, ensuring all potential risks are documented and addressed.
Continuous Improvement: Apply continuous improvement and lean methodologies to identify system improvements and enhance project delivery. Running workshops such as lessons learned, development sessions, and high-performing team exercises. To actively seek ways to improve knowledge of operational change and its potential impacts and share insights with the team.
Interviews will be Face to Face at 102 Petty France, London SW1H 9AJ
Manager at HMPPS
The Change Manager is a middle manager role that plays a pivotal part in the operational management of the Area Change Delivery team working across Prisons and Probation. Working directly to the Deputy Head of Change Delivery, this role has oversight of and sufficient insight of nationally and locally led change activity within their area. Through their management and mobilisation of their teams, they ensure active change work is sufficiently managed and resourced according to its level of prioritisation enabling successful outcomes defined by clearly articulated success metrics.
Key Responsibilities:
Team Leadership: Managing Project Officer and Change Officer staff. Providing clear guidance on roles and responsibilities, holding staff accountable, and supporting their professional development. They provide oversight of change projects their team are actively supporting or leading on. They will ensure quality assurance and peer review of projects and manage the allocation of projects and resource in conjunction with deputy heads. To uphold and model principles of equality, diversity, inclusion, and belonging across the team.
Stakeholder Engagement: Building and maintaining effective working relationships with regional RPD/PDU Heads and PGDs/Governors, change system team and other change agent stakeholders across prisons and probations such as Business Managers, Heads of Business Assurance etc. Developing and executing effective communication strategies for the change projects as required. Attending and presenting at local/group/regional meetings, including governance boards and stakeholder groups as required.
Compliance: Ensuring compliance with the Gateway Management System (GMS) is a critical aspect of the role. The Change Manager will uphold the professional standards within their team confirming we are working according to national expectations as defined in our service level agreement and protocols for GMS and PftW. They will ensure accuracy and completeness of project records and actions and monitor compliance with relevant policies and procedures.
Change Management Excellence: The Change Manager will provide guidance on best practices in change management and ensure these are applied to all projects. They will personally manage complex and high-profile projects, ensuring successful delivery and alignment with organizational goals. Leading task and finish groups, project meetings, and focus groups to drive project success.
Performance Monitoring and Reporting: The Change Manager will oversee monthly reporting within Prison Groups and Probation Regions including bespoke analysis at establishment level for example if required. They will conduct regular check-ins and performance reviews with their direct reports, ensuring accountability and continuous improvement with PftW and GMS systems are accurate and up to date. Track the impact of changes and adjust strategies based on performance data, they will identify and escalate issues where milestones are missed or progress is not being made
Risk Management: Proactively identify risks, decisions, and opportunities, and develop mitigation strategies. Manage escalations from their staff, and exhaust opportunities to resolve issues before escalating to higher management. Maintain and update risk registers for sufficiently complex change activity, ensuring all potential risks are documented and addressed.
Continuous Improvement: Apply continuous improvement and lean methodologies to identify system improvements and enhance project delivery. Running workshops such as lessons learned, development sessions, and high-performing team exercises. To actively seek ways to improve knowledge of operational change and its potential impacts and share insights with the team.
Interviews will be Face to Face at 102 Petty France, London SW1H 9AJ
Person specification
Please Refer To The Job Description
Behaviours
We'll assess you against these behaviours during the selection process:
Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Strengths.
https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ
Feedback will only be provided if you attend an interview or assessment.
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Strengths.
Security
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This Job Is Broadly Open To The Following Groups:
Working for the Civil Service
The Civil Service Code (opens in a new window) 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 (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service Code (opens in a new window) 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 (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact :
Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. I you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL ([email protected]) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints
https://jobs.justice.gov.uk/careers/JobDetail/5479?entityId=5479
Job Summary
Please refer to the job description
Job Description
Manager at HMPPS
The Change Manager is a middle manager role that plays a pivotal part in the operational management of the Area Change Delivery team working across Prisons and Probation. Working directly to the Deputy Head of Change Delivery, this role has oversight of and sufficient insight of nationally and locally led change activity within their area. Through their management and mobilisation of their teams, they ensure active change work is sufficiently managed and resourced according to its level of prioritisation enabling successful outcomes defined by clearly articulated success metrics.
Key Responsibilities:
Team Leadership: Managing Project Officer and Change Officer staff. Providing clear guidance on roles and responsibilities, holding staff accountable, and supporting their professional development. They provide oversight of change projects their team are actively supporting or leading on. They will ensure quality assurance and peer review of projects and manage the allocation of projects and resource in conjunction with deputy heads. To uphold and model principles of equality, diversity, inclusion, and belonging across the team.
Stakeholder Engagement: Building and maintaining effective working relationships with regional RPD/PDU Heads and PGDs/Governors, change system team and other change agent stakeholders across prisons and probations such as Business Managers, Heads of Business Assurance etc. Developing and executing effective communication strategies for the change projects as required. Attending and presenting at local/group/regional meetings, including governance boards and stakeholder groups as required.
Compliance: Ensuring compliance with the Gateway Management System (GMS) is a critical aspect of the role. The Change Manager will uphold the professional standards within their team confirming we are working according to national expectations as defined in our service level agreement and protocols for GMS and PftW. They will ensure accuracy and completeness of project records and actions and monitor compliance with relevant policies and procedures.
Change Management Excellence: The Change Manager will provide guidance on best practices in change management and ensure these are applied to all projects. They will personally manage complex and high-profile projects, ensuring successful delivery and alignment with organizational goals. Leading task and finish groups, project meetings, and focus groups to drive project success.
Performance Monitoring and Reporting: The Change Manager will oversee monthly reporting within Prison Groups and Probation Regions including bespoke analysis at establishment level for example if required. They will conduct regular check-ins and performance reviews with their direct reports, ensuring accountability and continuous improvement with PftW and GMS systems are accurate and up to date. Track the impact of changes and adjust strategies based on performance data, they will identify and escalate issues where milestones are missed or progress is not being made
Risk Management: Proactively identify risks, decisions, and opportunities, and develop mitigation strategies. Manage escalations from their staff, and exhaust opportunities to resolve issues before escalating to higher management. Maintain and update risk registers for sufficiently complex change activity, ensuring all potential risks are documented and addressed.
Continuous Improvement: Apply continuous improvement and lean methodologies to identify system improvements and enhance project delivery. Running workshops such as lessons learned, development sessions, and high-performing team exercises. To actively seek ways to improve knowledge of operational change and its potential impacts and share insights with the team.
Interviews will be Face to Face at 102 Petty France, London SW1H 9AJ
Manager at HMPPS
The Change Manager is a middle manager role that plays a pivotal part in the operational management of the Area Change Delivery team working across Prisons and Probation. Working directly to the Deputy Head of Change Delivery, this role has oversight of and sufficient insight of nationally and locally led change activity within their area. Through their management and mobilisation of their teams, they ensure active change work is sufficiently managed and resourced according to its level of prioritisation enabling successful outcomes defined by clearly articulated success metrics.
Key Responsibilities:
Team Leadership: Managing Project Officer and Change Officer staff. Providing clear guidance on roles and responsibilities, holding staff accountable, and supporting their professional development. They provide oversight of change projects their team are actively supporting or leading on. They will ensure quality assurance and peer review of projects and manage the allocation of projects and resource in conjunction with deputy heads. To uphold and model principles of equality, diversity, inclusion, and belonging across the team.
Stakeholder Engagement: Building and maintaining effective working relationships with regional RPD/PDU Heads and PGDs/Governors, change system team and other change agent stakeholders across prisons and probations such as Business Managers, Heads of Business Assurance etc. Developing and executing effective communication strategies for the change projects as required. Attending and presenting at local/group/regional meetings, including governance boards and stakeholder groups as required.
Compliance: Ensuring compliance with the Gateway Management System (GMS) is a critical aspect of the role. The Change Manager will uphold the professional standards within their team confirming we are working according to national expectations as defined in our service level agreement and protocols for GMS and PftW. They will ensure accuracy and completeness of project records and actions and monitor compliance with relevant policies and procedures.
Change Management Excellence: The Change Manager will provide guidance on best practices in change management and ensure these are applied to all projects. They will personally manage complex and high-profile projects, ensuring successful delivery and alignment with organizational goals. Leading task and finish groups, project meetings, and focus groups to drive project success.
Performance Monitoring and Reporting: The Change Manager will oversee monthly reporting within Prison Groups and Probation Regions including bespoke analysis at establishment level for example if required. They will conduct regular check-ins and performance reviews with their direct reports, ensuring accountability and continuous improvement with PftW and GMS systems are accurate and up to date. Track the impact of changes and adjust strategies based on performance data, they will identify and escalate issues where milestones are missed or progress is not being made
Risk Management: Proactively identify risks, decisions, and opportunities, and develop mitigation strategies. Manage escalations from their staff, and exhaust opportunities to resolve issues before escalating to higher management. Maintain and update risk registers for sufficiently complex change activity, ensuring all potential risks are documented and addressed.
Continuous Improvement: Apply continuous improvement and lean methodologies to identify system improvements and enhance project delivery. Running workshops such as lessons learned, development sessions, and high-performing team exercises. To actively seek ways to improve knowledge of operational change and its potential impacts and share insights with the team.
Interviews will be Face to Face at 102 Petty France, London SW1H 9AJ
Person specification
Please Refer To The Job Description
Behaviours
We'll assess you against these behaviours during the selection process:
- Changing and Improving
- Delivering at Pace
- Making Effective Decisions
- Working Together
- Access to learning and development
- A working environment that supports a range of flexible working options to enhance your work life balance
- A working culture which encourages inclusion and diversity
- A Civil Service pension with an employer contribution of 28.97%
- Annual Leave
- Public Holidays
- Season Ticket Advance
Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Strengths.
https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ
Feedback will only be provided if you attend an interview or assessment.
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Strengths.
Security
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
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)
- 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
Working for the Civil Service
The Civil Service Code (opens in a new window) 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 (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service Code (opens in a new window) 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 (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact :
- Name : SSCL Recruitment Enquiries Team
- Email : [email protected]
- Telephone : 0345 241 5358
- Email : [email protected]
Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. I you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL ([email protected]) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints
https://jobs.justice.gov.uk/careers/JobDetail/5479?entityId=5479
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