Head of Justice System Modelling and Head of Agile, Analytical Improvements and Review - #1778485

London (region), Yorkshire and the Humber

Job Summary

This position can be based at any of the following Locations: 102 Petty France (MOJ) London, SW1H 9AJ, 5 Wellington Place, Leeds, LS1 4AP

Job Description

For full details about the Role, Key Responsibilities and Person Specification, please download and review the Candidate Information pack

For full details about the Role, Key Responsibilities and Person Specification, please download and review the Candidate Information pack

Person specification

Key Responsibilities

• Lead the team to deliver a high-profile programme of analytical work on demand into courts, prisons and probation, and the drivers of that demand. This includes the department’s business critical projections of the prison population, court demand and income. The jobholder will deliver the analytical work to support the Independent Review of Criminal Courts and court-related policies. The work is business critical for the department’s decision-making on how to manage demand in the justice system based on robust analysis and evidence, while also building in operational and policy intelligence. The jobholder will also be responsible for leading the department’s liaison with Home Office, Crown Prosecution Service (CPS), No10 and HM Treasury (HMT) to ensure there is a shared cross government understanding of demand into the CJS.
• Develop a new CJS insights function to enable rapid analysis and insight on what is currently happening in the criminal justice system.
• Lead the team providing modelling and analysis on departmental income from court fees and fines to inform the department on likely future income.
• Lead the team to provide modelling of demand into the Office of the Public Guardian (OPG) from Lasting Power of Attorney applications as well as ad hoc analysis such as analysis of deputyships
• Support and lead the team in maintaining effective relationships with senior stakeholders across the department, including Ministers and senior policy and operational leaders at board level. Ability to communicate complex modelling and forecasting clearly to a very senior audience of non-specialists is essential.
• Foster an inclusive, supportive and high performing culture.
  
  

Head of Agile, Analytical Improvements and Review

The Role

This role reports to Chris Drane, the Director of Analysis, and sits in the Analysis Directorate. The role has direct line management of 6 x G6s with an overall leadership span of around 40 FTE. The team provide analytical support across the department through use of flexible resource providing an analytical quality assurance service and making innovative use of new data, tools and techniques to improve the quality of analysis. The team’s key focus is on the department’s most business-critical analysis.

The post holder will play a crucial role in prioritising flexible resource to facilitate delivery of business-critical analysis, reviewing and challenging business-critical analysis and exploring better ways to undertake analysis.

They will need to work in a multi-disciplinary manner, in close partnership with Policy Directors and the Director of Analysis to understand departmental priorities, and with data teams to exploit potential new services and data flows. 

Key Responsibilities

• Lead a team that provides support for teams undertaking business-critical analysis through the allocation of flexible resource, undertaking analytical assurance and innovating in the use of new data.
• Lead in developing and delivering a team that provides flexible resource for projects currently not deliverable due to resource constraints within established analytical teams. The post holder will be responsible for ensuring the right projects are prioritised and resources are effectively allocated to facilitate analytical teams delivering their business-critical work.
• Lead in developing and delivering a strategy that ensures the departments business-critical analysis is fit for purpose, through assurance of analysis that underpins the departments most important decisions. The post holder will be responsible for ensuring analysis is robust and the risks and uncertainties are understood and communicated effectively.
• Lead in developing and delivering a strategy through which fundamental knowledge gaps are filled, improving the precision, consistency and understanding of our analytical estimates.
• Create a way of working where departmental analytical needs are prioritised: the justice system is in a state of flux and in turn business priorities rapidly change with urgent analysis often needed to support this. The post holder will need to build a team that has the capability, expertise and knowledge to facilitate this flexible way of working.
• Develop productive relationships with a range of stakeholders aimed at delivering more impactful analysis, including building close working relationships with Policy Directors to understand their needs and Service Transformation colleagues to ensure the right data underpins key decisions.
• Foster an inclusive, supportive and high performing culture.
  
  

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.

Diversity & 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 Planand the Civil Service Diversity and Inclusion Strategy.

Please view our candidate information pack for full details about the role, key responsibilities person specification, and the criteria you will be assessed against throughout the recruitment process. If you are interested in this exciting opportunity, and feel that you meet the criteria, we would welcome your application.

Behaviours

We'll assess you against these behaviours during the selection process:

• Leadership
• Communicating and Influencing
• Managing a Quality Service
• Changing and Improving
  
  

Technical skills

We'll assess you against these technical skills during the selection process:

• You will need to be an analytical professional of the requisite experience and need to hold (or be capable of holding) a technical specialism in one of the analytical professions (GES, GORS, GSR, GSS)
  
  

Alongside your salary of £81,000, Ministry of Justice contributes £23,465 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• 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
  
  

For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.

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, Experience and Technical skills.

For full details of the Selection Process and Recruitment Timeline, please view the Candidate Information pack.

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, Experience and Technical skills.

This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.

As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.

Security

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is developed vetting (opens in a new window).See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is developed vetting (opens in a new window).See our vetting charter (opens in a new window).

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
  
  

Further information on nationality requirements (opens in a new window)

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 : SCS Recruitment Team
• Email : [email protected]
  
  

Recruitment team

• Email : [email protected]
  
  

Further information

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/7040?entityId=7040