Candidate Information Pack

HM Courts and Tribunals Service (HMCTS)

Head of Change Director’s Office – HMCTS Reform

Band A

Reference:

Closing Date 18th February 2018 – 23:55

Candidate Information Pack | 1 Head of Change Director’s Office - Reference xxxxxx

Contents

Background to HMCTS...... 3 Vacancy Description ...... 4 The Recruitment Process…………………………..…………………………………………...6 Indicative Timeline...... 8 Terms, Conditions and Benefits...... 9

Candidate Information Pack | 2 Head of Change Director’s Office - Reference xxxxxx

Background to HM Courts & Tribunals Service (HMCTS)

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 16,000 staff, operating from around 450 locations with a gross annual budget of ca £1.7billion, approximately £914 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.

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 significant estates modernisation 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

Further information about HMCTS 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.

More information about HMCTS, including our Annual Reports and Business Plans, is available on our website http://www.justice.gov.uk/about/hmcts

Candidate Information Pack | 3 Head of Change Director’s Office - Reference xxxxxx

Vacancy Description

Job Title Head of Change Director’s Office – HMCTS Reform

Vacancy Reference

Salary The salary for this post is set within Band A of £51,549 to £69,659 for inner London

New recruits to the Civil Service joining MoJ are expected to join at the band minimum. For an exceptional applicant and under exceptional circumstances, managers have discretion to set starting salaries above the pay range minimum.

Existing civil servants applying on promotion will usually be appointed on the salary minimum of the new pay band or with an increase of 10 percent on their existing base salary (restricted to the new pay band maximum), whichever is the higher.

Vacancy Description HMCTS is one of government’s largest agencies, employing around 16,000 staff, with a £1.7bn budget, and operating across more than 450 sites across England and Wales. Our work underpins justice, affecting the lives of millions every year.

We have begun a £1bn, six-year Programme to fundamentally reform what we do, and make our services better for the citizens who use them. The HMCTS Reform Programme is one of the most ambitious of its kind in the world.

To support us on this journey, we’re looking for an exceptional Head of Office to support the Change Director (Head of Change Director’s Office)

The Change Portfolio is at the forefront of leading and implementing change in our world-leading justice system. The Reform Programme is ambitious and we need resilient, resourceful and adaptable people to make it happen.

As the Head of Change Director’s Office, you will play a pivotal role in driving forward the Director’s key objectives, maintaining a high-level awareness of changing priorities and ensuring that they are communicated effectively. You will be required to take forward the Director’s responsibilities, ensuring that priorities and business critical issues are given sufficient time and visibility. The role will require the tracking and monitoring of delivery progress, providing challenge and support to staff at all levels where it falls short. You will also be expected to exercise

Candidate Information Pack | 4 Head of Change Director’s Office - Reference xxxxxx

judgement aligned to the Director’s views, negotiate agreements and speak authoritatively on behalf of the Director.

Key Responsibilities:  Resolve complex or difficult issues, dealing with situations as and when they arise and ensuring the operation and reputation of HMCTS is protected as far as possible. This will involve reacting to fast moving unusual situations where the post holder will speak for the Director and ensure the agency is properly engaged.  Provision of high quality, timely accurate and clear advice/briefing to the Director and, as required, the senior team, on a wide range of issues. This requires being aware of what is going on right across the agency and so the post holder will need to understand and be able to summarise complex policy and operational issues quickly.  Support the Director in discharging their financial delegations across their Directorate.  Approve and manage expenditure for the Director’s Office.  Actively manage media handling issues which arise, working closely with the Press Office to reduce potential damage or impact on HMCTS or MoJ. Develop and clear lines for HMCTS and ensure that the CEO’s office is fully briefed.  Drafting of complex and priority submissions and briefings on behalf of the Director, which require minimal amendment due to time pressures.  Line management of Director’s PA.  Actively support the Director as a member of the Senior Management Team and wider organisation.

Person Specification About you To be successful in this role you, we would expect you to demonstrate the following skills/experience:  Highly motivated self-starter with excellent organisational skills and a proactive nature  You will be able to influence others by understanding the needs of the business, the way people work and communicate these effectively through innovative means.  You will be confident, resilient, persuasive, resourceful and prepared to learn quickly to deliver high standards.  A natural optimist, with a “can do” approach to solving problems and delivering outcomes.  Previous experience working with, liaising and support with senior stakeholders up to Director level.  Confident working to Ministerial and Senior Judiciary level.  Previous experience of using MS Office including: Word, Outlook, Excel and PowerPoint.  Excellent communication skills.

Candidate Information Pack | 5 Head of Change Director’s Office - Reference xxxxxx

The Recruitment Process

How to Apply To apply for this post please apply online no later than 18th February – 23:55

We would require:

1. A CV setting out your career history, with key responsibilities and achievements; 2. A statement of suitability (no longer than two pages) explaining how your personal skills, qualities and experience provide evidence of your suitability for the role. 3. As part of the application process, we’ll be asking you to provide evidence of the following key competencies at Level 4.

o Seeing the bigger picture o Making effective decisions o Leading and communicating o Collaborating and partnering o Managing a quality service o Delivering at pace

If relevant please also submit: 4. A completed Guaranteed Interview Scheme Form if applying under this scheme.

Overview of the The Recruitment Team will acknowledge your application and Process advise you of the outcome of the sift meeting. Depending on the number of applications received there may be a second stage sift.

Applications will be sifted to select those demonstrating the best fit with the post. Shortlisted candidates will have a 1st stage telephone interview with a member of the recruitment ream. The next stage would be a face to face interview with the hiring manager.

The final selection panel interview will be held at 102 Petty France, London. You will be advised of the format in advance.

Arrangements for Expenses incurred by candidates during the recruitment process interview will not be reimbursed by the Department except in exceptional circumstances and only when agreed in advance.

If candidates are required to prepare a presentation for their

Candidate Information Pack | 6 Head of Change Director’s Office - Reference xxxxxx

interview, they will be given at least one week’s notice of the subject.

Reserve Lists If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies in the Civil Service requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.

Closing Date The deadline for applications is 18th February – 23:55

Alternative Formats If you wish to receive a hard copy of the information, or in an alternative format e.g. Audio, Braille or large font then please email [email protected]

Further Information If you have any questions about the role or would like to discuss the post further, please contact [email protected]

Complaints If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact [email protected] in the first instance.

If you are not satisfied with the response you receive, you can contact the Civil Service Commission at: http://civilservicecommission.independent.gov.uk/civil-service- recruitment/complaints/

Candidate Information Pack | 7 Head of Change Director’s Office - Reference xxxxxx

Indicative Timeline Please note that these dates are only indicative at this stage and could be subject to change. If you are unable to meet these timeframes, please let us know in your application letter.

The anticipated timetable is as follows: Advert Closing Date – 18th February – 23:55

Short List meeting – wc 18th February

Interviews – wc 5th March

Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.

Candidate Information Pack | 8 Head of Change Director’s Office - Reference xxxxxx

Terms, Conditions and Benefits

The information offered in this document is supplied in good faith but does not in itself form any part of the contract of employment.

Appointment Term Fixed Term Contact

Location 102 Petty France, London

Working This role is available for full-time, part-time or flexible working Arrangements arrangements (including job share arrangements). Due to the significant demands of the post part-time applicants should discuss their proposed working pattern with Paul Heigl before applying.

Salary Range The salary for this post is set within Band A of £51,549 to £69,659 for inner London

Pension Your pension is a valuable part of your total reward package where:

 the employer makes a significant contribution to the cost of your pension;  your contributions come out of your salary before any tax is taken. This means, if you pay tax, your take-home pay will not be reduced by the full amount of your contribution; and  your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire.

For more information, visit www.civilservicepensionscheme.org.uk.

Candidate Information Pack | 9 Head of Change Director’s Office - Reference xxxxxx

Leave Allowance Full time new entrants to the Civil Service and those Civil Servants on modernised terms and conditions will be entitled to 25 days leave increasing on a sliding scale to 30 days after 5 years’ service.

In addition to this you are entitled to 8 public/bank holidays plus an additional day for the Queen’s Birthday. The allowance is pro-rated for part-time staff.

With competitive maternity, paternity and parental leave we also recognise the importance of a good work-life balance and offer flexible working and a family friendly approach to work.

Training and The Department offers engaging jobs in work that really matters; Development jobs which have a direct impact on the quality of public services. Roles can offer great job satisfaction and there are many opportunities to develop and progress both within the Department and across the wider Civil Service.

To create a more skilled and unified organisation to transform services, the Civil Service is developing 10 specialist areas of expertise. www.gov.uk/government/publications/functional-model-for-more- efficient-and-effective-government

These cross-government functions provide professional services and support to departments and supplement the 25 recognised professions within the Civil Service and who are there to support your own professional development www.gov.uk/government/organisations/civil- service/about/recruitment

We are committed to investing in our staff and offer a range of work based training and qualifications, coaching and mentoring opportunities and a guaranteed five days of learning a year.

Other Benefits  Childcare - the Department recognises that many staff balance working lives with the demands of a family life and offers support with childcare and holiday play schemes costs by providing childcare vouchers for staff who meet the eligibility criteria.  Interest free season ticket and bicycle loans.  Some departments also offer onsite facilities including fitness centres and staff canteens.

Modernised Terms Civil Servants taking up appointment on promotion will adopt the and Conditions modernised Civil Service terms and conditions which came in to effect from 1 July 2013. Existing Civil Servants appointed on

Candidate Information Pack | 10 Head of Change Director’s Office - Reference xxxxxx

level transfer will retain their existing terms and conditions.

Eligibility The post is advertised to suitably qualified people in the external market, and to existing Civil Servants and those in accredited Non Departmental Public Bodies.

Nationality To be eligible for employment you must be a national from the following countries:

 The United Kingdom  The Republic of Ireland  The Commonwealth*  A European Economic Area (EEA) Member State  Switzerland  Turkey

Certain family members of EEA, Switzerland and Turkish nationals are also eligible to apply regardless of their nationality.

(*Commonwealth citizens not yet in the UK, who have no right of abode in the UK and who do not have leave to enter the UK are ineligible to apply.)

For further information on whether you are eligible to apply, please visit Gov.UK.

Security Clearance Before the appointment of the successful candidate can be confirmed, the Department will undertake background security checks. The successful candidate must hold or be willing to obtain security clearance to Basic Check level before taking up post.

Reserved for UK Certain posts, notably those concerned with security and Nationals intelligence, might be reserved for British citizens, but this will not normally prevent access to a wide range of developmental opportunities within the Civil Service. This is not a reserved post.

Conflicts of Interest Candidates must note the requirement to declare any interests they may have that might cause questions to be raised about their approach to the business of the Department. They are required to declare any relevant business interests, shareholdings, positions of authority, retainers, consultancy arrangements or other connections with commercial, public or voluntary bodies, both for themselves and for their

Candidate Information Pack | 11 Head of Change Director’s Office - Reference xxxxxx

spouses/partners. The successful candidate will be required to give up any conflicting interests and his/her other business and financial interests may be published.

Equality and Diversity The Department is committed to being an equal opportunities employer. We value and welcome diversity. We aim to develop all our staff to enable them to make a full contribution to meeting the Department's objectives, and to fulfil their own potential on merit. We will not tolerate harassment or other unfair discrimination on grounds of sex, marital status, race, colour, nationality, ethnic origin, disability, age, religion or sexual orientation. We will promote and support the use of a range of flexible working patterns to enable staff to balance home and work responsibilities; and we will treat people fairly irrespective of their working arrangements.

Under the terms of the Equality Act 2010, we are legally required to consider making reasonable adjustments to ensure that disabled people are not disadvantaged in the recruitment and selection process. We are therefore committed to meeting, wherever possible, any needs you specify in your application. We will also consider any reasonable adjustments under the terms of the Act to enable any applicant with a disability (as defined under the Act) to meet the requirements of the post.

The Department uses the 'two ticks' Disability Symbol, showing it is an employer which has a positive attitude towards applications from disabled people. The Department also offers a Guaranteed Interview Scheme (GIS) for all disabled applicants. We are committed to interviewing all applicants with a disability who provide evidence of meeting the minimum requirements necessary for the post, as set out in this applicant pack.

To be eligible, your disability must be within the definition laid down in the Equality Act 2010. A disabled person is defined by the Equality Act 2010 as someone who has a physical or mental impairment, which has a substantial and long-term adverse effect on their ability to perform normal day-to-day activities. For the purposes of this policy, these words have the following meanings:

 'substantial' means more than minor or trivial  'long-term' means that the effect of the impairment has lasted, or is likely to last, 12 months (there are special rules covering recurring or fluctuating conditions)  'normal day-to-day activities' include everyday things like eating, washing, walking and going shopping.

Should you consider yourself eligible to apply for this post under

Candidate Information Pack | 12 Head of Change Director’s Office - Reference xxxxxx

the GIS, please complete the form at Annex B.

Civil Service Code All civil servants are subject to the provisions of the Civil Service Code that details the Civil Service values, standards of behaviour and rights and responsibilities. For further information, visit Gov.UK.

Candidate Information Pack | 13