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General Information

Salary
£41,463 - £45,276 Pro-rata
Working Pattern
Part Time, Part Time/Job Share, Flexible Working
Location
Aldershot, Barnstaple, Basingstoke, Bath, Bodmin, Bournemouth, Bristol, Cheltenham, Exeter, Gloucester, Havant, Newport (Isle of Wight), Newton Abbot, Plymouth, Poole, Portsmouth, Salisbury, Southampton, Swindon, Taunton, Torquay, Truro, Weston-super-Mare, Weymouth, Winchester, Yeovil
Region
South West
Closing Date
05-Feb-2025
Post Type
Permanent
Civil Service Grade
SEO
Number of jobs available
1
Job ID
2274

Descriptions & requirements

Job description

This role is for 0.5FTE and will require travel within the South West region when required. Locations for this role can be any court within the South West region.

Role Purpose

As a key part of the Regional Support Unit (RSU), the role will lead on regional performance monitoring and analysis for the region. The role will work closely with the Regional Delivery Director (RDD), Heads of Operations, the Service Improvement & Performance Lead (SIP) and other senior managers across the region to identify and understand operational performance variances and provide recommendations and support to address these. The Performance Lead will also provide expert performance advice and analytic support to help to shape future approaches to the delivery of operational services across the Region. This work will support the Regional Delivery Director in improving performance and the delivery of appropriate level of service to HMCTS users.

Reporting directly to the Head of RSU, the Performance Lead will lead the performance analysis work programmes, ensuring they are aligned with other areas of HMCTS work activity, and work collaboratively with others across the organisation to deliver business plan objectives. They will work with other managers in the RSU to matrix manage staff providing a variety of support functions for the region.

Key Accountabilities

• Ensuring relevant support is provided to the Senior Leadership Team (SLT), including the Regional Delivery Director (RDD), Heads of Operations, Service Improvement & Performance Lead (SIP) and the wider RSU ensuring that senior leaders have the information required to deliver business performance effectively.

• Provide performance reports, data analysis/interpretation and advice to assist the RDD, Heads of Operations and SIP in understanding regional performance and identifying appropriate interventions or corrective action and performance improvement strategies for services.

• Develop and manage an aggregated view of delivery performance, resources and costs across the region including contributing to the effective delegation of sitting day allocations for the region.

• Signpost to existing reports, and where necessary, coaching users, including the judiciary, in self-service of performance information.

Knowledge, Skills and Experience 

• Problem solving skills to analyse, identify, understand, and report on all aspects of regional service delivery and performance, helping to support the creation of action plans to deliver against priority areas.

• Leadership and management skills to lead and motivate teams through periods of change and uncertainty.

• Experience or knowledge of regional operations including the business planning process to understand how performance issues can impact on delivery against national and regional objectives and to be able to provide organisational and regional context to performance variations.

• Ability to plan effectively to ensure all regional performance priorities are delivered, whilst ensuring that plans are developed to meet changing or emerging operational priorities

• Excellent communication skills to be able to convey potentially complex performance data in easily understandable and engaging way.

• Knowledge of HR policies and procedures and to manage RSU staff in a matrix management context, supporting and developing people to their potential.

Problem Solving and Decision Making 

• The Performance Lead will need to investigate and analyse performance issues and understand the wider organisational context or regional circumstances that might cause or contribute to these, providing full performance analysis and expert advice to senior leaders to help them make the right decisions. This advice is likely to be persuasive.

• The role will also provide options and solution-based recommendations based on their detailed analysis of performance issues and their recommendations will carry weight with senior managers.

• In their data stewardship work, the role will actively encourage solutions to problems across the region, providing advice and guidance whilst allowing our people the autonomy to solve problems.

Management of Resources 

• Work with Head of RSU and other RSU leaders to ensure that team resources are deployed appropriately enabling the delivery of consistent standards and achievement of regional and HMCTS business objectives, providing options for the flexible deployment of the team to meet changing business priorities.

• The role will operate in a matrix management context in managing the support teams in the RSU, with joint line management responsibility for the operational support teams.

Autonomy 

• The role has a wide remit covering performance related issues for the region and will use judgement and discretion to set priorities for their work, their team, and the region taking the initiative and only escalating as agreed with the SLT or Head of RSU.

• The role will be expected to develop new and creative ways to engage and communicate with staff about data quality and performance issues but there are wider organisational protocols and guidelines that it will operate within to deliver against these.

• In developing solutions to issues the role will be expected to take independent action that will not usually require input from more senior staff. The role will have the support and guidance of the Head of RSU, Operational Performance Team in NSU, the HQ Analysis & Performance function and regional SLT when considering options, and more serious issues are likely to be escalated to more senior managers for resolution.

Key Relationships and Contacts

• The Performance Lead will engage regularly with the RDD, Head of RSU, Heads of Operations and SIP to provide accurate and informative performance data, as well as insight and advice to help them make strategic decisions affecting operational service delivery.

• The role will proactively support the building of strong working relationships across the RSU function, encouraging cross team working and capability building across all the RSU strands of work.

• The role will also provide performance reports, information, and insight to the judiciary, explaining complex information to help their audience understand the reports and make effective decisions using the data.

• The role will liaise regularly with Operational Performance Team in the NSU and the HQ Analysis & Performance team to share information and best practice as well as understand new developments or improvements in performance reporting.

• The role will create and maintain its own networks to support managers, other staff and stakeholders including the judiciary to self-serve performance information, guiding a non-expert audience through the processes.



Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

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.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

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.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

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.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please see our Disability Confident Scheme Frequently Asked Questions webpage.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.

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 Plan and the Civil Service Diversity and Inclusion Strategy.

Contact Information
If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 2274

Application form stage assessments

Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Behaviours
Leadership
Communicating and Influencing
Making Effective Decisions
Strengths
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here.
Use of Artificial Intelligence (Al)
You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
Level of security checks required
Baseline Personnal Security Standard (BPSS)