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General Information

Salary
£44,100 - £46,000
Working Pattern
Full Time, Part Time, Flexible Working
Vacancy Approach
Cross Government
Location
Chelmsford, Huntingdon, Stevenage
Region
East of England, South East
Closing Date
22-Apr-2025
Business Unit
AGY - NOMS Agency
Post Type
Permanent
Civil Service Grade
Other
Number of jobs available
1
Reserve List
12 Months
Job ID
4588

Descriptions & requirements

Job description

Job Summary: Change Manager at HMPPS

The change delivery and system team oversee the HMPPS governance for change referred to as the Gateway Management System (GMS). The GMS is used to triage/approve change activity through to delivery and completion. 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. To be flexible and visible with key stakeholders through virtual and in person attendance in prison and probation sites at area/group/regional meetings such as SMTs, governance boards etc as required.

Compliance: Ensuring compliance with the 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.

Additional Information

Potential applicants who would like to know more about the roles can attend any one of the following briefings

15th April 2025 11:00-12:00 

22nd April 2025 12:00-13:00

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). 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. 

Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS 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 HMPPS’ 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, plus public holidays. Leave for part-time and job share posts will be calculated on a pro-rata basis

Pension

The National Probation Service is covered by the Local Government Pension Scheme (LGPS) run through the Greater Manchester Pension Fund (GMPF).  Please visit www.gmpf.org.uk for further information.

Please note: Any current Civil Servant who is a member of the PCSPS, by accepting an offer of employment to the National Probation Services will be opted out of the PCSPS and auto enrolled into the Local Government Pension Scheme.

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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

All candidates are subject to security and identity checks prior to taking up post.

Vacancies advertised “cross-government” are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

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.

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 TBS Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

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.  

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

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) https://www.gov.uk/settled-status-eu-citizens-families
  • 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) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.
Contact Information
For further information relating to this post, please contact Tolu Akinmola via email: tolu.akinmola@justice.gov.uk
 
MoJ:

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

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference

Application form stage assessments

Behaviours
Behaviours Application Form Question Word Limit
250
Changing and Improving
Delivering at Pace
Developing Self and Others
Making Effective Decisions
Managing a Quality Service
Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
Interviews will be face to face at Probation Service Argyle House, Argyle Way, Stevenage, SG1 2AD
Behaviours
Changing and Improving
Delivering at Pace
Developing Self and Others
Making Effective Decisions
Managing a Quality Service
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.

Other Assessments

Which assessment methods will be used?
Presentation
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
Enhanced Baseline Standard (EBS)