Change and Release Manager – 58033
£36,049 – £47,591
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:
Directorate: Digital and Technology Services (DTS)
Pay Band: SEO
Job Title: Change and Release Manager
Location: Flexible (With travel to other offices based in Birmingham, Salford and London when needed)
Interview Location: Video conference via Teams
Salary range: London £41,747- £47,591
National £36,049 – £41,095
Important salary details
New recruits to the Civil Service joining MoJ are expected to join at the band minimum.
Existing Civil Servants applying on promotion, will usually be appointed on the salary minimum of the new pay band, or receive an increase of 10 percent on the current base salary, whichever is higher (This is restricted to the pay maximum of the new band).
HMCTS run a Merit List, where candidates who are unsuccessful at interview, by only a few points, can be offered other roles, at the same band, for up to 12 months!
So, it is always a good idea to apply for a role, and try as best as you can at interview, as you never know what future opportunities it may open! You will be able to view your status via the application screen. If you have been added to the Merit List, your status will show either Merit or Reserve list.
Her Majesty’s Courts and Tribunals Service (HMCTS) is an agency of the Ministry of Justice (MOJ) and provides the supporting administration for the Judiciary across England and Wales. It delivers services to the public directly in court and tribunal buildings, remotely via business and service centres and digital services online.
HMCTS is embarking on a period of significant change and this includes creating high quality digital products and services, modernising the court estate, updating and replacing its technology, speeding up and streamlining working practices, refurbishing buildings to reduce maintenance costs and provide much improved services for service users, especially vulnerable witnesses and victims.
Making a real difference to people’s lives is such an integral part of working at HMCTS that we’ve built it into an agreement with everyone who works here. It’s called our people promise.
The post holder will work in the Live Operations team and report directly into the DTS Service Operations Manager. The post holder will own the Digital and Technology Service (DTS) and programme change process for digital services, they will make sure that technical changes to IT services are adequately impact assessed, prioritised, scheduled, authorised and implemented.
The role will work closely across the different programmes and product managers to ensure adherence to the Change Management process and provide governance over Change control. The Change Manager will work across multidisciplinary teams with management responsibilities over 2 other members of the change team.
- We’re looking for someone who has an extensive track record in service management and service operation with expertise in Change & Release Management. You will be an individual who likes working in a delivery focused environment with multi-disciplinary teams.
- You will have strong communication and relationship building skills and a highly collaborative team player approach as well as the ability to interact with senior stakeholders and manage feedback from multiple stakeholder groups.
- You will be someone who takes pride in representing Operations and enjoy the challenge of promoting work in the Change Management space.
- You will have great analytical skills and attention to detail, as well as the ability to work to demanding deadlines whilst ensuring quality.
- You will be motivated by an opportunity to work in a unique public service environment, and for a department that directly delivers services to the public in one of the largest transformation and reform programmes in government.
- Design and enhance key processes to ensure changes are effectively assessed by the relevant teams, approved by the correct stakeholder groups and implemented successfully
- Creatively come up with ideas and solutions that are aligned to the DTS priorities using available data where possible and advise on tactical and strategic work streams to deliver this
- Own the end to end Change Management process for DTS and other programme areas
- Act as a point of escalation for Change Management in DTS
- Collaborate with internal and external teams to promote Change Management and ensure Change Management is embedded into future systems
- Manage the complexities that come with running the Change Practice not only across programmes but also across departments and with external parties
- Provide specialist input in field to relevant projects and boards
- Lead in deconflicting change priorities between teams and projects
- Own Change Management and ensure adherence to the Change Management process, confidentially pushing back any changes regardless of the urgency if adherence is not met to safe guard live services
- Responsible for running the Change Control Board
- Collaborate across teams to ensure consistency of delivery and adherence to the change process
- Point of escalation for Emergency Changes ensuring all prerequisites are met
- Gatekeeper to the live environment, owning the change governance and process for Digital Operations
- Escalate unsuccessful changes making sure postmortem takes place highlighting areas for improvements
- Identify and lead continuous improvements activities in the change space
- A champion of change management, actively improving and optimising current processes
- Ensure the Change Control Board is effectively reviewing all production changes for compliance, accuracy, and prevention of potential production issues.
Skills & Experience
- Has broad industry experience in Change Management and is able to implement a successful Change Management process from zero to full maturity
- Has an in-depth understanding of service management framework principles & processes
- Strong experience and understanding of the digital agenda within the public sector with proven experience of building and developing relationships across a range of business areas
- Understanding and experience of Release Management Practices and processes
- Understanding and experience of the ITIL Framework
- Working product knowledge of ServiceNow and JIRA – Desirable
The following areas of Success Profiles will be used to assess and score your application during the sift, and interview.
- Experience – As demonstrated in your CV, statement of suitability, and application form
- Behaviours – We will be using the 3 behaviours below.
Key Civil Service behaviours
You will be required to provide evidence of the following key behaviours at Level 3.
Changing and Improving
- Work with others to identify areas for improvement and simplify processes to use fewer resources.
- Use technology where possible to increase efficiency. Encourage ideas for change from a wide range of sources.
- Clearly explain the reasons for change to colleagues and how to implement them, supporting individuals with different needs to adapt to change.
- Encourage an environment where colleagues know that they can challenge decisions and issues safely.
- Take managed risks by fully considering the varied impacts changes could have on the diverse range of end users.
- Encourage joined up team work within own team and across other groups.
- Establish professional relationships with a range of stakeholders.
- Collaborate with these to share information, resources and support.
- Invest time to develop a common focus and genuine positive team spirit where colleagues feel valued and respect one another.
- Put in place support for the wellbeing of individuals within the team, including consideration of your own needs.
- Make it clear to all team members that bullying, harassment and discrimination are unacceptable.
- Actively seek and consider input of people from diverse backgrounds and perspectives.
Making Effective Decisions
- Understand own level of responsibility and empower others to make decisions where appropriate.
- Analyse and use a range of relevant, credible information from internal and external sources to support decisions.
- Invite challenge and where appropriate involve others in decision making.
- Display confidence when making difficult decisions, even if they prove to be unpopular.
- Consult with others to ensure the potential impacts on end users have been considered.
- Present strong recommendations in a timely manner outlining the consideration of other options, costs, benefits and risks.
The national salary range is £36,049 - £41,095, London salary range is £41,747 - £47,591. Your salary will be dependent on your base location
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.
Flexible working hours
The Ministry of Justice offers a flexible working system in many offices.
The MoJ offers a range of benefits:
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.
The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
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.
- 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 UKor 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
- To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am – 6pm) or e mail Mojfirstname.lastname@example.org);
- To Ministry of Justice Resourcing team (email@example.com);
- To the Civil Service Commission (details available here)
The Civil Service embraces diversity and promotes equal opportunities. 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 SSCL Recruitment Enquiries Team.
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.