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Senior Leadership

Deputy Governor without Function – HMP Huntercombe – 50561
£42,626 – £51,154


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:

Applications accepted from DGAC/IMSC accredited candidates including those pending IMSC results 2021.

Overview of the job

This is a senior management job in a benchmark establishment.


The job holder will lead on the daily operations of the establishment on behalf of the Governor.

The job holder will have responsibility for influencing and championing national policy and its direct delivery effecting prisoners and staff.

This is a operational job with line management responsibilities

Responsibilities, Activities and Duties

You will be required to carry out the following responsibilities, activities and duties:

  • Provide leadership, direction and mentoring for managers and staff within the establishment through briefings building formal and informal relationships, and effective communication on behalf of the Governor
  • Promote Prison Service policy in all activities and behaviours by promoting diversity, decency, safety and reducing re-offending agendas
  • Contribute to the preparation of the establishment contingency and emergency plans and ensure implementation when required.
  • Contribute to the strategic thinking, effective ways of working and finding solutions for failing Service Delivery indicators (SDIs)
  • Contribute to the development and delivery of the medium-to-long term strategic and business plan for the establishment and continuous strategic development of the establishment through the SMT
  • Responsible for ensuring that Heads of Functions adhere to action plans as a result of Her Majesty’s Inspectorate of Prisons (HMIP), Standards Audit Unit (SAU) and Measuring the Quality of Prison Life (MQPL) findings/reports
  • Ensure that all managers and staff within the functions are held accountable for providing decent conditions and that a safe working environment is maintained for prisoners and staff
  • Carry out Adjudications and monitors the fairness and consistency of those carried out by Head of Functions, with responsibility for chairing local grievance appeals and attendance support hearings appropriate to level
  • Contribute to local employee relations maintaining and building relationships and partnerships where possible to facilitate negotiations with trade unions
  • Oversee the Duty Governor rota for Heads of Function
  • Responsible for authorising actions required under Regulation of Investigatory Powers Act (RIPA) taking responsibility for the local corruption prevention contact
  • Oversee the decisions made around Release On Temporary License (ROTL), Recategorisation and Home Detention Curfew (HDC) following appropriate risk assessments
  • Chair and represent the establishment at internal and external stakeholder / community meetings including Category A reviews and monthly security committee, setting objectives and direction of works and reviewing any current threats when required
  • Respond to confidential access requests and complaints for the Governor
  • Responsible for authorising the Use of Force and tornado team when required
  • Manage devolved budgets in accordance with the financial procedures outlined in the budget delegation
  • Contribute to the establishment’s overall achievement of (SDIs) and standards and lead on the performance and delivery of targets relating to the budget and People Plan
  • Ensure the SMT are visible throughout the establishment and personally carry out regular visits to all areas
  • Responsible for authorising actions required under RIPA and managing the local corruption prevention contact

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The Job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation scheme and shall be discussed in the first instance with the Job Holder.


  • Delivering at Pace
  • Leadership
  • Communicating and Influencing
  • Working Together
  • Managing a Quality Service
  • Developing Self and Others
  • Making Effective Decisions

Technical Requirements

Successfully accredited by passing both the Deputy Governor Assessment Centre (DGAC) and the Deputy Governor & Governor Incident Management Silver Command (IMSC) Assessment


£42,626 - £51,154

Additional Information

Working Arrangements & Further Information

For nationally advertised campaigns, candidates will be appointed to their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed with the successful candidate(s) on the completion of pre-employment checks.

Some of MoJ’s, including HMPPS, 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 working hours for this post are 37 hours per week excluding breaks which are unpaid.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate’s Business Unit, which should be obtained before confirmation of appointment.


Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment


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

Work Life Balance

HM Prison & Probation Service  (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers


HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles


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

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist

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

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: