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Chaplaincy

Free Church Chaplain Part Time Post – 52332
£32,405 – £36,476
Winchester

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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.

This is a part time post working twelve hours and will include a required Sunday.

Overview of the job

This is chaplaincy job in an establishment which provides pastoral and faith specific care to prisoners and staff

Summary

The job holder will provide for the religious care of prisoners and staff in the Free Church faith tradition, and appropriate pastoral care for all irrespective of faith or tradition. 

The job holder will work with colleagues to ensure the delivery of the specification “Faith and Pastoral Care”, and also the broader work of chaplaincy in delivering faith and non faith based courses.  Will contribute to the process by which the Governor and Head of Chaplaincy/Profession at HQ are assured that the specification is being delivered. 

The job holder will engage with, and build contacts with their own faith community towards aiding the resettlement of offenders. 

This is a non-operational job with no line management responsibilities.

Responsibilities, Activities and Duties

The job holder will be required to carry the following responsibilities, activities and duties: 

  • Act as faith advisor in the establishment providing advice, pastoral care and spiritual welfare to prisoners, staff and their families as requested 
  • Facilitate and deliver opportunities for worship study and religious programmes 
  • Contribute towards the development of local policy, procedures and practice 
  • Provide mentoring and personal support for other chaplains and volunteers including following incidents  
  • Be part of the provision of available and accessible chaplaincy care at all times 
  • Plan and lead worship and prayer / faith specific meetings 
  • Provide pastoral care to prisoners and help to provide support and bring resolution to crisis situations where required  
  • Nurture Chaplaincy volunteers in their contribution 
  • Facilitate services provided by contractors and volunteers 
  • Work collaboratively with other Chaplains and Managing Chaplain on the maintenance and provision of facilities for worship and prayer 
  • Ensure your prison community is aware of relevant religious events and coordinate establishment support for these 
  • Acquire and distribute appropriate religious literature, supplies and materials 
  • Contribute to training programmes and materials for staff and volunteers 
  • Be proactive in forging links with their local faith communities and other agencies, as relevant and consider ways in which these communities/agencies may become involved in mentoring prisoners on release 
  • Participate in developing ways for improving and achieving Service Delivery Indicators (SDI) 
  • As required, undertake and ensure that all relevant administration, data collection and analysis including relevant SDIs are collated 
  • Be part of the organisation and delivery of Faith Awareness Training for staff 
  • Take responsibility for your own spiritual health and development, allowing time for private prayer, study and retreat 
  • Provide appropriate support to the establishment in the absence of the Managing Chaplain. 
  • Actively support the Assessment, Care in Custody and Teamwork (ACCT) process
  • Attend relevant boards/meetings and actively contribute either as chair or team member 

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 

Competencies

For the purpose of selection the following competencies will be measured:

  • 3. Making Effective Decisions 
  • 4. Leading and Communicating 
  • 9. Managing a Quality Service 
  • 11. Achieving a Safe and Secure in Environment
  • 13. Caring 

Essential Skills/ Qualifications/ Accreditation/ Registration    

All Free Church chaplains are trained faith practitioners in their own communities. They are accountable to, and accredited by an eligible denomination as listed on the Free Churches Group website. They will either:

  • Be a minister (lay or ordained) of a Free Church denomination which is a member of the Free Churches Group, or
  • Be a minister (lay or ordained) of a Free Church denomination which is listed by the Free Churches Faith Advisor as an ‘Additional Denomination’. 

Denominations listed as an “Additional Denomination” will satisfy all of the following:

  • have a distinctive Free Church theology;
  • be national members of either Churches Together in England or Cytun;
  • have formally requested inclusion on the ‘Additional Denomination’ list;
  • have agreed to abide by the “Joint Working Protocol for Prison Chaplains” established between the Free Churches Group, Churches together in England and Cytun.

Non-ordained Chaplains will have completed a level of study in a theological or biblical discipline which enables them to be recognised by their denomination as a non-ordained minister. 

Formal endorsement of the candidate’s denominational accreditation will be required from the Free Churches Faith Advisor to HMPPS . 

Church leaders at a regional or national level, i.e. Moderators, Chairs, Regional Ministers etc. will be asked to provide written confirmation to the Faith Advisor attesting to the credentials, qualifications and accountability of each candidate (This evidence will be required before appointment and thereafter periodically according to HMPPS vetting policy) 

Formal endorsement from the candidate’s own denomination will be required via the Free Churches Faith Advisor. Senior church leaders to whom the volunteer chaplain would be actively accountable will be asked to provide written confirmation attesting to the credentials, training plan and accountability of each candidate sponsored by their denomination (This evidence will be required before appointment and thereafter periodically according to HMPPS vetting policy and will be required whenever a volunteer chaplain seeks to take up a paid chaplaincy role). 

Continuing Professional Development (CPD) In order to maintain endorsement by the Free Churches Faith Advisor all chaplains will be required to demonstrate regular ongoing reflection or training contributing towards their professional development as ministers. This will be recorded and assessed on an annual basis by the Free Churches Faith Advisor.

Hours of Work and Allowances    

Unsocial Hours Working 

This role requires working regular unsocial hours and a 17% payment will be paid. Unsocial hours are those hours outside 0700 – 1900hrs Monday to Friday and include working evening, nights, weekends and Bank / Public holidays.

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). 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 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.

Benefits

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

Pension

-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

Training

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

Eligibility

-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: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.