Hub Manager HMP/YOI Lincoln – 34665
£27,021 - £30,415
We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity
This is a Band 5 Hub Managers Role. The vacancy is currently Intelligence, however, in addition, there are Safer Custody, Activities, People, Business and OMU Hub Manager roles also within the Establishment. There will be an expectation to rotate roles in line with the staff rotation policy.
Overview of the job
This is an administrative managerial job within an establishment.
The post holder will be responsible for overseeing the provision of strategic and tactical intelligence analysis within establishments.
The post holder will play a critical leadership and management role in developing the intelligence picture on a range of threats impacting on the establishment.
This job requires no operational experience. However, knowledge of prison operating environments and a working knowledge of intelligence practice is essential.
This post has line management responsibility of establishment based Intelligence Analysts and Collators.
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
- Have keen oversight and management responsibilities (along with Security CM) for ensuring policy is applied and followed.
- Ensure that intelligence products are prepared by the Prison Intelligence Unit and delivered to the establishment in line with the HMPPS Intelligence Policy, the National Security Framework (NSF) and Local Security Strategy (LSS).
- Take responsibility for the tasking of analysts and act as a conduit between the Prison Intelligence Unit and other functions across the establishment; ensure that terms of reference for intelligence analysis products are appropriate and realistic.
- Obtain and evaluate information for intelligence analysis for non-routine or sensitive subject or problem profiles; applying structured analytical techniques to create intelligence analysis products to support decision making.
- Ensure that analysis of local MDT results is completed, providing reports to the Head of Security and the local drug strategy committee.
- Ensure that good intelligence analysis is prepared and submitted for use in intelligence led tasks such as searching, non-random drug testing, mobile phone detector deployment, allocations of dog resources, debriefing and larger operations requiring the deployment of regional SOCT and national teams.
- Act as the local system administrator for Mercury, approving new accounts and ensuring that all users have signed and understand the SyOPs.
- Complete monthly quality checks on the content of local Mercury reporting, analysis, assessment and processing requirements; providing advice, guidance and potentially initiating performance management procedures when agreed standards are not met.
- Manage person of interest databases including E-List prisoners, prominent and development nominals, PRAS nominals, organised crime group mapped nominals and visitors of interest etc., updating with new intelligence as received and communicating with decision makers to ensure reviews and actions are completed within agreed timescales.
- Complete quality assurance checks on requested intelligence reports to ensure they are completed, sanitised and disclosed in line with HMPPS policy.
- Review and maintain the effectiveness of local analysis processes.
- Ensure that a system is in place for actions resulting from IRs and intelligence product to be communicated and followed up appropriately.
- Manage access to the PIN phone system, approving new accounts and ensuring back-ups are completed and product is retained in line with specified timescales. Ensure any applications for and monitoring of communications including mail, PIN phones and CCTV is done in strict adherence to HMPPS policy and legislation.
- Act as the nominated point of contact for ViSOR, ensuring processes are in place to update intelligence for prisoners who are partnered on the system within agreed timescales.
- Liaise with the Head of Security and provide advice on the range of tactics (both overt and covert) that may be available to maximise the collection of intelligence for individual problem profiles.
- Investigate and ensure all prisoner complaints related to intelligence practice are responded to within agree timescales.
- Ensure intelligence analysis is provided and represented at local tasking meetings, security committee meetings, IDRM, Safer Custody and any other meetings where intelligence will be relied upon for decision making purposes.
- Provide assistance to the local Counter Corruption Lead, ensuring intelligence related corruption processes are in place and that intelligence analysis is allocated appropriately to specific cases. Completing quality assurance checks on any corruption related intelligence products prior to onward dissemination. Promoting a culture where corruption is not tolerated, ensuring that staff are encouraged to submit IRs on suspected inappropriate behaviours.
- Be the local intelligence subject matter expert. Work closely with regional CT teams to support the pathfinder process and ensure all aspects of the current policy are adhered to. Work with local SMT and external stakeholders to ensure that local analytical products meet the required needs – seeking and acting on feedback
- Management of Relationships
- Be responsible for the management of all staff within the Prison Intelligence Unit. This includes staff performance, development and annual appraisal through to sickness absence management.
- Maintain an excellent working relationship with Security and Operations Custodial Managers to maximise opportunities to exploit intelligence and disrupt prisoners and with the Police Intelligence Officer and/or the Police Liaison Officer.
- Ensure that positive relationships are maintained between the Prison Intelligence Unit and the Regional Intelligence Unit (RIU or LTHSE teams), to ensure effective collaboration in areas such as Organised Crime, Counter Corruption, Counter Terrorism (CT) and Covert Activities etc. Acting as first point of contact for relevant external stakeholders. In conjunction with the local counter corruption lead, liaise with the regional counter corruption lead and work closely with the police and other external partners on all local corruption related matters.
- Act as the establishment SME to link with regional SOCT teams and be the main conduit to ensure SOCT regional teams are used effectively on behalf of establishment.
- Build productive working relationships with the wider analytical community in HMPPS, with related data analysis functions and with law enforcement partners to develop quality intelligence products.
Undertake other management/administrative tasks including:
- Contribute towards the development of local policy, procedures and practice and ensure consistency of application.
- Manage devolved budgets related to intelligence in accordance with the financial procedures outlined in the budget delegation and resources to deliver the activities within the Prison Intelligence Unit and contribute to short and medium term business planning processes.
- Manage a safe working environment for staff for the team and visitors to the prison intelligence unit. Ensure health and safety legislation is followed and safe systems of work and risk assessments are completed in a timely manner, with any faults or non-compliance being reported promptly.
- Attend relevant meetings as and when required to provide feedback on good practice examples, to promote awareness for better and more efficient ways of working.
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.
An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.
- Changing and Improving
- Communicating and Influencing
- Working Together
- Managing a Quality Service
- Making Effective Decisions
- A practical working knowledge of the intelligence cycle is essential.
- Knowledge of local processes would be an advantage.
- Able user of MS Word and MS Excel.
- Information collation and analysis.
Job holders must complete any specific training related to their role in accordance with the HMPPS Intelligence Policy.
Newly promoted staff to the following Band 5 first line manager roles (Hub Managers, Custodial Managers and Facilities & Services Managers) in Establishments are required to complete a qualification as part of their work objectives where these training packages are available.
Staff that have mapped or re‐graded to Band 5 who have previously worked at an equivalent level will not be required to undertake the qualification.
All external staff joining as a Band 5 Hub Manager or Facilities and Services Manager in an Establishment are required to complete the qualification where available.
- Able to deal effectively and assertively with staff at all levels.
- Able user of MS Word and MS Excel.
- Information collation and analysis.
Managerial experience is preferred.
Any applicant that has applied for a Hub Managers Role at HMP/YOI Lincoln within the past 12 months need not apply.
Working Arrangements & Further Information
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.
-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
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 provide 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 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.
The Civil Service embraces diversity and promotes equality of opportunity.
There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria.