86352 - Staff Engagement and Data Manager, HEO, Judicial Office
Role title: Staff Engagement and Data Manager
Team/Directorate: Judicial Office: Business Support Team
Overview of the role: The Judicial Office
The Judicial Office (JO) reports to, and is accountable, to the Lord Chief Justice and was established in 2006 to provide support to him and to the wider judiciary following the Constitutional Reform Act 2005. In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.
The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HMCTS, the Ministry of Justice (MoJ) and others across Government as well as with the legal professions.
We are an Arm’s Length Body sponsored by the Ministry of Justice. This creates an interesting and complex environment in which to work where we agree our priorities with the senior judiciary and receive our funding to deliver them from the Ministry of Justice. The Judicial Office has been through a period of significant growth resulting from an expansion of our remit and responsibilities.
Overview of Business Support Team.
The Business Support Team sits at the centre of the Judicial Office with a broad corporate portfolio that includes responsibility for People Services. We are a London based team and currently spend at least 40% of our time on site but this will be increasing to 60% in line with the wider Civil Service.
The team is led by the Head of Corporate Services and provides a wide range of support, advice, assurance and services for Judicial Office staff and to the Judicial Office Management Board. This includes accommodation, health & safety, people survey, staff engagement, business continuity, learning & development, people services, risk management, financial planning and budget management & forecasting. The team also work closely with specialist teams in the wider Ministry of Justice and Whitehall.
The growth of the Judicial Office has resulted in a larger and more complex staff landscape, and we are looking to build our use of People Data and strengthen our Staff Engagement through the development of a new People Services Function within the Corporate Team.
Summary:
The Staff Engagement & Data Manager will report to the Head of HR Operations. They will have responsibility for coordinating activity around the annual people survey working directly to the Head of People Services and the Head of Corporate Services. Responsibilities will include planning for the launch of the survey, analysing the results from the survey and co-ordinating the development of action plans that focus on agreed priority areas for action.
The postholder will coordinate staff engagement activity under the leadership of the Head of People Services and the Head of Corporate Services and will work with senior leaders in the organisation to develop and deliver a programme of activity that builds staff engagement. There will be a good degree of autonomy in this role for the postholder to shape and influence the approach.
The postholder will also be responsible for one source of truth in staff data including maintaining staff charts, supporting regular reporting and deep dives into key people data. The role will include the analysis of key people data including people survey results and the provision of reports to the JO Management Board and senior leadership teams to support their decision making.
This is a varied and interesting role where you can build your career and develop your people and data skills.
Responsibilities, Activities & Duties:
Key responsibilities include :
People Survey:
Ownership of People Survey activity for Judicial Office including:
- Working with Judicial Office Management Board/Deputy Directors on structure of People Survey reporting hierarchy for JO
- Collaborating with Ministry of Justice People Survey Leads and supporting People Services lead on the complete People Survey journey
Staff Engagement
- Champion staff engagement and lead on the design and delivery of cross-organisation engagement events.
- Support Head of People Services and Head of Corporate Services on Engagement strategy development and implementation
- Management of engagement plans/activity grids/forward looks
- Work effectively with the Internal Communications team to maximise the use of communication channels to build staff engagement
Judicial Office theme support
- Membership of five development theme groups as engagement expert and thematic lead
- Ongoing support and direction for the theme activities, including alignment with Civil Service People Survey priorities
- Building and maintaining connections and links between the themes
- Advice and assurance to the Management Board on progress with action plans owned by thematic leads
Reward and Recognition assurance, budget reconciliation/reporting
- Quarterly deep dive for Management Board into reward and recognition covering use of the budget and compliance with policy
- Provide reports for Deputy Directors and Judicial Office Management Board on use of budget
- Provide benchmarking advice and assurance on proposed nominations
Manage the R&R Budget
Staff Charts and Staff Data
- Responsible for one source of truth on staff data through maintenance of staff charts
- Provision of timely and accurate reports to stakeholders
- Assist teams across the Business Support team to streamline and support onboarding and offboarding staff throughout the year.
- Supporting Head of People Services on production and presentation of data that supports wider Organisational Design work
Engagement/liaison
- Regular liaison with Management Board across the year on Engagement activities and providing recommendations for actions drawing on Ministry of Justice/Civil Service activities in this area.
- Liaison across the year with Ministry of Justice People Insight, Experience and Information team
- Manage relationships with ALB engagement community
- Team communication single point of contact facing out to Internal Communications and the coordination point internally for all corporate communication activity and plans.
Core behaviours
• Communicating and Influencing (LEAD)
• Changing and Improving
• Working together
• Making Effective Decisions
• Developing self and others
Interpersonal Skills
• Good oral and written communications
• ability to communicate confidently with seniors
• Able to interpret large quantities of data and draw conclusions from your analysis
• Able to work collaboratively with a wide range of stakeholders to move things forward
• Able to relay clear and accurate messages to stakeholders
Essential Knowledge, Experience and Skills:
Experience of working on the annual People Survey
Confident user of Excel to support data analysis and presentation of results in a clear and digestible format
Desirable Knowledge, Experience and Skills:
It is desirable that you have:
• Experience of working on Staff Engagement activity
• experience of working across different stakeholder groups
• are confident working with numbers and have a good understanding of how to use data to support decision making
• Experience of working with sensitive or confidential materials. An understanding of the corporate function and its role in supporting the business
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). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.
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.
MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.
All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.
Flexible working hours
The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ 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 MoJ’s 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.
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.
Pension
The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
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 employees.
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 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
- To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);
- To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
- 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.
For more information on applying for a role as a candidate with a disability or long-term condition, please see our Disability Confident Scheme Frequently Asked Questions webpage.
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.
08/05/2024, 23:55 hours.
To apply for roles in MOJ you will need to confirm your employment history for at least 3 years prior to the date of application so that pre-employment checks (BPSS) can be undertaken. If you have spent significant time abroad (a total of 6 months in the past 3 years) you would be required to give a reasonable account of the reasons why.
For some roles you will be required to successfully complete National Security Vetting at Counter Terrorism (CTC), Security Clearance (SC) or Developed Vetting (DV) level as a condition of appointment. To meet CTC/SC/DV requirements you will normally need to have been resident in the UK for at least 3/5/10 years prior to the date of application (The level of checks that are required are stated in the advert).
If you do not meet the above requirements, you may still be considered if, for example:
- You've been serving overseas with HM Forces or in some other official capacity as a representative of HM Government
- You were studying abroad
- You were living overseas with parents
In such cases you will need to be able to provide referee cover for the period(s) of residence overseas. The duration of overseas residence and the country of abode will also be taken into account.
Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.
We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.
Application form stage assessments
Use of Artificial Intelligence (AI)
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.
Interview stage assessments
A Great Place to Work for Veterans
The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit : https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans
Redeployment Interview Scheme
Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.
MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidate's will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.
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
This Vacancy is closed to applications.