20028 In-post Appointments and Exiting Team Leader

Summary:

As Admin and Complex Appointments Leader the role holder will be required to support an efficient complex appointments and off boarding service to the senior judiciary and the Lord Chancellor in relation to their responsibilities to judicial office holder appointments process (Courts Tribunals and Magistracy).

Responsibilities Activities & Duties:

Working to the Head of Admin & Complex Appointments providing quality and timely advice to the senior judiciary and the Lord Chancellor in relation to their statutory and non-statutory judicial appointments responsibilities.

This will include assisting the G7 in the successful delivery of the complex appointments which involves high quality advice and collaboration with a range of other Government Departments e.g. Investigatory Powers Commissioners Office.

• To provide leadership of a diverse team and support the management of development and performance to ensure the team is working to its greatest potential.
• To oversee the provision of accurate and timely advice to the Lord Chancellor the Lord Chief Justice the Senior President of Tribunals and the Senior Presiding Judge on senior judicial or ministerial approval for off boarding appointment matters such as resignations retirements. and those complex appointments which require liaison with other government departments e.g. The Investigatory Powers Tribunal.
• Responsibility for providing quality advice for the transfers within Local Justice Areas and the long service reports for the Magistracy.
• To embed continuous improvement within the team using quantitative information to inform decision making and review best allocation of resources. Providing management reports and updates on any projects the team is progressing.
• To review the processes within the team for non-JAC appointments; to improve the transparency diversity and cohesion across a variety of appointments.
• To implement new ways of working to business as usual whilst balancing the demands on the team. This will include how to review and manage the administrative functionality in the most efficient and effective way for our customers and stakeholders.
• Working with HMCTS Private Offices MoJ Pay and Pensions and as appropriate the JAC to ensure the timely approval of the appointment of judicial office holders to sit in retirement and of other ad hoc appointments/authorisations.
• To make sure submissions prepared by the team follow the approved templates and guidance making sure the advice is clear and succinct using correct legislation.
• Providing advice and support to the senior judiciary on complex appointments; considering the wider impact of the decision. This will include attending meetings with the senior leadership judiciary as appropriate e.g. providing updates support and producing other briefing as required.
• Develop a collaborative way of working with SEO colleagues in the Onboarding Team as well as colleagues in Relationship Management that will ensure a seamless systematic approach providing clarity for Judicial Office Holders and the Department through collaborative working and shared knowledge of the whole appointments system.
• Ensure that all trackers are current and relevant using the data to allocate resources in the correct areas report to senior management on team performance and evidence barriers or areas for improvement.

The individual will be expected to cover and provide seamless leadership across all offboarding & onboarding areas of appointments in the courts tribunals and magistracy where necessary during colleagues periods of absence.

• Excellent stakeholder management skills.
• Management experience.
• Confident decision maker able to work independently and as part of a team.
• Identify potential issues for the future and propose solutions ahead of the issues becoming problems to deliver better quality services and products.
• Driving change to continue to improve the knowledge and skillset across the team and the ongoing support to the judiciary.

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 everyones circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles: All successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) See Map. All employees will be expected to spend a minimum of 60% of their working time in an office subject to local estate capacity).

For current MoJ employees your base location will need to be changed to the nearest viable office (to your home postcode) either at a HQ building JCC or JSO within the National Office Network and moved its locations respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJs 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 MoJs 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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised cross-government are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners rules.

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 orChildcare Choices.You can determine your eligibility at
• Paid paternity adoption and maternity leave.
• Free annual sight tests for employees who use computer screens.

Working for the Civil Service

TheCivil Service Codesets 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 Commissionsrecruitment 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 Transformative Business Services (0 (Monday to Friday 8am - 6pm) or e mail);
• To Ministry of Justice Resourcing team();
• To the Civil Service Commission (details availablehere)

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 TBS Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition please watch our animated videos.

Diversity & Inclusion

The Civil Service is committed to attract retain and invest in talent wherever it is found. To learn more please see theCivil Service People Planand theCivil Service Diversity and Inclusion Strategy.

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed as part of the Redeployment Interview Scheme to providing opportunities to those who are at risk of redundancy.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

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)
• 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)

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