Assistant Portfolio Director - Safeguarding (Secondment)
Job summary
HMICFRS independently assesses the effectiveness and efficiency of police forces and fire and rescue services – in the public interest. We promote improvements in policing and fire and rescue services to make everyone safer.
We are independent of the Government, police and fire and rescue services. We ask the questions that we believe the public wish to have answered and produce major reports that shine a light on issues at the very heart of policing and fire and rescue services.
Our reports are widely covered by the media and help inform the public of the performance of their local police forces and fire and rescue services. You can find out more about HMICFRS on our website and see some of our recent reports.
Working at HMICFRS gives you an opportunity to make a real difference to the quality of local police and fire and rescue services and the lives of the public.
HMICFRS is a unique organisation with staff seconded or loaned from across the Civil Service, police forces and fire and rescue services. We set ourselves high standards, taking great pride in the quality of work we achieve and the opportunities we create for our staff.
This role is designated as a Home Worker / Remote Access Worker position. The successful candidate will normally work remotely using their home as their base location and will be required to travel to inspections, meetings, training events and HMICFRS offices as required. Home Worker status applies to directly employed HMICFRS staff, whilst Remote Access Worker (RAW) status applies to secondees.
As our inspection work takes place across forces throughout England and Wales, successful candidates will be required to travel regularly, including overnight stays where necessary to support inspection activity. Travel, accommodation and subsistence costs will be reimbursed in accordance with HMICFRS policy.
For administrative purposes, you will be attached to one of our offices in Birmingham, London or Salford.
Find out more
If you would like to talk to someone about this role and what it’s like working for HMICFRS we would be pleased to hear from you. Please contact Simon Gawthorpe, Deputy Portfolio Director Simon.Gawthorpe1@hmicfrs.gov.uk
Job description
We are recruiting for an Assistant Portfolio Director (APD) to join our dynamic PEEL team.
The PEEL portfolio team leads the inspection of police forces to assess police effectiveness, efficiency, and legitimacy (PEEL). We report on these aspects of policing at a force level, as well as drawing out national themes in thematic reports.
Through this work, making evidenced based observations and assessments, you will be driving real improvements in the overall safety and performance of our police services.
Working as an Assistant Portfolio Director (APD), you will play a leading role in the design, planning, analysis and reporting of our PEEL force inspections.
This post is the question lead for question 7 – safeguarding. You will be responsible for the way in which HMICFRS inspect how police forces work to identify and safeguard vulnerable adults and children.
Additionally, you will lead on a number of allocated corporate responsibilities on behalf of the team.
We are looking for talented individuals who have the drive, enthusiasm and skills to be part of HMICFRS. You will need to be inquisitive and have the ability to assess data and performance objectively.
You will be expected to form constructive relationships that will enable you to work closely with those we inspect, providing challenge, and identifying areas for improvement and to share best practice.
This opportunity is only open to those who currently work within a police force within England and Wales, and are of the following rank: superintendent / police staff equivalent on level transfer, or substantive chief inspectors or police staff equivalent on temporary promotion to their next grade.
Responsibilities:
Design, plan, and implement the PEEL Assessment framework for your subject matter area.
Develop and maintain effective working relationships across government and with local and national policing agencies, including convening External Reference Groups as required.
Lead and manage small teams of associate inspectors and inspection officers, as required.
Undertake inspection activity, including leading interviews, focus groups and reality testing, and making judgments as required.
Identify and analyse national themes, using evidence to draw conclusions, make meaningful recommendations and track improvements.
Undertake high quality research, prepare briefings and respond to correspondence for and on behalf of HMICFRS.
Research and draft bespoke subject matter area reports to address specific issues and areas of particular public interest.
Deputise, if required, for the Deputy Portfolio Director, including chairing and/or representing HMICFRS at meetings, and presenting and explaining the inspection programme and its findings to internal and external partners.
Take an active role in managing and developing staff, including using mentoring and coaching techniques.
Have a number of corporate responsibilities commensurate with the role.
The post is designated as full time, homeworking and cannot be considered for part time working.
Person specification
Essential criteria
All applicants must be currently employed by a police force within England and Wales and meet the above rank criteria. All applicants are also expected to have the following skills:
- Recent experience of providing strategic leadership for safeguarding arrangements within a policing context, supported by a comprehensive understanding of operational safeguarding practice and a sound working knowledge of relevant safeguarding legislation, statutory guidance and its application within policing.
- Experience of presenting to and building effective relationships with senior-level stakeholders and partners, with proven experience of influencing, engaging and working collaboratively at a senior level.
- Experience of analysing complex, incomplete and sometimes conflicting information, identifying key themes and issues, and presenting clear, well-considered, evidence-based conclusions.
- Strong oral and written communication skills, with experience of preparing clear, structured reports, papers and briefings to a high standard, alongside effective use of Microsoft Office applications.
- Experience of leading, managing and motivating teams to deliver high-quality outcomes, including the coordination of complex operational activity, programmes, projects or inspections, as well as performance management, planning, prioritisation and delivery to deadlines.
Desirable criteria
- Experience of inspection, audit, assurance or scrutiny activity within a policing or public sector environment.
Behaviours
We'll assess you against these behaviours during the selection process:
- Working Together
- Making Effective Decisions
- Changing and Improving
- Communicating and Influencing
- Seeing the Big Picture
Benefits
Learning and development tailored to your role
We are committed to investing in our staff and providing all staff with opportunities to maximize their skills and achieve their potential. We offer a range of work-based training and development opportunities including access to coaching and mentoring, and five days volunteering per year. HMICFRS has an Inspection Development Programme and linked accreditation process that all inspection staff undertake in our organisation. The scheme is approved by Skills for Justice and is based on you demonstrating competencies against a framework of role-specific tasks. The expectation is that all new inspection staff will complete a portfolio of evidence within agreed timescales (normally 12 months) and once this is complete it will be assessed by a trained assessor.
An environment with flexible working options
We promote flexible working that balances professional and personal commitments. We support virtual and smart working, making best use of our technology and building collaborative working models to help all staff to work from home and/or in the office in a ‘hybrid’ way.
A culture encouraging inclusion and diversity
The diversity of our people is a real asset to HMICFRS. We are committed to creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best. We particularly welcome applications from candidates from ethnic minority groups and people with disabilities, as they are currently under-represented within this grade level.
Things you need to know
Artificial intelligence
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.
As part of the application process, you will be asked to complete:
- CV detailing job history/qualifications/skills. (The CV is for information purposes only and will not be marked.)
- Personal Statement (maximum 1000 words).
- Evidence of the Behaviours: As listed in the advert (These are set at the maximum of 250 words per Behaviour. To note the lead behaviour is working together.
Further details around what this will entail are listed on the application form.
Please note that your personal statement should be aligned to the essential criteria detailed within the job description.
Please ensure you reference in your personal statement which force you are currently employed. Failure to make this clear in your application form may result in your application being withdrawn.
For guidance and information on how to construct your application (CV, Personal Statement and Behaviours), you are encouraged to visit Civil Service Careers website.
Sift
The sift will be held on: Personal Statement/Lead Behaviour/the full behaviours listed in the advert.
The first stage of the sift will be carried out on your personal statement which should be aligned to the essential criteria. If you do not meet the essential criteria, your application will not progress further. For those who do meet the essential criteria, their application will progress to the second stage of the sift.
The second stage of sift is based on the lead behaviour Working Together.
If your application progresses to a full sift, all behaviours listed in the advert will then be assessed.
Interview
If successful at sift stage, you will be invited to an interview where you will be assessed against the Success Profiles behaviours and experience based on the essential criteria stated in the advert.
Sift and Interview Dates
We will endeavour to conduct the selection process in line with the dates indicated below, but cannot guarantee that these will not, where necessary, be revised.
Sift – w/c 21st Sept
Interviews by Video link – w/c 12th Oct
A reserve list may be held for a period of up to 12 months from which further appointments may be made. There is no guarantee that being held on a reserve list will lead to a job offer.
Behavioural statements
You need to provide specific examples of when you have demonstrated particular skills or qualities for each of the five Civil Service behaviours listed. Your examples must also show how you meet the Essential criteria and skills listed in the job description.
We recommend that you use the Situation, Task, Action and Result (STAR) method to help make sure your examples are clear and highlight your skills and qualities. Each example should set out what you have done, how you completed the task and the results of this action to allow the panel to assess how you meet the required behaviours.
Please make sure you have provided sufficient information – it is not enough to submit a list of bullet points. Please refer to the Success Profiles (opens in a new window)to make sure you are familiar with what is required for each behaviour. You will not be expected to meet every single aspect of every behaviour but must show a good range or depth for each behaviour to be successful at the sift stage.
A reserve list may be held for a period of up to 12 months from which further appointments may be made. There is no guarantee that being held on a reserve list will lead to a job offer.
Information for secondee applicant;
Remote Access Worker (RAW)
Your home address will be used as your operational base for travel and expense purposes. You will primarily work remotely and travel to inspections, HMICFRS offices, meetings, training events and other work-related activities as required. This designation is typically used for secondees and reflects the way the role is accessed and delivered rather than a contractual home-working arrangement.
Remote Access workers, as part of the secondment will not be entitled to London Weighting Allowance. You will be required to attend HMICFRS offices or other locations on a regular basis, and your travel, accommodation and subsistence costs will be reimbursed according to HMICFRS policy.
These roles are open only to currently serving police officers or current serving police staff equivalent.
The role will involve regular travel and overnight stays.
Secondees can be appointed to HMICFRS for a maximum of 4 years – this includes new and previous postings.
Candidates who have served for the maximum tenure length, cannot be reappointed for 12 months from the date their previous secondment ended.
Candidates will need their Force to complete the Approval Form (see attachment). Please return your completed approval from to HMICFRS Recruitment mailbox recruitment@hmicfrs.gov.uk. This should be sent before the advert closing date. Without this form supporting your application and confirming release for secondment we cannot proceed with your application.
Allowances:
Your full-time employer will continue to pay your salary as well as any allowances including compensatory grants and pension contributions to which you are entitled. Your force will then invoice HMICFRS for the amount. While on secondment, you will be entitled to a central service allowance of £1,260 per annum (non-pensionable).
Please be aware that this role can only be worked within the UK and not overseas.
Please note: As part of our pre-employment checks, if you have previously worked within
HMICFRS and your proposed start date falls within 12 months of a previous exception appointment, we are required to seek prior approval from the Civil Service Commission.
Additionally, if your proposed salary exceeds that of a Senior Civil Servant Pay Band 2 (SCS PB2), we must also seek prior approval from the Commission before confirming your appointment.
Any provisional offer of employment will therefore be subject to this approval, in addition to the successful completion of all relevant pre-employment checks.
Further information
A reserve list may be held for a period up to 12 months from which further appointment may be made.
If you are successful in this position and choose to accept the provisional offer for this role, you will be removed from all other Home Office reserve lists at the same grade.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.
If you are invited to an interview you will be required to bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.
Please see the attached list of acceptable ID documents.
You will need to meet the nationality requirements for this role and obtain the necessary security clearance to take it up. For meaningful security checks to be carried out, individuals need to have lived in the UK for a sufficient period of time. Learn more on our website. Security Checks - Home Office Careers
For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV. A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.
Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter
For further information on National Security Vetting please visit the Demystifying Vetting website.
New entrants are expected to join on the minimum of the pay band.
Transfer Terms: Voluntary
Any move to the HMICFRS from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct.
If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
Plagiarism
The ideas and experience provided by candidates during the recruitment process must be their own. Where plagiarism has been identified (which could include content generated by Artificial Intelligence), candidate applications may be rejected. Existing Civil Servants found to have plagiarised may be subject to disciplinary action.
Reasonable Adjustments
If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
Contact Government Recruitment Service via HOrecruitment.grs@cabinetoffice.gov.uk
- as soon as possible before the closing date to discuss your needs
- Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
Successful candidates must undergo a basic (or equivalent) criminal record check.Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check (opens in a new window).See our vetting charter (opens in a new window).People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
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
Working for the Civil Service
The Civil Service Code (opens in a new window) 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 (opens in a new window).The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and 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 Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).Apply and further information
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.Contact point for applicants
Job contact :
- Name : Paul Cooke
- Email : paul.cooke@hmicfrs.gov.uk
Recruitment team
Further information
If you feel that your application has not been treated in accordance with the recruitment principles, and wish to make a complaint, then you should contact in the first instanceHORecruitment.GRS@cabinetoffice.gov.uk. If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission