Change Officer – Midlands Change Delivery Team (Ref: 1141)

HM Prison and Probation Service

7d ago

Job
Full-time
Junior, Mid & Senior Level
Government & Politics
Business, Operations & Strategy

AI generated summary

You need change management experience, digital tool proficiency, strong collaboration skills, oversight capability, risk management, and a commitment to equality and diversity principles.
You will support change projects, ensure compliance, manage risks, engage stakeholders, and drive improvements while maintaining effective communication and monitoring progress.

Requirements

The Change Officer role is a integral role within both Area and National Change Delivery teams which work across Prison and Probation.
Change Officers are expected to work directly to either Area Change Managers, or in the case of the National Directorates, to the National Head of Change delivery.
This role is pivotal in overseeing, and in the delivery of, both local and nationally identified change initiatives.
Change Officers will work across a number of prisons or probation establishments and may be identified as the lead (main point of contact) for a specific prison establishment or geographical area.
Change Officers will be expected to use digital systems and tools (such as Gateway Management System, GMS, and Project for the Web, PftW) to appropriately tier, record and track change management activity and identify progress against articulated success metrics.
Providing support and working collaboratively with colleagues.
Provide, and also seek, opportunities to support the professional development of themselves and others where appropriate.
Ability to provide oversight of change projects they are actively supporting or leading on.
They will engage in quality assurance and peer review of projects.
To uphold civil service values and model principles of equality, diversity, inclusion, and belonging across the team.
Building and maintaining effective working relationships with regional, or national, change agent stakeholders across prisons and probations.
This may include colleagues from within the Change Directorate but will also include staff such as Business Managers, Heads of Business Assurance, Area Executive Directors, Regional Probation Directors, Prison Group Directors, Prison Governors, Heads of Service.
Support the development and execution of effective communication strategies for the change projects as required.
Ensuring compliance with the Gateway Management System (GMS) is a critical aspect of the role.
The Change Officer will uphold the professional standards of their team by working in according to national expectations as defined in our service level agreement and protocols for GMS and PftW.
They will ensure accuracy and completeness of project records and actions and monitor compliance with relevant policies and procedures.
The Change Officer will apply the best practices in change management to all projects.
They will personally manage projects, ensuring successful delivery and alignment with organizational goals.
Leading task and finish groups, project meetings, and focus groups to drive project success.
The Change Officer understand and contribute to the collation of monthly reporting within Prison Groups and Probation Regions including bespoke analysis at establishment level, for example, if required.
They will be responsible for providing regular project updates to line managers, to demonstrate continuous improvement with PftW and GMS systems are accurate and up to date.
Track the impact of changes based on performance data, they will identify and escalate issues where milestones are missed or progress is not being made.
Proactively identify risks, decisions, and opportunities, and develop mitigation strategies, making escalations to line managers as appropriate.
Maintain and update risk registers for change activity, ensuring all potential risks are documented and addressed.
Apply continuous improvement and lean methodologies to identify system improvements and enhance project delivery.
To actively seek ways to improve knowledge of operational change and its potential impacts and share insights with the team.
Thank you for your interest in joining the HMPPS Change Group which is led by Deputy Director, Matthew Wilson and is part of the Change Directorate (CD), led by Executive Director Jim Barton.
With approximately 175 staff across 3 functions, our Change Group represents
Whilst we are still in a period of transition due to the ongoing OneHMPPS HQ redesign, we are steadily developing our future vision and priorities, in line with wider HMPPS and ministerial commitments.
Last year, we expanded our transformative Gateway Management System (GMS) to include the prison service which is already paying dividends and enabling us to effectively, capture, coordinate and sequence change, helping to minimise the impact on our frontline colleagues.
There are 6 Area Change Delivery Teams and 3 National Change Delivery Teams.
These teams coordinate and schedule the implementation of local, national and programmatic change projects across HMPPS.
The Midlands Area Change Delivery Team is led by Jenna Titley and covers East and West Midlands Probation and Prison Groups.
As a group, we are committed to evolving and enhancing the service we offer.
We are privileged to have a wealth of experience and expertise across our directorate, and we look forward to capitalising on your skills and investing in your potential.
Across HMPPS, there are numerous change workstreams operating at any given time.
The number of workstreams fluctuates as new programmes are created and existing programmes close.
Our Change Group is responsible for overseeing change across the agency and providing the drivers and enablers that ensure reforms are successfully implemented and embedded across our frontline services.
In line with agreed criteria such as: programme size, whole life costs, alignment with strategic objectives, some of these programmes may fall within portfolios - including our own HMPPS Change Portfolio - and are therefore subject to specific governance and mandatory reporting.
Other programmes and projects may fall outside the scope of a portfolio; however, it is still important we are aware of these change initiatives.
Plus, in many cases, our teams still provide support, advice and expertise to help progress their delivery.
On a monthly basis, the Change Board, chaired by our Executive Director Jim Barton, reviews change across the agency on behalf of the HMPPS Leadership Team (HLT).
In the fast-paced world of operational delivery, it is crucial that we forecast, coordinate and manage change effectively to help minimise the impact on our frontline services.
The Gateway Management System is our mandatory, centralised system for ensuring change proposals, or information requests for our operational colleagues, are captured, mapped and sequenced accordingly.
This process provides leaders with a clear view of incoming changes; allowing for informed decisions on whether changes can be implemented based on current workloads and priorities.
The system is more than just a tool; it's a commitment to operational excellence and testament to ‘modernising our estates and technology’ and ‘enabling people to be their best’ in line with our HMPPS Strategic Principles.
Irrespective of the level of governance applied to a change programme, most projects generally follow the same lifecycle.
There are four key stages:
Planning and preparation
Development and initiation
Design and delivery
Handover and closure
Our Change Group provides support throughout the change lifecycle.
Some of our Teams also continue to provide assistance post closure to help evaluate the effectiveness of the change which has been implemented.
Please email midlands.changedelivery@justice.gov.uk for further information about the role.
Person specification
Behaviours
We'll assess you against these behaviours during the selection process:
Changing and Improving
Delivering at Pace
Making Effective Decisions
Managing a Quality Service
Working Together
Access to learning and development
A working environment that supports a range of flexible working options to enhance your work life balance
A working culture which encourages inclusion and diversity
A Civil Service pension with an employer contribution of 28.97%
Annual Leave
Public Holidays
Season Ticket Advance
For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
Feedback will only be provided if you attend an interview or assessment.
Security
Successful candidates must undergo a criminal record check.
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
Further information on nationality requirements (opens in a new window)
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.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found.
To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
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 : SSCL Recruitment Enquiries Team
Email : Moj-recruitment-vetting-enquiries@gov.sscl.com
Telephone : 0845 241 5358
Recruitment team
Email : Moj-recruitment-vetting-enquiries@gov.sscl.com
Further information
Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles.
If you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance.
If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission.
For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints.

Responsibilities

Providing support and working collaboratively with colleagues.
Provide, and also seek, opportunities to support the professional development of themselves and others where appropriate.
Ability to provide oversight of change projects they are actively supporting or leading on.
They will engage in quality assurance and peer review of projects.
To uphold civil service values and model principles of equality, diversity, inclusion, and belonging across the team.
Building and maintaining effective working relationships with regional, or national, change agent stakeholders across prisons and probations.
This may include colleagues from within the Change Directorate but will also include staff such as Business Managers, Heads of Business Assurance, Area Executive Directors, Regional Probation Directors, Prison Group Directors, Prison Governors, Heads of Service.
Support the development and execution of effective communication strategies for the change projects as required.
Attending and presenting at local/group/regional/national meetings, including governance boards and stakeholder groups as required.
Ensuring compliance with the Gateway Management System (GMS) is a critical aspect of the role.
The Change Officer will uphold the professional standards of their team by working in according to national expectations as defined in our service level agreement and protocols for GMS and PftW.
They will ensure accuracy and completeness of project records and actions and monitor compliance with relevant policies and procedures.
The Change Officer will apply the best practices in change management to all projects.
They will personally manage projects, ensuring successful delivery and alignment with organizational goals.
Leading task and finish groups, project meetings, and focus groups to drive project success.
The Change Officer understand and contribute to the collation of monthly reporting within Prison Groups and Probation Regions including bespoke analysis at establishment level, for example, if required.
They will be responsible for providing regular project updates to line managers, to demonstrate continuous improvement with PftW and GMS systems are accurate and up to date.
Track the impact of changes based on performance data, they will identify and escalate issues where milestones are missed or progress is not being made.
Proactively identify risks, decisions, and opportunities, and develop mitigation strategies, making escalations to line managers as appropriate.
Maintain and update risk registers for change activity, ensuring all potential risks are documented and addressed.
Apply continuous improvement and lean methodologies to identify system improvements and enhance project delivery.
To actively seek ways to improve knowledge of operational change and its potential impacts and share insights with the team.

FAQs

What is the primary role of a Change Officer in the Midlands Change Delivery Team?

The primary role of a Change Officer is to oversee and deliver local and nationally identified change initiatives within the Prison and Probation services, working closely with Area Change Managers and the National Head of Change delivery.

Who do Change Officers work with?

Change Officers work collaboratively with colleagues within the Change Directorate, as well as with various stakeholders such as Business Managers, Heads of Business Assurance, Area Executive Directors, Regional Probation Directors, Prison Group Directors, and Prison Governors.

What digital tools are used by Change Officers?

Change Officers are expected to use digital systems and tools such as the Gateway Management System (GMS) and Project for the Web (PftW) to manage and track change management activities.

What are the key responsibilities of a Change Officer regarding stakeholder engagement?

Change Officers are responsible for building and maintaining effective working relationships with stakeholders, supporting communication strategies for change projects, and presenting at various meetings, including governance boards.

What is the importance of compliance in the role of a Change Officer?

Compliance is critical as Change Officers must ensure adherence to the Gateway Management System (GMS) and uphold professional standards by monitoring the accuracy and completeness of project records and actions.

How does a Change Officer contribute to performance monitoring and reporting?

Change Officers contribute by collating monthly reports, providing regular project updates to line managers, and tracking the impact of changes through performance data to identify and address any issues.

What is the approach to risk management for Change Officers?

Change Officers proactively identify risks and opportunities for their projects, develop mitigation strategies, and maintain and update risk registers to document and address potential risks.

Is continuous improvement a responsibility of Change Officers?

Yes, Change Officers are expected to apply continuous improvement and lean methodologies to enhance project delivery and seek ways to improve operational change knowledge and practices.

What qualifications or experience are required for the Change Officer role?

The specific qualifications or experience requirements are detailed in the person specification, but generally, candidates should have experience in change management and project oversight.

What benefits are offered to employees in this role?

Benefits include access to learning and development opportunities, a supportive work environment for flexible working, a Civil Service pension with a significant employer contribution, annual leave, public holidays, and season ticket advance options.

What is the application process for the Change Officer role?

The application process involves using Success Profiles to assess Behaviors, Strengths, and Experience, and feedback will be provided only if you attend an interview or assessment.

Are there specific nationality requirements for applicants?

Yes, the role is open to UK nationals, nationals of the Republic of Ireland, Commonwealth countries, EU countries with settled status, and other specified groups.

Who can I contact for more information about the Change Officer role?

Interested candidates can email the Midlands Change Delivery Team at midlands.changedelivery@justice.gov.uk for further information.

HM Prison and Probation Service

Preventing victims by changing lives.

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Mission & Purpose

The Prison and Probation Service in the UK is responsible for the management of prisons and the supervision of offenders in the community. Their ultimate mission is to protect the public by reducing reoffending and ensuring offenders are safely and securely managed. Their purpose is to support rehabilitation, provide opportunities for offenders to reform, and ensure they are prepared for successful reintegration into society. The service is committed to maintaining safety, security, and effectiveness in the criminal justice system.