FIRE AND RESCUE ADVISER AND INSPECTOR FOR WALES (DEPUTY DIRECTOR) DEPARTMENT FOR SOCIAL JUSTICE AND LOCAL GOVERNMENT WELSH ASSEMBLY GOVERNMENT

Transcription

1 FIRE AND RESCUE ADVISER AND INSPECTOR FOR WALES (DEPUTY DIRECTOR) DEPARTMENT FOR SOCIAL JUSTICE AND LOCAL GOVERNMENT WELSH ASSEMBLY GOVERNMENT JOB DESCRIPTION AND PERSON SPECIFICATION

2 Fire and Rescue Adviser and Inspector for Wales (Deputy Director) Applications are invited for this appointment as Fire and Rescue Adviser and Inspector for Wales to be appointed for the purposes of section 28(1) of the Fire and Rescue Services Act Background Under the Fire and Rescue Services Act 2004, certain fire and rescue functions in Wales were devolved to the Welsh Assembly Government. The Welsh Assembly Government works closely with the three Welsh Fire and Rescue Authorities to bring about safer communities and play a full part in contributing to the wider social agendas in Wales. The current Fire and Rescue National Framework for Wales, issued in August 2008, included a commitment to formalise arrangements for a suitable advisory structure that allows for detailed consideration of operational matters. The appointment of a Fire and Rescue Adviser and Inspector for Wales (with Her Majesty s Inspector status) will assist the Assembly Government to achieve exemplar Fire and Rescue Services for the people of Wales. This role will be the principal professional adviser to Welsh Ministers on fire and rescue matters and will assist the Assembly Government to shape a modern, efficient and effective Fire and Rescue service that can meet future challenges. The post holder will also be responsible for carrying out certain functions of an "enforcing authority" under the Regulatory Reform (Fire Safety) Order 2005 including the making of arrangements for ensuring the inspection of Crown premises. This is a high profile role that demands drive, strategic thinking and a skills set that covers a very broad range of work requiring technical, regulatory and policy understanding. The Role Accountable to the Director of Social Justice and Local Government, the post holder will: Provide advice to Welsh Ministers and officials on matters of operational preparedness, performance, structure and organisation of Fire and Rescue Authorities in Wales. 2

3 Carry out the functions of an inspector for the purposes of section 28 of the Fire and Rescue Services Act 2004 and all such functions which are, by that Act or otherwise, the responsibility of such an inspector. Work with and support Chief Fire Officers and staff in Wales and provide challenges where appropriate on specific policy areas with an aim to increase collaboration, quality standards and professional expertise. Act as a conduit between other bodies and administrations in relation to Fire and Rescue Service issues. Assist the Fire and Rescue Service (FRS) to assess their operational preparedness and maintain an overview of Risk Reduction and Improvement. Publish reports relating to Fire and Rescue issues and make recommendations Contribute to National Resilience, Planning and Policy including assessment of FRS business continuity arrangements and capabilities. Represent the Welsh Assembly Government where appropriate at National and International level and manage and interact with the media when required Management responsibility for two staff to include a Deputy Adviser and an employee of a FRA to undertake Crown inspections. The Person The successful candidate will be expected to demonstrate: Evidence of extensive experience of working at Chief Officer level within the Fire and Rescue Service Excellent understanding of Fire and Rescue Service processes and institutions Evidence of working successfully at a high level in a complex, multidisciplinary and multiple-objective environment Excellent communication skills, with the ability to explain complex issues to professional and lay audiences alike Evidence of delivering complex policy-making and of advising at senior levels. 3

4 Applicants are also required to demonstrate competency against the full range of leadership and SCS core skills identified for Senior Civil Servants as part of the Professional Skills for Government framework, with a focus on policy delivery Details of these skill areas, together with more information on the professional knowledge and related experience expected of the potential postholder can be seen at A brief summary of these skills is included at Annex A. By way of amplification, the competencies of particular importance for the post are as follows: Leadership Act with self-awareness and integrity. Generate respect as a source of knowledge expertise and advice. Strategic Thinking Works in partnership with internal and external experts to achieve goals. Ability to think creatively and develop innovative policies and methods of delivery. People Management Champions equality and diversity and promotes best practices. Manages change effectively identifying resistance, building engagement and involvement and rewarding innovation. Communications and Marketing Aligns policy and delivery with clear communications objectives and measurement criteria. The ability to secure the confidence of internal and external stakeholders and teams. Programme and Project Management Ensures effective connections with stakeholders Anticipates, manages and monitors risks, including by using subject knowledge and networks. 4

5 Analysis and use of evidence Proven capability to use and develop data and evidence to inform effective policy-making and delivery. 5

6 TERMS OF APPOINTMENT This appointment will be for two days a week on a fixed term or secondment basis for a two year period. A one year extension may be possible, subject to mutual agreement. It is important to note that secondees will remain employed by the Employer and will retain their current terms and conditions of employment as specified in their contract with the Employer. Location The post will be based in Merthyr Tydfil. Remuneration The salary for this role will be circa 44,000 (based on a 110,000 per annum pro rata). The SCS pay system is a simple broad band structure, based on job evaluation score groups. The structure has three core bands, Deputy Director, Director and Director General. This role is at Deputy Director level. Senior Civil Service remuneration is currently under review by Cabinet Office. Annual leave On appointment the postholder will be entitled to 30 days paid leave plus 10.5 days public and privilege holidays (pro rata). Retirement There is no mandatory retirement age for Senior Civil Servants. Terms and Benefits Pension Scheme. Occupational Health Services, including counselling and eye care provision. Leave provisions including: 6

7 Carers Leave Paid and unpaid maternity leave Flexible paid paternity leave Flexible paid adoption leave Pension scheme The Welsh Assembly Government offers an attractive occupational pension scheme. Details of the current scheme can be found on the Civil Service Pensions website at: Nationality Applications are welcomed regardless of nationality, but the following rules on nationality for Civil Servant posts apply: - you should be a British or Commonwealth citizen (as defined in the British Nationality Act of 1981), a British protected person, or a national of a state within the European Economic Area. Certain non-ec family members and certain non-european Free Trade Area family members may also be eligible. Exceptionally, someone falling outside these groups may be considered. So, if you are unsure of your status, please explain your circumstances in a letter accompanying your application. Entry to the UK is controlled under the Immigration Act of Everyone who does not have the right of abode is subject to immigration control. You should check if there are any restrictions on your stay or your freedom to take or change employment before you apply for a post. Conflicts of interest Candidates must note the requirement to declare any interests they may have that might cause questions to be raised about their approach to the business of the Welsh Assembly Government. They are required to declare any relevant business interests, share holdings, positions of authority, retainers, consultancy arrangements or other connections with commercial, public or voluntary bodies, both for themselves and for their spouses/partners. The successful candidate will be required to give up any conflicting interests and his/her other business and financial interests may be published. Official Secrets Act The post is covered by the Official Secrets Act. 7

8 Diversity and Equality The Welsh Assembly Government is committed to providing services which embrace diversity and which promote equality of opportunity. As an employer, we are also committed to equality and valuing diversity within our workforce. Our goal is to ensure that these commitments are embedded in our day-to-day working practices with all our customers, colleagues and partners. We do not discriminate on the basis of age, disability, gender, marital status, sexual orientation, religion or belief, race, colour, nationality, ethnic or national origin. Guaranteed Interview Scheme The Welsh Assembly Government, as an Equal Opportunities Employer actively encourages applications from people with disabilities, and operates a guaranteed interview scheme for disabled people (as defined by the Disability Discrimination Act 1995). Candidates who meet the minimum essential experience, skills, ability, knowledge and qualifications criteria for this appointment set out in the person specification will be guaranteed an invitation to an initial interview. If you qualify for this scheme please make this clear in your covering letter. Please also advise us of any special arrangements for interview you will require, to enable us to make the appropriate arrangements. The Civil Service Commissioners The Welsh Assembly Government s recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition as outlined in the Civil Service Commissioners' Recruitment Principles which can be found at: If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, you should contact the Director General, People, Places and Corporate Services, Welsh Assembly Government, Cathays Park, Cardiff CF10 3NQ in the first instance. If you are not satisfied with the response you receive from the Welsh Assembly Government you can contact the Office of the Civil Service Commissioners. Application Process All applications will be acknowledged. Candidates wishing to apply should submit an application form, a covering letter or supporting statement which addresses the criteria set out in the person specification, along with a detailed CV. 8

9 Applications should be: ed to or posted to: Senior Civil Service Team, Room G.005 CP2, Cathays Park, Cardiff CF10 3NQ The closing date for this position is 21 March at 5pm. For a general discussion about the post, please contact Karin Phillips, Deputy Director of Community Safety Division on

10 SCS CORE SKILLS ANNEX A People Management Develops team capability in line with business plan and organisational vision Coaches & develops individuals and teams for high performance Champions equality & diversity, & promotes best practice Financial Management Influences the organisation s business model and is adept at communicating it to internal and external audiences Plans, agrees and monitors the delivery of stretching targets. Identifies and implements innovative ways to improve efficiency and effectiveness in the use of resource and assets Interprets a wide range of financial information (including corporate financial reports) to make management decisions. Competent when approving investment appraisals Project and Programme Management Takes responsibility for the definition and successful delivery of programme benefits through cost effective measurement processes. Can oversee the development and delivery of a viable business case Anticipates, manages and monitors programme / project risks, including by using market knowledge and networks Ensures effective communications with stakeholders Analysis and use of evidence Predicts and secures appropriate evidence as a basis for decisions, including testing for deliverability and preparing for evaluation Links evidence with specific outputs to challenge decision- making, and identifies ways to improve its quality & use Champions use of a variety of tools in collecting and analysing evidence, balancing needs and concerns of users and suppliers Strategic Thinking Understands and can explain Department s strategy and priorities Understands government priorities, wider policy environment and institutional constraints. Translates overall strategic direction of Dept and Govt as a whole into effective delivery of own work area Identifies, understands and takes account of key strategic drivers affecting the delivery system, including the potential impact of ICT Comms & Marketing Uses communications and marketing to put the citizen at the heart of policy development and operations Understands and uses cross departmental customer segmentation, identifies consumer/citizen needs and understands the range of communication channels Aligns policy and delivery with clear communications objectives and measurement criteria Manages change effectively identifying resistance, building engagement and involvement, and rewarding innovation Provides assurance to the Board on the achievement of the highest standards of internal controls and public sector governance Ensures OGC Gateway reviews are commissioned and contributed Ensures deployment of evidence is consistent with wider government requirements Understands and deploys a range of strategic analysis tools Understands the wider ministerial and communications agenda across Department and Government Works in partnership with HR experts to achieve organisation s goals Works in partnership with finance experts to achieve organisation s goals Works in partnership with PPM experts to achieve organisation s goals Works in partnership with a wide range of analytical experts to achieve organisation s goals Works in partnership with internal and external strategy experts to achieve organisation s goals Works in partnership with communications and marketing experts to achieve organisation s goals LEADERSHIP INTEGRITY Self-awareness Self-confidence Team working DIRECTION Inspire with vision Seize opportunity Take tough decisions CAPABILITY Cultivate innovation Get the best from everyone Grow from experience RESULTS Focus on impact Challenge and improve Engage stakeholders 10

11 The Civil Service Code Annex B Civil Service values 1. The Civil Service is an integral and key part of the government of the United Kingdom 1. It supports the Government of the day in developing and implementing its policies, and in delivering public services. Civil servants are accountable to Ministers 2. They are in turn accountable to the National Assembly for Wales As a civil servant, you are appointed on merit on the basis of fair and open competition and are expected to carry out your role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality. In this Code: integrity is putting the obligations of public service above your own personal interests; honesty is being truthful and open; objectivity is basing your advice and decisions on rigorous analysis of the evidence; and impartiality is acting solely according to the merits of the case and serving equally well Governments of different political persuasions. 3. These core values support good government and ensure the achievement of the highest possible standards in all that the Civil Service does. This in turn helps the Civil Service to gain and retain the respect of Ministers, the National Assembly for Wales, the public and its customers. 4. This Code 4 sets out the standards of behaviour expected of you and all other civil servants. These are based on the core values. 1 This Code applies to all Home civil servants who are members of staff of the Welsh Assembly Government. Other Home civil servants have their own versions of the Code. Similar Codes apply to the Northern Ireland Civil Service and the Diplomatic Service. 2 In this version of the Code, Ministers means the First Minister for Wales, the Welsh Ministers, Deputy Welsh Ministers and the Counsel General to the Welsh Assembly Government. The Counsel General of the Welsh Assembly Government may not be an Assembly Member but he/she may participate in Assembly proceedings. 3 Constitutionally, civil servants are servants of the Crown. The Crown's executive powers are exercised by the UK Government on nondevolved matters and by the First Minister for Wales, the Welsh Ministers, Deputy Welsh Ministers, or the Counsel General to the Welsh Assembly Government on devolved matters in relation to Wales. 4 The respective responsibilities placed on the First Minister for Wales, the Welsh Ministers, Deputy Welsh Ministers and the Counsel General to the Welsh Assembly Government and special advisers in relation to the Civil Service are set out in their Codes of Conduct: 11

12 Standards of behaviour Integrity 5. You must: fulfil your duties and obligations responsibly; always act in a way that is professional 5 and that deserves and retains the confidence of all those with whom you have dealings; make sure public money and other resources are used properly and efficiently; deal with the public and their affairs fairly, efficiently, promptly, effectively and sensitively, to the best of your ability; handle information as openly as possible within the legal framework; and comply with the law and uphold the administration of justice. 6. You must not: misuse your official position, for example by using information acquired in the course of your official duties to further your private interests or those of others; accept gifts or hospitality or receive other benefits from anyone which might reasonably be seen to compromise your personal judgement or integrity; or disclose official information without authority. This duty continues to apply after you leave the Civil Service. Honesty 7. You must: set out the facts and relevant issues truthfully, and correct any errors as soon as possible; and use resources only for the authorised public purposes for which they are provided. 8. You must not: deceive or knowingly mislead Ministers, the National Assembly for Wales or others; or be influenced by improper pressures from others or the prospect of personal gain. 5 This includes taking account of ethical standards governing particular professions. 12

13 Objectivity 9. You must: provide information and advice, including advice to Ministers, on the basis of the evidence, and accurately present the options and facts; take decisions on the merits of the case; and take due account of expert and professional advice. 10. You must not: ignore inconvenient facts or relevant considerations when providing advice or making decisions; or frustrate the implementation of policies once decisions are taken by declining to take, or abstaining from, action which flows from those decisions. Impartiality 11. You must: carry out your responsibilities in a way that is fair, just and equitable and reflects the Civil Service commitment to equality and diversity. 12. You must not: act in a way that unjustifiably favours or discriminates against particular individuals or interests. Political Impartiality 13. You must: serve the Government, whatever its political persuasion, to the best of your ability in a way which maintains political impartiality and is in line with the requirements of this Code, no matter what your own political beliefs are; act in a way which deserves and retains the confidence of Ministers, while at the same time ensuring that you will be able to establish the same relationship with those whom you may be required to serve in some future Government; and comply with any restrictions that have been laid down on your political activities. 14. You must not: act in a way that is determined by party political considerations, or use official resources for party political purposes; or allow your personal political views to determine any advice you give or your actions. 13

14 Rights and responsibilities 15. The Welsh Assembly Government has a duty to make you aware of this Code and its values. If you believe that you are being required to act in a way which conflicts with this Code, the Welsh Assembly Government will consider your concern, and make sure that you are not penalised for raising it. 16. If you have a concern, you should start by talking to your line manager or someone else in your line management chain. If for any reason you would find this difficult, you should raise the matter with the Welsh Assembly Government's nominated officers who have been appointed to advise staff on the Code. 17. If you become aware of actions by others which you believe conflict with this Code you should report this to your line manager or someone else in your line management chain; alternatively you may wish to seek advice from your nominated officers. You should report evidence of criminal or unlawful activity to the police or other appropriate authorities. 18. If you have raised a matter covered in paragraphs 15 to 17, in accordance with the relevant procedures 6, and do not receive what you consider to be a reasonable response, you may report the matter to the Civil Service Commissioners 7. The Commissioners will also consider taking a complaint direct. Their address is: 3rd Floor, 35 Great Smith Street, London SW1P 3BQ. Tel: ocsc@civilservicecommissioners.gov.uk If the matter cannot be resolved using the procedures set out above, and you feel you cannot carry out the instructions you have been given, you will have to resign from the Civil Service. 19. This Code is part of the contractual relationship between you and your employer. It sets out the high standards of behaviour expected of you which follow from your position in public and national life as a civil servant. You can take pride in living up to these values. 6 The whistleblowing legislation (the Public Interest Disclosure Act 1998) may also apply in some circumstances. The Directory of Civil Service Guidance gives more information: 7 The Civil Service Commissioners Appeals leaflet gives more information: This Code does not cover HR management issues. 14