HQ Job Description (JD) Band X Directorate: National Operational Services Job Description: Probation Intelligence Manager

Transcription

1 HQ Job Description (JD) Band X Directorate: National Operational Services Job Description: Probation Intelligence Manager Document Ref. HQ-JES -XXXX_XXXXXXX_v1.0 Document Type Management Version 1.0 Classification Unclassified Date of Issue Status Baselined Produced by Head of Group Authorised by Reward Team JD Evidence

2 Change History Date Version Nature of Change Edited by Sections Affected

3 HQ Job Description Job Title Directorate Band Probation Intelligence Manager Directorate of Security, Order & Counter-Terrorism Leave Blank Overview of the job The Probation Intelligence Manager(s) will be based in one of 7 Intelligence Units, which form part of a new intelligence management and analytical service to HMPPS. The Units will support HMPPS operational requirements for quality assured strategic and tactical intelligence analysis which will look across prison and probation contexts at high priority offenders, offending groups and operational security vulnerabilities. The post holder will be responsible for ensuring that the service develops in line with probation requirements (National Probation Service and Community Rehabilitation Companies). They will assist the National Probation Service with building capability to support intelligence work and with the appropriate use of intelligence as part of the risk assessment process to support risk management decisions. They will also offer specialist intelligence-related advice to the local MAPPA process and staff managing licence release. The post holder will also work with Community Rehabilitation Companies to support information sharing with Intelligence Units. To support joint work with the Police, the post holder will need to work closely with Police Regional Organised Crime Units, Counter Terrorism Units and Forces in their area. This post will report to the Intelligence Unit Manager who in turn reports to the Head of Intelligence Analysis in Security Group. The posts will be based in National Probation Service Division Offices or Public Sector Prison regional offices. Occasional travel to HMPPS headquarters, prison establishments, probation local delivery units, other prison regional offices and National Probation Service Division offices as well as law enforcement partners offices may be required. The post has no operational requirement. However an understanding of probation operations and/or HMPPS intelligence functions and those of law enforcement would be an advantage. Summary The post holder will play a key role in building a professional intelligence management and analytical service for the Agency with a focus on developing capability to support the needs of probation. As part of a new function, the post holder will need to take a collaborative approach and establish productive working relationships with internal and external stakeholders in driving this work forward, balancing the needs of probation with those of the wider Agency. The Intelligence Unit will need to build credibility at an early stage, and the post holder will need to ensure that the mechanisms to support probation engagement and early outputs from the Intelligence Unit respond to probation operational requirements and support probation in building intelligence capability in line with needs identified by probation. The post holder will not have line management responsibility but will be expected to demonstrate leadership in driving the work forward and will develop expertise in intelligence work, advising probation staff as required. This is not an operational post, but requires a good understanding of operational world, from a probation perspective. The post holder must act with the highest levels of personal and professional

4 integrity and champion these qualities in others. They must be vetted to Security Check (SC) standards. Responsibilities, Activities & Duties As one of 7 Probation Intelligence Managers, you will contribute to the design, implementation and operation of the Model in your area, with a specific focus on probation, to: ensure that the design and operation of Agency Intelligence Model mechanisms (at all levels) allows the NPS Division/ HMPPS in Wales to contribute to priority setting for intelligence work and take an active role in defining the intelligence questions; ensure that standardised intelligence products for the Agency are designed in a way which provides actionable intelligence to a clearly defined customer within probation - when they are needed, seeking and responding to feedback from probation customers; work with NPS to identify whether existing intelligence-related activities within Divisions and HMPPS in Wales could/ should be developed into intelligence functions; identify those working in intelligence-related roles in NPS who may benefit from the training and ongoing specialist support which will be developed for all intelligence professionals in HMPPS; provide professional advice and guidance to NPS staff working in intelligence-related roles; improve the quality of intelligence, by increasing and pursuing opportunities for pro-active intelligence development through NPS and CRCs unblocking barriers to intelligence sharing within the Agency and with law enforcement partners; work with HMPPS MAPPA team and the local ViSOR community to increase the use of ViSOR in Probation and act as a regional driver for continuous quality improvement of the intelligence and information contained within ViSOR records; contribute to the development of options for systemising intelligence recording, sharing and analysis in probation more widely, taking account of existing solutions such as Mercury, ViSOR and intelligence analysis software; and support effective and coordinated engagement with law enforcement including ROCUs, CTUs and force offender management units, working collaboratively on shared priorities including high priority individuals identified by law enforcement partners. The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The role is new and developing. The Job holder is therefore expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation scheme and shall be discussed in the first instance with the Job Holder.

5 Competencies For the purposes of selection, the following competencies will be measured: Setting Direction: Changing & Improving: Delivering Results: Delivering at Pace Engaging People: Collaborating and Partnering; Building Capability for All HMPPS Specific Skills and Behaviours: Acts with Integrity. Minimum Eligibility All candidates are subject to security and identity checks prior to taking up post. All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS. All staff are required to declare whether they are a member of a group or organisation which the Prison Service consider to be racist. Essential Skills Qualifications, accreditation & Registration Knowledge of probation operations. Hours of Work (Unsocial Hours) Allowances Leave Blank Factor Examples Please provide job-specific examples to support the factors below (please refer to guidance for completion): Factor Skills & Knowledge Examples Excellent stakeholder management is required both internally and externally. Will be required to engage with senior probation staff in NPS Divisions/ HMPPS in Wales and CRCs to build a system which meets their requirements as well as the wider Agency. With law enforcement partners, the post holder will need to develop approaches which build confidence to support effective intelligence sharing at Force and Police regional level (ROCUs and CTUs). Has (or willing to develop) working knowledge of the legislative framework of relevance to intelligence work, including that relating to surveillance and data/ intelligence management including, National Security Framework, Data Protection Act, Regulation of Investigator Powers Act, and IoCCO. Has (or willing to develop) knowledge of HMPPS operational procedures, policies and standards, and detailed knowledge of those related to HMPPS intelligence management and security. Able to assist in the development of HMPPS policies and procedures.

6 Has (or willing to develop) good knowledge of intelligence structures, working practices and operating environment of law enforcement partners, including the NCA, Police and Security Services. Accountability & Decision Making Sound knowledge and experience in applying probation operational procedures, policies and standards. Accountable for ensuring that the Intelligence Unit provides an intelligence service which responds to probation operational priorities and supports delivery of intelligence on shared priorities with law enforcement. Will need to manage expectations on analytical capacity and advise the Unit Manager on available resource to meet probation requirements for analytical work as well as those of law enforcement. The post holder will need to broker new arrangements for probation in their area which fit within a standard operating framework, Responsible for scoping opportunities for developing intelligence functions within NPS and identifying requirements for training and ongoing specialist support. Responsible for the maintenance of management information, feedback tools and results information in relation to probation which will allow the Intelligence Unit to monitor performance against delivery plans (outcomes, outputs). Responsible for identifying and pursuing opportunities for intelligence development within probation, and through HMPPS other delivery arms as well as law enforcement partners. Problem Solving Will be required to work through complex strategic and delivery issues both within probation, with HMPPS other delivery arms, and in our relationship with law enforcement partners. This will include establishing an entirely new intelligence service for probation in their area which will need to link with the Probation Division/ HMPPS in Wales, CRCs and also supports work with law enforcement at Force and regional (ROCUs and CTUs) levels. Will need to contribute to the development and implementation of an Intelligence Unit operating model. This will include establishing new systems and procedures, some of which can be adapted from other contexts or updated from existing procedures (e.g. the Police National Intelligence Model, HMPPS intelligence policies), but others will need to be developed afresh (e.g. measuring the impact of intelligence analysis). Will need to seek new approaches from a wide range of contexts (HMPPS, law enforcement partners, HMRC, UKBA) in order to develop the most effective systems for HMPPS. In developing the work of the Intelligence Unit to deliver immediate benefits, will also be required to have a view to the longer term ambition of both HMPPS and the police to develop a more integrated approach to the management of high risk individuals managed by HMPPS, and to support the ambition of lifetime management of high risk individuals. Will need to establish and manage mechanisms to support the effective handover of intelligence on priority HMPPS individuals moving from custody to the community and to ensure that the national law enforcement oversight effectively transitions to ROCUs and Forces. As a new capability, the post holder will need to demonstrate how intelligence management and analysis links with other capabilities in NPS and the Agency as a whole, establishing functional relationships with, for example, research, data analysts, and performance managers to improve understanding of risk and inform the development of security control strategies. Resource Management & Financial Impact Required to manage expectations from senior stakeholders in NPS and CRCs for the limited analytical resource available within their unit. Required to provide and manage effective mechanisms to support operational managers in probation to prioritise intelligence development work, and coordinate the operational response to identified threats. If this is lacking, there is a risk that intelligence opportunities will be lost and that probation tactics for managing risk may be applied without the full picture of public protection risks. Required to identify and pursue the best value routes for intelligence development ensuring that our investment in intelligence development opportunities delivers a dividend which

7 represents value for money. This includes seeking out opportunities to undertake joint intelligence development work with law enforcement partners. Will be required to develop a business case for the development of probation intelligence capability in their area. This may include consideration of IT, training and staffing requirements. Organising & Planning People Management Planning required for a programme of work which will develop capability within probation in their area over years. Will need to be able to build a service which demonstrates value at an early stage, but also has an eye on future proofing the approach so that the intelligence capability can flex and adjust to changing priorities and allow for new intelligence analysis related functions/ services to be added to the core function of the Intelligence Unit, as required. Responsible for the development and delivery of the probation-related intelligence systems, procedures, processes and internal and external interfaces in their area. Will require the ability to navigate mismatched geographic footprints, different understandings of risk and different priorities of colleagues within HMPPS as well as external partners No line management, but will require strong communication and leadership skills to influence change outside line management lines particularly when establishing the functional relationship with existing intelligence activity which sits within different functions in HMPPS, and when engaging with law enforcement partners. Accountable for developing a culture which supports integrated working across existing and planned capabilities to manage high risk individuals. This includes Serious Group Offending teams, Probation Counter Terrorism Leads, and Regional Corruption Prevention Managers. Must display the highest levels of professional and personal integrity and discretion, and encourage such behaviour in others. Information Management Influencing & Interaction Understands and operates with highly sensitive material, drawn from a range of sources (some of which are owned by other partner agencies; e.g. Police and other law enforcement agencies) and where there are both tactical and strategic outcomes required. Will be required to work through difficult issues with partner agencies around intelligence sharing and therefore required to demonstrate a high degree of competence and understanding of legal requirements, combined with practical problem solving skills to overcome barriers to sharing. Any poor handling practices will undermine any steps taken forward with partners in this regard. Will develop expertise in handling and using intelligence and will be responsible for advising probation intelligence-related functions on compliance with information handling requirements in relation to intelligence. Responsible for ensuring that timely and relevant intelligence is provided to probation and used to drive strategic and operational activity by HMPPS, as well as informing that of law enforcement partners. Will be required to rely on influencing skills to drive forward this work particularly where delivery relies on those outside the Intelligence Unit and partners external to HMPPS. They will need to demonstrate a high degree of credibility in intelligence circles and with internal stakeholders in order to make traction and will be required to work through a complex delivery landscape, with partners operating across different geographic footprints, with different understandings of risk and different priorities. Internally stakeholders include operational staff within NPS Divisions (including Deputy Directors and Public Protection leads), Community Rehabilitation Companies (including heads of operations) as well as establishments (up to and including Governing Governors and Controllers), regions (up to and including DDCs) and headquarters functions. They will also need to engage with HMPPS headquarters functions, to ensure policy and practice are developed in parallel. Externally stakeholders include the Police and the NCA at senior regional levels (Regional Organised Crime Units and CTUs) as well as force level (offender management units). Requires in depth knowledge of the way other agencies work, are structured and of their operational priorities. Required to understand and interpret the strategies of these agencies

8 as they develop and change in order to ensure HMPPS is well placed to respond to competing demands. Emotional Demand & Risk Has access to sensitive data which can be disturbing and has associated emotional demands. Will be required to examine and analyse information/ documentation that may have extreme language, pictures or audio-visual material.