INFORMATION FOR THE POST OF HUMAN RESOURCES ADVISOR (PERMANENT CONTRACT)

Transcription

1 INFORMATION FOR THE POST OF HUMAN RESOURCES ADVISOR (PERMANENT CONTRACT) 1

2 THE ORGANISATION Background The Commission was created by the Criminal Appeal Act 1995 ('the Act'). From 31 March 1997 it assumed the responsibilities for reviewing alleged and suspected miscarriages of criminal justice previously exercised by the Home Secretary and the Secretary of State for Northern Ireland. Responsibilities The Commission's responsibilities under the Act are: to review alleged and suspected miscarriages of justice, and to refer a conviction, verdict, finding or sentence to the appropriate appellate court whenever the Commission considers that there is a real possibility that it would not be upheld; to investigate and report to the Court of Appeal on any matter referred to the Commission by the Court, and to consider and report to the Secretary of State on any matter referred to the Commission arising from consideration of whether or not to recommend exercise of Her Majesty's prerogative of mercy in relation to a conviction. The Commission's powers and responsibilities cover cases tried on indictment at Crown Courts or summarily at magistrates' courts. It has powers to obtain or preserve documents and other materials held by public and private bodies. It can require the appointment of an Investigating Officer by another public body to carry out enquiries, or take any other steps that it considers appropriate to assist it in the exercise of its responsibilities. Our overall aims are to: Investigate cases as efficiently and effectively as possible with thoroughness and care. Work constructively with our stakeholders and to the highest standards of quality. Treat applicants, and anyone affected by our work, with courtesy, respect and consideration. Promote public understanding of the Commission s role. The Commission s vision and purpose To bring justice to the wrongly convicted by referring cases to the appellate courts. To identify, investigate and correct miscarriages of justice in a timely manner. To act independently in the interests of justice and to use our unique knowledge and experience to improve the criminal justice system and inspire confidence in the integrity of the criminal justice process. 2

3 About the organisation Our values Independence, Integrity, Impartiality, Professionalism, Accountability, Transparency, Timeliness. The Commission is located in Birmingham, and currently comprises the Chairman, 13 Commissioners, and approximately 90 staff. The Commission s powers extend to England, Wales and Northern Ireland. It is financed by the Ministry of Justice and has a budget of just over 5 million. The Commission deals with complex matters across a broad range of cases and has dealt with some of the most serious miscarriages of justice of the last fifty years. At the end of October 2016, the Commission had received 21,514 applications for review and had completed 20,470 of them (including 626 referrals). It had 681 cases under review. The Commission has established a reputation for independence and thoroughness. This is due, in part, to its commitment to service delivery underpinned by professional competence, transparency of processes and decision-making, objectivity, integrity, openness and independence of action. The managerial strategy reflects this commitment. The Commission is an organisation in which individuals have responsibility for managing their own case portfolios with the guidance and support of Group Leaders. The calibre of staff is high and the skills base varied, so that there is generally much interaction between Commissioners and staff at all levels. Work routinely makes use of the Commission s IT systems which provide access to reference materials and case documentation. The Commission seeks to discharge its responsibilities with regard to the various individuals, groups and organisations that constitute its stakeholders, balancing their interests as equitably as possible. Substantial stakeholders include potential applicants, applicants and their representatives, appellate courts (as recipients of referrals), the Court of Appeal (as a referring body), the Secretary of State for Justice (in relation to her Majesty s prerogative of mercy), the criminal justice system and its agencies, and the Government (represented by the Ministry of Justice and ministers). The Commission is also sensitive to the personal interests that victims of crime have in its case reviews. So far as its responsibilities and resources allow, it is responsive to those interests. Case Review Eligible cases are reviewed (by Case Review Managers CRMs ) and a decision is reached (by Commissioners) on whether a case should be referred to the appropriate court of appeal. CRMs are arranged into Groups, each with its own Group Leader. Each CRM holds a portfolio of cases (varying in complexity and conviction type) and a review can take anything from a matter of hours to over a year depending on complexity and availability of materials. The Commission reviews cases by: Using its own resources and expertise (for example Case Review Managers (CRMs), Group Leaders, Commissioners, Head of Legal, Investigations Team, Interns and Casework Administrators) 3

4 Using its powers under section 17 of the Act to obtain relevant material held by public bodies Undertaking necessary review work in cases Commissioning outside experts to prepare reports Requiring the appointment of an Investigating Officer (from a police force) under section 19 of the Act. All applications received are initially assessed for eligibility. Once the appropriate approach has been decided on, cases will then be allocated to a CRM. Further information on the Commission may be found on its website, 4

5 JOB DESCRIPTION Job Title Reports to Human Resources Advisor Head of Human Resources Purpose of the role To assist the Head of HR in all aspects of Human Resources across the Commission, including Employee Relations, Recruitment, Training, Induction, HR Records and Absence Management. Key Responsibilities Responsible for ensuring that the Commission HR policies are followed and implemented consistently. Responsible for ensuring all HR data is up to date and accurate Responsible for delivery of recruitment exercises, annual appraisals and other HR processes. Key Tasks Employee Relations Give support and advice to managers to reduce sickness levels Work closely with the Head of HR to support the performance management process within the organisation, challenging underperformance and offering support and coaching to line managers on change management to support the delivery of business strategy Act as the first point of contact for line managers, provide advice on issues related to workplace relations and performance management and escalating issues/concerns where appropriate Recruitment Oversee the recruitment process. Writing offer letters and contracts for successful applicants, including the preparation of new starter packs As part of the recruitment process ensuring the execution of criminal record checks and associated vetting processes in a timely and effective manner liaising with the Health & Safety, Security and Facilities Advisor General Human Resources Advising staff regarding personnel, benefits and pay issues Gather and manage data on resource and succession planning Provide support in investigations for disciplinary and grievance procedures Keep up to date with information regarding developments in HR practices, employment legislation, and sharing relevant knowledge within the team Pay and Pensions Working closely with and providing assistance to the Payroll and HR Officer in her work, including deputising for the preparation of statistics Liaising with the Payroll & HR Officer and Accountant to ensure they are aware of staffing changes that may impact their areas Develop a working knowledge of the systems and processes involved with the payroll and pension schemes Policy and Procedures Assist in the maintenance and development of HR policies and procedures Participate in project groups set up to develop human resource policy and procedures 5

6 Carry out the administration processes for leavers. Maintain and develop the filing system of personnel, to ensure 100% compliance with data protection legislation Handle maternity, paternity, adoption and parental leave processes and queries HR IT Systems Identify issues or opportunities to improve systems and communications, bringing them to the attention of management and working to identify and implement solutions Maintain and update computerised and manual HR information systems Ensuring absence and holiday recording is completed accurately by staff and managers Training Assist in developing internal training programmes and provide administrative support Ensuring that all internal training sessions are accredited and registered for CPD hours where appropriate in accordance with Law Society and General Council of the Bar rules Induction Coordinate and review the induction programme to ensure that all new starters receive a comprehensive introduction to the Commission and their role, including appointing appropriate mentors, scheduling induction appointments, and making up induction packs Administer the probationary review time periods, liaising with managers and completing necessary paperwork Skills and Knowledge CIPD full or part-qualified Able to demonstrate work-based experience in a HR Team Excellent IT skills Demonstrable experience of applying company policies and procedures Evidence of robust understanding of HR best practice in the areas of performance management Up to date knowledge of employment law Experience of coaching and facilitating line managers to develop capability and challenge performance issues The ability to research, analyse and reason logically within tight and conflicting timeframes Proven listening and persuasive skills Good Communicator both orally and in writing Personal Qualities Able to develop relationships with all levels of people Seeks to improve personal effectiveness by recognising own strengths and weaknesses and considers ways to improve An understanding of and commitment to diversity, and how it applies to this role 6

7 COMPETENCY AREAS FOR HR ADVISOR CCRC competencies have been developed in consultation with a wide variety of staff. Each competency is headed by a broad definition. Within this broad definition, a number of levels have been identified through the use of positive indicators: i.e. those skills, knowledge and behaviours that would lead to effective performance in the role at that level of competence. When completing the application form compare the indicators included for each competency and in the examples you provide think about how you have demonstrated these behaviours. Working with Others Definition: This competency is about the ability to communicate effectively, to maintain sound working relationships with others within the organisation and external to the organisation, to share knowledge and experience and to support, motivate and, where appropriate lead colleagues throughout the organisation. Actively participates in defining own development needs and strives for improvement Demonstrates good communication skills. Listens to others, writes and explains concepts clearly and checks that others have understood. Demonstrates effective working relationships with others, within and outside the organisation. Shares ideas, knowledge and experience and encourages others to do the same. Shows confidence to contribute opinion and raises questions where appropriate Is open to giving and receiving praise and constructive criticism when appropriate Actively participates in defining own development needs and strives for improvement Demonstrates good communication skills. Listens to others, writes and explains concepts clearly and checks that others have understood. Demonstrates effective working relationships with others, within and outside the organisation. Shares ideas, knowledge and experience and encourages others to do the same. Shows confidence to contribute opinion and raises questions where appropriate Is open to giving and receiving praise and constructive criticism when appropriate Judgement Definition: Judgement in this area is applying our values of integrity, fairness and independence when reaching accurate, logical, well thought through and reasoned decisions, with due thoroughness and speed. Works at the appropriate level of detail and balances thoroughness with speed. Analyses information and draws sound conclusions from it to reach accurate, logical, well thought through and reasoned decisions. 7

8 Takes into account and deals appropriately with the dissenting opinions of others in reaching conclusions. Takes decisions within the scope of own expertise and authority. Uses existing guidance where available and is pro-active in seeking guidance from appropriate sources. Assesses competing priorities in deciding how to carry out work. Has an awareness of the impact of their decision on others. Treats information with the appropriate level of discretion and takes steps to ensure the integrity of the information. Analyses complex information and recognises the critical elements within it to draw sound conclusions and to reach accurate, logical, well thought through and reasoned decisions. Takes decisions within the scope of own expertise and authority. Uses existing guidance where available and is pro-active in seeking guidance from appropriate sources. Draws effectively on the expertise of others to reach decisions. Assesses competing priorities in deciding how to carry out work. Sets priorities for others within the organisation. Has an awareness of the impact of their decision on others. Treats information with the appropriate level of discretion and takes steps to ensure the integrity of the information, recognising the impact of disclosure. Getting the Job Done Definition: Making things happen to achieve end results using available resources appropriately and establishing or supporting an efficient course of action. Is positive and enthusiastic when facing change, and works to take things forward. Demonstrates perseverance and resilience to overcome obstacles. Plans, prioritises and reviews workload, anticipating problems and taking appropriate action. Takes responsibility for delivering expected outcomes on time and to standard, monitoring and reviewing progress of own work and that of others. Shows initiative recognises opportunities and acts upon them as appropriate. Makes effective use of available resources and keeps up-to-date with essential information, seeking help & guidance when necessary and learning from experience. Keeps appropriate records as required. Plans, prioritises and reviews workload, anticipating problems and taking appropriate action. Takes responsibility for delivering expected outcomes on time and to standard, monitoring and reviewing progress of own work and that of others. Makes effective use of available resources and keeps up-to-date with essential information, seeking help & guidance when necessary and learning from experience. 8

9 Considers and implements alternative ways of working with stakeholders and contractors to improve service delivery. Keeps appropriate records as required. Ensures appropriate records are kept in line with organisational and legislative requirements and ensures integrity of information. 9

10 Guide to Completing Competency Based Application Questions In your application pack you will find details of the Commission s competencies. A competency is a skill, area of knowledge, ability or behavioural characteristic. The enclosed competency profile lists the required competencies for the role you are applying for. Each competency is headed by a broad definition, followed by a list of positive indicators relevant to the role you are applying for. Positive indicators are those skills, knowledge and behaviours required for effective performance. It is important to read through these indicators before completing your application form. In your application form you will need to demonstrate that you are able to meet the required competency level, and the positive indicators will show you the skills, knowledge and behaviours we are looking for. The competency based application form asks you to give at least one example for each competency area. It is important to give as much detail as possible in each example, focussing on your own individual contribution, role and achievements rather than those of a team or group. Remember to: Explain the problem / task how did it arise or why did it need to be done Explain what your role was be specific and describe exactly what your individual role was Explain how you approached the task and any problems encountered Explain what the outcome was Wherever possible, relate your answer to the job description and person specification by demonstrating the competence, skills and knowledge areas required 10

11 TERMS AND CONDITIONS OF EMPLOYMENT REMUNERATION: The starting salary for the post is 27,933 per annum. Pension - Working at the Commission, you will be eligible to join the Civil Service pension arrangements, which form an important part of the pay and reward package we offer our employees. If you join the pension arrangements we will contribute a significant amount of money to your pension. This is a permanent position BENEFITS 29 working days annual leave allowance, in addition to the statutory bank and public holidays. Occupational Health Services and Employee Assistance Programme. HOURS OF WORK The normal business hours of the Commission are Monday to Thursday 9.00 a.m. to 5.30 p.m., and Friday 9.00 a.m. to 5.00 p.m., with one hour lunch break, or any other times as may be agreed. In addition, it may also be necessary to work such hours and days as may be necessary or appropriate to carry out your duties properly and effectively. The Commission can offer some flexibility around the hours of work with its Flexitime scheme. Any flexibility must be achieved without adverse effect on overall efficiency and where there is a conflict between the flexibility that an individual wishes to exercise and the needs of the Commission, then the needs of the Commission will take precedence. SECURITY CLEARANCE This role requires clearance to CTC (Counter Terrorist Check) level before any appointment can be confirmed. LOCATION The Commission is located in central Birmingham. CODE OF CONDUCT Staff are expected to abide by a written Code of Conduct. Staff are also bound by provisions in the Act that make it an offence to disclose information obtained by the Commission in the exercise of its functions, except in certain prescribed circumstances. WORKING AT THE COMMISSION The Commission actively seeks to provide a supportive environment in which all staff are encouraged to, and can, give their best. The open-plan working environment encourages this approach. Employees are encouraged to share their knowledge with colleagues and to develop their skills and experience. 11

12 APPLICATION AND SELECTION The closing date for applications is mid-day on Friday 17 th November For further information on this vacancy please contact Robin Davis, Head of Human Resources on Please ensure you complete 1. Application form 2. Equal Opportunities form Completed applications should be sent to: Or by post to: Business and Information Team Criminal Cases Review Commission 5 St Philip s Place Birmingham B3 2PW For further information on this vacancy please contact Robin Davis, Head of Human Resources on Please complete your application fully in black ink or typescript and if there is not enough space in any section please continue on a separate sheet marked clearly with your name and the question to which your answer refers. Your application will be assessed on the relevant experience shown on your application form and from specific evidence you provide for each of the key competence areas. You are asked to provide the examples from your past experience which are relevant to your application for the post of Human Resources Advisor and which you feel best demonstrate your ability to meet its requirements. Candidates who are invited to the next stage of the recruitment process will participate in a competency based interview including questions relating to a case study provided before the interview and a psychometric test. We guarantee to interview all disabled applicants who meet the minimum criteria for the vacancy. Please see page 3 of the Equal Opportunities form for more details. If you are selected for appointment, the Commission will carry out enquiries into your previous employment, your availability to work in the UK and your health. It is a requirement that the post holder achieves the necessary security clearance level. NATIONALITY The post is open to UK Nationals, Commonwealth Citizens, EEA nationals of other member states, Swiss nationals and certain non-eea family members. Applicants should normally have been resident in the United Kingdom for at least three years preceding the application. Other nationalities may also be able to apply, but there should be no employment restriction on an applicant s permitted stay in the United Kingdom. If unsure of your status please explain in a letter accompanying your application. 12

13 EQUAL OPPORTUNITY The Commission welcomes applications from candidates regardless of ethnic origin, religious belief, gender, sexual orientation, disability, age or other irrelevant factors. Commissioners and staff are expected to adopt the same principles of equality when carrying out their duties for the Commission, both internally and when dealing with external stakeholders. 13