Deputy Director Procurement Policy. Economy Skills & Natural Resources. Job and Person Specification

Transcription

1 Deputy Director Procurement Policy Economy Skills & Natural Resources Job and Person Specification

2 Job Purpose The Welsh public sector spends 5.5bn per annum on the procurement of external goods and services. Value Wales is responsible for driving the development of procurement policy, monitoring practice, supporting and advising professionals, developing the procurement profession and compliance with EU regulations for the public sector in Wales. This post will provide strategic direction and be responsible for the day to day running of the Value Wales, eprocurement Service (eps) and the Grants Centre of Excellence (from 1 st April 2016) departments of the Welsh Governments Commercial & Procurement Division. This is an important role in the senior leadership team reporting directly to the Director of Commercial & Procurement Welsh Government, and will be expected to possess professional expertise and judgement that will be relied on by senior colleagues and Ministers. The role provides the Welsh Government face for all procurement related policy, capacity, capability, training, development and secondary legislation following the granting of a Designation Order by the Cabinet Office enabling Ministers to introduce secondary legislation in relation to procurement. Additionally the post holder will lead and manage a staff compliment of approximately 40 staff across Value Wales, eps and the Grants Centre of Excellence. The post holder will also be directly responsible for the implementation of Designated Powers which will enable Welsh Ministers to regulate on matters relating to public procurement in Wales for the first time. The initial legislation is likely to take the form of regulation in relation to employment practises across the Welsh Public sector, including factoring the requirements of the Wellbeing and Future Generations Bill. eprocurement Service - Following the recent changes to EU legislation in relation to procurement, e-procurement is now mandatory for the public sector with e-invoicing soon to become mandatory as well. The eps programme is leading the way across the Welsh public sector in driving up capability and ensuring compliance, leading the way ahead of UK government. In addition, the professional body for Procurement, the Chartered Institute for Procurement & Supply is moving towards licensing the profession and the Minister for Finance and Government Business has publically stated that she will expect the Welsh Public Sector procurement community to become fully licensed. The eprocurement Service branch is also responsible for the delivery of a two year change programme, structured predominantly across etrading Wales and esourcing 2

3 Wales, building on the Xchange Wales programme which delivered the technologies that were rolled out. The change programme is part of a longer term five year contract ensuring the Welsh Public Sector can comply with these requirements and also increasing the capacity and capability within these areas. Ensuring eprocurement capability across Wales is improved is critical to driving efficiency and streamlining working practices and is vital to the success of the National Procurement Service. Following delivery of the change programme the post holder will be responsible for developing and securing agreement for the long term e-procurement strategy for Wales and developing the requirements for the Welsh public sector for the retendering of the technologies when the current contracts expire, which will be delivered by the National Procurement Service. Grants Centre of Excellence - from 1 April 2016, this will transfer to this post. With approximately 80% of total Welsh Government expenditure paid via grants, the post holder will be responsible for delivering a strategy of improved grant management techniques to realise Ministerial priorities. The Grants Centre of Excellence team provides advice and guidance on grants management matters and leads grants change management, embedding new processes across Welsh Government. The post holder will work in close liaison with the Welsh Government s Corporate Governance Unit. Enhancing procurement capability across the Welsh public sector is also a key deliverable of this post. The Chartered Institute of Procurement and Supply is undertaking a fundamental change programme with regards to introducing licensing for the profession and introduction of a charted status. Staff with the MCIPs qualification will need to invest in continued professional development (CPD) including ethical training in order to retain their annual license. The Minister for Finance and Government Business has already made a public commitment to licensing the profession across the Welsh public sector and the post holder will be responsible for developing and implementing the programme to deliver this commitment. 3

4 Key responsibilities Overarching responsibility for the day to day running of the Value Wales, eps and Grants Centre of Excellence branches of the Welsh Government s Commercial & Procurement Division; Providing strategic leadership and direction on the development of innovative public procurement policy that delivers Ministerial priorities and social, economic and environmental benefits for the citizens of Wales; Setting the direction of the governance mechanisms for Value Wales, eps and the Grants Centre of Excellence including the Procurement Board which reports directly to the Minister for Finance and Government Business; To secure and deliver a programme of capability and capacity improvement in procurement professionals across the public service in Wales; To be a role model and to promote the procurement profession across Welsh Government and the public service in Wales; To promote procurement in Wales to a wide audience, including through strengthening relationships with the Chartered Institute of Procurement & Supply, UK Government and the Devolved Administrations; To manage the Concordat relationship between Welsh Government and Cabinet Office. Ownership and promulgation of corporate standards, processes and procedures in relation to the delivery of a robust, effective and sustainable framework for grant administration; Leadership, development and motivation of staff, setting standards and values for the organisation. Ensuring effective communications with staff, unions, partners and stakeholders are in place; Providing robust, appropriate and considered written and oral advice to Ministers concerning procurement policy, eprocurement and grants management; 4

5 Creation of a new Supplier Feedback Service to investigate problems with public sector procurements and work with public sector bodies and suppliers to resolve those problems, linking to the Capacity and Capability programme of work on public sector procurement Development and implementation of a supplier voluntary code of conduct seeking to eradicate slavery from all supply chains within the welsh public sector. Delivery of the eps Change programme including the delivery of etrading and esourcing Wales - across the public service in Wales, supporting the effectiveness of the National Procurement Service. Creation of the future eprocurement strategy for Wales Set the vision and direction; communicating priorities and business plans and ensuring that individual and team objectives are aligned with them; Promoting a culture that acknowledges the value of positive change and diversity; creating strategies to involve those who will be affected by planning and preparation, and to support them through change; taking account of the bigger picture, the political context and sensitivities, ensuring managers do the same; Taking personal responsibility for resolving key issues; using insight into individuals, groups and organisational dynamics to gain agreement; involving and influencing everyone necessary to get the job done; Ensuring that all programmes and projects deliver to time, cost and quality requirements; systematically organising activities, clarifying tasks and responsibilities and making best use of resources; 5

6 Person Specification: Qualifications Membership of the Chartered Institute of Procurement and Supply or relevant equivalent Desirable MBA or MSC in Procurement or Supply chain related discipline Experience The post holder must have a proven track record of success as a leader in a corporate procurement environment with clear commercial awareness and extensive policy development experience. Expertise in the following is desirable: Working as part of a senior management team to ensure that corporate aims and objectives of the organisation are achieved; Excellent communication skills and the ability to build strong relationships with a wide range of internal and external bodies; Strong knowledge of public sector procurement legislation Strong understanding of Managing Public Money guidance Good understanding of Grants Management processes Welsh Language Welsh language skills are not essential (but would be desirable) for this position. The NPS and Welsh Government acknowledge the importance of developing and growing its bilingual workforce, and welcomes applications from individuals who demonstrate their capability to work in both English and Welsh. Applications are therefore welcomed in both English and Welsh. 6

7 Competencies 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 Civil Service competency framework. 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: Civil Service Competencies A brief summary of these skills is included at Annex A. In particular applicants should address: Strategic Cluster Setting Direction o Seeing the Big Picture o Changing and Improving o Making Effective Decisions People Cluster Engaging People o Leading and Communicating o Collaborating and Partnering o Building Capability for All Performance Cluster Delivering Results o Achieving Commercial Outcomes o Delivering Value for Money o Managing a Quality Service o Delivering at Pace All Civil Servants are expected to conduct themselves in accordance with the Civil Service Code, a copy of which can be found at Annex B. TERMS OF APPOINTMENT This appointment is offered on either a permanent basis, or as a secondment for up to 2 years. The appointment is also open to permanent Civil Service employees on a lateral or promotion basis. If the successful candidate takes up this role on a secondment basis they may retain their existing terms and conditions including salary. 7

8 Location The post is pan Wales and the post holder may work from any of the Welsh Government Offices. However, there is an expectation that the successful applicant would work from Cardiff 2-3 days a week. Hours This is full time role; job share will be considered Relocation Some assistance towards relocation may be available Remuneration The salary for this role will be 75,000 up to a maximum of 82,500 (for an exceptional candidate). 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 Deputy Permanent Secretary. This role is at Deputy Director level. Senior Civil Service remuneration is currently under review by Cabinet Office. Internal candidates should look at the Welsh government starting pay on appointment policy. Annual leave The successful candidate will be appointed on the modernised Senior Civil Service terms and conditions. New Joiner There is an annual leave allowance of 25 days upon joining; increasing each year by one day until after 5 years, when the annual leave entitlement will be 30 days. There are also 8 days bank holidays and 1 privilege day to be taken at fixed times of the year. Existing civil servants There are 8 days bank holidays and 1 privilege day to be taken at fixed times of the year. 8

9 Promotion If an existing civil servant is promoted into or within the Senior Civil Service, their annual leave allowance is based on their period of continuous employment in the Civil Service, as shown below: Length of service Up to 1 year - 25 days annual leave entitlement 1 year - up to 2 years - 26 days annual leave entitlement 2 years - up to 3 years - 27 days annual leave entitlement 3 years - up to 4 years - 28 days annual leave entitlement 4 years - up to 5 years - 29 days annual leave entitlement 5 years or more - 30 days annual leave entitlement 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: o Carers Leave o Paid and unpaid maternity leave o Flexible paid paternity leave o Flexible paid adoption leave Pension scheme The Welsh 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. 9

10 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 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. Diversity and Equality The Welsh 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 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. 10

11 The Civil Service Commissioners The Welsh 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 HR Director Office of the First Minister and Cabinet Office, Welsh Government, Cathays Park, Cardiff CF10 3NQ in the first instance. If you are not satisfied with the response you receive from the Welsh Government you can contact the Office of the Civil Service Commissioners. Pre-appointment checks Before the appointment of the successful candidate can be confirmed, the Welsh Government will undertake background and security checks. As part of this, we will need to confirm your identity, check your employment history over the past five years, nationality and immigration status, Health, and criminal record (unspent convictions only). The successful candidate must hold or be willing to obtain security clearance to Security Check (SC) level before taking up post. The time scales for security clearance can vary however from receipt of completed paper work it can take up to 6 to 8 weeks. Application Process Completed application form, an up to date CV, together with a personal statement of suitability for the post should be submitted by 23:55pm on 15 January 2016 via the Welsh Government s online application system. If you would like to discuss this role further, please contact Darren Hubbard, Senior Executive Search Consultant at Langley Search and Interim via Tel: or darren.hubbard@langleysearch.com Interviews will be held at Welsh Government Offices, Cathays Park, Cardiff on 17 February The Welsh Government encourages flexible working. 11

12 Annex A Deputy Director Skills Strategic Cluster Setting Direction 1. Seeing the Big Picture Anticipate and predict the long term impact of national and international developments, including economic, political, environmental, social and technological, on own area Identify and shape how own area fits within and supports the work of the Department and priorities for the national interest, public and economic good Develop an in-depth insight into customers, citizens, services, communities and markets affected by their area and the wider public sector context Create joined up strategies and plans that have positive impact and add value for stakeholders, citizens and communities Shape strategies and plans which help put into practice and support the Department s vision and long-term direction, including those shared with other departments 2. Changing and Improving Seek, encourage and recognise ideas, initiative, improvements and measured risk taking within own area to deliver better approaches and services Encourage a culture of imaginative thinking, learning from experience and expanding mindsets and genuinely listen to ideas from employees and stakeholders Identify step changes that quickly transform flexibility, responsiveness and quality of service Challenge the status quo in own and related areas to achieve value-adding improvements and change Lead the transformation of services to users, moving to a digital approach whenever possible Create effective plans, systems and governance to manage change and respond 12

13 promptly to critical events 3. Making Effective Decisions Interpret a wide range of political and national pressures and influences to develop strategies Create a culture and ensure systems and procedures are in place for the secure and careful handling of government and public information within own area Ensure involvement and consultation where necessary and take decisive action when required Articulate options and large-scale reputational risks and impacts, including economic, environmental, political and social, and recommend plans to manage and mitigate Take quick, confident decisions at a strategic level to move things forward to meet organisational goals Outline direction of travel, recommendations and decisions for their area People Cluster - Engaging People 4. Leading and Communicating Lead from the front, ensuring visibility and communicating in a straightforward, truthful and candid way Actively promote the Department s reputation externally and internally build a sense of pride and passion for public service Inspire staff and delivery partners to engage fully with long term vision and purpose of the Department, supporting them to make sense of change Actively promote diversity and equality of opportunity inside and outside the Civil Service, valuing difference and external experience Communicate with conviction and clarity in the face of tough negotiations or challenges, surface tensions and resolve ambiguities 13

14 Influence external partners, stakeholders and customers successfully secure mutually beneficial outcomes 5. Collaborating and Partnering Proactively create, maintain and promote a strong network of connections with colleagues across the Department, wider Civil Service and externally Promote team working with peers, shares knowledge and resources with peers and across functions Encourage and establish principles of working effectively across boundaries to support the business Encourage teams to engage with a variety of delivery partners and stakeholders and listen to their feedback Build high performing teams within own area, aligned around common goals Set out clear expectations that bullying, harassment and discrimination are unacceptable 6. Building Capability for All Champion development, talent and career management for all staff and make learning a reality by encouraging and providing a range of development experiences Create an inclusive environment, one from which all staff, including underrepresented groups, can benefit Encourage work-place based learning, ensure colleagues take responsibility for their own learning and share it to build organisational capability Support teams to succeed, devoting dedicated time to empowering people through coaching and mentoring and sharing expertise/knowledge Identify capability requirements to deliver Departmental 3-5 year strategy and grow sustainable capability across all groups including those identified as having high potential Role model continuous learning and self development, evaluating own effectiveness and growth and planning next learning steps accordingly 14

15 Performance Cluster - Delivering Results 7. Achieving Commercial Outcomes Identify and implement different ways of working deployed in other sectors e.g. using resources, assets and commercial arrangements Promote a strong focus on the needs of customers, suppliers and other delivery partners to develop new commercial models for the delivery of policy and business goals Manage strategic commercial relationships and delivery arrangements actively and effectively to provide ongoing value for money to the tax payer Develop and apply market and economic understanding and insights, working with commercial experts, to support sound commercial decision-making and recommendations Take a wide view, successfully achieving common goals with organisations that have different priorities Ensure teams appreciate how market demands, investment decisions and other commercial considerations such as funding and pricing models influence suppliers and the delivery of services 8. Delivering Value for Money Understand the financial position of own area, the organisation and the wider economy and recognise impacts of this when delivering services Make and encourage strategic choices on spend, challenge high risk costly projects and forgo non-priority expenditure Promote and visibly demonstrate a culture of value for money in own area/function in order to focus managers on getting a good return for taxpayers money Interpret a wide range of financial and management information and use financial data effectively in decisions Develop robust business cases, with fully costed options identifying clear policy advantages and/or returns on investment to assist decision making Understand and manage the risks and cost-drivers for own areas of responsibility in the context of strategic priority 15

16 9. Managing a Quality Service Facilitate flexible use of resources across grades through innovative structuring of teams and resources within own area Clarify and articulate the diverse requirements of customers and delivery partners to support delivery of professional excellence and expertise Use customer insight to determine and drive customer service outcomes and quality throughout own area Translate complex aims into clear and manageable plans and determine resource requirements to support implementation Maintain and improve service by managing risks to ensure own area and partners deliver against defined outcomes Work collaboratively with customers or service delivery partners to manage, monitor and deliver against service level agreements 10. Delivering at Pace Translate strategic priorities into clear outcome-focused objectives for managers and provide the energy and drive in achievement of these objectives Take ownership of delivery against outcomes and give credit for others delivery Maintain a strong focus on priorities, holding others to account for priorities and swiftly respond to changing requirements Drive a performance culture within own area, allowing people space and authority to deliver their objectives Act as a role model for delivery by injecting enthusiasm and energy to achieve results Promote resilience and responsiveness in the organisation by being open and honest about challenges, and the actions required to address unexpected developments 16

17 CIVIL SERVICE CODE Annex B Presented to Parliament pursuant to section 5 (5) of the Constitutional Reform and Governance Act Presented to the National Assembly for Wales pursuant to section 5 (7) of the Constitutional Reform and Governance Act Civil Service values 1. The statutory basis for the management of the Civil Service is set out in Part 1 of the Constitutional Reform and Governance Act 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. 4. 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. 1 This Code applies to all civil servants who are members of staff of the Welsh Government. Other 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 Government. The Counsel General to the Welsh Government may not be an Assembly Member but he/she may participate in Assembly proceedings. 3 Civil servants advising Ministers should be aware of the constitutional significance of the National Assembly for Wales and of the conventions governing the relationship between the National Assembly and the Welsh Government. 17

18 5. This Code 4 sets out the standards of behaviour expected of you and other civil servants. These are based on the core values which are set out in legislation. Standards of behaviour Integrity 6. 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 6 ; carry out your fiduciary obligations responsibly (that is 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; keep accurate official records and handle information as openly as possible within the legal framework; and comply with the law and uphold the administration of justice. 7. 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 8. 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. 9. You must not: deceive or knowingly mislead Ministers, Parliament or others; or be influenced by improper pressures from others or the prospect of personal gain. 4 The respective responsibilities placed on the First Minister for Wales, the Welsh Ministers, Deputy Welsh Ministers and the Counsel General to the Welsh Government and special advisers in relation to the Civil Service are set out in their Codes of Conduct: Special advisers are also covered by this Civil Service Code except, in recognition of their specific role, the requirements for objectivity and impartiality (paras below). 5 This includes taking account of ethical standards governing particular professions. 6 Including a particular recognition of the importance of cooperation and mutual respect between civil servants working for the Welsh Government, and UK Government and other devolved administrations, and vice-versa. 18

19 Objectivity 10. 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. 11. 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 12. 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. 13. You must not: act in a way that unjustifiably favours or discriminates against particular individuals or interests. Political Impartiality 14. 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. 15. 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. 19

20 Rights and responsibilities 16. The Welsh 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 Government will consider your concern, and make sure that you are not penalised for raising it. 17. 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 Government s nominated officers who have been appointed to advise staff on the Code. 18. 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 regulatory authorities. This Code does not cover HR management issues. If you have raised a matter covered in paragraphs 16 to 18, in accordance with the relevant procedures 7, and do not receive what you consider to be a reasonable response, you may report the matter to the Civil Service Commission 8. The Commission will also consider taking a complaint direct. Its address is: Room G/8, Ground Floor, 1 Horse Guards Road, London SW1A 2HQ Tel: info@csc.gsi.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. 20. 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. November The whistleblowing legislation (the Public Interest Disclosure Act 1998) may also apply in some circumstances. The Directory of Civil Service Guidance and the Civil Service Management Code give more information: 8 The Civil Service Commission s Guide to Bringing a Complaint gives more information, available on the Commission s website: 20