General Information

Salary £55,457 - £61,003 Working Pattern Full Time Vacancy Approach External Location Ashton-under-Lyne, Bolton, Bury, Manchester, Oldham, Salford, Stockport, Wigan Region Greater Manchester Closing Date 04-Aug-2025 Business Unit Area Directors Office - London Family Post Type Permanent Civil Service Grade SEO Number of jobs available 1 Reserve List 12 Months Job ID 8042

Descriptions & requirements

Job description

Overview of the job

This is a functional management job within HMPPS dedicated to the NPS. Reporting to the Lead for Health and Safety (NPS).

The post-holder is responsible for supporting the delivery of national HSF priorities and plans via advice, influence, training, planning and monitoring across a NPS Division.

The post-holder will not be expected to be based permanently in the Divisional office however they will be expected to travel regularly to the Divisional office and other offices in the Division.

Summary

The Divisional Lead: HS&F will be responsible for the provision of Health, Safety and Fire advice, support, planning, monitoring and reporting in their NPS Division. They will also specialise in a particular HSF area within HMPPS. They will lead for their Division on health, safety and fire issues and provide their service in line with nationally determined priorities and plans for HSF.

This is a non-operational job which has line management responsibilities for the BAS: HS&F (NPS) role.

Responsibilities, Activities and Duties

The job holder will be required to carry out the following responsibilities, activities and duties:

• In line with national procedures for development and approval of same, the post-holder will support and advise the relevant groups in the updating, consulting on and seeking approval of relevant HSF documentation such as the local components of national HSF arrangements documents and non-generic parts of risk assessments

• To monitor and report on the presence and quality of relevant H+S documentation within relevant local delivery units such as risk assessments and the extent to which they are effectively implemented and achieve suitable levels of control. This includes fire risk assessments and the extent to which the controls it specifies are being implemented and maintained.

• To engage actively with internal and external audit processes.

• To engage actively with the Regional Services Leads: Health, Safety and Fire, HS&F Sponsors, senior managers, committees and forums.

• To advise relevant health and safety sponsors and SMTs of the effectiveness of their current HSF controls and associated HSF issues.

• To ensure that relevant local delivery units are consulted about and / or informed of prospective changes in national policy and practice through formal, recorded channels and structures such as SMTs, H+S Committees, Trade Union Engagement and both union and non-union safety representatives.

• To monitor and report the HSF performance of the Division and relevant local delivery units by; ensuring that workplace inspection programs are in place and carried out and that systemic findings of inspections are collated and reported.

• Undertake governance and assurance site visits focusing on HSF matters and provide reports and feedback to local Senior Management and H&S Sponsors identifying critical performance and any associated issues via visit reports.

• Provide professional support to local HSF sponsors and other key staff for the HSF Management System. Produce associated system reports on individual local delivery unit performance levels for DDs and national data analysis.

• To report on relevant local delivery unit H+S performance by: undertaking NORCET analysis and reporting; by analysis and reporting of Rivo, hub and litigation data; by reporting on the relationship between accidents, assaults and occupational ill-health on sickness absence levels; by analysing other suitable sources such as training, audit and Inspectorate reports.

• To liaise regularly with the OHA’s and HRBP(s) for relevant sites to co-ordinate immunisation, stress and MSD activity as agreed with same and to receive information on patterns of occupational illness and absence within the local delivery unit.

• To attend HSF committees (the HS sponsor or Senior Manager will Chair the committee) to provide advice and support to same and provide each committee with a report on progress on plans and performance for the period since the last committee and present relevant reports and information

• To maintain the HSF risk register for relevant local delivery units and update same via NORCET and other sources and present and discuss the register at relevant meetings

• To provide oversight and guidance on appropriate litigation casework for the relevant local delivery units in liaison with other regional and national litigation management functions.

• To draft, and seek approval for the annual performance and assurance report and to prepare and present regular reports for senior management on relevant topics

• To assist relevant staff in ensuring that relevant HSF training needs are identified and transferred appropriately to local people plans and monitor and report on progress against same.

• To ensure the availability and delivery of a range of HSF training within the relevant local delivery units both in response to ad-hoc needs agreed within the local delivery unit and as directed by national HSF policy.

• To actively engage with internal and external contract works planning on request and engage local HSF sponsors in this process and to report appropriately within the relevant local delivery unit and to the DD where necessary.

• To actively engage with the management of CRCs to develop joint arrangements for effective HSF management and to propose these for authorisation by the senior management of both the CRC and the NPS. To report systematically the progress and performance of these arrangements in regular management reports.

• To represent the HMPPS NPS Division in discussion with MoJ Estates Managers who oversee maintenance delivery contracts on the HSF requirements for premises, plant and equipment inspection, testing and maintenance and the HSF aspects of the service providers service operation.

• To participate actively in, and lead in certain cases, groups set up to maintain and develop HSF such as stress management groups, risk assessment groups etc.

• To develop particular specialism’s, as determined by national priorities and agreed with the National H&S Team, on which they will lead for HMPPS and act as a source of additional knowledge to their team and associates.

• To assist in the identification and assessment of first aid needs for the relevant local delivery unit, and monitoring and reporting the extent to which relevant local delivery units are meeting national and locally assessed needs.

• To work closely with the Regional Services leads: HSF in matters related to both divisional regional and national developments in HSF.

• To carry out peer audits / inspections of other regional or divisional units as part of a program and provide feedback

• To co-ordinate investigations into relevant incidents including remotely via Rivo and email and ensure that serious incidents including near misses are reported thoroughly and lessons shared and learnt amongst relevant departments and local delivery units.

• To actively monitor Rivo for new incidents, check the quality and range of information submitted and correct or obtain as required and to co-ordinate and control appropriate subsequent Rivo action requests.

• To liaise with outside agencies and relevant stakeholders in respect of Health, Safety and Fire issues for the relevant local delivery units in liaison with the relevant regional services lead: HS&F

• Responsible for the management of BAS: HS&F staff within their Division. This includes staff performance, development and annual appraisal through to sickness absence management

• To ensure the eligible local delivery unit staff attend immunisation clinics as part of the national immunisation programme, and to report on the relevant local delivery units’ immunisation attendance via the OHA and immunisation co- ordinator.

• To provide support, leadership and guidance for the BAS:HSF advisor.

• Deliver and implement projects as directed by the National H&S and Fire Teams.

• Attend relevant boards/SMT meetings and actively contribute.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is 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.

Behaviours

• Changing and Improving

• Making Effective Decisions

• Communicating and Influencing

• Working Together

• Managing a Quality Service

Technical Requirements

Required: NEBOSH Diploma or NVQ 5 in Occupational Health and Safety Management or equivalent.

Chartered Membership of IOSH within two years of taking up posts.

HMPPS Fire Safety Advisor Qualification to be achieved within one year of taking up post.

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the HMPPS’ Flexible Working policy.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.

Benefits

Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment

Pension

-The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.

Work Life Balance

HM Prison & Probation Service (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers

Training

HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles

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 HMPPS considers to be racist

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

To Transformative Business Services (0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
To the Civil Service Commission (details available here)

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

This job is broadly open to the following groups:

UK nationals
nationals of the Republic of Ireland
nationals of Commonwealth countries who have the right to work in the UK
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 8042

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 8042

Job Description Attachment

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Application form stage assessments

Behaviours A sift based on the lead behaviour, Changing and Improving, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered. Behaviours Application Form Question Word Limit 500 Changing and Improving Making Effective Decisions Communicating and Influencing Working Together Managing a Quality Service

Interview stage assessments

Interview Dates To be confirmed Behaviours Changing and Improving Making Effective Decisions Communicating and Influencing Working Together Managing a Quality Service Use of Artificial Intelligence (Al)You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own. Level of security checks required DBS Enhanced

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