Deputy Portfolio Director, PEEL Inspection Program
His Majesty's Inspectorate of Constabulary and Fire & Rescue Services
Apply before 11:55 pm on Tuesday 22nd October 2024
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About the job
Job summary
HMICFRS independently assesses the effectiveness and efficiency of police forces and fire and rescue services – in the public interest. We promote improvements in policing and fire and rescue services to make everyone safer. We are independent of the Government, police and fire and rescue services. We ask the questions that we believe the public wish to have answered and produce major reports that shine a light on issues at the very heart of policing and fire and rescue services.
Summary
HMICFRS independently assesses the effectiveness and efficiency of police forces and fire and rescue services – in the public interest. We promote improvements in policing and fire and rescue services to make everyone safer.
We are independent of the Government, police and fire and rescue services. We ask the questions that we believe the public wish to have answered and produce major reports that shine a light on issues at the very heart of policing and fire and rescue services.
Our reports are widely covered by the media and help inform the public of the performance of their local police forces and fire and rescue services. You can find out more about HMICFRS on our website and see some of our recent reports.
Working at HMICFRS gives you an opportunity to make a real difference to the quality of local police and fire and rescue services and the lives of the public.
HMICFRS is a unique organisation with staff seconded or loaned from across the Civil Service, police forces and fire and rescue services. We set ourselves high standards, taking great pride in the quality of work we achieve and the opportunities we create for our staff.
Find out more
If you would like to talk to someone about this role and what it’s like working for HMICFRS we would be pleased to hear from you. Please contact recruitment@hmicfrs.gov.uk and we can arrange for someone to contact you.
Job description
The Deputy Portfolio Director (DPD) reports to the Head of the PEEL Inspection Portfolio (Portfolio Director).
The PEEL inspection programme makes assessments on the effectiveness, efficiency and legitimacy of police forces in England and Wales. The inspections include consideration of how they carry out operational activities such as preventing crime, investigating crime, and responding to vulnerable people and keeping them safe. It also considers whether they do this in such a way that provides value for money for the taxpayer and whether they treat their communities and their workforce in a legitimate manner.
The Deputy Portfolio Director (DPD) role is responsible for managing the end-to-end PEEL inspection programme on behalf of the Portfolio Director and oversees elements of the PEEL assessment framework.
Additionally, the role covers wider inspection, management and corporate responsibilities. It also has line management responsibility for a small team of subject matter experts. The Portfolio Team comprises police officers and civil servants
Person specification
Responsibilities
The Deputy Portfolio Director will be responsible for:
- Working effectively across HMICFRS, with other Portfolios and inspection teams, and the HM Inspectors (HMIs) to implement the PEEL programme.
- Acting in accordance with HMICFRS’ stated values.
- Working collaboratively to lead the design, implementation and reporting of the PEEL inspection programme.
- Managing relationships with a wide range of internal and external interested parties.
- Providing specialist advice on policing to key stakeholders, including the HMI and the HM Chief Inspector (HMCIC).
- Ensuring effective analysis of the inspection findings and contribution to assessment and judgment processes, providing authoritative and credible advice to ensure graded judgments are robust and evidence-based.
- Ensuring our reports are well-evidenced with recommendations that are easily understood by the public and policing stakeholders.
- Ensuring national themes and positive practice identified in our inspections are shared with the policing system nationally to support improvements.
- Preparing and quality assuring spotlight or thematic reports, including analysis of themes, report drafting and briefing processes.
- Preparing and quality assuring material such as briefing notes, reports, speaker notes, correspondence and presentations.
- If required, undertaking inspection activity, including leading interviews, focus groups and reality testing.
- Leading, managing and developing staff, including the use of mentoring and coaching techniques.
- Taking an active leadership role as part of the wider Portfolio management team to meet organisational purpose and objectives.
- Leading on corporate responsibilities for the wider Portfolio.
- Deputising for the Portfolio Director and representing the Portfolio as required.
This is a varied and stimulating role, offering a high profile and unique opportunity to work with senior partners across the policing landscape and to make a real difference in improving policing across the widest range of activity.
Essential Criteria
- Experience of working within policing.
- A well-developed understanding of the current policing context and the strategic issues facing policing.
- Confidence and experience in liaising, negotiating and influencing strategic change with senior stakeholders.
- Excellent communication skills (both written and verbal).
- Leadership and people management experience.
Desirable Criteria
- Experience of inspection design, development, planning and delivery.
- An understanding of the PEEL inspection programme.
- Police expertise including (but not exclusively): police custody; crime prevention; management of suspects and offenders (MOSOVO and POLIT); vulnerability; stop and search and use of force.
Behaviours
We'll assess you against these behaviours during the selection process:
- Working Together
- Leadership
- Communicating and Influencing
- Delivering at Pace
- Making Effective Decisions
Benefits
- A Civil Service Pension
See civil service pensions website for more information www.civilservicepensionscheme.org.uk
A Civil Service pension with an average employer contribution of 27%
- Learning and Development tailored to your role
We are committed to investing in our staff and providing all staff with opportunities to maximize their skills and achieve their potential. We offer a range of work-based training, learning and development opportunities including access to coaching and mentoring, and five days volunteering per year.
- An environment with flexible working options
We promote flexible working that balances professional and personal commitments. We support virtual and smart working, making best use of our technology and building collaborative working models to help all staff to work from home and/or in the office in a ‘hybrid’ way.
- A culture encouraging inclusion and diversity
The diversity of our people is a real asset to HMICFRS. We are committed to creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best. We particularly welcome applications from candidates from ethnic minority groups and people with disabilities, as they are currently under-represented within this grade level.
Things you need to know
Selection process details
As part of the application process you will be asked to send a CV and complete a Personal Statement Max Word Limit 500. Further details around what this will entail are listed on the application form.
In addition you will be required to complete a number of Behaviour examples.
The CV is for information purposes only and will not be marked.
The first stage of the sift will be carried out on your Personal Statement which should be aligned to the essential criteria. If you do not meet the essential criteria, your application will not progress further. For those who do meet the essential criteria, their application may progress to the second stage of the sift process.
The second stage of sift is based on the lead behaviour Working Together.
If your application progresses to a full sift, all behaviours will then be considered.
If successful at sift stage, you will be invited to an interview where you will be tested against the Success Profiles behaviours and experience based on the essential criteria stated in the advert.
Sift & Interview Dates
Sift – w/c 28th October
Interviews by Video link – on 15 November and 22 November
We often have similar roles available at different grades. Should candidates be placed on a reserve list we may be able to offer a similar role or a lower grade role without the need for you to go through a further selection process.
Please be aware that this role can only be worked within the UK and not overseas.
Behavioural statements
You need to provide specific examples of when you have demonstrated particular skills or qualities for each of the five Civil Service behaviours listed. Your examples must also show how you meet the Essential criteria and skills listed in the job description.
We recommend that you use the Situation, Task, Action and Result (STAR) method to help make sure your examples are clear and highlight your skills and qualities. Each example should set out what you have done, how you completed the task and the results of this action to allow the panel to assess how you meet the required behaviours.
Please make sure you have provided sufficient information – it is not enough to submit a list of bullet points. Please refer to the Success Profiles (opens in a new window) to make sure you are familiar with what is required for each behaviour. You will not be expected to meet every single aspect of every behaviour, but must show a good range or depth for each behaviour to be successful at the sift stage.
Further information
For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV. A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.
For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting
A reserve list may be held for a period up to 12 months from which further appointment may be made.
If you are successful in this position and choose to accept the provisional offer for this role, you will be removed from all other Home Office reserve lists at the same grade.
Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.
We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.
New entrants are expected to join on the minimum of the pay band.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.
For further information please see the attached notes for candidates which must be read before making an application.
Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidate’s responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.
Transfer Terms: Voluntary.
If you are invited to an interview you will be required to bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.
Please see the attached list of Home Office acceptable ID documents.
Any move to the Home Office from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct.
If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
Reasonable Adjustments
If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
- Contact Government Recruitment Service via HOrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs
- Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
Nationality requirements
Working for the Civil Service
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
Diversity and Inclusion
Apply and further information
Contact point for applicants
Job contact :
- Name : Suzette Allcorn
- Email : Recruitment@hmicfrs.gov.uk
Recruitment team
- Email : HMICFRSRecruitment@homeoffice.gov.uk
Further information
principles, and wish to make a complaint, then you should contact in the first instance
HORecruitment.GRS@cabinetoffice.gov.uk. If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission.
