Regional Corruption Pursue Manager

This position is based at HM Prison Liverpool, L9 3DF. HM Prison Wymott, Leyland, PR26 8LW. HMP Altcourse, Liverpool, L9 7LH. Job Summary Please refer to Job Description

HMPPS Band 5 HMPPS's efforts to tackle corruption are integral to delivering safe and secure prisons and probation. HMPPS has worked with MoJ to identify that a new approach is needed to ensure we remain resilient to this key operational threat. HMPPS has developed a future strategy for tackling corruption in HMPPS based on four key objectives:

• ‘Protect' against corruption by building an open and resilient organisation;
• ‘Prevent' people from engaging in corruption, strengthen professional integrity;
• ‘Pursue' and punish those who are corrupt; and
• ‘Prepare' for corruption, reducing its impacts on our teams. These objectives will need to be delivered at every level through prisons and probation, in particular strengthening our resilience on the front line. The Directorate of Security is taking forward improvements, including restructuring the Counter-Corruption Unit (CCU), to provide senior operational leaders, prisons and probation teams with an improved counter-corruption service. The role sits in the newly restructured Counter-Corruption Unit. Its objectives are to support prisons and probation to manage corruption threats, in particular supporting ‘pursue' activity on corruption cases. The core service to be provided by the regional CCU is to support prisons and probation to effectively pursue corruption reports to clear, proportionate and timely outcomes. The level of service is to be assessed and prioritised according to policy and guidance, but may include providing prisons and probation with enhanced analytical support, expert advice on how to progress cases, logistical and coordination support. The team will also be responsible for supporting prisons and probation on the effective management of known corruptor prisoners in custody and under supervision in the community to prevent them from corrupting staff. In line with HMPPS policy, the post holder will be responsible for supporting the relevant Regional Corruption Purse Lead to deliver a high-quality counter-corruption service to prisons and probation in their SOCT region. The RCPM will also be responsible for working in partnership with other regional teams in the Directorate of Security, HR services and law enforcement. The job holder will report directly to the Regional Corruption Purse Lead, who in turn reports to the Head of the Operational Intelligence Team. The post holder will have line management responsibility for a Corruption Pursue Officer and will be expected to have a close working relationship with the regional counter-corruption analyst. This Is a Regional Post, And The Successful Candidate Will Be Based At Their Nearest Public Sector HMP Establishment From The Following List: HMP Liverpool, 68 Hornby Road, Liverpool, L9 3DF HMP Altcourse, Brookfield Drive, Fazakerley, Liverpool, L9 7LH HMP Wymott, Ulness Walton, Leyland, PR26 8LW Frequent travel to the following prison and probation establishments will be required: HMP Liverpool, HMP Altcourse, HMP Wymott, and geographically mirroring PDU's. Travel will also be required to regional offices and law enforcement partners' offices along with occasional travel outside the region (e.g. to London). The job holder will be required to carry out the following responsibilities, activities and duties:
• Working with the national CCU team to develop a detailed and expert understanding of the corruption evidence based on the nature of the threat, (e.g. drivers of corruption, prevalence, escalation, risk/impact, effective interventions) and using this as a basis for all practice.
• Having a strong and contemporaneous understanding of the operational context in prisons and probation, including pressures, priorities, risks and opportunities to better tackle corruption.
• Having a strong understanding of the relevant legal and policy frameworks relating to corruption, security and HR, and making sure these are followed when providing services to prisons and probation, and that these are shared with and championed when working with delivery partners.
• Under the direction of the RCPL, to support prisons and probation to progress corruption cases in line with policy. This may include supporting RCPLs who lead on most complex and highest profile cases, or independently leading on lower risk cases.
• On the direction of the RCPL, the post holder may also be asked to: support prisons and probation in assessing and understanding their risks to corruption and develop mitigation strategies; work with prisons and probation to understand capability gaps and signpost wider capability opportunities, best practice and guidance, or deliver some briefing sessions as appropriate; and support light touch research to inform our evidence base on corruption, including interviewing former staff who have been convicted of corruption related offences, or other information to support assessing performance.
• Develop close and effective working relationships with key stakeholders, in particular with Security Mangers, Deputy Governors, Governing Governors, Divisional Managers, HR Business Partners and HR.
• Develop and maintain a wider network of stakeholders, including in other SOCT regional teams (e.g. NIU, SOCU, JEXU), law enforcement (local forces and ROCUs), contract managers and contracted providers.
• Supporting the RCPL to understand and manage the case load of the region, including by: maintaining accurate and up to date case records in line with the CCU's case management system; and, regularly developing reports based on case management data (e.g. number of cases open, length of case) to identify areas for review and intervention.
• Supporting the RCPL to set clear objectives and expectations for the team in line with policy documents and deliver a high quality service, including by: ensuring individual and RCPO's objectives and activity is aligned and prioritised to the policy and operational risk/need; and contributing to a positive culture of continuous improvement and innovation to improve services.
• Line management of the RCPO. 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. A full driving licence is a requirement of this role. HMPPS Band 5 HMPPS's efforts to tackle corruption are integral to delivering safe and secure prisons and probation. HMPPS has worked with MoJ to identify that a new approach is needed to ensure we remain resilient to this key operational threat. HMPPS has developed a future strategy for tackling corruption in HMPPS based on four key objectives:
• ‘Protect' against corruption by building an open and resilient organisation;
• ‘Prevent' people from engaging in corruption, strengthen professional integrity;
• ‘Pursue' and punish those who are corrupt; and
• ‘Prepare' for corruption, reducing its impacts on our teams. These objectives will need to be delivered at every level through prisons and probation, in particular strengthening our resilience on the front line. The Directorate of Security is taking forward improvements, including restructuring the Counter-Corruption Unit (CCU), to provide senior operational leaders, prisons and probation teams with an improved counter-corruption service. The role sits in the newly restructured Counter-Corruption Unit. Its objectives are to support prisons and probation to manage corruption threats, in particular supporting ‘pursue' activity on corruption cases. The core service to be provided by the regional CCU is to support prisons and probation to effectively pursue corruption reports to clear, proportionate and timely outcomes. The level of service is to be assessed and prioritised according to policy and guidance, but may include providing prisons and probation with enhanced analytical support, expert advice on how to progress cases, logistical and coordination support. The team will also be responsible for supporting prisons and probation on the effective management of known corruptor prisoners in custody and under supervision in the community to prevent them from corrupting staff. In line with HMPPS policy, the post holder will be responsible for supporting the relevant Regional Corruption Purse Lead to deliver a high-quality counter-corruption service to prisons and probation in their SOCT region. The RCPM will also be responsible for working in partnership with other regional teams in the Directorate of Security, HR services and law enforcement. The job holder will report directly to the Regional Corruption Purse Lead, who in turn reports to the Head of the Operational Intelligence Team. The post holder will have line management responsibility for a Corruption Pursue Officer and will be expected to have a close working relationship with the regional counter-corruption analyst. This Is a Regional Post, And The Successful Candidate Will Be Based At Their Nearest Public Sector HMP Establishment From The Following List: HMP Liverpool, 68 Hornby Road, Liverpool, L9 3DF HMP Altcourse, Brookfield Drive, Fazakerley, Liverpool, L9 7LH HMP Wymott, Ulness Walton, Leyland, PR26 8LW Frequent travel to the following prison and probation establishments will be required: HMP Liverpool, HMP Altcourse, HMP Wymott, and geographically mirroring PDU's. Travel will also be required to regional offices and law enforcement partners' offices along with occasional travel outside the region (e.g. to London). The job holder will be required to carry out the following responsibilities, activities and duties:
• Working with the national CCU team to develop a detailed and expert understanding of the corruption evidence based on the nature of the threat, (e.g. drivers of corruption, prevalence, escalation, risk/impact, effective interventions) and using this as a basis for all practice.
• Having a strong and contemporaneous understanding of the operational context in prisons and probation, including pressures, priorities, risks and opportunities to better tackle corruption.
• Having a strong understanding of the relevant legal and policy frameworks relating to corruption, security and HR, and making sure these are followed when providing services to prisons and probation, and that these are shared with and championed when working with delivery partners.
• Under the direction of the RCPL, to support prisons and probation to progress corruption cases in line with policy. This may include supporting RCPLs who lead on most complex and highest profile cases, or independently leading on lower risk cases.
• On the direction of the RCPL, the post holder may also be asked to: support prisons and probation in assessing and understanding their risks to corruption and develop mitigation strategies; work with prisons and probation to understand capability gaps and signpost wider capability opportunities, best practice and guidance, or deliver some briefing sessions as appropriate; and support light touch research to inform our evidence base on corruption, including interviewing former staff who have been convicted of corruption related offences, or other information to support assessing performance.
• Develop close and effective working relationships with key stakeholders, in particular with Security Mangers, Deputy Governors, Governing Governors, Divisional Managers, HR Business Partners and HR.
• Develop and maintain a wider network of stakeholders, including in other SOCT regional teams (e.g. NIU, SOCU, JEXU), law enforcement (local forces and ROCUs), contract managers and contracted providers.
• Supporting the RCPL to understand and manage the case load of the region, including by: maintaining accurate and up to date case records in line with the CCU's case management system; and, regularly developing reports based on case management data (e.g. number of cases open, length of case) to identify areas for review and intervention.
• Supporting the RCPL to set clear objectives and expectations for the team in line with policy documents and deliver a high quality service, including by: ensuring individual and RCPO's objectives and activity is aligned and prioritised to the policy and operational risk/need; and contributing to a positive culture of continuous improvement and innovation to improve services.
• Line management of the RCPO. 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. A full driving licence is a requirement of this role. Person specification Please Refer To Job Description Behaviours We'll assess you against these behaviours during the selection process:
• Communicating and Influencing
• Making Effective Decisions
• Managing a Quality Service
• Working Together Alongside your salary of £37,417, HM Prison & Probation Service contributes £10,839 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides .
• Access to learning and development
• A working environment that supports a range of flexible working options to enhance your work life balance
• A working culture which encourages inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%
• Annual Leave
• Public Holidays
• Season Ticket Advance For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page. Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ Artificial intelligence Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use. Selection process details This vacancy is using Success Profiles , and will assess your Behaviours and Strengths. https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ Feedback will only be provided if you attend an interview or assessment. This vacancy is using Success Profiles , and will assess your Behaviours and Strengths. Security Successful candidates must undergo a standard (or equivalent) criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check .See our vetting charter . People working with government assets must complete baseline personnel security standard checks. Successful candidates must undergo a standard (or equivalent) criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check .See our vetting charter . People working with government assets must complete baseline personnel security standard checks. Nationality requirements 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)
• 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 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 . The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy. 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 . The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

This vacancy is part of the Great Place to Work for Veterans initiative. Contact point for applicants Job Contact :

• Name : SSCL Recruitment Enquiries Team
• Email : moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk
• Telephone : 0345 241 5358 Recruitment team
• Email : moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk Further information Appointment to the Civil Service is governed by the Civil Service Commission's Recruitment Principles. If you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints https://jobs.justice.gov.uk/careers/JobDetail/22996?entityId=22996