Download Benefits Realisation Strategy

Her Majesty’s Courts and Tribunals Service
Directorate: Change Directorate
Job Title: Service Model Support
Pay Span or equivalent: Band C
This position is being offered on a 4 year fixed term basis. This role is open to existing Band Cs and is also
open to existing Band Ds on promotion.
This vacancy is open to employees who were appointed to the Civil Service on merit following a fair and open
competition, or were appointed to a permanent Civil Service post in accordance with an exception certified by
the Civil Service Commissioners’.
Employees on Fixed Term contracts who were recruited through fair and open competition and who wish to
apply for this internal vacancy should be aware that they must be employed by the Civil Service at the time of
appointment to the post as well as the time of application.
Background
Her Majesty’s Court and Tribunals Service is an agency of the MoJ and provides the supporting administration
for the judiciary across England and Wales. It delivers services to the public directly in court and tribunal
buildings, remotely via business centres and some limited services via the internet.
The Reform Programme is a once in a generation opportunity to transform the entire HM Courts and Tribunals
Service, enhancing the provision of a world-class justice system, in a manner that provides an improved user
experience at reduced cost to the taxpayer. This will contribute to consolidating the UK’s position at the forefront of an increasingly competitive international legal market as well as ensuring access to justice for all.
Vacancies within the Change Directorate offer a unique chance to be at the forefront of leading and
implementing significant change projects across the organisation. The Programme is ambitious and
innovative and will need a flexible workforce to deliver it. Those leading the change will experience new and
exciting opportunities and will benefit from playing a part in a number of different initiatives throughout the four
year programme. Staff within the Change Directorate will need to display a commitment to three key
principles: Continuous change, managing uncertainty and designing services around the needs of the users.
All those appointed to these new roles must be wholeheartedly committed to these principles and evidence
this in their application.
Overview
HMCTS is a continually changing organisation. Strong leadership is a critical element in this being successful.
As a manager within HMCTS the jobholder must provide clear direction and focus, visibly championing the
changes which deliver greater efficiencies. HMCTS Executive team expects all Managers to operate in a
culture of openness and honesty, demonstrating a commitment to change through involvement and
empowerment, and by delivering results.
The key purpose of the role is to
We have an exciting opportunity for a Portfolio & Design Support to be part of the Reform Programme. The job
holder will play a key role in supporting the Design Authority Lead in managing a comprehensive work
programme of design and ensuring a focus on delivering HMCTS’ target operating model.
Working with a variety of stakeholders, the job holder will need work flexibly across HMCTS’s Change
Directorate and Courts and Tribunals Development Directorate, establishing and maintaining relationships
across the change programmes and supporting workstreams and providing advice and support on the design
process and reference business architecture.
This is a great opportunity to be part of a team that is at the heart of change and delivery for HMCTS.
Key responsibilities
Operational
management
Collaboration &
Engagement
Leadership

Supporting the effective management of the Design Authority. This will include, but
is not limited to, responsibility for maintaining a comprehensive forward look that is
aligned to the Design Authority’s purpose and objectives.

Leading on the management of Design Assumptions, developing clear guidance on
the change control process, providing advice and support throughout that process
and initiating portfolio level reviews of design assumptions at appropriate points.

Establishing review mechanisms to assess the effectiveness of design processes,
templates and practices and implementing improvements to improve practice.

Ensuring the effective management of design forums. This will include developing
agendas, anticipating topics for discussion and inviting speakers to support learning
and/or improvements in process or practice.

Providing additional ad hoc support to the Design Authority lead and Business
Architecture lead as required.

Developing relationships with stakeholders and regularly undertaking activities to
engage and build trust and generate commitment in design and business
architecture.

Fostering a culture of sharing learning within key design stakeholders across the
change portfolio through the design forums. Building engagement with design and
encouraging the sharing of best practice and lessons learnt.

Providing ad hoc design and business architecture advice and support to
stakeholders across the change portfolio.

The post holder will have line management responsibilities for one Band D. Matrix
management of teams/individuals within the Change Directorate or Courts and
Tribunals Development Directorate may also be required

Lead by example, role modelling ethics, integrity, impartiality and the elimination of
bias by building diverse teams and promoting a working environment that supports
the Civil Service values and code.
Other duties
The post holder is required to work in a flexible way and undertake any other duties reasonably requested by
line management which are commensurate with the grade and level of responsibility of this post.
Location of Post
This role will be based at Petty France, London and as such frequent travel to London will be required as part
of these working arrangements.
Key Civil Service Competencies
Seeing the Big
Picture
 Be alert to emerging issues and trends which might impact or benefit own and
team’s work
 Develop an understanding of own area’s strategy and how this contributes to
Departmental priorities
 Ensure own area/team activities are aligned to Departmental priorities
 Actively seek out and share experience to develop understanding and knowledge of
own work and of team’s business area
 Seek to understand how the services, activities and strategies in the area work
together to create value for the customer/end user
Changing and
Improving
 Find ways to improve systems and structures to deliver with more streamlined
resources
 Regularly review procedures or systems with teams to identify improvements and
simplify processes and decision making
 Be prepared to take managed risks, ensuring these are planned and their impact
assessed
 Actively encourage ideas from a wide range of sources and stakeholders and use
these to inform own thinking
 Be willing to meet the challenges of difficult or complex changes, encouraging and
supporting others to do the same
 Prepare for and respond appropriately to the range of possible effects that change
may have on own role/team
Leading and
communicating
 Take opportunities to regularly communicate and interact with staff, helping to clarify
goals and activities and the links between these and Departmental strategy
 Recognise, respect and reward the contribution and achievements of others
 Communicate in a succinct, engaging manner and stand ground when needed
 Communicate using appropriate styles, methods and timing, including digital
channels, to maximise understanding and impact
 Promote the work of the Department and play an active part in supporting the Civil
Service values and culture
 Convey enthusiasm and energy about their work and encourage others to do the
same
Collaborating and  Establish relationships with a range of stakeholders to support delivery of business
outcomes
Partnering
 Invest time to generate a common focus and genuine team spirit
 Actively seek input from a diverse range of people
 Readily share resources to support higher priority work, showing pragmatism and
support for the shared goals of the organisation
 Deal with conflict in a prompt, calm and constructive manner
 Encourage collaborative team working within own team and across the Department
Managing a
 Make effective use of project management skills and techniques to deliver
Quality Service
outcomes, including identifying risks and mitigating actions
 Develop, implement, maintain and review systems and service standards to provide
quality, efficiency and value for money
 Work with team to set priorities, goals, objectives and timescales
 Establish mechanisms to seek out and respond to feedback from customers about
service provided
 Promote a culture that tackles fraud and deception, keeping others informed of
outcomes
 Develop proposals to improve the quality of service with involvement from a diverse
range of staff, stakeholders or delivery partners
Flexible working options
HMCTS offers a flexible working system in many of its offices.
Job sharing and reduced hours
All applications for job sharing or reduced hours will be treated fairly and on a case by case basis in
accordance with the MoJ’s flexible working policy and equality policy.
Excess Fares and Relocation Allowances
This job is not eligible for relocation allowances but excess fares may be considered in accordance with MoJs
excess fares allowance policy.
HMCTS offers a range of benefits
Annual Leave
Generous allowances for paid holiday starting at 23 days per year, and rising as your service increases. There
is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time
off for public holidays and 2.5 privilege days. Leave for part-time and job share posts will be calculated on a
pro-rata basis.
Pension
The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits
you best.
Training
HMCTS is committed to staff development and offers an extensive range of training and development
opportunities.
Support
 A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
 Access to flexible benefits such as salary sacrifice arrangements for childcare vouchers, and voluntary


benefits such as retail vouchers and discounts on a range of goods and services.
Paid paternity, adoption and maternity leave.
Free annual sight tests for employees who use computer screens.