Business Administrator Specialist: Intelligence Analyst - HMP Styal

The job holder will provide administrative support to the Security Intelligence Department and assist the Head of Security in the delivery of an effective intelligence system within the establishment.

They will be responsible for maintaining administration systems effectively and efficiently within specified timescales for the establishment

This is a non-operational job with no line management responsibilities. This role is rotational.

Responsibilities, Activities and Duties

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

• Analyse and evaluate intelligence information to support and inform decision making in the prevention of security breaches and management of incidents. Where required, undertake further analysis on Security Incidents Reports (SIRs) that require it


• Produce a monthly Intelligence Report and disseminate it as required within the establishment, collating feedback, before presenting the report at the monthly Security meeting


• Regularly update line management regarding local security issues and any intelligence received


• Make sure that the security intelligence system is updated, maintained, used appropriately and that staff are trained in its use as required


• Check security information received, determine level of importance and recommend responses and solutions


• Collate and distribute monthly targets for searching and mandatory drug tests to all residential units


• Delivers in-house training in intelligence related procedures which will include both induction training for new starters and some specific on-going training which reinforces the need for all staff to adhere to security protocols


• Liaise with other establishments, Law Enforcement groups and external agencies and to disseminate intelligence and SIR information in line with local and national policies to maintain safety and security


• Provide advice and guidance to the Security Manager on current trends and issues. This includes identifying and monitoring of targets under the local supply reduction policy and extremism policy


• Monitor the Regulatory Investigatory Powers Act (RIPA) and Covert Human Intelligence Sources (CHIS) procedures in line with relevant local/national policies, audit standards, Local Security Strategy (LSS), Interceptions of Communications Commissioner's Office (IOCCO) and other standards


• Monitor prisoner communications in line with relevant local/national policies, audit standards, LSS and the IOCCO requirements


• Support the Establishment Corruption Prevention Manager in detecting staff 'wrongdoing', preventing and detecting crime


• Act as the liaison for the BRENT secure fax


• Act as point of contact for all Violent and Sex Offender Register (ViSOR) issues in the security department


• Liaise with external stakeholders regarding Counter Terrorism and Extremism


• Interview prisoners where intelligence suggests they may be the victims of extremist bullying or where prisoners have requested to speak to Security relating to Counter Terrorism Unit (CTU)


• Brief and liaise with residential units regarding covert testing


• Compile and keep up to date "subject profiles" on any Terrorism Act (TACT) prisoners, "problem profiles" and analytical reports on incidents or individuals


• Assess any seized items such as literature/audio for any extremist content


• Compile and complete reports on TACT or Security Threat Group prisoners Undertake other administrative tasks including:


• Organise, produce and maintain accurate records for the area of work


• Act as contact point for all communications to the Team, prioritise and distribute to the appropriate person or relevant department in the establishment


• Complete monitoring returns for the area of work


• Input requisitions on the finance database for purchases in the area of work


• Co-ordinate any awareness sessions for the area of work


• Prepare paperwork for checking by their manager, conducting initial checks as required


• Correspond with relevant stakeholders and agencies to ensure that they are aware of information and that it is adequately shared


• Maintain and check establishment databases, manual filing systems and logs of information with responses within timescales, producing reports as required


• Collate information on relevant Service Delivery Indicators (SDI's)


• Arrange any meetings including the preparation of paperwork, minutes and action points


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.

An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.

Behaviours


• Changing and Improving


• Communicating and Influencing


• Working Together


• Managing a Quality Service


• Making Effective Decisions


Technical Requirements

Job holders must complete specific training in their administrative specialism once they take up post.

When transferring to a Young Persons establishment the job holder will be required to successfully undertake an assessment to demonstrate suitability to work with Young People., 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., 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 are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

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


• Able to deal effectively and assertively with staff at all levels


• Able user of MS Word and MS Excel


• Information collation and analysis, Ability to use MS Word and Excel - 250 word limit

Ability to collate and analyse information - 250 word limit
Behaviours
Changing and Improving - 250 word limit
Communicating and Influencing - 250 word limit
Working Together - 250 word limit
Managing a Quality Service - 250 word limit
Making Effective Decisions - 250 word limit, Ability to deal effectively and assertively with staff at all levels
Ability to use MS Word and Excel
Ability to collate and analyse information
Behaviours
Changing and Improving
Communicating and Influencing
Working Together
Managing a Quality Service
Making Effective Decisions
Additional Assessment(s)
Written Exercise

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 Shared Service Connected Ltd (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);


• 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 SSCL Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please see our Disability Confident Scheme Frequently Asked Questions webpage.

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.
Interview dates
Expected Mid-Late July
Closing Date