22960 - Workplace Wellbeing Co-ordinator (non operational) in March

Job description

Overview of the job

The post holder will be establishment based and report to the Head of Business Assurance.

The post holder will be responsible for implementing and supporting an over-arching Welfare Delivery and Wellbeing Framework within prisons.

Summary

The job holder will be responsible for the coordination and effective delivery of the local reflective practice model within prisons. The post holder will be responsible for providing advice and guidance to Governors, Senior Leaders and Line Managers to ensure effective wellbeing practices are implemented, supporting all staff within the establishment. The post requires collaboration with internal and external stakeholders, ensuring a cohesive approach to staff wellbeing, encapsulating existing and new wellbeing initiatives and processes.

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

Responsibilities, Activities and Duties

• Coordinate and deliver local reflective practice model/ session to identified staff cohort, to improve resilience, confidence, and retention within this group.
• Ensure that trained reflective practitioners are released to attend planned reflective practice sessions.
• Work collaboratively with People Hub/Detail to ensure optimum attendance on reflective practice timetable.
• Engage with reflective practice sponsor, and/or Governor, to highlight any concerns or trends from reflective practice delivery.
• Be responsible for the promotion of PAM Reflective session.
• Be responsible for driving improvements in local wellbeing activity through the coordination of the local Wellbeing Committee.
• Ensure TRiM, Mental Health Allies and the Care Team work collaboratively to support staff.
• Post Incident Care - Work collaboratively with Safer Custody colleagues and stakeholders to ensure that timely and appropriate support is in place.
• Coordination of Wellbeing events, promotion and activities as per a locally published Wellbeing calendar.
• Contribute to the Supporting Each Other Framework by delivering a local Wellbeing Induction to new starters.
• Work with managers to improve the Wellbeing of staff in their work areas including the delivery of Wellbeing awareness sessions.
• Engage with MOJ HR to actively contribute to Wellbeing assurance activity, to drive improvement in Staff Wellbeing.
• Be the point of contact to provide specialist advice in relation to staff absences or concerns relating to Mental Health, to include promoting external support.
• Work collaboratively with stakeholders to deliver the fitness testing programme.
• Work with internal stakeholders to improve the wellbeing of staff (Staff Fitness Team, National Staff Support Leads, MOJ People Group, Health & Safety, D&I).
• Work with external stakeholder to improve the wellbeing of staff (for example OH, EAP, Charity for Civil Servants).
• Provide regular communications within establishments on national, regional and local wellbeing initiatives including Disability Passports, Carers Passport, Menopause Framework.
• Identify and share good practice across the region.
• Work with relevant stakeholders to ensure joined up effective working practice.

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.

Civil Service Success Profile Criteria

Behaviours

• Communicating and Influencing
• Developing Self and Others
• Delivering at Pace
• Working Together

Experience

• Strong organisational skills, planning and attention to detail
• Proficient in the use of MS Word and MS Excel
• Able to deliver training effectively and assertively with staff at all levels
• Information collation and analysis

Ability

• Excellent communication skills
• Ability to facilitate discussion

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

• 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

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