Job Introduction
There are many opportunities to work for the IOPC outside of investigations, where your skills, experience and passion can be utilised. Within the Strategy and Corporate Services Directorate, you will find a wide variety of careers to support our organisational goals of improving confidence in policing whilst developing your own expertise.
The ODDT team is made up of four teams; Talent Management, Organisational Design and Development, Talent Acquisition and Equality, Diversity and Inclusion. Our aim is to ensure the IOPC can attract, recruit and select the best talent through inclusive recruitment practices and then through our talent management and OD work, support our staff to develop and progress by creating inspiring career pathways and empowering people to drive their career and to achieve their potential. We are responsible for a variety of initiatives including performance and development processes, coaching, mentoring and aspiring manager programmes, as well as apprenticeships and the design and delivery of leadership and management development across the organisation. Diversity and inclusion underpins all of our work and we work across the organisation to encourage commitment to our organisational values.
We'll assess you against these Level 3 behaviours during the selection process:
- Developing Self and Others
- Changing and Improving
- Making Effective Decisions
- Communicating and Influencing
- Delivering at Pace
This vacancy is using Success Profiles, to find out more, please click here.
Throughout the recruitment process we will assess your Experience, Strengths and Values. As part of the application process you will be asked to complete a statement of suitability based on the essential criteria.
Anticipated assessment and interview dates are 24th - 30th November 2022.
We reserve the right to close this advert early if a high number of applications is received.
Main Responsibility
OD interventions
- To develop the IOPC model of OD, coaching and encouraging colleagues to deliver OD interventions
- To work with People Business Partners to diagnose team and organisational issues and develop effective solutions
- To commission internal and external OD interventions to achieve effective change
- To personally lead development workshops
- To work with restorative practice techniques to enable change
- To maintain an up-to-date knowledge of best practice in OD and implement new approaches where appropriate
Leadership Charter
- To develop a plan to embed the IOPC leadership charter
- To develop an IOPC leadership plan following on from our recent Leadership Development Centres
- To commission leadership interventions and evaluate the outcomes
- To collaborate with People Management & Wellbeing Business Partners to identify struggling leaders and plan interventions to develop their skills
Management Development
- To work with the Talent Manager and Learning & Talent Development team to ensure there is a seamless process of development for managers and leaders
- To formulate a management development plan for existing managers to embed value driven management
Culture
- To raise the profile of the importance of cultural change to achieving our long-term objectives
- To define the change required in the IOPC culture and develop a culture change plan
- To work closely with the Equality Delivery Manger and Staff Networks to ensure that the culture change plan is inclusive and contributes to the IOPC EDI strategy
- To formulate measures to act as a “cultural barometer”
- To ensure regular measurement takes place and amend the culture change plan in response to results
Organisation Design
- To advise on effective structures based on an understanding of job roles
- To work with People Business Partners and LEAN practitioners to introduce and embed new structures and ways of working
- To work with the Learning & Talent Development team to identify and embed the necessary skills to implement new ways of working successfully
- To contribute to change teams that design and implement effective systems and structures to improve productivity and efficiency
Evaluation
- To embed evaluation into all planned work and share learning from mistakes and successes
- To contribute to after action reviews and produce occasional evaluation reports
General
- To ensure that OD and personal data is processed in line with UK GDPR
- To prepare and present papers for the Management Board and People and Culture Committee
- To manage and motivate a small team
- To manage contracts with external suppliers effectively and ensure procurement is compliant with internal policy and Cabinet Office controls.
- Contribute to departmental decision making through the People Senior Management team
- To identify opportunities for continuous improvement.
- Any other reasonable tasks relevant to the objectives of the role and appropriate to the grade
The Ideal Candidate
Experience
- Demonstrable experience of leading an OD workstream of a significant change project to a successful conclusion
- Demonstrable experience of leading or making a significant contribution to an organisational culture change project
- Proven ability to run workshops and OD interventions that define problems, generate solutions and enable change
- Experience of collaborating with a wide range of stakeholders to deliver multi-disciplinary projects and promoting inclusive working.
Skills and Abilities
- Thorough understanding of the issues that impact on organisational culture, values and performance and emerging trends and new practices
- Effective project management skills including analytical skills, problem solving and decision making
- Organised, self-motivated and capable of working autonomously within a rapidly changing environment.
- Confident communication with the ability to influence and engage staff at all levels.
- Evidence of commitment to continuing professional development for self and others.
Technical
- Chartered Institute of Personnel and Development (CIPD) qualification at Level 5 or above or other specialist OD qualification such as Civil Service OD Practitioner Course.
Reasonable Adjustments
The IOPC is a diverse and inclusive workplace and we want to help you demonstrate your full potential whatever type of assessment is used. We are open to providing you with the tools you need to succeed, from extra time to formatting changes, to name a mere few. If you require any reasonable adjustments to our recruitment process, please email humanresources@policeconduct.gov.uk
Package Description
- 27.5 days paid annual leave (increasing with service to 32.5 days)
- Options to carry over, buy or sell annual leave
- Civil Service pension
- PAM employee assistance programme
- Access to Civil Service Sports Council (CSSC) membership
- Staff networks focused on each of the protected characteristics – run for staff, by staff
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity behaviours
Additional Information:
The IOPC is not eligible to participate in the Civil Service transfer process, therefore successful candidates will not be able to transfer to the IOPC on their existing terms and conditions.
The IOPC does not participate in the UK Visa Sponsorship Scheme therefore, candidates will have to provide evidence of their Right to Work in the UK if offered a role with us.
This role is exempt from the Rehabilitation of Offenders Act 1974, therefore a standard Disclosure and Barring Service (DBS) check will be carried out for the successful candidate during the pre-employment process.
Any move to the Independent Office for Police Conduct 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
About the Company
As a completely independent organisation, the IOPC seeks to uphold the rights of the public and investigate the most serious matters, including deaths following police contact, to promote learning and influence change in policing. The IOPC is an organisation steeped in history, influenced by significant figures such as Stephen Lawrence and Sir William Macpherson. We are looking for people to uphold our core values, and in return we will give you a supportive and inclusive work environment to flourish in.
Be yourself
The IOPC is committed to promoting equality and valuing diversity in everything we do. Our vision is to be, and to be seen as, a leader in inclusive employment and services, demonstrating this ethos in everything that we do.
- As a silver standard Stonewall employer, we continue to commit to being a LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi and queer people.
- We are pleased to share that we are a signatory of the Business in the Community Race at Work Charter. The Charter is composed of five calls to action for leaders and organisations across all sectors.
- Being a Disability Confident employer, the IOPC is dedicated to removing the barriers for disabled people to thrive in the workplace.
- Our Staff Networks are constantly working to make the IOPC the leaders of inclusive employment, from our Allyship Programme to Welsh Language Standards and our Know the Line Policy, we are constantly seeking new ways to create an environment for all to develop and thrive.
