Business Change and Development Officer Ref: MW/101
Business Change and Development Officer Ref: MW/101 Working in partnership to protect vulnerable and exploited workers Information for Candidate Working in partnership to protect vulnerable and exploited workers Introduction The Gangmasters Licensing Authority (GLA) is a Government agency that works in partnership with other organisations to protect vulnerable and exploited workers. It regulates the supply of labour for the purposes of agriculture, horticulture, shellfish gathering and any associated processing and packaging. The GLA runs a licensing scheme for ‘gangmasters’ – which is another name for labour providers. There is a requirement by law for any businesses operating in the defined sector to hold a valid licence. This system aims to impose the minimum possible burden on businesses involved, while providing them with a ‘level playing field’ on which they can all compete equally and thrive. To supply labour without a licence is a criminal offence that carries a prison sentence of up to 10 years. It is also an offence to employ the services of an unlicensed operator. This carries a sentence of up to six months in prison, as well as financial penalties. The GLA is an ‘intelligence-led’ organisation on the frontline of the UK’s increasing efforts to identify and eradicate modern slavery. It relies and acts upon information from workers, businesses and members of the public about any non-compliant activity. It is a ‘firstresponder’ and acknowledged national expert – acting as tactical adviser to the police – on investigations into and operations designed to tackle forced labour - an indicator of human trafficking. Following a directive from the Government, the GLA now focusses on the most severe offenders operating in its defined sector. This work involves working alongside law enforcement agencies to disrupt serious and organised criminal activity. Issues that are investigated range from companies and individuals who traffic victims into the country, through to determined large-scale businesses who operate sophisticated business and pay models in an attempt to avoid tax unlawfully. The GLA also seeks to deal with other breaches of licensing standards, including health and safety issues as well as breaches of employment law. For more information see www.gla.gov.uk. Job Context The Business Change and Development Officer Role will sit in the GLA’s Directorate of Strategy and Business Change. The main contacts for these roles will be: Internally, the successful candidate will work alongside all members of GLA staff. Externally, there are a wide range of contacts with other government departments including HMRC, DWP, Home Office, Police, law enforcement agencies, Industry stakeholders including labour providers and labour users and retailers. Role Requirements As there is an operational requirement for this role you need to be resilient enough to cope with the demands and pressures of enforcement and compliance work. As a Business Change and Development Officer you may: be required to work long or unsocial hours, encounter stress and physical confrontation, be required to walk over difficult or uneven terrain. We need to ensure that you are in good mental and physical health to carry out the duties of a Business Change and Development Officer which is why you must complete a Placement Screening Questionnaire prior to taking up the role. Depending upon the responses given you may be required to undertake a medical examination. All job offers are conditional upon receipt of a satisfactory medical report. What if you have a disability? The Disability Discrimination Act 1995 defines a person with a disability as “a physical or mental impairment which has a substantial adverse long term effect on his or her ability to carry out normal day to day activities” The GLA welcomes applications from people with disabilities and will do all it can to make reasonable adjustments, which will allow applicants with a disability to do the job. Pre-Employment Checks In addition to a Basic Disclosure check you will be required to successfully complete Security Clearance. Location You will be office based with potential extensive travel throughout the UK. Job title Responsibilities Design, develop and deliver training material for delivery to internal and external customers to include material relating to GLA Licensing Standards, Human Trafficking or Forced Labour. Develop an accredited training programme for stakeholders in conjunction with a recognised awarding body, College of Further Education or University in order to enhance capability to meet GLA strategic aims. Proactively identify and develop opportunities to share resources with law enforcement partners and stakeholders Develop and deliver formal training across the framework of office based and home based officers aligned to organisational need and priorities. Optimise and develop suite of learning portals including contributing to the development of e-learning and webinar guidance Support all staff in achieving their personal development plans in conjunction with team leaders providing ad hoc training and development interventions across a variety of areas for example presentation skills Act as first point of contact with key stakeholders and the industry to provide advice and guidance on how to prevent worker exploitation Work with partners to develop and implement preventative strategies to reduce risk of worker exploitation Represent the GLA in discussions with law enforcement partners in the development of any training material relating to GLA Licensing Standards, Human Trafficking or Forced Labour Represent the GLA at multi-stakeholder meetings, conducting presentations where required Contribute to the development and implementation of policies and procedures, to include raising awareness of same with colleagues Conduct targeted application and compliance inspections to address areas of noncompliance Complete clear and concise reports following inspection of businesses, identifying areas where compliance is in doubt Ensure that vulnerable people, to include those who are potential victims of trafficking, are given access to the support required through the national referral mechanism and any other means To undertake joint operations with partner agencies both as lead officer and team member, to include planning, briefing and reporting upon the operation Identify and report upon any indicators of forced labour exploitation ensuring that evidence of related offences is preserved and through liaising with partners potential victims are removed to a place of safety Investigate offences against the Gangmasters Licensing Act 2004 to include the preparation of prosecution case for forwarding to appropriate prosecuting authority Support policing, NCA and other law enforcement agencies in the investigation of labour exploitation, human trafficking and associated offence Gather and submit relevant Intelligence relating to both criminal activity and breaches of GLA Licensing Standards and ensure directed both internally and to partner agencies To adhere to Priority status of ‘tasked’ enquiries and ensure that all Reports are submitted with recognised timescales Represent the GLA at Court and Appeal Hearings Accept direction and offer assistance as required to peers Ensure best value is a primary factor in all aspects of GLA business Any other duties as directed Relevant Skills and Experience Essential Full driving licence Recognised adult training qualification to at least City and Guilds level 3 7303 or equivalent (PTLLS) Working knowledge of relevant investigatory legislation appropriate to area of deployment and understanding of unique nature of GLA working across three legal jurisdictions Ability to engage with stakeholders and partner agencies in the provision of guidance and/or training Ability to stay ahead of and absorb emerging legislation and relevant information to ‘self-brief’ on matters as required incorporating such information into relevant training provision to ensure such provision is up to date, accurate and legally/regulatory compliant. Experience of staff learning and development issues and the ability to assist staff in an advisory capacity regarding their future development needs Experience of providing holistic training within an investigative/regulatory framework Experience of delivering training within the workplace to colleagues and across a range of departments Experience of taking the lead in investigations An understanding of the indicators of forced labour and the national referral mechanism An understanding of the assistance for victims available through key stakeholders The ability to write clear and concise reports within agreed timescales for both compliance and criminal cases Experience of working within a complex regulatory framework and knowledge of computer based technology associated with investigation and enforcement coupled with proficiency in Microsoft Office packages Recognise the risks associated with the work being undertaken to both self and ‘partners’ and ensure all relevant factors are considered before embarking on course of action Ability to work independently or within a team, develop strong professional relationships and be confident in working across all levels and functions Highly developed organisational and presentation capability along with the ability to prioritise workload in order to manage time effectively Ability to meet competing priorities and demonstrate a flexible approach Ability to engage and communicate effectively with stakeholders, partner agencies and all connected to the regulated sector with demonstrable communication skills Experience of presenting information to various partners and stakeholders by presentation or at meetings Proven ability to deliver soft skills training Commercially astute and professionally credible Desirable Higher level training qualification in Adult Education C&G 7407 or higher Experience of managing people in a variety of roles within an investigative and office support environment Experience of working with vulnerable people and providing access to support services Experience of auditing and/or quality assurance procedures An understanding of licensing, compliance and enforcement work A qualification in investigation, inspection or auditing is an advantage but not essential for the role Experience of investigation into human trafficking and associated exploitation Professionalising Investigation Programme Level 2 or similar accreditation Experience of delivering training within both public and private sector Terms and Conditions Business Change and Development Officer Salary £28,187 plus a non pensionable Variation of Duties allowance of £3116 Location You will be office based at our head office in Nottingham with extensive travel in the UK. Candidates will be expected to live within a reasonable travelling distance of the GLA head office in Nottingham. If you are planning to relocate then please clearly state this fact on your application form otherwise your application will be sifted out. The GLA is looking for: 1 x Business Change and Development Officer Bonuses There will also be the opportunity to earn end of year bonuses. Working Hours Your working hours will be the equivalent of 37 hours per week excluding lunch breaks. The role has been designed as a full time job. Holiday allowance You are entitled to 30 days paid leave, in addition to 8 public holidays and 2.5 privilege days. Benefits As part of our family friendly policies, the GLA operates a Flexible Working Hours Policy and an in-house Childcare voucher scheme. Pension Under Auto-Enrolment legislation you will automatically be entered into an occupational pension scheme that has a member contribution rate which is linked to your salary. The GLA also makes contributions and meets the bulk of the cost of this scheme. Or you can elect to join a stakeholder pension with a contribution from ourselves. The basic contribution is based on your age, and we pay this regardless of whether you choose to contribute anything. You do not have to contribute if you do not wish to but, if you do, we will also match your contributions up to an additional 3% of pay. The Civil Service pension scheme is currently under review and both employer and employee contribution rates may change in the future, more details will be provided at the time of appointment. If you previously worked for an employer who participated in the Civil Service pension scheme, different conditions may apply. If you have a Civil Service pension in payment, you should be aware that the pension scheme rules prevent members from receiving more by way of Civil Service pay and pension combined on re-employment than they were earning as salary before they retired. This is called “abatement”. If you left the Civil Service with an early retirement, severance or redundancy package then your existing benefits may be affected if you accept this post. If you have any queries in this respect please contact the HR Team on 0115 959 7078. Development The GLA is committed to the development of its employees. Period of Appointment The post is permanent. Probation Period There is a 6 month probation period. Deadline for Applications By 12pm on 18 December 2014. Interview Dates The interviews for these roles will take place either the week commencing 5th or 12th January 2015. Guidance Notes for Completing the Application Form These guidance notes have been designed to assist applicants to complete the job application form. Please read them carefully before completing your Job Application form and the Equal Opportunities Monitoring form. All information that applicants provide within the Application Form and the Equal Opportunities Monitoring Form will be held with regard to the following: Data Protection Act 1998 Article 8 of the European Convention of Human Rights Act Information Commission Codes of Practice on Employee, Employer relations part one, Recruitment and Selection part three, Monitoring at Work. If required this form can be made available, on request, in alternative formats, e.g. Braille, large print, tape, pictogram/graphic version. Contact the HR Team on 0115 959 7078. Data Protection Once your application form has been received all details that you submit will be recorded for a maximum of 12 months and will then be confidentially disposed of. If you are successful in your application this information will be kept securely as part of your personal employment record. Step by Step Guide to Completing Your Application Applicants need to complete the application form electronically. The GLA does not accept handwritten applications. Where the applicant has a disability or may have difficulty in completing the application form the GLA will accept the application form where it has been completed by another person for assistance, although the declaration on the application must be signed by the actual applicant. Before completing the application form applicants are advised to read through the application pack, in particular the job description and skills required. Please note that The GLA cannot accept curriculum vitaes, all sections of the application form must be completed. Applicants should ensure that the vacancy name, location and reference number is completed at the beginning of the application form (The post reference number can be found on the job advertisement and in the Information guide.) Section 1 – Personal Information Please complete your name and contact details in full. Nationality All applicants are required to complete this section. The Asylum and Immigration Act 1996 makes it a criminal offence for the GLA to employ those who do not have permission to live or work in the United Kingdom. Applicants invited to interview will be required to provide documentary evidence of their right to live and work in the United Kingdom. This is a Non Reserved post under Civil Service Nationality Rules and is therefore open to UK, British Commonwealth and European Economic Area (EEA) Nationals and certain non EEA members subject to immigration requirements. For the most up-to-date information on the requirements of working in the UK, please go to the UK Border Agency website: http://www.ukba.homeoffice.gov.uk/visas-immigration/working/ Section 2 – Educational History Applicants should complete this section to the best of their ability. In particular applicants should ensure that all qualifications/training relevant to the post for which they are applying are included in the application form. Applicants should also include examinations sat and indicate where results are awaited. Section 3 – Rehabilitation of Offenders Act 1974 All applicants are required to complete this section. Under the Rehabilitation of Offenders Act 1974 applicants who have a criminal record which is “spent” may answer “no” to this question. However, protection under the Rehabilitation of Offenders Act 1974 does not extend to those posts that require a disclosure. A disclosure for example would be required for posts where the holder is required to undertake investigatory work / work with security equipment. Further guidance notes about security clearance and methods of vetting will be made available to those applicants applying for a post that requires a disclosure. Section 4 – Career History All applicants must complete the previous employment section leaving no gaps in employment unaccounted for. Indication of time off for a career break, for caring responsibilities, for study or travel or absences from work due to a disability will not prejudice your application for employment with the GLA. Section 5 – Your Skills, Attributes and Experience The application form will be used initially for shortlisting for interview and may be referred to during the selection process. It is important that you use this section to clearly explain how your particular skills, qualifications and experience compare with those listed in the relevant skills and experience. The panel will need to gain enough evidence about how you meet the requirements of the role to be able to shortlist you for interview. Part 1 – Suitability for the role Part one provides you with the opportunity in no more than 1000 words to explain how your skills, attributes and experience relate to the position you are applying for. The examples must relate to things you have actually done. For example, please tell us: The nature of the situation; Your role in dealing with the situation – what exactly you did and when; What the results were and how well the aims were met Part 2 – Additional Information Applicants should use this section to provide details of skills, qualifications and experience which have been gained outside of the workplace, for example voluntary work or spare time activities in no more than 300 words. Part 3 – Reason for Applying Part three is your opportunity to explain to us the reasons you are interested in this post specifically in no more than 100 words. Section 6 – Interview Arrangements Due to time constraints on recruiting for these posts the interviews will take place either week commencing 5th or 12th January 2015. Section 7 – Guaranteed Interview Scheme (GIS) We welcome applications from people with disabilities and would encourage you to make an application to us if you feel you have the requisite skills and qualifications for the position. If you consider yourself to have a disability please carefully read through the information provided on the Guaranteed Interview Scheme (GIS) form. If you feel that you meet the requirements then please complete the form, specifying any assistance that you may require at the interview stage and return to us with your application form. Section 8 – Equal Opportunities The GLA is an equal opportunities employer and welcomes applications from all sections of the community. No job applicant will be treated less favourably because of his or her sex, race, colour, ethnic origin, age, marital status, disability, religion or belief, sexual orientation, or by any other condition or requirement that cannot be shown to be justified. In order to help us ensure that this policy is being carried out, please complete the information required on the Equal Opportunities Monitoring Form and return to us with your application form. The data from this form will be used for monitoring purposes only, it will not form part of the interviewing and selection process. Any information provided on the Monitoring Form is treated as ‘sensitive’ data. Through monitoring the GLA is aware of the makeup of its employees and can then support, help and provide advice to employees where needed. Monitoring is also a requirement under the Race Relations Amendment Act 2000, however, completion of the form is not compulsory. Section 9 - Publicity In order to assess the impact of our advertisements please could you confirm from which publication or other source you learned about this post. Section 10 – Signature and Date Applicants must ensure they sign the declaration to certify that the information provided on the application form is correct. As applicants are required to submit their application online the GLA will accept a typed or electronic signature. Please note that if you provide false information or deliberately omit any relevant details your application will be withdrawn from the recruitment process. All applications must be received by the published closing date. Only those applications received before 12pm on the specified closing date will be considered. Selection Procedure The Authority may run generic rolling recruitment. These adverts will make it clear that similar vacancies may be available in other parts of the Authority from time to time. The range of possible terms of employment will be made known when the appointments are originally advertised or in the accompanying information pack. Common standards in taking selection decisions will be applied. Staff on short-term contracts following fair and open competition and advertised with the possibility of permanent employment will be able to apply for internally advertised jobs. Applicants will be considered equally on merit at each stage of the selection process. Throughout the selection procedure decisions will be based on the individual merit of the candidates and will determine which ones progress to the next stage. At the final stage acceptable candidates will be placed in order of merit and offered appointment in that order, unless there are sufficient vacancies to appoint all immediately. Only applications received by the closing date will be considered. Candidates will be expected to live within a reasonable travelling distance of the GLA head office in Nottingham. If you are planning to relocate then please clearly state this fact on your application form otherwise your application will be sifted out. The Monitoring Form will be separated from the application form. Short Listing Application forms will be passed to the interview panel for short listing. Short listing is a process whereby the information, which you provide on your application form, is marked against the defined criteria as detailed in the person specification. All applications will be short listed by a minimum of two people. Only candidates who meet the essential criteria will be selected for interview. The interview panel will consider the overall quality of the applications and invite those applicants that best meet the essential and desirable criteria to interview. Applicants with a Disability The GLA is a Positive About Disabled People employer, in accordance with the Disability Discrimination Act 1995 and the GLA’s Equality and Diversity Policy. The GLA adopts a positive action strategy in recruitment for internal and external disabled applicants. Where an applicant with a disability meets the essential criteria for the post they will automatically be invited for interview. Interview Stage Once candidates have been invited for interview the scores obtained at short listing will not contribute to the interview process. Candidates invited for interview will be informed in writing and will be asked to confirm their intentions to attend. Candidates that have not been selected for an interview will not be notified. If you do not hear from the GLA within 2 weeks from the closing date then the application has been unsuccessful. In some instances, sequential 1 to 1 interviews may be used as an alternative to panel interviews, however, the final decision – which will be taken by at least two people – will be based on the interviewers’ assessments. For these positions the GLA will undertake an Assessment Centre approach which will include an interview and a short “in-tray exercise” and or presentation in which your ability to make decisions, analyse information and assess risk will be assessed. This process is expected to last up to 1.5 hours. Candidates will be informed of any arrangements associated with the interview or selection process. Pre-Employment Checks Candidates are asked to bring all original certificates of qualification relating to the post to interview, together with identification that confirms they have the right to live and work in the United Kingdom. (Please see Asylum and Immigration Guidance Notes for further details). All offers of employment are conditional upon receipt of satisfactory references and where the post requires it, medical clearance and a Basic Disclosure and Government Security Check (where relevant for the post). The successful candidate may not commence employment with the GLA until the verification process has been completed. Provisional Offer of Employment The successful candidate will be notified by telephone and if they accept the offer, a written offer will be sent within 24 hours. Unsuccessful candidates will be notified by post within a week of the final interview. Appeal against non selection for Interview Candidates have the right to appeal within 1 week of the expiry of the 2 week period of not being selected for Interview. Grounds for Appeal should be restricted to those identified below and appeals outside the scope of these grounds will not be considered: a procedural irregularity that can be seen to have materially disadvantaged the individuals candidature; or a demonstrable infringement of the GLA’s equal opportunities policy causing real disadvantage Appeal against the way the Interview was conducted A candidate can appeal against the way the interview was conducted if they feel they were disadvantaged, discriminated against or treated unfairly. Consideration of any such Appeal can be made on the grounds of procedural irregularity; infringement of equal opportunities policy or any exceptional circumstances (unknown to the panel members) which might have affected their performance at interview. The Appeal must be lodged within 48 hours of being notified that the candidate has been unsuccessful. Complaints Procedure If at any stage of the recruitment process you feel aggrieved that the process did not follow procedure and/or you were treated less favourably throughout the process you should forward your comments in writing to: [email protected]
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