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:
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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:
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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
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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.
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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.
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Proactively identify and develop opportunities to share resources with law enforcement
partners and stakeholders
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Develop and deliver formal training across the framework of office based and home
based officers aligned to organisational need and priorities.
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Optimise and develop suite of learning portals including contributing to the
development of e-learning and webinar guidance
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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
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Act as first point of contact with key stakeholders and the industry to provide advice
and guidance on how to prevent worker exploitation
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Work with partners to develop and implement preventative strategies to reduce risk of
worker exploitation
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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
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Represent the GLA at multi-stakeholder meetings, conducting presentations where
required
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Contribute to the development and implementation of policies and procedures, to
include raising awareness of same with colleagues
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Conduct targeted application and compliance inspections to address areas of noncompliance
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Complete clear and concise reports following inspection of businesses, identifying
areas where compliance is in doubt
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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
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To undertake joint operations with partner agencies both as lead officer and team
member, to include planning, briefing and reporting upon the operation
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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
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Investigate offences against the Gangmasters Licensing Act 2004 to include the
preparation of prosecution case for forwarding to appropriate prosecuting authority
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Support policing, NCA and other law enforcement agencies in the investigation of
labour exploitation, human trafficking and associated offence
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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
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To adhere to Priority status of ‘tasked’ enquiries and ensure that all Reports are
submitted with recognised timescales
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Represent the GLA at Court and Appeal Hearings
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Accept direction and offer assistance as required to peers
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Ensure best value is a primary factor in all aspects of GLA business
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Any other duties as directed
Relevant Skills and Experience
Essential
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Full driving licence
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Recognised adult training qualification to at least City and Guilds level 3 7303 or
equivalent (PTLLS)
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Working knowledge of relevant investigatory legislation appropriate to area of
deployment and understanding of unique nature of GLA working across three legal
jurisdictions
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Ability to engage with stakeholders and partner agencies in the provision of guidance
and/or training
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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.
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Experience of staff learning and development issues and the ability to assist staff in an
advisory capacity regarding their future development needs
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Experience of providing holistic training within an investigative/regulatory framework
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Experience of delivering training within the workplace to colleagues and across a
range of departments
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Experience of taking the lead in investigations
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An understanding of the indicators of forced labour and the national referral
mechanism
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An understanding of the assistance for victims available through key stakeholders
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The ability to write clear and concise reports within agreed timescales for both
compliance and criminal cases
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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
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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
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Ability to work independently or within a team, develop strong professional
relationships and be confident in working across all levels and functions
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Highly developed organisational and presentation capability along with the ability to
prioritise workload in order to manage time effectively
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Ability to meet competing priorities and demonstrate a flexible approach
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Ability to engage and communicate effectively with stakeholders, partner agencies and
all connected to the regulated sector with demonstrable communication skills
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Experience of presenting information to various partners and stakeholders by
presentation or at meetings
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Proven ability to deliver soft skills training
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Commercially astute and professionally credible
Desirable
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Higher level training qualification in Adult Education C&G 7407 or higher
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Experience of managing people in a variety of roles within an investigative and office
support environment
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Experience of working with vulnerable people and providing access to support
services
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Experience of auditing and/or quality assurance procedures
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An understanding of licensing, compliance and enforcement work
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A qualification in investigation, inspection or auditing is an advantage but not essential
for the role
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Experience of investigation into human trafficking and associated exploitation
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Professionalising Investigation Programme Level 2 or similar accreditation
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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:
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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:
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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
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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.
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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.
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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.
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Only applications received by the closing date will be considered.
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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.
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The Monitoring Form will be separated from the application form.
Short Listing
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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
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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
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Once candidates have been invited for interview the scores obtained at short listing
will not contribute to the interview process.
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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.
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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.
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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.
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Candidates will be informed of any arrangements associated with the interview or
selection process.
Pre-Employment Checks
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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).
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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
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The successful candidate will be notified by telephone and if they accept the offer, a
written offer will be sent within 24 hours.
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Unsuccessful candidates will be notified by post within a week of the final interview.
Appeal against non selection for Interview
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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:
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a procedural irregularity that can be seen to have materially disadvantaged the
individuals candidature; or
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a demonstrable infringement of the GLA’s equal opportunities policy causing real
disadvantage
Appeal against the way the Interview was conducted
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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.
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The Appeal must be lodged within 48 hours of being notified that the candidate has
been unsuccessful.
Complaints Procedure
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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]