Area Operational Change Manager

As the Area Operational Change Manager, you work closely with the Deputy Head of Operations, senior leaders, managers and staff across Thames and Chiltern to lead and embed operational change across the Area. You are responsible for ensuring change activity is effectively planned, coordinated and delivered in support of strategic priorities and operational performance.

You develop and oversee change plans, coordinate multiple projects and initiatives, and ensure delivery is achieved within agreed scope, timescales and quality standards. You provide leadership throughout the change lifecycle, managing risks, dependencies and implementation to support successful outcomes.

Working with a wide range of internal and external stakeholders, you build strong relationships to secure engagement and ensure change is delivered effectively. You act as a key link between operational teams and project stakeholders, helping to translate strategic objectives into practical and sustainable ways of working.

The role will support the introduction of new processes, systems and working practices, ensuring staff are equipped to adopt and sustain change. This includes sharing best practice, capturing lessons learned, promoting continuous improvement and helping the Area realise the benefits of change through efficient and effective service delivery., You must be aged 16 or over at the point of starting in this role. The expected start date is approximately 8–12 weeks after the application closing date. You are expected to commence employment as soon as possible following the expiry of your notice period. Requests for significantly later start dates may not be accommodated., Your roles and responsibilities include:

• Managing operational change initiatives and national projects at a local level.
• Planning and driving forward change to deliver the objectives under the Area Business Plan.
• Working with senior managers, local managers, staff and stakeholders acting as an advocate in relation to the planning, sequencing and delivery of operational change initiatives, being an advocate for change.
• Being responsible for promoting and supporting a continuous improvement culture across the Area by engaging in activities to support innovation and (collate) feedback ideas for continuous improvement.
• Identifying risks and benefits and put processes in place to track, measure and communicate for all new change initiatives or projects.
• Developing and communicating project plans to all stakeholders detailing their roles, responsibilities and accountability, linking these where appropriate to create a seamless overall change picture/narrative., If you’re joining the Crown Prosecution Service on a lateral transfer from another government department, you should contact us about the impact on your salary and the implications of any time you’ve already spent at that grade before applying or accepting an employment offer. Your salary may be adjusted if your location changes when you join us. This adjustment also takes into account any existing allowances that may have previously been consolidated into your basic pay – there’s no guarantee that you can retain these when you transfer.

We want to ensure our employees can thrive at work and home and offer a range of support to achieve a balance. This includes flexibility of working hours, flexibility to support caring responsibilities and a flexible approach to deployment. We offer a hybrid working policy. You must spend at least 40% of your contracted hours over a four-week period at court, in an office or another official workplace depending on business need and the kind of work you’re doing., You should keep this date free or notify us if you’re not available. We’ll make every effort to accommodate your date preferences but we can’t guarantee it.

We ask you to complete an assessment as part of the recruitment process for this role. We will provide details immediately before your interview.

We use behaviours to help us understand your experience, to see if you’re a good fit for the role. You are assessed against HEO level in the Civil Service success profiles behaviours framework. We are assessing four behaviours at interview and assessment stage:

• Changing and Improving – Interview/assessment
• Delivering at Pace – Interview
• Leadership – Interview
• Making Effective Decisions – Interview

Other

This is a full-time post. We do consider requests for flexible, part-time working and job share, always considering the operational needs of the department., * UK nationals

• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

• Proficient in a wide range of digital tools – Outlook, Excel, PowerPoint, MS Teams etc

It is desirable that you have the below experience but this is not required to apply:

• A qualification in project management and/or change management, or a willingness to work towards gaining such a qualification as part of their professional development, such as PRINCE 2, Agile PM etc., * Changing and Improving
• Delivering at Pace
• Leadership
• Making Effective Decisions, * Changing and improving
• Making effective decisions

In addition, you need to demonstrate the following experience/technical skills required for this role:

• Proficiency in a wide range of digital tools – Outlook, Excel, PowerPoint, MS Teams etc

You also need to demonstrate the Crown Prosecution Service or Civil Service values., If successful, you are required to secure a Disclosure and Barring Service check, for which you must have a current valid UK address.

If successfully appointed, we ask you to complete a character enquiry form and nationality and immigration questionnaire

If you’re a Crown Prosecution Service member of staff, you won’t need to do a Disclosure and Barring Service check as you already hold this clearance., Successful candidates must undergo a standard (or equivalent) criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Alongside your salary of £37,615, Crown Prosecution Service contributes £10,897 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides .

The Crown Prosecution Service is passionate about ensuring that we’re a top performing organisation and a great place to work. We’re a committed equal opportunities employer, creating a culture where you can bring your whole self to work, and individuality is truly appreciated.

This culture of inclusion is underpinned by our staff networks covering disability, faith and belief, LGBTQI+, race, social mobility alongside our mental health first aiders programme and wellbeing sessions.

The Crown Prosecution Service commits to offer its employees the following experience.

• You can do impactful, purposeful work that’s making a difference to your local communities.
• You are able to learn and grow, with access to the right opportunities and resources.
• We care about your wellbeing.
• We want you to feel valued, trusted and included.

We also offer the following range of benefits:

• Civil Service contributory pension of up to 28.9%
• 25 days’ leave, increasing to 30 days after 5 years
• £350 each year to spend on personal development
• lawyer training programme for all new prosecutors
• an extra privilege day to mark the King’s birthday
• competitive maternity, paternity and parental leave
• flexible working including flexitime, and a family friendly approach to work
• Cycle2Work scheme, employee savings.

Diversity at the Crown Prosecution Service is about inclusion, embracing differences and ensuring our workforce truly reflects the communities we serve. We want you to feel that you belong and can thrive, whatever your background, identity or culture. As a Disability Confident employer, we’re happy to support requests for reasonable adjustments and improve your recruitment experience. If you’d like any reasonable adjustments made to our recruitment process, let us know within your application or contact Calum.Chisholm@cps.gov.uk.

The Crown Prosecution Service has fixed rates for its Higher Executive Officer grade – a developing rate (the starting salary) and a spot rate (the maximum salary). Applicants typically join us on the developing rate and, after completing a 18-month development period, move to the spot rate – this is subject to your line manager confirming that you’re performing the role to a satisfactory standard.