Head of Case Management and Operational Policy, Teacher Misconduct Uni
The Teacher Misconduct Unit is responsible for handling all referrals for serious teacher misconduct cases, managing sensitive contacts with stakeholders including teachers, witnesses, legal representatives and volunteer panellists appointed by the Minister for Schools. The unit's responsibilities include, investigating individual cases, instructing external presenting officers, organising and supporting panel hearings, ensuring information about cases is kept up to date and secure, and publishing the outcomes of hearings.
The role involves complex decision making around the legal aspects of the case and decisions that might ultimately impact upon the final outcome of a hearing. There is little opportunity for upward referral as the G6 and Deputy Director make the final decision on cases and cannot be conflicted by earlier interventions.
This is a Coventry based office role. All the formal hearings take place in the Coventry office or, where additional accommodation is required, close to that office.
The Grade 7 is responsible for delivery of all hearings casework to challenging KPIs through line management of the casework team, management of contracts with presenting officers and legal advisers and maintaining a pool of engaged and high quality panellists. The role holder also contributes to liaison with the policy team on teacher regulation policy.
• Lead on the performance management and development of a team of 20+ staff, encouraging a culture of innovation focused on adding value - giving people space to think creatively and demonstrate visible involvement;
• Oversee the management of contracts with presenting officer and legal adviser firms to ensure that legal work delivered is high quality and value for money;
• Build capability within the team to handle and resolve difficult casework issues confidently, providing advice and support to others, and sharing experience and learning;
• Contribute to consideration of teacher misconduct policy issues providing informed, innovative and thoughtful solutions and proposals for implementation, and ensuring that operational experience is appropriately fed back to policy and legal colleagues;
• Ensure adherence to the legal and regulatory requirements that define the Teacher Misconduct process and be aware of the impact of other regulations that might impact service delivery and build diversity and equality considerations into plans as appropriate;
• Question and challenge the value being delivered through commercial arrangements with presenting officers and legal advisers, motivating improved performance by presenting officers and legal advisers, challenging any gaps between contractual commitments and actual delivery; and
• Make difficult decisions relating to misconduct casework by pragmatically weighing the complexities involved against the need to act.
Changing and Improving
- Encourage a culture of innovation focused on adding value, giving space to think creatively; and
- Provide constructive challenge to senior management on change proposals which will affect own business area.
Making Effective Decisions
- Draw together and present reasonable conclusions from a wide range of incomplete and complex evidence and data - able to act or decide even when details are not clear; and
- Make difficult decisions by pragmatically weighing the complexities involved against the need to act.
Leading and Communicating
- Be visible to staff and stakeholders and regularly undertake activities to engage and build trust with people involved in area of work; and
- Confidently engage with stakeholders and colleagues at all levels to generate commitment to goals.
Collaborating and Partnering
- Actively build and maintain a network of colleagues and contacts to achieve progress on objectives and shared interests; and
- Actively involve partners to deliver a business outcome through collaboration that achieves better results for citizens.
Managing a Quality Service
- Create regular opportunities for staff and customers to help improve service quality and demonstrate a visible involvement; and
- Ensure adherence to legal and regulatory requirements in service delivery and build diversity and equality considerations into plans.
Delivering at Pace
- Clarify business priorities, roles and responsibilities and secure individual and team ownership; and
- Maintain effective performance in difficult and challenging circumstances, encouraging others to do the same.
We'll assess you against these competencies during the selection process:
- Changing and improving
- Making effective decisions
- Leading and communicating
- Collaborating and partnering
- Managing a quality service
- Delivering at pace
Civil Service Competency Framework
Civil Service pension schemes may be available for successful candidates.
Applicants currently holding a permanent post in the Civil Service should note that, if successful, their salary on appointment would be determined by the Department's transfer / promotion policies.
As a member of the DfE, you will be entitled to join the highly competitive Civil Service Pension Scheme, which many experts agree is one of the most generous in the UK.
You will have 25 days leave, increasing by 1 day every year to a maximum of 30 days after five years' service. In addition, all staff receive the Queen's Birthday privilege holiday and 8 days' bank and public holidays.
We offer flexible working arrangements, such as job sharing, term-time working, flexi-time and compressed hours, along with excellent childcare benefits.
As an organisation, which exists to support education and lifelong learning, we offer our staff excellent professional development opportunities.
To find out more, download the candidate pack attached to this advert.
Things you need to know
Successful candidates must pass a disclosure and barring security check.
Successful candidates must pass basic security checks.
Candidates will be subject to UK immigration requirements as well as Civil Service nationality rules.
If you're applying for a role requiring security clearance please be aware that foreign or dual nationality is not an automatic bar. However certain posts may have restrictions which could affect those who do not have sole British nationality or who have personal connections with certain countries outside the UK.
Selection process details
In the event of a large number of applications being received, we may undertake the sift based on the lead competency (Changing and Improving)
If your application progresses to the interview stage of the process, you will be asked to provide examples to demonstrate all of the competencies listed in this advert.
Feedback will only be provided if you attend an interview or assessment.
Open to UK, Commonwealth and European Economic Area (EEA) and certain non EEA nationals. Further information on whether you are able to apply is available here.
Candidates in their probationary period are eligible to apply for vacancies within this department.
Working for the Civil Service
The Civil Service Code sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles.
The Civil Service embraces diversity and promotes equality of opportunity. There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria.