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This role is an excellent opportunity for a qualified Occupational Psychologist to influence and shape the future leadership of the MOJ and the Prison Service.
The job holder will support the Leadership, Talent & Capability team by applying Occupational Psychology knowledge, theory and practice. This will include designing and evaluating selection and assessment materials and processes for internal staff promotion accreditation, or placement onto fast-track or leadership programmes. Work must be compliant with the Civil Service Recruitment Principles and Occupational Psychology professional standards, (BPS & HCPC) and enable HMPPS and MoJ to select and develop staff in a cost effective and efficient manner.
The job holder will contribute to the development and delivery of psychological research and continuous improvement activities within the Directorate.
They will provide advice covering all 5 areas of Occupational Psychology, particularly those related to psychological assessment at work, training and development, and leadership.
Purpose
The job holder will support the Leadership, Talent & Capability team by applying Occupational Psychology knowledge, theory and practice. This will include designing and evaluating selection and assessment materials and processes for internal staff promotion accreditation, or placement onto fast-track or leadership programmes. Work must be compliant with the Civil Service Recruitment Principles and Occupational Psychology professional standards, (BPS & HCPC) and enable HMPPS and MoJ to select and develop staff in a cost effective and efficient manner.
The job holder will contribute to the development and delivery of psychological research and continuous improvement activities within the Directorate.
They will provide advice covering all 5 areas of Occupational Psychology, particularly those related to psychological assessment at work, training and development, and leadership.
Responsibilities
- Line management of Occupational Psychologist in Training. Although not expected to be their QOP supervisor, they would facilitate and support their professional development.
- Contribute to the development, implementation and evaluation of employee assessment and selection procedures, including psychometric tests, assessment centre exercises and structured interviews.
- Carry out complex statistical analysis and interrogation of data to quality assure assessment outcomes to ensure they are consistent, reliable, valid, free from adverse impact and legally defensible.
- Conduct job analysis via desk-based research and organising information-gathering sessions with Subject Matter Experts.
- Apply professional judgement and expertise in selecting robust, cost-effective and relevant psychological tools and techniques to meet business needs.
- Conduct problem analysis and determine all project requirements and issues to be addressed. Liaise directly with project group, keeping them informed in a timely manner.
- Provide up-to-date impartial, relevant and evidence-based advice to the business group on the psychological, behavioural and workforce planning implications of their plans/practices.
- Work with leadership and fast-stream/ development programmes and work-force planners to ensure that assessment solutions contribute to a succession planning pipeline and career pathway for employees.
- Provide theoretically-founded or evidence-based advice and guidance to the business group on how psychological interventions can support their requirements.
- Liaise closely with the business group working as part of a multi-disciplinary team to meet business needs and deliver projects to required timescales.
- Design, deliver and/ or oversee psychological interventions, research and evaluation within their area of expertise.
- Design, deliver and/ or oversee fit for purpose training packages for assessors, interviewers and role players.
The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the JEGS and shall be discussed in the first instance with the job holder.
Required Experience
Leading end-to-end projects within the consultancy cycle.
Working with clients to diagnose issues and suggest strategies for change.
Conducting job analysis and competency framework/Success Profile design.
Conducting behavioural assessments and interviews.
Designing and evaluating a wide range of assessment solutions, including interviews, assessment centre exercises, and online assessments.
Using psychometric tools and ability tests for recruitment.
Designing and delivering training materials.
Behaviours
Seeing the Big Picture
Making Effective Decisions
Working Together
Managing a Quality Service
Communicating and Influencing
Delivering at Pace
Other Abilities
High level of verbal and written communication ability
Technical/Qualification Requirements
Registered Occupational Psychologist with HCPC
Chartered Membership with BPS (CPsychol)
Test User: Occupational, Ability (or Level A equivalent)
Test User: Occupational, Personality (or Level B equivalent)
Good understanding of recruitment legislation and Occupational Psychology Best Practice and its potential impact on assessment delivery and design
Good knowledge of statistics and competent in using SPSS
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