DWP Info Pack OrgCapMgr CorpIT

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					Corporate IT Organisational Capability

            December 2007
     The Department’s objectives
     DWP Values
     The Department’s services to customers

     Job Context
     Job Purpose
     Key Result Areas
     Terms of Transfer
     Selection Criteria

     Selection process
     Diversity & Equality
     Guaranteed Interview Scheme


Everyone knows somebody whose life has been affected by the work of the Department for Work and
Pensions. As one of the largest government departments, DWP is at the vanguard of the Government’s
social and economic agenda. The principal aim of DWP is to promote opportunity and independence for all.
It does this by helping individuals achieve their potential through employment, to provide for themselves,
their children, and their future retirement. It works, in partnership with others, to combat poverty, both of
aspiration and outcome.

The Department currently employs over 110,000 people, providing a range of services, pensions and
benefits to millions of people every working week with a turnover of over £100 billion per annum. It is
proud that, among many other achievements, it has helped lift 700,000 children out of relative poverty
since 1997; helped 1.2 million people into work through the New Deal since 1998; helped lift 2 million
pensioners out of absolute poverty since 1997; helped to ensure that more than half of all disabled people
of working age are now in employment; issued pension forecasts to some 12.3 million people to help them
plan their income in retirement; and that it now pays 98 per cent of benefits directly into customers’ bank or
building society accounts, which is more convenient for them and has also saved taxpayers more than
£1billion over five years. But behind every statistic are people, and how the DWP team deals with them is
just as important as what it does.


The Department’s objectives are to :-

      promote work as the best form of welfare for people of working age, while protecting the position of
       those in greatest need;

      ensure the best start for all children and end child poverty in twenty years;

      combat poverty and promote security and independence in retirement for today’s and future

      improve the rights and opportunities for disabled people in a fair and inclusive society; and

      modernise welfare delivery to improve the accessibility, accuracy, and value for money of services
       to customers, including employers.


The Departmental values drive the culture required to deliver Departmental objectives. They drive the
departmental competency framework and individual performance objectives. The competency framework
identifies the desired behaviours that demonstrate each of the values in practice. The Departmental values
      Achieving the Best – by using all resources efficiently so that high and consistent standards of
       service are provided.
      Respecting People – by treating customers and employees with respect, welcoming diversity and
       welcoming others’ ideas and responding fairly to individual needs.
      Making a Difference – by supporting, challenging and inspiring customers to improve their lives and
       helping each other to make a difference.
      Looking Outwards – by working with others and learning how to get better at what is done.


The Department delivers its services primarily through five delivery businesses;-

      Jobcentre Plus - which helps people of working age find work and receive the benefits to which
       they are entitled, and helps employers to fill their vacancies;

      The Pension Service - which delivers frontline services to pensioners;

      The Child Support Agency - which administers child support.

      The Disability and Carers Service - which delivers benefits to disabled people and carers;

      The Debt Management Service - which is a customer-facing shared service within the Finance
       Group, delivering debt management and recovery services on behalf of the other Businesses.

Further details and supporting information about the DWP can be found on the Department’s web site

LOCATION – Warrington

SALARY - £52,830 – £64,790

GRADE - Grade 6

LINE MANAGER – Head of People and Professional Capability

TEAM – Corporate IT People and Professional Capability



IT at the DWP is outsourced to two major suppliers, EDS and BT. The corporate IT (CIT) function is in
place to ensure the high performance of these two partnership organisations and to ensure that the DWP is
receiving the standard of IT support that is required to deliver a good public service across its five delivery
brands (detailed above).

CIT is headed up by Joe Harley and comprises @400-450 people. Most of these individuals are based in
Warrington with a small group in London, Blackpool, Sheffield and Leeds. The CIT function itself can be
broken down in the following sub-functions:
Strategy and Architecture
Application Delivery Centre
Customer Service Delivery
Strategic Sourcing
Risk and Quality
People and Professional Capability
Programme Management Division

This role sits within the People and Professional Capability team, which is headed up by Graham Gornall.
Graham has three direct reports; Head of Organisational Capability, Head of People Capability and Head
of Professional Capability.


To help develop and build the capability of DWP IT staff and thus support corporate IT (CIT) aims and

     Work closely with the PPC Director to develop appropriate people strategies & interventions in line
      with Corporate IT business vision and needs
     Co-ordinate with external and other HR bodies to ensure people strategy is reflective of latest
      industry best practice for professions represented in Corporate IT structure
     With CIT Board to assess Board and Senior Civil Servant (SCS) behaviour and purpose
     With Functional Directors within CIT to define target culture and identify initiatives to achieve it
     Work with Corporate HR and other areas of DWP to ensure that CIT target culture is aligned with
      DWP Corporate values and people strategy


     Corporate strategy: design, deliver and evaluate CIT people and learning strategy
     Supplier Management: manage third party suppliers of both IT training and IT recruitment
     Succession planning for Board and key roles in CIT
     Work with key suppliers (BT and EDS) to drive capability within their organisations
     Driving a high performance culture (and KPI definition) across CIT
     Development of a leadership culture across CIT to increase employee engagement with leadership


     Evaluate procedures for evaluating learning and development products
     In coordination with DWP define and drive target culture across CIT
     Work with PPC Director to design and embed balance scorecard and performance management
     Maintain and develop relationship with DWP HR and drive DWP change initiatives across CIT when
     Translate CIT culture into leadership behaviours
     Coach and develop the management team to ensure team effectiveness


     Produce and agree an organisational strategy including a people strategy and a change strategy
     Drive the performance of third party suppliers of IT training and IT recruitment
     Initiate and obtain buy in for succession planning across the SCS population
     Set up and execute board and SCS leadership programme
     Set up supplier (EDS/BT) organisational capability programme
     Design and implement process for managing interim population
     Develop a CIT performance culture, including an appropriate pay and reward structure
     Ensure alignment to external professional best practice (benchmarking)

   Graduate or graduate calibre with experience as an learning/organisational capability professional with
    specialist knowledge in the areas of IT learning and leadership development

   Working knowledge and competence across the whole spectrum of L&D to enable a holistic approach
    to Organisational capability issues

   Working knowledge of IT and an understanding/ability to communicate with senior IT professionals in
    their terminology

   Evidence of the management and enhancement of the people aspects of third party supplier

   Excellent project management skills with proven experience of delivering results within changing

   Characteristics of resilience, persistence, emotional toughness and diplomacy to achieve effective
    change and resolve conflict

   Talented communicator who possesses the credibility to raise potential and contentious people issues
    with the senior management team

   Experience of L&D/OD in and IT environment would be looked upon very favourably


The preferred means of application is by email to career@strategic-dimensions.co.uk or alternatively by
post to:

     Strategic Dimensions
     50 Regent Street
     London W1B 5RD

The closing date for receipt of applications is 5.00pm on 3rd January 2008

Applications should quote 1980/DV and should include:

1.     A completed Equal Opportunities Monitoring Form.

2.     A curriculum vitae with education and professional qualifications and full employment history,
relevant achievements in recent posts and latest remuneration. It is also helpful to have daytime and
evening telephone contact numbers and e-mail addresses, which will be used with discretion.

3.     A short covering letter explaining why this appointment interests you and how you meet the
appointment criteria as detailed in the person specification.

Candidates who have responded to the advertisement before receiving this brief need do no more than
complete and return the diversity/disability monitoring form, unless they feel that they wish to submit any
additional information having read this brief. If so, this should be sent to the address below, and it will be
appended to their original application.


If you have any queries about any aspect of this appointment, or merely wish to have an informal
discussion, then call Dan Vacassin on 020 7470 7106.


You will receive an automatic acknowledgement of your application – please do contact us if this
does not occur.

Key dates for recruitment process:

Closing date for applications is 5.00pm on 3rd January 2008. If successful you will be invited to interview
with Strategic Dimensions and then subsequently with an interview panel from DWP towards the end of
January / early February.

The department is committed to providing services which embrace diversity and which promote equality of
opportunity. As an employer, we are also committed to equality and valuing diversity within our workforce.
Our goal is to ensure that these commitments, reinforced by our Values, are embedded in our day-to-day
working practices with all our customers, colleagues and partners. . We do not discriminate on the basis of
age, disability, gender, marital status, sexual orientation, religion or belief, race, colour, nationality, ethnic
or national origin, or (in Northern Ireland) community background, working pattern, employment status,
gender identity (transgender), caring responsibility, trade union membership.
In order to help the Department to monitor the success of its commitment to equal opportunities, all
applicants are requested to complete the Equal Opportunities Monitoring Form and return it with their
application. This form is used for monitoring purposes only and will not be made available to the selection


The Department, as an Equal Opportunities Employer actively encouraging applications from people with
disabilities, operates a guaranteed interview scheme for disabled people (as defined by the Disability
Discrimination Act 1995), who meet the minimum essential skills and experience criteria for this
appointment set out in the earlier section Candidate Profile. You will then be guaranteed an invitation to an
initial interview with Strategic Dimensions. If you qualify for this scheme please make this clear in your
covering letter. Please also advise us of any special arrangements for interview you will require, to enable
us to make the appropriate arrangements.


Travelling expenses will be reimbursed to candidates who are required to travel a significant distance to
attend interview.

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