The following checklist is designed to assist recruiting mangers ... - DOC by nkc8ft


									                                 Job Description

    Job Title:                             SGB2 Court Officer

Court Location:         Jedburgh       Department/Section:               N/A

        Grade:            SGB2            Starting salary:          From £14,055
                                                                     per annum
                       Sheriff clerk         Number of
  Responsible                                vacancies:             1 plus reserve

 Contract type:                           Permanent (Full-Time)

                                   Overall Purpose

To provide support to Sheriffs, Staff and all court users and visitors within
Jedburgh Sheriff Court, to ensure the smooth running of all court business on a
daily basis.

                                Key Responsibilities

        Undertakes reception duties, providing a high quality service by dealing
         effectively with incoming phone calls, court users and contractors.
        Checks in witnesses attending court and directs to appropriate witness
         rooms and liaises with Witness Services as required.
        Opens and closes the court building when necessary.
        Undertakes general duties within court, including calling of witnesses,
         handling of productions, escorting the Sheriff to and from court, liaising
         with witnesses and jurors as required to keep them informed of the
         ongoing proceedings and assisting with CCTV evidence cases.
        Helps to ensure security and appropriate standards of behaviour are
         maintained within the court building.
        Carries out administrative support duties to assist the smooth running of
         the court offices, including filing, photocopying and distributing internal
         court papers.
        Messenger duties including collecting DX, Legal Post and General Post
         Office mail daily. Collects office mail and prepares for onward delivery to

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                                Job Description
        the appropriate service providers.
       To obtain reference books from the library for the Sheriffs or officials
        during the Court proceedings.
       To undertake light portering duties as required

The above lists are not exhaustive and the job holder may be required to
undertake such duties as may reasonably be requested within the scope of the

                              Working Relationships

  The jobholder will be required to have contact with the groups identified below.

  Contact will be by e-mail, letter, telephone and face to face.

  (Frequency: Daily; Weekly; Monthly; Occasionally).

 General Public                Daily       Staff at other Courts        Occasionally
 Sheriffs                      Daily       Temp Sheriffs                Occasionally

 Solicitors                    Daily    Staff at the Procurator    Daily
                                        Fiscals’ Office
 Local Council             Occasionally The Procurator Fiscal     Weekly
 Police                      Weekly     HQ Staff                Occasionally
 Witness Support             Weekly

                    Training and development opportunities

All Scottish Court Service staff will receive:

       local and corporate induction training
       on the job training
       a Personal Develop Plan (PDP) as part of regular performance reviews
       personal online access to training courses and development programmes
        which are available to Scottish Court Service staff

The Scottish Court Service is also an:

       Institute of Leadership & Management Accredited Centre
       SQA Approved Centre

                                Employment Checks

There are no employment checks required for staff already employed by the

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                                 Job Description
Scottish Court Service

For staff transferring from other Government Departments/Agencies a further
Disclosure Scotland check may be needed to satisfy the standard level check
required by the Scottish Court Service.

To comply with the HMG Baseline Personnel Security Standard outlined by the
Cabinet Office the Scottish Court Service must verify all four elements below for
all new staff:

 Identity - For this purpose you will be asked to provide evidence of your
  identity if invited to interview and potentially again on your first day. A list of
  acceptable forms of identification will be set out in your invite to interview

 Nationality and Immigration Status (including an entitlement to
  undertake the work in question) - You will be asked to provide proof of your
  eligibility to work and remain in the UK and the Civil Service. This, along with
  your identity will be checked at interview. The forms of acceptable
  documentation will again be noted in your invite to interview letter.

 Employment History (Past 3 Years) – If you are successful, at least 2
  references will be undertaken to verify your employment history and suitability
  for appointment. For those that have not been in employment for this period,
  alternative reference checks will be completed e.g. Educational. Prospective
  employees are additionally required to give a reasonable account of any
  significant periods (6 months or more in the past 3 years) of time spent

 Criminal Records Check- For this purpose a ‘standard’ Disclosure Scotland
  Check will be completed for all new starters. The Scottish Court Service is
  exempt from the Rehabilitation of Offenders Act 1974, so all convictions
  whether they are spent or not will be considered.

Additional to the Baseline Security checks detailed above, the Scottish Court
Service will also undertake the following:

 Occupational Health Checks – To assess if a candidate is fit for
  employment and if adjustments need to be made for the successful

Only after all these checks have been completed and the results found to be
satisfactory will the successful candidate be able eligible to commence work with
the Scottish Court Service. Refusal to provide any of the information stated above
will be taken into account when making the employment decision and
employment may be refused.

                               Additional Information

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The Scottish Court Service processes data which is sensitive and deals with
matters of a private nature, this often can result in staff interacting with vulnerable
members of society or having access to personal and confidential information. As
a result, the Scottish Court Service is exempt from the Rehabilitation of Offenders
Act (1974) and is therefore unable to recruit members of the public who have a
previous criminal conviction(s) (spent or unspent).

               Corporate/Local responsibilities & requirements

The job holder must at all times carry out their responsibilities with due regard to
the Scottish Court Service’s:

       Values & Behaviours
       Civil Service Code of Conduct
       Attendance Management Policy
       Dignity at Work Policy
       Conduct and Discipline Policy
       Equal Opportunities Policy
       Health & Safety Policy
       Electronic Communications Policy and Data Protection Act

Job descriptions should be reviewed on a regular basis and at the annual
appraisal. Any changes should be made and agreed between post holder and
line manager.

The above lists are not exhaustive and the job holder may be required to
undertake such duties as may reasonably be requested within the scope of the

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