Job Description

Job Title: Reference & Vetting Production Manager

Salary: \xc2\xa339,469 to \xc2\xa347,089 plus a Location allowance of \xc2\xa31,721. You will receive \xc2\xa339,469 the band minimum. Progress to the band maximum of \xc2\xa347,089 will be via incremental progression.

Location: Sidcup

The Team

Our Referencing and Vetting team are expanding and we\'re looking for a Production Manager to join our large team working within a Blended Environment. As part of this team, you will be crucial to ensuring that we are hiring the best of the best. You will play an important role in keeping London safe for everyone.

Referencing & Vetting consists of the following Departments.

• Character Enquiry Centre (CEC): CEC manages local police checks with the Disclosure and Barring Service (DBS) to inform disclosure and barring decisions for those who are likely to work in positions of authority or safeguarding children and vulnerable adults.
• Police National Computer Bureau: PNC Bureau updates and maintains the information on the PNC. This team handles queries and customer requests relating to the information stored.
• Vetting Unit: At the Met we recognise that a thorough and effective vetting regime is a key component in assessing an individual\'s integrity and an integral part in maintaining high ethical and professional standards. We conduct appropriate checks on individuals in positions of trust and identify areas of vulnerability which could damage public confidence.
• Organisational Development: Delivers a wide range of services across all R&V units such as analytics, continuous improvement, training, insight & governance, process assurance and communication & engagement.

The Role

The role of the Production Manager is pivotal in leading the end-to-end production. The role will also involve you ensuring compliance and continually improve service performance through managing daily improvement and problem solving, leading Lean continuous improvement projects and participating in IT enabled transformation projects.

While Reference & Vetting has seen dramatic performance improvements over the past 2 years, this Production Manager role will be at the forefront in continuing the positive improvement.

Key Result Areas

For respective team and services lead the transition to end service process, driving continuous improvement through enhanced cost effectiveness and the pursuit of service excellence to attain and maintain benchmark levels of performance:

• Responsible for the service, operational and financial performance of the service team(s) they lead
• Manages the effective operation of the team(s) they lead to deliver Service Level Agreements and to achieve the agreed Key Performance Indicators
• Jointly responsible for the creation of a high-performance culture within an R&V Department operation
• Manages the development and motivation of their staff through consistent Department operation initiatives and through own actions and with reference to functional / professional standards
• Delivers ongoing efficiency improvement through innovative operational developments, process re-engineering and technology enhancement
• Leads and drives service enhancements from a customer perspective which will deliver service performance improvement
• Ensures systems of monitoring and control are delivering effective performance and compliance of the service and to take corrective action where improvements are necessary to meet service, financial performance, control and risk management standards as measured against competitive benchmarks
• To directly support the operational customer in the delivery of business outputs and outcomes
• Resources: Direct line management responsibility for approximately 6-12 team leaders. Second line management responsibility for 40-60 team members
• In their own right within delegated authority levels and governance frameworks, procure goods and services, hire staff, change processes and recommend policy changes
• To work as part of the Department SLT delivering a commissioned service within a Referencing and Vetting Service delivery model.
• This is a challenging role and the role holder will have direct impact on Department performance and reputation, which may include involving local/regional/national scale threats and/or safeguarding of children and vulnerable adults. The organization receives heavy public scrutiny and the nature of work at this level attracts public/press/political interest

How to Apply

Please click on the below link to view an online candidate information pack that will you give you an insight into the Met, the competency framework we use which shapes our daily work behaviours, the application process and a host of other information, that will help inform and support your application:

Click the apply now button below and start your career at the Met. Applications will be via a detailed CV, Personal Statement and online application form. Your personal statement should outline why you are interested in the role and how your skills and experience demonstrate your suitability for the role. (NB. Please do not attach 2 copies of your CV).

Completed applications must be submitted by 28th August 2023.

Essential For The Role

Essential For The Role, e.g. qualifications, licenses, languages, training

Skills

• Manage indirect and direct customers including report writing and problem solving representing the department with senior managers when called upon to do so
• Manage operations of a similar scale, scope and complexity to achieve benchmark standards of service and cost performance
• Champion Continuous Improvement using Lean/Six Sigma toolset so that Continuous Improvement becomes a \xe2\x80\x9cway of life\xe2\x80\x9d
• Harness IT to achieve step changes in cost and service performance
• Lead people and change of a similar scale and complexity in a similar organization which requires both \xe2\x80\x9chard\xe2\x80\x9d (Project Management) and soft (HR Management) skills
• Technical Skills a \xe2\x80\x9cseasoned professional\xe2\x80\x9d in the areas of responsibility to command the respect and confidence of the \xe2\x80\x9csenior professional\xe2\x80\x9d and the Operational Support Services Board
• Manage suppliers who are instrumental to the delivery of the services for which they are responsible
• The ability to solve problems some including complex analysis.

Knowledge

This role is predominantly an operational management and change leadership role, albeit with some supervision, which reflects in the deep of knowledge and experience required by the role holder in these areas:

• Managing Relationships: strong knowledge of the theory and practice of relationship management both at an interpersonal and systems level
• Managing Operations: deep knowledge of service operations performance management systems and their application as a control system to achieve defined outcomes
• Continuous Improvement: good practical knowledge of the range of tools and techniques and their application in a Service Operation
• Harnessing IT: a good practical knowledge of Technology and IT System capability from a business impact perspective and a good practical knowledge of how to specify and deliver IT capability in conjunction with defining/ specifying efficient and effective business processes to solve complex business problems and meet information requirements
• Leading People and Change: strong knowledge of the theory and practice of leading successful project and programmes (Project Management) and leading successful change (Human Resource Management)

Experience

• Leading operations through change of a similar scale and complexity successfully delivered which have improved service, reduce cost and complexity
• Management and leadership and service delivery experience in a similar organization setting
• A broad range of experiences inside or outside the Metropolitan Police Service with examples of broad experience in a professional discipline relevant to the role

Behaviours

• People Leadership: Focuses on motivating and inspiring; provides vision, purpose and boundaries holding leaders accountable for delivery
• Relationship Leadership: Aligns people towards a purpose; persuading, influencing and collaborating to build strategic partnerships
• Business Leadership: Sets direction and strategy; delivering value through commercial acumen
• Entrepreneurial Leadership: Has a broad global perspective; driving transformational change and continuous improvement; building talent by sponsoring future leaders
• Technical Leadership: Does the right things by applying good practice; building commercial relationships

Communication & Working Relationships

Service Delivery Directors/Head of Profession: ad hoc and formal meetings to ensure that the Service meets the requirements (SLA, policy, financial controls etc) and that the functional director can effect changes to policy and process where they need to

• Service Delivery Directors: ad hoc and formal meetings to manage performance and change against the business plan. To develop the service plan for the department
• Senior Clients: participation in ad hoc and in formal meetings up to and including DAC / Director level to ensure that the service meets their needs and to manage significant work or service issues
• External Stakeholders: to ensure that the wider stakeholder groups needs are met where this is possible and managed where it is not
• Peer Group: to ensure that the Department develops and maintains a single entity feel from the outside and inside. That it works seamlessly across the Referencing and Vetting Department and broader Operational Support Services business area
• Team: Ad hoc and formal to manage performance, change and to discharge responsibilities as leaders
• Employees: Ad hoc, on a one to one basis and in teams to ensure that employees engage with the organization and its broad objectives and that the voice of the employee is heard
• Supplier Representatives: On an ad hoc and a routine basis to ensure that key suppliers are able to meet the requirements of the business
• Train or coach their people and others to meet the skill requirement to make their service work

Additional Information

The Selection Process will involve the following stages with individuals having to successfully pass through each stage to be offered a position (subject to successfully passing pre-employment checks).

Stage 1: CV/ Personal Statement Sift

Stage 2: Competency Based Interview

Required Languages

English

Reports To

Band B Operations Manger

Disability Confident Statement

The Met is committed to being an inclusive employer with a diverse and representative workforce at all levels. We encourage applications from people from the widest possible range of backgrounds, cultures and experiences. We particularly welcome applications from ethnic minority groups and females.

As a Disability Confident employer, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term health conditions have the opportunities to fulfil their potential and realise their aspirations. If you consider yourself to have access, workplace or reasonable adjustment requirements that need to be accommodated, we ask that you include this information within your application form. All matters will be treated in strict confidence and will not affect any recruitment decisions.

Metropolitan Police