Contract Performance Manager (CPM)

The HMPPS Creating Future Opportunities team (CFO) is the team responsible for securing external funding, developing, commissioning, and implementing resettlement services with those monies and managing that provision. Therefore, CFO has been developed to be a full-programme-life-cycle operation. HMPPS CFO programmes promote rehabilitative activity through provision of support in custody and community to enter employment, education and training, giving offenders engaged with the programme the best chance to reintegrate into the community. CFO supports a range of cohorts and targets specific groups which encounter multiple barriers to resettlement, with a focus on those individuals considered to have the most complex needs or barriers to effective resettlement. Some of the most commonly provided support for participants accessing CFO services include:

• Addressing wider barriers to accessing mainstream opportunities (addictions, low levels of literacy/numeracy, motivation and confidence levels, preparation for parole etc.)
• Overcoming practical obstacles (obtaining ID, registration with GP/dentist, support to retain or secure a tenancy)
• Additional skills (healthy living, money management, safeguarding, wellbeing etc.)
• Practical courses (vocational, basic skills, financial literacy etc.)
• Improving likelihood of securing employment (disclosure, CV creation, interview techniques, job applications, communication skills etc.) Specifically, for PCOSOs this may include support into self-employment
• Preparation for re-entering the community (awareness/use of social media, appropriate peer groups, building networks etc.)
• Securing employment, training and education opportunities for release
• Through the gate support to ensure newly released individuals can continue accessing CFO services in one of the CFO Activity Hubs, or within the wider community
All delivery must complement and work alongside existing services (CRS, NFN, DWP, Probation etc.). Support will be delivered in conjunction with OMU, Prison Employment Leads/Employment Hubs etc. Role Description The Contract Performance Manager (CPM) is responsible for the strategic oversight and robust management of HMPPS CFO contracts, ensuring Prime Providers (the contract holders) meet contractual obligations, deliver value for money, and comply with all relevant rules, regulations, and audit requirements. The role involves leading contract performance and compliance processes, including financial and operational monitoring, reporting, and holding providers to account, while driving continuous improvement and initiating remedial action or breach procedures where necessary. The post holder ensures contracts remain fit for purpose by managing contract variations, negotiating budgets and targets, and supporting the successful delivery of expected outcomes. Acting as a key interface for HMPPS CFO within the supply chain, the post holder builds and maintains effective relationships with Prime Providers, internal and external stakeholders to support strategic objectives, ensure alignment with other national programmes, and manage expectations of change. They also identify and mitigate risks impacting delivery and ensure the quality and integrity of programme delivery, supported where applicable by Contract Support Officers (CSOs). In addition to contract management responsibilities, the role contributes at a national level to performance management, compliance, business continuity, funding bids, programme evaluation, and wider strategic development through participation in reviews, working groups, and national boards. The post holder reports directly to the CFO Lead Contract Performance Manager and through them to the Head of HMPPS CFO. This is a non-operational role. One CPM role will cover the East of England and one will cover the South East. The geographical base for the CPM posts can be flexible within the relevant region. Main Duties & Responsibilities The job holder will be required to carry out the following responsibilities, activities and duties:
• Be the key interface between HMPPS CFO, the Prime Providers and their supply chains for delivery issues and relationship management. Co-ordinate and Chair formal contract performance reviews, ensuring that the key representatives attend, including senior provider managers and relevant senior managers and specialist advisors.
• Building on the relationship with each Prime Provider, develop and implement a mature, effective and appropriate contract relationship for the monitoring of each Prime Provider and their supply chain.
• Continually produce, analyse and challenge contract performance utilising a range of complex data from a wide range of sources e.g. data integrity, financial, audit and qualitative data. Through enhanced dialogue with the Prime Provider, negotiate and agree a plan of action to address variances and areas requiring improvement or make the decision to escalate as appropriate.
• Work with the Prime Provider contract representative(s) (Senior Manager), to determine the information that is required to demonstrate contract compliance and thoroughly analyse it so that HMPPS CFO aims, objectives, priorities and values are being achieved.
• Detail and report on performance, exceptions and risk to HMPPS CFO Performance Board.
• Resolve ongoing implementation issues in regions with Senior Managers from Provider organisations and other relevant stakeholders, Establishments and Probation, particularly around referral processes, data sharing, monitoring and any other issues impacting upon HMPPS CFO.
• Develop and deliver a programme of Prime Provider and Sub Provider audits to verify project delivery and compliance, including identification of data integrity Issues and CATS data. Put in place remedial activities and monitor progress.
• Ensure funds are deployed effectively directing investment to where it will have the greatest impact whilst ensuring compliance with regulations and requirements and minimum business risk to HMPPS CFO.
• Ensure that contracts remain fit for purpose by identifying and responding to issues that require contract variations to be instigated, including policy or delivery changes, evaluating business cases and instigating the contract variation process as required, thus ensuring that the contract is legally binding.
• Provide local strategic insight and build relationships by representing HMPPS CFO at relevant national and local meetings appropriate to the role, working with other programme providers and key stakeholders to ensure alignment of CFO delivery.
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 Job Evaluation., The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone's circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review. For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks. Some of MoJ's terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made. Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the HMPPS' Flexible Working policy. If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff. The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment., Behaviours Application Form Question Word Limit 500 Communicating and Influencing Managing a Quality Service Making Effective Decisions Delivering at Pace Experience We will assess your experience for this role via the following methods Statement of Suitability Evidence of Experience Statement of SuitabilityInterview stage assessments Interview Dates To be confirmed Behaviours Communicating and Influencing Managing a Quality Service Making Effective Decisions Delivering at Pace Seeing the Big Picture Working TogetherOther Assessments Which assessment methods will be used? Presentation Level of security checks required DBS Standard

Annual Leave -The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case. Bank, Public and Privilege Holidays -You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. Pension -The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best. Work Life Balance HM Prison & Probation Service (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ Season Ticket Advance -After two months' service, you'll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work Childcare Vouchers For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers Training HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes -There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts -All staff receive security and diversity training and an individual induction programme into their new roles Eligibility -All candidates are subject to security and identity checks prior to taking up post -All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS -All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist 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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order
• To Transformative Business Services (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
• To the Civil Service Commission (details available here)
As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns. You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team. For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos. Diversity & Inclusion The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy. A Great Place to Work for Veterans The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces. For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans Redeployment Interview Scheme Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.