G5

From: Neep FK (Fiona)sent: 09 March 201509:33To: MoisesAC (Anne)Cc: Murdoch CMB(carolyn); Robertson H (Helen)Subject: FW: Draft Advert and PersonSpec - Head of Operational Delivery- Information ServicesandInformation Systems SG- updated Feb 2015

Anne

Thanks for your email.

I can confirm that the Head of Operational Delivery post has been evaluated at DDllevel. Wewill arrange for go onto temp promotion from today. Letter confirmingposition will issue on Wednesday - hope this is enough time for you to confirm position to••We will pull together an advert for the permanent recruitment based on the draft youprovided. As I recall we were looking to advertise as a level transfer or permanentpromotion opportunity in SG and other Govt Depts. Helen Robertson in my Team will shareadvert and timeline for recruitment process with you shortly.

Fiona

Fiona NeepSeniorStaff TearnExt 43965

Draft Advert andPerson Spec -...

From: MoisesAC (Anne)sent: 20 February 2015 14:20To: Neep FK(Fiona); Hay KE(Karen)Cc: Director DigitalSubject: Draft Advert and PersonSpec - Head of Operational Delivery- Information ServicesandInformation Systems SG- updated Feb 2015

Draft Advert andPerson Spec -.•.

Fiona, Karen

Apologies for delay - JD and draft advert attached and has been through Mike.

Regards

Anne

Anne Moisesl Chief Information Officer I Scottish Government I Saughton House IBroomhouse Drive I Edinburgh I EH11 3XD I 0131 2449575

••

SCOTTISH GOVERNMENT

HEAD OF OPERATIONAL DELIVERY -INFORMATION SERVICES ANDINFORMATION SYSTEMS

SCS Pay Band 1

Job Description/Advert

Scottish Government

The Scottish Government is the executive arm of Scotland's devolved Government,with functions established under the Scotland Act of 1998. Scotland's civil servicealso operates under the title of The Scottish Government. It remains part of the UK-wide Civil Service, but with accountability to Scottish Ministers and the ScottishParliament.

The Scottish Government lies at the centre of Scotland's network of public servicesand public institutions. It supports Scottish Ministers to exercise the full range ofdevolved powers and duties provided by the Scotland Act - allocating a budget ofapproximately £28 billion in 2012-13.

The Government's Programme for Scotland 2014-15 sets out the legislation for thecoming year, as well as summarising the Scottish Government's key achievementsand main goals for the future - both legislative and non-legislative. Information aboutthe Scottish Government can be found by visiting www.scotland.gov.uk

Digital and Technology

The Scottish Government's strategy, Scotland's Digital Future: Deliverv of PublicServices- was published in September 2012. The strategy was developed with andfor the Scottish public sector, working with industry, and those who use services. Itsets out collective ambitions and national level actions to deliver on these and sofacilitate action at sector, cluster or organisational level. The strategy provides aframework into which strategies developed by sectors align- NHS Scotland; LocalGovernment; central government, i.e. Scottish Government its agencies and non-departmental bodies including the police and fire services; universities and colleges.

Scotland's Digital Future: Deliverv of Public Services, Central Government Strategysets out the Central Government strategy for delivering Digital Public Services inScotland. The key aim of this sectoral strategy is to help Central Government inScotland deliver better digital public services for a better Scotland.

Within the Scottish Government the Digital Directorate leads on:• Delivering World-class digital infrastructure that supports social cohesion and

future innovation.• Public service delivery that is customer-centric, collaborative, integrated,

efficient and continuously improving making best use of digital technology; a

1.

digitally connected Scotland and public sector ICT that is collaborative andcost effective delivering value across the public sector.

• Supporting and developing a thriving Digital Economy across Scotland• Ensuring that our people and businesses are making the most of the digital

opportunity

The successful candidate will be part of the Digital Directorate leadership team andresponsible for the operational delivery of modern, flexible, digital and technologyservices for the Scottish Government and a number of central governmentorganisations.

General

The post holder will be responsible for overall operational delivery, by the InformationServices and Information Systems Division (ISIS), of ICT/Digital services andsystems to support the Scottish Government and a range of central governmentorganisations making use of Scottish Government shared ICT services.

The post holder will work with colleagues in the Digital Directorate to innovate anddrive continuous improvement in operational delivery, taking account of the ScottishGovernment's outcomes-based approach.

The post holder will report directly to the Chief Information Officer (CIO) and willdeputise for the CIO as necessary. The Chief Technology Officer (CTO) and theDeputy Chief Information Officer CIO will report to the post holder.

The Information Services and Information Systems Division (ISIS) is theprovider of corporate ICT Services for the Scottish Government. The main focus ofISIS is the delivery of 'SCOTS Connect' shared services to 10,000 users withinScottish Government core, Agencies and NDPBs across Scotland. In addition, thedivision provides a range of corporate application development and support, cyberdefence and integrated security, business systems development, business analysis,information assurance and management, professional development and contentmanagement in relation to web services.

ISIS has a DRC budget of £9M (£8M staff, £1 M non-staff) and a Corporate budget of£11 M. The latter covers ICT/Digital investments and ongoing contract, line rental andlicensing costs on behalf of the organisation.

Role Description

The Head of Operational Delivery will be a member of the Scottish Government'sInformation Systems Investment Board, influencing the department's overall digitaltechnology strategy.

Main Duties

The main responsibilities of the role are:

2.

• Supporting the Chief Information Officer in creating joined up service deliveryplans that have positive impact and are aligned to the Scottish Government'soverarching digital strategy

• Inspiring, leading and managing interdisciplinary teams within the InformationServices and Information Systems (ISIS) division to develop, maintain anddeliver services and systems in accordance with the objectives and servicelevels agreed with the Scottish Government and shared service customers,within timescales and to budget

• Identifying step changes that transform the flexibility, responsiveness andquality of a service, taking quick, confident decisions at a strategic level tomove things forward; including gathering and reporting detailed performancedata against key indicators to generate actionable improvements to the qualityof services offered by ISIS

• Define the strategic direction and business priorities for the development ofthe department's technology, ensuring that digitally driven solutions andservices are fully supported by the right architectures and systems, and thatdependence on existing legacy systems and contracts is dramaticallyreduced.

• Embedding the delivery of a sustainable, high quality technology capabilityacross the department, and a complementary commercial strategy to deliverbusiness transformation.

• Implement significant business and cultural changes across the departmentand introduce new processes and procedures, to ensure agile, iterativedevelopment and operation of digital services is successful

• Act as a strong advocate for digital solutions and approaches, both within theScottish Government and across the central government sector in Scotland.

• Actively participate in cross-departmental process improvements, ensuringtechnology is strategically designed and implemented on a user-focused basisrather than projecting an organisation's internal structures

• Accountable for budget of approximately £9M and approximately 217 staff.

Person Specification - competencies, skills and experience

In your application you will need to demonstrate how you meet the followingcompetencies, skills and experience

Professional Skills (all essential)Skill DetaIl

3.

BusinessAlignment

UnderstandingDigital!Technologyenvironment

StrategicPlanning andDelivery

RiskManagement

Identify cultural, strategic and tactical business issues, and aligndigital and technology strategies and delivery with businessgoals.

Monitor the evolving technical landscape and wider digital trendsin the industry and how they may impact government services ordepartmental goals.

Create and lead strategic plans, roadmaps and blueprints, andfind ways to move from strategic development to implementation.In the current transformation environment, these plans need tobe responsive to user needs.

Understand, manage and communicate strategic risks arisingfrom technical activities and the digital transformation agenda.

Knowledge and Experience Required

Essential• Leading a technology department to deliver services to at least 5,000 users• Managing a live operational environment, ensuring that business SLAs are

met and appropriate resiliency is place• AWareness and understanding of security issues and processes• Acting as an evangelist of digital and technology change• Well-developed negotiating and influencing skills, gained at a senior level• Working in a flexible environment with a demonstrable track record in dealing

with organisational change and scaling• Ability to produce clear and non-technical advice on complex issues• Experience of leading, motivating and managing multidisciplinary teams, with

the ability to promote a continuous professional development culture that setsstretching but achievable goals, where poor performance is tackled and allindividuals are recognised for their contribution;

• Ability to develop excellent relationships with a wide range of seniorstakeholders and technical experts, and to coordinate the delivery of complexand multi-faceted programmes and policy approaches

• Bring a deep knowledge of the technology landscape and marketplace tooperational delivery, ensure effective use of modern standards and solutions

• Delivering at pace - translating strategic priorities into clear outcome-focusedobjectives and acting as a role model for delivery, providing the energy anddrive to achieve them; driving a performance culture; promoting resilience andresponsiveness by being open and honest about challenges.

• Ability to work under pressure and to respond quickly to changingcircumstances and to tight timetables

Desirable

4.

• Understanding of modern technologies, used in creating digital services,including both front-end web development and back-end processing, toensure that the Scottish Government makes effective use of modernstandards and solution

• Contributing to a technology road map to move legacy applications to moderncloud services

• Building (or insourcing) a technology or digital department or equivalentfunction

• Working in an agile delivery environment focusing on user research anditerative delivery

Terms, Conditions and Benefits

This is a permanent appointment and is offered to applicants inside the Civil Service.

This is a senior role at Senior Civil Service Pay Band 1 (SCS 1) level with flexibility tooffer the successful applicant a potential salary within a range of £62,000 to£117,800 per annum. Annual salary increases will depend upon individualperformance and contribution to the organisation's success.Existing civil servants joining on level transfer will....~~~~.i,~..t.t~i~..current salary. Staffjoining on promotion terms will receive up to a IlllNi._jl>L~tl_~Jr__~_l:I.r:r_~_r1~__I?~~l~__..s-«:

salary or the SCS1 pay band minimum whichever is the greater. Staff joining onpromotion will adopt the modernised terms and conditions for the SCS which camein to force on 1 July 2013.

There is a choice of excellent pension schemes. More information about pensionprovisions can be found at www.civilservice.gov.uklpensions

Additional Information

The post will entail travelling within Scotland and the UK, and may require foreign travel,which may require occasional nights away from home.

Scottish Government Skills for Success

Skills for Success is the Competency Framework that underpins career planning anddevelopment in the Scottish Government. It identifies a set of core skills thateveryone should have and be able to demonstrate, whatever job they do.

Managing and Leading

• People Management• Leading Change• Strategic Thinking

Delivering Outcomes

• Communications and Engagement• Improving Performance

5.

• Analysis and Use of Evidence• Financial Management

Further information on Skills for Success is attached at Annex A.

Flexible WorkingFlexible working including job-share arrangements may be considered for this role.

Leave allowances .25 days' paid leave per annum rising to 30 days after five years service. In addition,full-time staff receive nine public holidays and the Queen's Birth9~X erivilege day aswell as competitive maternity leave, parental leave and adoption 11If(__. 0 _

LocationThe post will be based in Scottish Government buildings in Edinburgh, Scotland.

Relocation CostsNo relocation costs will be available.

Or

The Scottish Government has developed a website www.talentscotland.com toprovide information for people considering living and working in Scotland whichprovides information on the variety of lifestyles on offer and an insight into why youshould consider moving to Scotland.

Equality and DiversityThe Scottish Government is committed to a policy of equal opportunity for all staff.We will not discriminate on grounds of gender, gender identity, race, disability,sexual orientation, religion or belief, age, those with caring responsibilities, part timeworkers or any other factor irrelevant to a person's work.

We encourage a diverse workforce and aim to provide a working environment whereall staff at all levels are valued and respected, and where discrimination, bullying,promotion of negative stereotyping and harassment are not tolerated.

Assessment for recruitment, selection, appraisal, training and career progressionpurposes is based both on the individual's ability and suitability for the work. We arecommitted to providing all staff with opportunities to maximise their skills and achievetheir potential, offering flexible working arrangements wherever possible.

As a public authorities we have statutory duties placed on us to promote equality ofopportunity and eliminate unlawful discrimination. We expect all staff to assist thedepartment in meeting these obligations. All staff should have due regard for the

6.

need to promote good relations between individuals from different groups and worktowards achieving equality of opportunity for all.

Civil Service CodeAll civil servants are subject to the provisions of the Civil Service Code (see annex Bbelow) which details the Civil Service values, standards of behaviour and rights andresponsibilities. Go to http://civilservicecommission.independent.gov.uk for moreinformation.

ChildcareWe recognise that many staff balance working lives with the demands of a family life.We offer support with childcare and holiday play schemes costs by providingchildcare vouchers for staff who meet the eligibility criteria.

Eligibility

Applications are sought from suitably qualified members of the Senior Civil Serviceat Pay Band 1 (Deputy Director) on level transfer or C Band (or equivalent) staffseeking promotion.

The successful candidate will be required to undergo security clearance (enhanced)vetting.

How to apply

~!1.!iQ!~~~~~!.:.Y.!S -:-t~I: __-__,-0131 244 4595). Applicants are expected to evidence of how theirexperience and strengths would enable them to match each of the Key Criteria asset out above. It is your responsibility to ensure that you have discussed yourapplication with your reporting and cOLJn!E:)r!;i~r:ti.I}~()ffigE:)r!;pri()E!()al?plyil}~!()gonfi~that the su ort our a lication. IluljlflDI~i"II~Qj~~~II;a;r.!l:illt'iJl~l.IC';fi-ii()ur!.I;II.!!fli,.!;!r.{Bl)tI'il.III_~~)_~~D~fR(:'~~I~iiJ~_~h~~6_~~~ii(~D~L~~9_~m~~~~I~__._-.s->

the on-line system therefore please submit these separately to Helen Robertson,contact details as above.

Please assist the Scottish Government to follow the recommendations of theEquality & Human Rights Commission, that employers should monitor selectiondecisions to assess whether equality of opportunity is being achieved. Theinformation on the form will be treated as confidential and used for statisticalpurposes only. The form will not be treated as part of your application.

This form can be downloaded from here illPlease send your completed equal opportunities form to:Helen. xxxxxxxxx@xxxxxxxx.xxx.xxx.xx

7.

If you would like to discuss any aspect of this appointment prior to applying, pleasecontact Anne Moises, CIO, Scottish Government, Scotland on 0131 244 9575

Recruitment and selection process

The Selection Process

Applications must be submitted by close of play on day, xx March 2015.

Applications will be sifted to select those demonstrating the best evidence of therequired essential skills. Candidates who appear from the information available tohave the best knowledge, skills and experience for this appointment will be invited toattend an assessment centre around early April in Edinburgh. Please note thatparticipation in the assessment process may be at short notice and no alternativedates will be available.

The final interviews will be held in Edinburgh in April. As part of the interview,candidates will be asked to give a short presentation on a specified subject. TheRecruitment Panel will recommend the candidate considered most suitable forappointment.

Recruitment Timetable

Closing date: Monday xx March 2015

W/c Monday xx March 2015Shortlist Meeting:

Final Interview: W/c Monday xx April 2015

Please let us know of any dates when you will not be available or where you mighthave difficulty with the suggested timetable.

If you think the Scottish Government should make any reasonable adjustments tothe selection process because of any disability, please let us know.

Guaranteed Interview SchemeThe Scottish Government is committed to the employment and career developmentof disabled people and will guarantee to interview anyone with a disability whoseapplication meets the minimum criteria for the post.

Pre-appointment enquiriesEnquiries will be made into the successful candidate's health and references beforea formal offer of appointment is made. Subject to satisfactory completion of the pre-

8.

appointment enquiries, you will be invited to take up the post as soon as possible. Acondition of taking up this post is the successful completion of the SC enhancedsecurity clearance.

Complaints

The Department's recruitment processes are underpinned by the requirement ofselection for appointment on merit on the basis of fair and open competition asoutlined in the Civil Service Commissioners' Recruitment Principles details of whichcan be found at http://civilservicecommission.independent.gov.uk. If you feel yourapplication has not been treated in accordance with the Recruitment Principles andyou wish to make a complaint, you should contact _ _[rlJ~~J!r~ti_rl_l)!~~~_~:_~f_~~~__.. ··~-1L~ill~~jl.il!l~.;i::.IIlare not satisfied with the response you receive you can contact the Civil ServiceCommission at xxxx@xxx.xxxxxx.xx or

Civil Service CommissionRoom G/81 Horse Guards RoadLondon SW1A 2HQ

Interview ExpensesTravel and subsistence expenses incurred during the selection process are notnormally reimbursed.

9.

People Management Leading Change Strategic Thinking

Shapes the Directorate Plan toengage and align staff, manageworkloads & ensure capacity todeliver.

Communicates aclear vision whichsupports action andengages others.

Understands,influences andtranslates strategyinto outcome focusedsol

Understands,influences andtranslates the widercommunications

Credible with staff, creatingconditions to build confident andeffective teams that empower,value, recognise, inspire andmotivate people.

Sets a standard bytaking responsibilityfor delivery.Managing risk andresources to drivecontinuousimprovement.

Reframes issues &problems to create Develops clear and

creativeopportunities forcreative thinking todeliver new ways ofworking.

communicationsobjectives andmeasurement criteria.

Provides a frame-workto embed continuousimprovement, includingskills development.

Uses Portfolio,Programme & ProjectManagementeffectively andproportionately,including rigorousevaluation ofeffectiveness.

Use of

evidenceanalysis

requirements forshort and long termdecision

AnnexA

Plans and .monitorstargets. Identifie$ &implements ways toimprove resource &assets ",ffi"i",nl"v

Interprets a Wide rangeof financial information& options to underpinsound decisions,sharing implications forpublic expenditure withthe wider system.

toolsand

seekrisk,and

Works with a widerange of analyticalexperts to achieveoutcomes and goals.

Raises performance usingconstructive challenge, feedbackand coaching skills, using advicefrom HR when needed.

Leads a way throughcomplex issues andconflictingperspectives.

for Uses customer insightdeveloping and to deliver policy,delivering strategic identifying appropriateDirectorate Plans that communication

channels to targetaudience needs.

Accountable

continuouslyexpectations.

raise

Uses skills andresources effectively tomeet changingcircumstances andexpectations.

Links evidence withspecific outputs andoutcomes tochallenge norms, andidentify new ways ofworking.

Uses a variety ofand techniquesknows when toadvice from audit,procurementfinance specialists.

A resilient and self aware rolemodel. Recognises impact onothers, creating an environmentwhich supports diversity &equality, health & wellbeing.

Leads & managesthe authorisingenvironment, makingconnections acrossboundaries to buildstrong networks and

Works collaborativelyin the wider system toimprove outcomesand deliver highquality publicservices.

10.

Works with specialiststo devisecommunicationsstrategies and sharesexperience across thewider system.

Overseesstrategicinfluencingenhanceand aid

risks toobjectives,others tooutcomes

continuousimprovement.

Ensures knowledgeand processes arecaptured and sharedacross the widersystem through widerange of networks.

Assures the higheststandards of value formoney, internal controlsand public sectorgovernance as outlinedin the Scottish PublicFinance

Annex BCivil Service values

1. The statutory basis for the management of the Civil Service is set out in Part 1 ofthe Constitutional Reform and Governance Act 2010.

2. The Civil Service is an integral and key part of the government of the UnitedKingdom1. It supports the UK Government and Devolved Administrations of the dayin developing and implementing their policies, and in delivering public services. As acivil servant, you are accountable to Scottish Ministers, who in turn are accountableto the Scottish Parliament2.

3. As a civil servant, you are appointed on merit on the basis of fair and opencompetition and are expected to carry out your role with dedication and acommitment to the Civil Service and its core values: integrity, honesty, objectivityand impartiality. In this Code:

• 'integrity' is putting the obligations of public service above your ownpersonal interests;

• 'honesty' is being truthful and open;

• 'objectivity' is basing your advice and decisions on rigorous analysis of theevidence; and

• 'impartiality' is acting solely according to the merits of the case and servingequally well Governments of different political persuasions.

4. These core values support good government and ensure the achievement of thehighest possible standards in all that the Civil Service does. This in turn helps theCivil Service to gain and retain the respect of Ministers, Parliament, the public and itscustomers.

5. This Code3 sets out the standards of behaviour expected of you and other civilservants. These are based on the core values which are set out in legislation. TheScottish Executive's Aim, Vision and Values and individual Agencies' own separatemission and values statements are based on the core values, and include thestandards of behaviour expected of you when you deal with your colleagues.

I This Code applies to all civil servants working for the Scottish Executive and its Agencies. Other civilservants have their own separate versions of the Code. Similar Codes apply to the Northern Ireland Civil Serviceand the Diplomatic Service.Z Civil servants advising Ministers should be aware of the constitutional significance of the Scottish Parliamentand of the conventions governing the relationship between the Scottish Parliament and the Scottish Executive.3 The respective responsibilities placed on Scottish Ministers and special advisers in relation to the Civil Serviceare set out in their Codes Of Conduct: www.scotland.gov.uklPublicationsI2003/08/17996/25268and www.gov.uklgovernmentlpublicationsfministerial-code. Special advisers are also covered by this Civil

Service Code except, in recognition of their specific role, the requirements for objectivity and impartiality (parasJ 0-15 below).

Standards of behaviour

Integrity

6. You must:

• fulfil your duties and obligations responsibly;

• always act in a way that is profesaional" and that deserves and retains theconfidence of all those with whom you have dealings5;

• carry out your fiduciary obligations responsibly (that is make sure publicmoney and resources are used properly and efficiently);

• deal with the public and their affairs fairly, efficiently, promptly, effectivelyand sensitively, to the best of your ability;

• keep accurate official records and handle information as openly aspossible within the legal framework; and

• comply with the law and uphold the administration of justice.

7. You must not:

• misuse your official position, for example by using information acquired inthe course of your official duties to further your private interests or those ofothers;

• accept gifts or hospitality or receive other benefits from anyone whichmight reasonably be seen to compromise your personal judgement orintegrity; or

• disclose official information without authority. This duty continues to applyafter you leave the Civil Service.

Honesty

8. You must:

• set out the facts and relevant issues truthfully, and correct any errors assoon as possible; and

4 Including taking account of ethical standards governing particular professions.

5 Including a particular recognition of the importance. of cooperation and mutual respect between civil servantsworking for the Scottish Executive and the UK Governments and other devolved administrations, and vice-versa.

• use resources only for the authorised public purposes for which they areprovided.

9. You must not

• deceive or knowingly mislead Ministers, Parliament or others; or

• be influenced by improper pressures from others or the prospect ofpersonal gain.

Objectivity

10. You must:

• provide information and advice, including advice to Ministers, on the basisof the evidence, and accurately present the options and facts;

• take decisions on the merits of the case; and

• take due account of expert and professional advice.

11. You must not:

• ignore inconvenient facts or relevant considerations when providing adviceor making decisions; or

• frustrate the implementation of policies once decisions are taken bydeclining to take, or abstaining from, action which flows from thosedecisions.

Impartiality

12. You rnust:

• carry out your responsibilities in a way that is fair, just and equitable andreflects the Civil Service commitment to equality and diversity.

13. You must not:

• act in a way that unjustifiably favours or discriminates against particularindividuals or interests.

Political impartiality

14. You must:

• serve the Governrnent, whatever its political composition, to the best ofyour ability in a way which maintains political impartiality and is in line with

the requirements of this Code, no matter what your own political beliefsare;

• act in a way which deserves and retains the confidence of Ministers, whileat the same time ensuring that you will be able to establish the samerelationship with those whom you may be required to serve in some futureGovernment; and

• comply with any restrictions that have been laid down on your politicalactivities.

15. You must not:

• act in a way that is determined by party political considerations, or useofficial resources for party political purposes; or

• allow your personal political views to determine any advice you give oryour actions.

Rights and responsibilities

16. The Scottish Executive and its Agencies have a duty to make you aware of thisCode and its values. If you believe that you are being required to act in a way whichconflicts with this Code, the Scottish Executive, or the Agency in which you work,must consider your concern, and make sure that you are not penalised for raising it.

17. If you have a concern, you should start by talking to your line manager orsomeone else in your line management chain. If for any reason you would find thisdifficult, you should raise the matter with a nominated officer who has beenappointed to advise staff on the Code.

18. If you become aware of actions by others which you believe conflict with thisCode you should report this to your line manager or someone else in your linemanagement chain; alternatively you may wish to seek advice from your nominatedofficer. You should report evidence of criminal or unlawful activity to the police orother appropriate regulatory authorities. This Code does not cover HR managementissues.

19. If you have raised a matter covered in paragraphs 16 to 18, in accordance withthe relevant procedures", and do not receive what you consider to be a reasonableresponse, you may report the matter to the Civil Service Commlsslon" TheCommission will also consider taking a complaint direct. Its address is:

6 The whistleblowing legislation (the Public Interest Disclosure Act 1998) may also apply in somecircumstances. '!11eDirectory of Civil Service Guidance and the Civil Service Management Code give moreinformation: www.gov.uk/govemmentJpublications/directory-of~cjvil-service-guidance.

7 The Civil Service Commission's Guide to Bringing a Complaint gives more information, available on theCommission's website: www.civilservicecommission.independent.gov.uk.

G08, Ground Floor, 1 Horse Guards Road, London SW1A 2HQ,.Tel: ±44 (0) 207271 0831email: xxxx@xxx.xxx.xx

If the matter cannot be resolved using the procedures set out above, and you feelyou cannot carry out the instructions you have been given, you will have to resignfrom the Civil Service.

20. This Code is part of the contractual relationship between you and youremployer. It sets out the high standards of behaviour expected of you which followfrom your position in public and national life as a civil servant. You can take pride inliving up to these values.

November 2010

SCOTTISH GOVERNMENT

HEAD OF OPERATIONAL DELIVERY -INFORMATION SERVICES ANDINFORMATION SYSTEMS

SCS Pay Band 1

Job Description/Advert

Scottish Government

The Scottish Government is the executive arm of Scotland's devolved Government,with functions established under the Scotland Act of 1998. Scotland's civil servicealso operates under the title of The Scottish Government. It remains part of the UK-wide Civil Service, but with accountability to Scottish Ministers and the ScottishParliament.

The Scottish Government lies at the centre of Scotland's network of public servicesand public institutions. It supports Scottish Ministers to exercise the full range ofdevolved powers and duties provided by the Scotland Act - allocating a budget ofapproximately £28 billion in 2012-13.

The Government's Programme for Scotland 2014-15 sets out the legislation for thecoming year, as well as summarising the Scottish Government's key achievementsand main goals for the future - both legislative and non-legislative. Information aboutthe Scottish Government can be found by visiting www.scotland.gov.uk

Digital and Technology

The Scottish Government's strategy, Scotland's Digital Future: Deliverv of PublicServices- was published in September 2012. The strategy was developed with andfor the Scottish public sector, working with industry, and those who use services. Itsets out collective ambitions and national level actions to deliver on these and sofacilitate action at sector, cluster or organisational level. The strategy provides aframework into which strategies developed by sectors align- NHS Scotland; LocalGovernment; central government, i.e. Scottish Government its agencies and non-departmental bodies including the police and fire services; universities and colleges.

Scotland's Digital Future: Delivery of Public Services, Central Government Strategysets out the Central Government strategy for delivering Digital Public Services inScotland. The key aim of this sectoral strategy is to help Central Government inScotland deliver better digital public services for a better Scotland.

Within the Scottish Government the Digital Directorate leads on:• Delivering World-class digital infrastructure that supports social cohesion and

future innovation.• Public service delivery that is customer-centric, collaborative, integrated,

efficient and continuously improving making best use of digital technology; a

1.

digitally connected Scotland and public sector ICT that is collaborative andcost effective delivering value across the public sector.

• Supporting and developing a thriving Digital Economy across Scotland• Ensuring that our people and businesses are making the most of the digital

opportunity

The successful candidate will be part of the Digital Directorate leadership team andresponsible for the operational delivery of modern, flexible, digital and technologyservices for the Scottish Government and a number of central governmentorganisations.

General

The post holder will be responsible for overall operational delivery, by the InformationServices and Information Systems Division (ISIS), of ICT/Digital services andsystems to support the Scottish Government and a range of central governmentorganisations making use of Scottish Government shared ICT services.

The post holder will work with colleagues in the Digital Directorate to innovate anddrive continuous improvement in operational delivery, taking account of the ScottishGovernment's outcomes-based approach.

The post holder will report directly to the Chief Information Officer (Cia) and willdeputise for the cia as necessary. The Chief Technology Officer (CTO) and theDeputy Chief Information Officer cia will report to the post holder.

The Information Services and Information Systems Division (ISIS) is theprovider of corporate ICT Services for the Scottish Government. The main focus ofISIS is the delivery of 'SCOTS Connect' shared services to 10,000 users withinScottish Government core, Agencies and NDPBs across Scotland. In addition, thedivision provides a range of corporate application development and support, cyberdefence and integrated security, business systems development, business analysis,information assurance and management, professional development and contentmanagement in relation to web services.

ISIS has a DRC budget of £9M (£8M staff, £1 M non-staff) and a Corporate budget of£11 M. The latter covers ICT/Digital investments and ongoing contract, line rental andlicensing costs on behalf of the organisation.

Role Description

The Head of Operational Delivery will be a member of the Scottish Government'sInformation Systems Investment Board, influencing the department's overall digitaltechnology strategy.

Main Duties

The main responsibilities of the role are:

2.

• Supporting the Chief Information Officer in creating joined up service deliveryplans that have positive impact and are aligned to the Scottish Government'soverarching digital strategy

• Inspiring, leading and managing interdisciplinary teams within the InformationServices and Information Systems (ISIS) division to develop, maintain anddeliver services and systems in accordance with the objectives and servicelevels agreed with the Scottish Government and shared service customers,within timescales and to budget

• Identifying step changes that transform the flexibility, responsiveness andquality of a service, taking quick, confident decisions at a strategic level tomove things forward; including gathering and reporting detailed performancedata against key indicators to generate actionable improvements to the qualityof services offered by ISIS

• Define the strategic direction and business priorities for the development ofthe department's technology, ensuring that digitally driven solutions andservices are fully supported by the right architectures and systems, and thatdependence on existing legacy systems and contracts is dramaticallyreduced.

• Embedding the delivery of a sustainable, high quality technology capabilityacross the department, and a complementary commercial strategy to deliverbusiness transformation.

• Implement significant business and cultural changes across the departmentand introduce new processes and procedures, to ensure agile, iterativedevelopment and operation of digital services is successful

• Act as a strong advocate for digital solutions and approaches, both within theScottish Government and across the central government sector in Scotland.

• Actively participate in cross-departmental process improvements, ensuringtechnology is strategically designed and implemented on a user-focused basisrather than projecting an organisation's internal structures

• Accountable for budget of approximately £9M and approximately 217 staff.

Person Specification - competencies, skills and experience

In your application you will need to demonstrate how you meet the followingcompetencies, skills and experience

Professional Skills (all essential)Skill Detail

3.

BusinessAlignment

UnderstandingDigitallTechnologyenvironment

StrategicPlanning andDelivery

RiskManagement

Identify cultural, strategic and tactical business issues, and aligndigital and technology strategies and delivery with businessgoals.

Monitor the evolving technical landscape and wider digital trendsin the industry and how they may impact government services ordepartmental goals.

Create and lead strategic plans, roadmaps and blueprints, andfind ways to move from strategic development to implementation.In the current transformation environment, these plans need tobe responsive to user needs.

Understand, manage and communicate strategic risks arisingfrom technical activities and the digital transformation agenda.

Knowledge and Experience Required

Essential• Leading a technology department to deliver services to at least 5,000 users• Managing a live operational environment, ensuring that business SLAs are

met and appropriate resiliency is place• Awareness and understanding of security issues and processes• Acting as an evangelist of digital and technology change• Well-developed negotiating and influencing skills, gained at a senior level• Working in a flexible environment with a demonstrable track record in dealing

with organisational change and scaling• Ability to produce clear and non-technical advice on complex issues• Experience of leading, motivating and managing multidisciplinary teams, with

the ability to promote a continuous professional development culture that setsstretching but achievable goals, where poor performance is tackled and allindividuals are recognised for their contribution;

• Ability to develop excellent relationships with a wide range of seniorstakeholders and technical experts, and to coordinate the delivery of complexand multi-faceted programmes and policy approaches

• Bring a deep knowledge of the technology landscape and marketplace tooperational delivery, ensure effective use of modern standards and solutions

• Delivering at pace - translating strategic priorities into clear outcome-focusedobjectives and acting as a role model for delivery, providing the energy anddrive to achieve them; driving a performance culture; promoting resilience andresponsiveness by being open and honest about challenges.

• Ability to work under pressure and to respond quickly to changingcircumstances and to tight timetables

Desirable

4.

• Understanding of modern technologies, used in creating digital services,including both front-end web development and back-end processing, toensure that the Scottish Government makes effective use of modernstandards and solution

• Contributing to a technology roadmap to move legacy applications to moderncloud services

• Building (or insourcing) a technology or digital department or equivalentfunction

• Working in an agile delivery environment focusing on user research anditerative delivery

Terms, Conditions and Benefits

This is a permanent appointment and is offered to applicants inside the Civil Service.

This is a senior role at Senior Civil Service Pay Band 1 (SCS1) level with flexibility tooffer the successful applicant a potential salary within a range of £62,000 to£117,800 per annum. Annual salary increases will depend upon individualperformance and contribution to the organisation's success.Existing civil servants joining on level transfer \t\'i.ll.~:t~i.~.••m~ircurrent salary. Staffjoining on promotion terms will receive up to a 111._lIc>!__~~_~Jr""~_lJ_r:r:_~"rlLt>~~l~__.>salary or the SCS1 pay band minimum whichever is the greater. Staff j.oining onpromotion will adopt the modernised terms and conditions for the SCS which camein to farce on 1 July 2013.

There is a choice of excellent pension schemes. More informati.on about pensionprovisions can be found at www.civilservice.gov.uklpensi.ons

Additionallnfonnation

The past will entail travelling within Scotland and the UK, and may require f.oreign travel,which may require occasional nights away from home.

Scottish Government Skills for Success

Skills for Success is the Competency Framew.ork that underpins career planning anddevelopment in the Scottish G.overnment. It identifies a set of core skills thatevery.one should have and be able to dem.onstrate, whatever jab they do,

Managing and Leading

• People Management• Leading Change• Strategic Thinking

Delivering Outcomes

• C.ommunications and Engagement• Impr.oving Performance

5.

• Analysis and Use of Evidence• Financial Management

Further information on Skills for Success is attached at Annex A.

Flexible WorkingFlexible working including job-share arrangements may be considered for this role.

Leave allowances25 days' paid leave per annum rising to 30 days after five years service. In addition,full-time staff receive nine public holidays and the Queen's Birth~~;~;wivilege day aswell as competitive maternity leave, parental leave and adoption ,gIl. _

.~- - -- - - - - - - - - - - - - - - - - - _-

LocationThe post will be based in Scottish Government buildings in Edinburgh, Scotland.

Relocation CostsNo relocation costs will be available.

Or

The Scottish Government has developed a website www.talentscotland.com toprovide information for people considering living and working in Scotland whichprovides information on the variety of lifestyles on offer and an insight into why youshould consider moving to Scotland.

Equality and DiversityThe Scottish Government is committed to a policy of equal opportunity for all staff.We will not discriminate on grounds of gender, gender identity, race, disability,sexual orientation, religion or belief, age, those with caring responsibilities, part timeworkers or any other factor irrelevant to a person's work.

We encourage a diverse workforce and aim to provide a working environment whereall staff at all levels are valued and respected, and where discrimination, bullying,promotion of negative stereotyping and harassment are not tolerated.

Assessment for recruitment, selection, appraisal, training and career progressionpurposes is based both on the individual's ability and suitability for the work. We arecommitted to providing all staff with opportunities to maximise their skills and achievetheir potential, offering flexible working arrangements wherever possible.

As a public authorities we have statutory duties placed on us to promote equality ofopportunity and elirninate unlawful discrimination. We expect all staff to assist thedepartment in meeting these obligations. All staff should have due regard for the

6.

need to promote good relations between individuals from different groups and worktowards achieving equality of opportunity for all.

Civil Service CodeAll civil servants are subject to the provisions of the Civil Service Code (see annex Bbelow) which details the Civil Service values, standards of behaviour and rights andresponsibilities. Go to http://civilservicecommission.independent.gov.uk for moreinformation.

ChildcareWe recognise that many staff balance working lives with the demands of a family life.We offer support with childcare and holiday play schemes costs by providingchildcare vouchers for staff who meet the eligibility criteria.

Eligibility

Applications are sought from suitably qualified members of the Senior Civil Serviceat Pay Band 1 (Deputy Director) on level transfer or C Band (or equivalent) staffseeking promotion.

The successful candidate will be required to undergo security clearance (enhanced)vetting.

How to apply

~~D1I~!I_lli!~~~~~~~~;t,g;~IQ¥.J:!.!s - tel:0131 244 4595). Applicants are expected to provide evidence of how thair--experience and strengths would enable them to match each of the Key Criteria asset out above. It is your responsibility to ensure that you have discussed yourapplication with your reporting and c()1Jr:ttersigning(>ffi~rs prior toapplyingJQ confirmthat the support our a plication. 11."lllllllllifll •• ifi\I[!lllj;lllitoo~.I;I~ti·iirll~·ljl"I·.I••il:.¥.~'R.t_~f_i_~:h~i:~~_~!~I~:j~~~!!~~6_~a~!~~~~~f_~~~_~_rj,~~r~_(~ .the on-line system therefore please submit these separately to Helen Robertson,contact details as above.

Please assist the Scottish Government to follow the recommendations of theEquality & Human Rights Commission, that employers should monitor selectiondecisions to assess whether equality of opportunity is being achieved. Theinformation on the form will be treated as confidential and used for statisticalpurposes only. The form will not be treated as part of your application.

This form can be downloaded from here 1\1Please send your completed equal opportunities form to:Helen. xxxxxxxxx@xxxxxxxx.xxxxxx.xx

7.

If you would like to discuss any aspect of this appointment prior to applying, pleasecontact Anne Moises, CIO, Scottish Government, Scotland on 0131 244 9575

Recruitment and selection process

The Selection Process

Applications must be submitted by close of play on day, xx March 2015.

Applications will be sifted to select those demonstrating the best evidence of therequired essential skills. Candidates who appear from the information available tohave the best knowledge, skills and experience for this appointment will be invited toattend an assessment centre around early April in Edinburgh. Please note thatparticipation in the assessment process may be at short notice and no alternativedates will be available.

The final interviews will be held in Edinburgh in April. As part of the interview,candidates will be asked to give a short presentation on a specified subject. TheRecruitment Panel will recommend the candidate considered most suitable forappointment.

Recruitment Timetable

Closing date: Monday xx March 2015

W/c Monday xx March 2015Shortlist Meeting:

Final Interview: W/c Monday xx April 2015

Please let us know of any dates when you will not be available or where you mighthave difficulty with the suggested timetable.

If you think the Scottish Government should make any reasonable adjustments tothe selection process because of any disability, please let us know.

Guaranteed Interview SchemeThe Scottish Government is committed to the employment and career developmentof disabled people and will guarantee to interview anyone with a disability whoseapplication meets the minimum criteria for the post.

Pre-appointment enquiriesEnquiries will be made into the successful candidate's health and references beforea formal offer of appointment is made. Subject to satisfactory completion of the pre-

8.

appointment enquiries, you will be invited to take up the post as soon as possible. Acondition of taking up this post is the successful completion of the SC enhancedsecurity clearance.

Complaints

The Department's recruitment processes are underpinned by the requirement ofselection for appointment on merit on the basis of fair and open competition asoutlined in the Civil Service Commissioners' Recruitment Principles details of whichcan be found at http://civilservicecommission.independent.gov.uk. If you feel yourapplication has not been treated in accordance with t~: ...~ecruitment Principles andyou wish to make a complaint, you should contact __ ~~J_D~_f!r~tin~!~n_C?_~Jf_~9_l,J..····t;~!III)(i~~I!I.~:~,~;~~:iIiiJare not satisfied with the response you receive you can contact the Civil ServiceCommission at xxxx@xxx.xxxxxx.xx or

Civil Service CommissionRoom G/81 Horse Guards RoadLondon SW1 A 2HQ

Interview ExpensesTravel and subsistence expenses incurred during the selection process are notnormally reimbursed.

9.

AnnexA

People Management Leading Change Strategic Thinking

Shapes the Directorate Plan toengage and align staff, manageworkloads & ensure capacity todeliver.

Communicates aclear vision whichsupports action andengages others.

Credible with staff, creatingconditions to build confident andeffective teams that empower,value, recognise, inspire andmotivate people.

Sets a standard bytaking responsibilityfor delivery.Managing risk andresources to drivecontinuousimprovement.

Understands, Understands,influences and influences andtranslates strategy translates the widerinto outcome focused communications

ImprovingPerformance

Provides a frame-workto embed continuousimprovement, includingskills development.

Reframes issues &problems to createopportunities forcreative thinking todeliver new ways ofworking.

Uses Portfolio,Develops clear and Programme & Projectcreative Management

effectivelyproportionately,including rigorousevaluation of

communicationsobjectives andmeasurement criteria.

and

Analysis and Use ofEvidence Financial Management

Plans and monitorstargets. Identifies &implements ways toimprove resource &

Interprets a wideof financial information& options to underpinsound decisions,sharing implications forpublic expenditure withthe wider system.

Accountable for Uses customer insight Uses skills and Links evidence with Uses a variety of toolsRaises performance using Leads a way through developing and to deliver policy, resources effectively to specific outputs and and techniques andconstructive challenge, feedback complex issues and delivering strategic identifYing appropriate outcomes to knows when to seekand coaching skills, using advice conflicting Directorate Plans that communication meet changing challenge norms, and advice from audit, risk,circumstances andfrom HR when needed. perspectives. continuously raise channels to target expectations. identifY new ways of procurement and

expectations. audience needs. working. finance epeclatlsts,

Identifies evidenceand analysisrequirements forshort and long termdecision

Works with a widerange of analyticalexperts to achieveoutcomes and goals.

A resilient and self aware rolemodel. Recognises impact onothers, creating an environmentwhich supports diversity &equality, health & wellbeing.

Leads & managesthe authorisingenvironment, makingconnections acrossboundaries to buildstrong networks and

Works collaboratively Works with speclallstsin the wider system to to deviseimprove outcomes communicationsand deliver high strategies and sharesquality public experience across theservices. wider system.

10.

Overseesstrategicinfluencingenhanceand aid

risks toobjectives,others tooutcomes

continuousimprovement.

Ensures knowledgeand processes arecaptured and sharedacross the widersystem through widerange of networks.

Assures the higheststandards of value formoney, internal controlsand public sectorgovernance as outlinedin the Scottish PublicFinance Manual.

Annex BCivil Service values

1. The statutory basis for the management of the Civil Service is set out in Part 1 ofthe Constitutional Reform and Governance Act 2010.

2. The Civil Service is an integral and key part of the government of the UnitedKingdom1. It supports the UK Government and Devolved Administrations of the dayin developing and implementing their policies, and in delivering public services. As acivil servant, you are accountable to Scottish Ministers, who in turn are accountableto the Scottish Parliament2.

3. As a civil servant, you are appointed on merit on the basis of fair and opencompetition and are expected to carry out your role with dedication and acommitment to the Civil Service and its core values: integrity, honesty, objectivityand impartiality. In this Code:

• 'integrity' is putting the obligations of public service above your ownpersonal interests;

• 'honesty' is being truthful and open;

• 'objectivity' is basing your advice and decisions on rigorous analysis of theevidence; and

• 'impartiality' is acting solely according to the merits of the case and servingequally well Governments of different political persuasions.

4. These core values support good government and ensure the achievement of thehighest possible standards in all that the Civil Service does. This in turn helps theCivil Service to gain and retain the respect of Ministers, Parliament, the public and itscustomers.

5. This Code3 sets out the standards of behaviour expected of you and other civilservants. These are based on the core values which are set out in legislation. TheScottish Executive's Aim, Vision and Values and individual Agencies' own separatemission and values statements are based on the core values, and include thestandards of behaviour expected of you when you deal with your colleagues.

I This Code applies to all civil servants working for the Scottish Executive and its Agencies. Other civilservants have their own separate versions of the Code. Similar Codes apply to the Northern Ireland Civil Serviceand the Diplomatic Service.2 Civil servants advising Ministers should be aware of the constitutional significance of the Scottish Parliamentand of the conventions governing the relationship between the Scottish Parliament and the Scottish Executive.3 The respective responsibilities placed on Scottish Ministers and special advisers ill relation to the Civil Serviceare set out in their Codes of Conduct: www,scotland.gov.uklPublicationsI2003f08/17996/25268and www.gov.uk/government/publications/ministerial-eode. Special advisers are also covered by this CivilService Code except, in recognition of their specific role, the requirements for objectivity and impartiality (paras10-15 below).

Standards of behaviour

Integrity

6. You must:

• fulfil your duties and obligations responsibly;

• always act in a way that is professional" and that deserves and retains theconfidence of all those with whom you have dealings5

;

• carry out your fiduciary obligations responsibly (that is make sure publicmoney and resources are used properly and efficiently);

• deal with the public and their affairs fairly, efficiently, promptly, effectivelyand sensitively, to the best of your ability;

• keep accurate official records and handle information as openly aspossible within the legal framework; and

• comply with the law and uphold the administration of justice.

7. You must not:

• misuse your official position, for example by using information acquired inthe course of your official duties to further your private interests or those ofothers;

• accept gifts or hospitality or receive other benefits from anyone whichmight reasonably be seen to compromise your personal judgement orintegrity; or

• disclose official information without authority. This duty continues to applyafter you leave the Civil Service.

Honesty

8. You must:

• set out the facts and relevant issues truthfully, and correct any errors assoon as possible; and

4 Including taking account of ethical standards governing particular professions.

5 Including a particular recognition of the importance of cooperation and mutual respect between civil servantsworking for the Scottish Executive and the UK Governments and other devolved administrations, and vice-versa.

• use resources only for the authorised public purposes for which they areprovided.

9. You must not:

• deceive or knowingly mislead Ministers, Parliament or others; or

• be influenced by improper pressures from others or the prospect ofpersonal gain.

Objectivity

10. You must:

• provide information and advice, including advice to Ministers, on the basisof the evidence, and accurately present the options and facts;

• take decisions on the merits of the case; and

• take due account of expert and professional advice.

11. You must not:

• ignore inconvenient facts or relevant considerations when providing adviceor making decisions; or

• frustrate the implementation of policies once decisions are taken bydeclining to take, or abstaining from. action which flows from thosedecisions.

Impartiality

12. You must:

• carry out your responsibilities in a way that is fair, just and equitable andreflects the Civil Service commitment to equality and diversity.

13. You must not:

• act in a way that unjustifiably favours or discriminates against particularindividuals or interests.

Political impartiality

14. You must:

• serve the Government, whatever its political composition, to the best ofyour ability in a way which maintains political impartiality and is in line with

the requirements of this Code, no matter what your own political beliefsare;

• act in a way which deserves and retains the confidence of Ministers, whileat the same time ensuring that you will be able to establish the samerelationship with those whom you may be required to serve in some futureGovernment; and

• comply with any restrictions that have been laid down on your politicalactivities.

15. You must not:

• act in a way that is determined by party political considerations, or useofficial resources for party political purposes; or

• allow your personal political views to determine any advice you give oryour actions.

Rights and responsibilities

16. The Scottish Executive and its Agencies have a duty to make you aware of thisCode and its values. If you believe that you are being required to act in a way whichconflicts with this Code, the Scottish Executive, or the Agency in which you work,must consider your concern, and make sure that you are not penalised for raising it.

17. If you have a concern, you should start by talking to your line manager orsomeone else in your line management chain. If for any reason you would find thisdifficult, you should raise the matter with a nominated officer who has beenappointed to advise staff on the Code.

18. If you become aware of actions by others which you believe conflict with thisCode you should report this to your line manager or someone else in your linemanagement chain; alternatively you may wish to seek advice from your nominatedofficer. You should report evidence of criminal or unlawful activity to the police orother appropriate regulatory authorities. This Code does not cover HR managementissues.

19. If you have raised a matter covered in paragraphs 16 to 18, in accordance withthe relevant procedures", and do not receive what you consider to be a reasonableresponse, you may report the matter to the Civil Service Commission" TheCommission will also consider taking a complaint direct. Its address is:

6 The whistleblowing legislation (the Public Interest Disclosure Act 1998) may also apply in somecircumstances. '111eDirectory of Civil Service Guidance and the Civil Service Management Code give moreinformation: www.gov.uklgovemmentlpublications/directory-of-civil-service-guidance.

7 The Civil Service Commission's Guide to Bringing a Complaint gives more information, available on theCommission's website: www.civilserviecc.ommission.indcpendcnt.gov.uk.

Goa, Ground Floor, 1 Horse Guards Road, London SW1A 2HQ,.Tel: ±44 (0) 20 7271 0831email: xxxx@xxx.xxx.xx

If the matter cannot be resolved using the procedures set out above, and you feelyou cannot carry out the instructions you have been given, you will have to resignfrom the Civil Service.

20. This Code is part of the contractual relationship between you and youremployer. It sets out the high standards of behaviour expected of you which followfrom your position in public and national life as a civil servant. You can take pride in.living up to these values.

November 2010