COPFS

Fiscal Officer /

Modern Apprenticeship

Note for Applicants

www.copfs.gov.uk

Contents

Contents

3 Introduction

4 About COPFS

5 The offer

6 The Fiscal Officer Role

7 The Apprenticeship

8-9 Making an application and competencies

10 How you will be assessed

11 Recruitment Timetable

12 General pre-employment requirements

13 Diversity and equal opportunities

14 Appeals

15 Civil service code

16 FAQs

2

Introduction

This guide is to inform you about our Fiscal Officer and Modern

Apprenticeship positions and help you through the recruitment process to

become a Fiscal Officer and/or Modern Apprentice within COPFS. It is

vital that you read this carefully as hints and tips are contained.

If you have any further questions or require the application pack in an

alternative format, you can contact:

MAGlasgow@copfs.gsi.gov.uk

0300 020 3218

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About COPFS The Crown Office and Procurator Fiscal Service is Scotland’s prosecution service. We receive reports about crimes from the police and other reporting agencies and then decide what action to take, including whether to prosecute someone. We also look into deaths that need further explanation and investigate allegations of criminal conduct against police officers.

COPFS plays a pivotal part in the justice system, working with others to make Scotland safe from crime, disorder and danger. The public interest is at the heart of all we do as independent prosecutors. We take into account the diverse needs of victims, witnesses, communities and the rights of those accused of crime. We support the Strategy for Justice in Scotland and, in particular, its priorities of:

Reducing crime, particularly violent and serious organised crime

Tackling hate crime and sectarianism

Supporting victims and witnesses

Increasing public confidence and reducing fear of crime

Our values are:

Being professional

Showing respect

Our aim is to meet the Law Officers’ strategic priority of achieving operational effectiveness in all cases.

The main roles and responsibilities of COPFS are to:

investigate, prosecute and disrupt crime, including seizing the proceeds of crime

establish the cause of sudden, unexplained or suspicious deaths

investigate allegations of criminal conduct against police officers.

Our Key Objectives are:

to secure the confidence of our diverse communities by improving the delivery of justice through the timely, efficient and effective prosecution of crime

to give priority to the prosecution of serious crime, including drugs trafficking and persistent offenders

to provide services that meet the information needs of victims, witnesses and next-of-kin, in co-operation with other agencies

to ensure that all deaths reported to the Procurator Fiscal are investigated appropriately and speedily

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The Offer

COPFS is offering Fiscal Officer and/or Modern Apprenticeship positions with

a view to starting in May 2018. Appointments will be offered on merit to the

top performing candidates.

Fiscal Officers and Modern Apprentices will receive a starting salary of

£18,513 per annum (pro rata if part time).

Positions are full time with a 37 hour working week, excluding lunch breaks.

Flexible working arrangements are also in operation.

COPFS employees receive an annual leave allowance of 25 days and will

also benefit from an additional 11.5 public and privilege holidays per year (full

time equivalent).

COPFS also operate within the Civil Service employer pension arrangements.

Full details are available on Civil Service Pensions

(www.civilservicepensionscheme.org.uk).

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This is an exciting entry level opportunity for someone looking to be in an

interesting and fast paced role. You will be part of an integral team providing

administrative support in the prosecution of crime and dealing with members of

the public.

Whilst the role may vary from office to office, main duties will generally include:

Information processing (using internal IT systems)

Word Processing and keyboard work

Dealing with telephone and public enquiries

Processing mail

Filing

Photocopying

You may be starting out in your career with a good understanding of Microsoft

Office or already have an administrative background and looking for a change,

but you will have an interest in the Justice Sector and in providing a first class

service to your colleagues and customers alike.

The Fiscal Officer Role

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COPFS Modern Apprentices are supported through structured training, skills development and will work towards obtaining recognised qualifications.

The Modern Apprenticeship is a 20 month programme within the public prosecution service in Scotland. Apprentices will have the chance to explore the work of COPFS with vocational training, as well as working towards an SVQ, in Business Administration, core skills and a Certificate in Prosecution Practice.

Apprentices will normally be appointed to Fiscal Officer Positions within the organisation and will work directly with their line manager and an appointed SVQ Assessor to support and develop their understanding of the Fiscal Officer duties and qualification requirements.

There are 5 core skills which must be assessed against the Council for Administration criteria are;

Communication

Numeracy

Working with others

Problem Solving

Information and Communication Technology

Apprentices will be required to demonstrate the required levels of competence to the national standards and will be expected to produce a portfolio of evidence to support their claim to competence. SVQs and core skills are verified internally.

The Modern Apprenticeship programme will focus on developing skills whilst

working in the business and linking this to obtaining the SVQ Level . The

assessment of the SVQ will commence during the first year and Apprentices will

have until the end of their apprenticeship to complete the qualification.

Apprentices will also attend a variety of other learning interventions after the first year of the programme.

To provide an understanding of the Criminal Justice System and in particular Criminal Prosecution, the second year of the Modern Apprenticeship will also require Apprentices to undertake the Certificate in Prosecution Practice. This is an online course which is bespoke to COPFS and covers two main elements Criminal Law and Criminal Prosecution.

The Apprenticeship

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Making an Application;

the competency based

approach

COPFS follow the Civil Service approach to competency based recruitment.

This means the panel will be looking for real life examples of how you have

met the competencies that you will be assessed against, which can be found

on the next page.

The examples you provide would ideally be work related but this is not

essential. You can draw from other activities such as school, voluntary work

or any other outside interests providing these are relevant to the

competencies. To prepare we recommend you first write down examples of

tasks you have performed, explaining the situation and what you did.

In order to do this we recommend you adhere to the ‘STAR’ (Situation, Task,

Action, Result) method to present your answers:

S(ituation) - what was the situation you were in?

T(ask) - what did you have to do?

A(ction) - what did you do? This is the most important part of your example.

R(esult) - what happened after you did it?

The selection panel expect you to ensure that the examples given in your

application form are concise and meet with the recommended word count of

250 words per competency. Answers in excess of 300 words will not be

assessed beyond this count which will likely affect your score.

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Please also remember:

• Use ‘I’ not ‘we’. We want to know what you did in the task and how you

affected the outcome;

• Use your own words, do not re-use the language of the competencies;

• Focus both on what you did and how you did it;

• General answers of what you have done or would do in a situation will not

suffice , you will need to give a example of a specific situation;

• It’s all down to you. The selection panel cannot make assumptions of your

knowledge or situation that is not included in the example you have

provided.

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The Competencies

COPFS follow the Civil Service approach to competency based recruitment.

This approach allows the panel to assess a candidates past behaviours as a

prediction of future behaviours. This means the panel will be looking for real life

examples of how you have met the competencies in both your application form

and, if selected, further at interview.

For the purposes of this exercise, you will be required to demonstrate specifically

how you meet the below competencies.

Collaborating and Partnering (LEAD COMPETENCY)

• Proactively contribute to the work of the whole team

• Get to know fellow team members/colleagues and understand their viewpoints

and preferences

• Seek help when needed in order to complete own work effectively

• Be open to taking on different roles

• Try to see issues from others’ perspectives and check understanding

• Listen to the views of others and show sensitivity towards others

Leading and Communicating

• Put forward their own views in a clear and constructive manner, choosing an

appropriate communication method, e.g. email/ telephone/ face to face

• Act in a fair and respectful way in dealing with others

• Write clearly in plain simple language and check work for spelling and

grammar, learning from previous inaccuracies

• Ask open questions to appreciate others’ point of view

Managing a Quality Service

• Communicate in a way that meets and anticipates the customer’s requirements

• Actively seek information from customers to understand their needs and

expectations

• Act to prevent problems, reporting issues where necessary

• Encourage customers to access relevant information or support that will help

them understand and use services more effectively

• Take ownership of issues, focus on providing the right solution and keep

customers and delivery partners up to date with progress

Candidates should remember that the competencies are not exhaustive and

provides an indication of the general level of working expected. The selection

panel will also take account of your skills, the role and it’s accountabilities.

Essential and desirable criteria

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Essential Criteria in addition to the competencies are:

• The minimum entry qualifications are 5 National 5’s at grades A-C (including

English) or equivalent; or demonstrable experience of general office work.

• Literacy and fluency in English

• Knowledge and use of Microsoft Word

Desirable Criteria:

• Knowledge and use of Microsoft Excel, and Outlook

• An understanding of the work of COPFS

• A desire to work in the Criminal Justice Sector

Some positions may have a requirement for a clean driving licence, further

information will be available during the recruitment process.

There are no age limits and suitability for the job will be the determining factor for

selection.

How you will be assessed The Sift and Interview

Applications received may be subject to a formal competency based sift. Depending

on the number of applications, the selection panel may chose to sift on the lead

competency of Collaborating and Partnering only.

Applicants who pass the sift will be invited for interview where they will be further

assessed in relation to the COPFS competencies.

The same 3 points scale is used to score applications at sift and interview stage:

Score Evidence

3 The candidate provided evidence that demonstrated highly effective behaviour against the requirements of the role and level of competence required.

2 The candidate provided evidence that demonstrated effective behaviour against the requirements of the role and level of competence required.

1

The candidate provided evidence that partially demonstrated effective behaviour against the requirements of the role and level of competence required, but there are a few minor gaps that can be investigated at interview or developed on the job.

0 The candidate failed to demonstrate that they meet the level of competence required.

General Pre Employment

Requirements

Should you be successful I in your application you will be recommended for

appointment subject to our standard pre recruitment checks. These include:

Identity – you will be asked to provide evidence of your identity if

invited to interview and potentially at another time during the

recruitment process.

Nationality and Immigration Status – you will be asked to provide

proof of your eligibility to work and remain in the UK. Successful

candidates will also be required to satisfy the Civil Service Nationality

requirements.

Employment/ Academic History Verification – if you are successful,

we will conduct a verification of your 3 year history

Criminal History – COPFS has exemptions from the Rehabilitation of

Offenders Act (1974). This check will be undertaken through an

Enhanced Disclosure check (of which, COPFS will meet the expense)

Health – prior to appointment, trainees will also undergo a pre

employment health assessment through our Occupational Health

provider.

When full checks are satisfactorily completed, a formal offer of employment

will be made.

If you have any queries or concerns about this, please get in touch.

11

Taking diversity seriously COPFS is proud to maintain an inclusive workplace and we encourage

applicants from all backgrounds. Our policy is to provide equal opportunities

for employment, career development and promotion to all where eligible, on

the basis of ability, qualifications and suitability for the work. Selection will be

based on fair and open competition and regardless of gender, race, disability,

sexual orientation, marital status or ethnic origin.

We are a Stonewall Diversity Champion and Top 100 employer. We also hold

the Disability Confident employer status from JobCentre Plus.

Current staff network groups include: Proud in COPFS, Equality Ambassadors

and the Staff Disability Advisory Group.

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Candidates declaring a

disability

COPFS is committed to valuing diversity and equality of opportunity and

participates in the Disability Confident scheme as awarded by Job Centre

Plus.

Under this scheme, all candidates who consider themselves to be disabled in

terms of the Equality Act 2010, and who meet the essential minimum criteria

for the post, will be guaranteed an interview.

For the purposes of the scheme, the minimum criteria to quality for interview

requires adequate demonstration of all competences tested and to meet the

essential criteria.

This will be applicable at all stages of recruitment, i.e. if you do not pass the

standard required at sift or technical assessment (if applicable), you will not

proceed to interview.

Appealing

The Crown Office and Procurator Fiscal Service’s recruitment processes are

underpinned by the principle of selection for appointment on merit on the

basis of fair and open competition as outlined in the Civil Service Commission

Recruitment Principles which can be found at

www.civilservicecommission.org.uk.

We hope you don’t have cause to appeal, however appeals can be submitted

in writing, within 5 working days of receiving a result, and can made on the

following grounds;

1. There has been a procedural irregularity that can be seen to have

materially disadvantaged the individual candidate

2. There has been an infringement of the COPFS’ equal opportunities

policy causing real disadvantage

Appeals outwith these grounds will not be considered. Where any appeal is

upheld, COPFS will take steps to remove the disadvantage or compensate for

actual loss.

If you feel your application has not been treated in accordance with the

Principles and you wish to make a complaint, you should contact The

Recruitment Manager, Crown Office and Procurator Fiscal Service, Crown

Office, 25 Chambers Street, Edinburgh, EH1 1LA in the first instance. If you

are not satisfied with the response you receive from the Service you can

contact the Office of the Civil Service Commission.

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14

The Civil Service Code As a Civil Servant, you will be expected to carry out your role with dedication and

a commitment to the Civil Service and its core values. The Civil Service Code

defines the core values that you, as a Civil Servant, are expected to work within

and uphold. These core values are:

Honesty

Impartiality

Integrity

Objectivity

The Code forms part of the terms and conditions of every Civil Servant. Further

information can be obtained from:

http://www.civilservice.gov.uk/about/values.

Civil Service Recruitment

Principles The Crown Office and Procurator Fiscal Service’s recruitment processes are

underpinned by the principle of selection for appointment on merit on the basis of fair

and open competition as outlined in the Civil Service Commission Recruitment

Principles which can be found at www.civilservicecommission.org.uk.

If you feel your application has not been treated in accordance with the Principles and

you wish to make a complaint, you should contact The Recruitment Manager, Crown

Office and Procurator Fiscal Service, Crown Office, 25 Chambers Street, Edinburgh,

EH1 1LA in the first instance. If you are not satisfied with the response you receive from

the Service you can contact the Office of the Civil Service Commission.

FAQs

I’ve applied before but wasn’t successful, can I apply again?

- Yes, we would be happy to receive your application. Please ensure you read all

supplementary documentation as our processes may have changed from the last

time you applied.

I applied this year using the same answers in my application form from last

year. Last year I got an interview but didn’t this year, why?

- Each recruitment exercise is considered separately. The volume and quality of

applications will determine the standard of assessment required each year.

I am out of the country when interviews are taking place, do I have to

attend my interview in person?

- We require attendance in person for your interview. Please see our timetable

for information of when interviews are to take place.

I have to travel to get to my assessment centre/interview; can you

reimburse my costs for assessments?

- Unfortunately we are unable to meet any expenses you may incur in

association with this recruitment exercise.

Can I ask for feedback?

- Due to the large volumes of applications anticipated, we will not be able to

provide feedback on application forms or interviews. However, sift scores and

interview rating forms will be available on request.

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and finally This guide is for information only and does not form part of the service’s

conditions of employment.

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