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Chief Operating Officer
The Parole Board for England and Wales
SCS Pay Band 1
Closing Date: 23:55 on Sunday 2nd November 2025
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Contents
Person
Introduction
The Role
Benefits
Specification
Recruitment
Diversity &
FAQs
Contact Us
Process
Inclusion
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Message from the Chief Executive Officer
Thank you for your
The Parole Board is an independent body
membership has grown, and the prison
that works with other criminal justice
population is creating capacity challenges.
interest in becoming Chief
agencies to protect the public by carrying
The successful candidate will, therefore,
Operating Office (COO) of
out risk assessments of the most serious
need to be a strong and inclusive leader
and complex prisoners to determine
who can work across a range of challenges
the Parole Board for
whether they can be safely released into
and provide fresh insight.
England and Wales
the community, or not. Public protection is,
and always will be, our top priority. The
In addition to ensuring that the organisation
Board’s work is of critical importance to
is operating efficiently, managing the
public safety, victims and their families and
strategic direction of operations,
individual prisoners. The Board also has a
compliance with regulation and laws and
wider role to play in maintaining public
improvements to quality, a priority for the
confidence in the justice system.
new COO will be ensuring the organisation
is operating efficiently and can meet
As COO of the Parole Board, you will play
changing workload demands.
a key role in leading and directing the work
of the Parole Board, its 230 staff and its
If you believe you have the experience and
350 members who are public appointees.
skills we are seeking, I hope you will
consider applying for this important and
The Board has begun a period of
exciting role.
Cecilia French - Chief
modernisation to improve its performance
Executive Officer
and to come more transparent in the way it
operates. Further change may be needed
in response to the Sentencing Bill.
Alongside this, the workload and
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Background to the Parole Board
The Parole Board for England and Wales
managing corporate risk so as to
has the function of considering whether to
was established in 1968 under the Criminal
deliver best value through optimum
direct early release. They are:
Justice Act 1967. It became an
use of resources.
independent Executive Non-Departmental
LIFE SENTENCES/ IPP’s
Public Body (NDPB) on 1 July 1996 under
• Promotes the independence of and
the Criminal Justice and Public Order Act
public confidence in the work of the
Those serving a sentence of life
1994.
Board, while effectively managing
imprisonment, or one of imprisonment for
change.
public protection (“IPP") imposed before
The Board's role is to make risk
that sentence was abolished in 2012, and
assessments about the most complex and
As a matter of law, the Parole Board
who in either case have completed the
serious prisoners to decide whether they
qualifies as a court, however, it is an
minimum term stipulated by the sentencing
may be safely released into the community
unusual court in that it is an arms-length
court as that to be served before any
or not.
body, sitting under the umbrella of the
question of parole should be considered.
Ministry of Justice, and the Secretary of
The Board:
State for Justice is a party to parole
EXTENDED DETERMINATE SENTENCES
proceedings. A key role of the Parole
• Makes risk assessments which are
Board’s Chair, Management Committee
Those serving an extended determinate
rigorous, fair and timely with the
and CEO is therefore to ensure that the
sentence under provisions introduced by
primary aim of protecting the public
Parole Board’s independence of decision-
the Legal Aid, Sentencing and Punishment
and which contribute to the
making is not compromised and that
of Offenders Act 2012 (“LASPO"), where
rehabilitation of prisoners where
members feel able to make decisions about
either the custodial term is ten years or
appropriate.
a prisoner’s risk based solely on the
more or the offence is within Parts 1-3 of
evidence.
what is now Schedule 18 to the Sentencing
• Demonstrates effective and
Act 2020, and who have served two-thirds
accountable corporate governance
At present there are six principal categories
of the appropriate custodial term as
by maintaining strong internal
of prisoner in respect of which the Board
stipulated by the sentencing court.
control, setting clear objectives and
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OFFENDERS OF PARTICULAR
of the CJA 2003, as posing a high risk of
CONCERN
the commission of certain very serious
offences; and
Those categorised by the Criminal Justice
and Courts Act 2015, section 6 and
DETERMINATE RECALL
Schedule 1, as offenders of particular
concern (chiefly those whose offences are
Those who have been released on licence
linked to terrorism to the sexual abuse of
under the CJA 2003 having reached either
children under 13), and who have served
the halfway or two-thirds point of a
either half or two-thirds (depending on the
determinate term, but whose licence has
date of sentence) of the appropriate
been revoked by the Secretary of State so
custodial term as stipulated by the
that they have been recalled to prison, and
sentencing court.
who have not subsequently been re-
TERRORIST OFFENCES
released by the Secretary of State under
rules for so-called" automatic release" or
Those serving sentences for terrorist
the introduction of the FTR48 measure.
offences, either determinate terms or
extended determinate sentences (as
introduced by LASPO), and who have
served two-thirds of the custodial element
of the sentence.
NEW POWER
Those serving determinate sentences, of
any length, who have been referred to the
Board by the Secretary of State, pursuant
to a new power created by the Police,
Crime, Sentencing and Courts Act 2022
(“PSCA 22") and inserted as section 244ZB
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About the role
Job Title
Contract Type
As well as being responsible for a high
Chief Operating Officer
This role is being offered on a permanent
number of staff, the COO is key to ensuring
basis.
Location
that ample support is provided to over 350
Parole Board Members ensuring that our
This role has a minimum assignment
National
members have the tools and support to
duration of 3 years - in line with the
make effective decisions in Parole reviews.
With travel to London and throughout
deliverables identified.
The COO is responsible for compliance
England and Wales. Travel can sometimes
The Role
with regulation and laws. As the Parole
be required at short notice.
system is continually changing and
The role represents an exciting opportunity
adapting, the COO will be required to
Please note the requirements for travel and
to lead a highly regarded organisation and
engage and develop key relationships with
level of flexibility available as set out in the
deliver real results. To be successful in the
stakeholders across the justice system to
FAQs section.
role, the COO will need to have strong
create and implement solutions when faced
management and leadership skills capable
Salary
with new ways of working.
of organising, facilitating, motivating
The salary for this role is set within the MoJ
members, employees and stakeholders to
The COO is accountable for ensuring
SCS PB1 range
ensure the day to day running of the Parole
policies and operational processes and
Board continues to a high standard.
procedures are effective, reviewing and
A minimum of £81,000 per annum.
amending as necessary.
The COO provides direct leadership to the
Existing Civil Servants will be appointed in
Functional Hubs which cover the key areas
A particular sensitive area of the role is
line with the Civil Service pay rules in place
of the operations of the organisation and
interacting with victims. Victims have often
on the date of their appointment.
the majority of employees, so exceptional
experienced unimaginable trauma. The
leadership skills are important. The COO
COO will assist the CEO in implementing
will determine and designate tasks and
the Parole Board’s Transparency agenda to
make decisions about business priorities.
ensure that victims are appropriately
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supported through what is a demanding
process whilst respecting the role and
• Work closely with officials in the
• Work with policy colleagues to
independence of the Parole Board.
Ministry of Justice and His Majesty’s
discuss and implement reforms,
Prison and Probation service to
while advocating for the Boards
Key Responsibilities
ensure new policies are developed
independence. Particularly, working
in line with changes in legislation
on how the Board will implement the
Reporting into the Chief Executive Officer
such as the Sentencing Bill.
changes from the Sentencing Bill.
you will:
• Engage stakeholders across the
• Ensure the Board is continually
• Provide leadership to several
justice system to ensure parole
reviewing its commitments to
functions within the Parole Board
reviews are conducted fairly and that
transparency.
and lead the Senior Leadership
the independence of the Parole
team on their key deliverables.
Board decision making is upheld.
• Ensure an effective operating model
for the Parole Board is in place and
• Lead on engagement with Parole
• Work with the Board’s Management
kept under review. Ensure that
Board members and the Members
Committee to ensure the Board is
changes to the operating model
Representative Group.
delivering on its strategic priorities.
incorporate the changes from the
Sentencing Bill.
• Supervise the daily administration of
• Monitor and ensure delivery of the
the Parole Board’s operational and
Parole Board’s business plan and
The list of responsibilities are not
policy & legal hub to ensure the
business KPI’s.
exhaustive. As this is a Senior Civil Servant
Parole Board has the capacity to
role it is very varied, and there will be
meet demands, forecasting and
• Oversee the resourcing of the
duties that arise that are not anticipated or
modelling changes resulting from
membership of the organisation,
cannot be listed. A flexible and logical
changes in policy and legislation.
approach must be applied to your work.
recruitment, training, policy and
There must be a willingness to step outside
practice and the retention of Parole
• Monitor internal processes and
of business as usual to support the CEO
Board Members.
identify and employ the most
with changing priorities.
efficient methods of running the
organisation
• Inspire, upskill and develop our staff
to retain talent.
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Organogram
Chair
Vice Chair
Chief Executive
Officer (SCS2)
Full Time
Director of
Chief Operating
Strategy and
Head of
Officer (SCS1)
Corporate
Comms and
Chief of
Engagement
Staff (G7)
Full Time
Services (G6)
Full Time
(G7)
Full time
Director of Legal and
Director of Operations
Head of Capability
Full Time
Head of Corporate
Policy (G6)
(G6)
(G7)
Services (G7)
Full Time
Full Time
Full Time
Full Time
Head of
Head of Legal
Operations
Head of
and Practice
Development
Operations (G7)
(G7)
(G7)
Full Time
Full Time
Full Time
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Person Specification
It is important through the recruitment
Essential Experience:
• Demonstrable experience of high levels
process that you give evidence and
of influence.
•
examples of proven experience of each of
Proven leadership skills including
leading a senior leadership team with
the essential and desirable criteria.
Desirable Experience:
the ability to provide clear direction and
Later on in the pack you will be told what is
set business priorities in an operational
• Experience of direct victim engagement.
being assessed at which stage of the
environment
process.
• Knowledge of the Criminal Justice
• Extensive experience at a senior level of
System, especially prison, probation
strategic planning and change
and parole.
management as a result of both internal
• Experience of deputising for a Chief
and external factors
Executive and making accounting officer
decisions in their absence.
• Experience of successfully managing
multi-faceted internal and external
stakeholder relationships, including
MoJ SCS Pay Band 1 Behaviours:
working with partners to delivery shared
objectives.
You will also be assessed against the following
Behaviours during the Recruitment Process:
• Demonstrable experience of budget
• Leadership
management at a senior level.
• Delivering at Pace
• Experience of engaging with change,
reforms, and policy, while upholding an
• Managing a quality service
organisation’s reputation and
independence.
• Developing Self and Others
• Working Together
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Read more in the Civil Service Success
Profiles Section.
Strengths
We are looking to understand what motivates
and energises you. We want to see what your
natural strengths are and what interests you.
Strengths may be assessed at interview, but
these are not shared in advance.
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The Recruitment Process
Recruitment Process
Application
4. A Statement of Suitability (no more than
1000 words) explaining how you consider
The selection process will be chaired by
You will need to complete the online
your personal skills, qualities and
Cecilia French, CEO of the Parole Board. The application process accessed via the
experience provide evidence of your
other panel members will be:
advertisement for this role.
suitability for the role, with particular
reference to the essential and desirable
• Chris Jennings, Executive Director, HMPPS This should be completed no later than 23:55
criteria in the person specification
on Sunday 2nd November 2025. As part of
• Maneer Afsar, Independent Parole Board
the application process, you will be asked to
Please submit and complete all of the
Member
complete:
documents listed so that the panel will have all
Support during the selection process
the required information on which to assess
1. Responses to the eligibility questions to
your application against the criteria in the
If you need any support or have any questions
check you are eligible to apply for the role
person specification. Please note that failure to
during any stage of the selection process,
submit a CV and Statement of Suitability will
please contact the SCS Recruitment Team
2. A response to whether you would like to
result in your application not being considered
scsrecruitment@justice.gov.uk.
request reasonable adjustments during
for this role.
the selection process. The Disability
Stages of the selection process
Support section explains how adjustments
Should you encounter any issues with your
can be made to the selection process to
application, please get in touch with SCS
Internal Stakeholder Conversations
accommodate a disability.
recruitment via: scsrecruitment@justice.gov.uk
You are invited to arrange an informal
3. Provide a CV setting out your career history Find out more information about our
discussion with Cecilia French to learn more
with key responsibilities and achievements. application process here.
about the role and the organisation before
Please ensure you have provided reasons
applying. This is not part of the assessed
for any gaps with the last two years.
elements of the selection process.
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After the Application Stage
not part of the formal assessment process.
to have your details retained on a merit list to
be considered for future SCS roles.
You will be advised whether your application
What is being assessed?
has been shortlisted for the next stage of the
selection process. If you are shortlisted, we will You will be assessed against the following five
contact you to arrange the next stage of the
behaviours at interview stage:
selection process.
• Leadership
Feedback will only be provided if you attend an
interview or assessment.
• Delivering at Pace
Panel Interview and Presentation
• Managing a quality service
If successfully shortlisted, you will be invited to
• Developing Self and Others
attend a panel interview in order to have a
• Working Together
more in-depth discussion of your previous
experience and professional competence in
Further information about the Civil Service
relation to the criteria set out in the person
Competency Framework can be found here
specification.
https://www.gov.uk/government/publications/ci
Please note that you will be asked to prepare a vil-service-competency-framework
short presentation based on a topic that will be
provided in advance.
After the Panel Interview
The interview and presentation will last for
Following the interview, the performance of all
approximately 60 minutes.
candidates will be reviewed, and the
successful candidate identified. All candidates
You may also have the opportunity to speak to will be notified of the outcome as soon as
Cecilia French, CEO of the Parole Board, prior possible after the conclusion of all interviews. If
to the interview to learn more about the role
you are not the successful candidate but you
and the organisation. Please note that this is
meet the standard required, you may be invited
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Civil Service Behaviours
What are Behaviours?
vision and objectives and demonstrate trust in responsibility to deliver. You delegate
staff by giving autonomy.
effectively, managing any risks associated with
The Civil Service recruits using Success
doing so.
Profiles and Behaviours are an element of
Working Together
Success Profiles used to see whether
Developing Self and Others
candidates are able demonstrate specific
You work collaboratively to achieve outcomes
Behaviours associated with the role they are
both within your area of responsibility and
You hold a genuine belief in the importance of
applying for during the selection process.
across the organisation. You create a
development for yourself and others. You have
supportive working environment where all
a clear understanding of your strengths and
In this process the below Behaviours are most opinions are considered, and individuals are
development areas. You take an active role in
relevant to this role and will be assessed
valued for their expertise and unique
staff and member development by identifying
during the interview stage of the process. The contribution. You proactively maintain
development opportunities, providing positive
definitions of Behaviours are set out below:
relationships with peers and external senior
and constructive feedback. You take a future-
stakeholders and utilise these to achieve
focused approach to development considering
Leadership
positive outcomes.
succession planning and recognising the
You visibly demonstrate the organisation’s
benefits of developing staff outside your own
Delivering at Pace
values in all your activity, leading authentically.
area. You recognise under-performance and
You seek to engage staff in the aims of the
You translate organisational strategy into clear contribute to the resolution of it. You use your
organisation and communicate the
objectives for activity within your area of
own expertise to provide coaching and
organisation’s strategy in an inspiring way. You responsibility. You promote this amongst staff
mentoring to support staff to succeed.
create an inclusive and fair culture which
and ensure teams take responsibility for
Managing a Quality Service
creates a sense of belonging by treating staff
delivering against objectives. You prioritise
as individuals and actively valuing diversity
competing or conflicting demands and are able You understand the requirements of service
within the organisation. You empower teams
to decisively adjust activity based on changing users and are focussed on providing a service
and individuals to excel by creating a shared
requirements. You manage resource
that offers the best outcomes for the public.
effectively to enable those in your area of
You foster an environment where opportunities
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to improve service delivery are identified and
adjust processes accordingly. You create plans
and consider the resources needed to support
implementation. You identify risks and barriers
to service delivery and ensure they are
removed.
Please click here or more information on
Behaviours and Success Profiles.
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Guidance for writing your Statement and CV
As part of the application process, you need to
experience required for the role and describe Providing a name-blind CV and Success
submit a Statement and CV. Both your
the outcome that came from this.
Profile Statements
Statement and CV should demonstrate how
In both your CV and Success Profile
you meet the essential experience outlined in
Statements please remove references to any
the Person Specification section.
personal information that could identify you.
For example:
Ensure you read through the role information
thoroughly and identify the essential criteria for
• Name and title
each area. You should ensure you provide
• Educational institution names
evidence for each of the essential criteria
• Age and gender
which is required for the role in your Statement
• Email address
and CV. You may not be progressed to the
• Postal address and telephone number
next stage of the assessment process if you do
not provide this evidence.
• Nationality and immigration status.
This will help us to recruit based on your
When structuring your Statements try to:
knowledge and skills, and not on your
• Group evidence of the same experience
background, gender or ethnicity. Recruiting this
together by using subheadings and
way is called name-blind recruitment.
paragraphs. This will help to ensure you are
For more information on how to write your
writing about the experience that is directly
Statement and CV please visit the Civil Service
relevant for the role you are applying for.
Careers Website.
• You should ensure that you detail recent and
relevant examples of the essential
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Expected Timeline
We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are
therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, in order to meet the dates given.
Please note that these dates may be subject to change.
The anticipated timetable is as follows:
Advert Closing Date
23:55 on Sunday 2nd November 2025
Outcome of CV and Statement of Suitability
Week commencing 10th November 2025
Friday 21 November 2025
Panel Interview and Presentation
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Working for the Parole Board
The Parole Board’s Culture
Our commitment to creating a diverse and
inclusive workforce is reflected in all of our
A key driver for members and staff is fairness. people policies and strategies and in
This includes that prisoners receive timely
collaboration with initiatives across the Ministry
reviews, that victims are treated humanely and of Justice, we offer our employees access to:
that the best possible evidence is provided to
members.
• Diverse talent programs
The Parole board is committed to being open
• Mentoring Schemes
and transparent about our decisions and our
•
performance.
Flexible working options - including
varied working patterns and flexibility to
The management structure is fairly flat and
choose how and where you work.
non-hierarchical, and we operate an open and
•
transparent communication process with both
Workplace adjustment support.
members and the secretariat.
• Wellbeing support, including access to
Equality, Diversity, Inclusion and Wellbeing We are a small organisation (of c600 staff and
our Employee Assistance Provider
Our Parole Board values are at the heart of our members) with a lot of talent and passion, and
• Special leave for active-duty reservists
commitment to create a culture where all our
any new COO will be working with people who
• Volunteering days.
people are able to thrive and flourish in the
are committed and enthusiastic about the role
work place. We seek to be confident,
and values of the Parole Board.
Benefits
collaborative, reflective and respectful. We
Inclusion and Development
As a Parole Board employee, you’ll be entitled
continue to work hard in attracting and
to a large range of benefits which include but
retaining the best talent from ethnically diverse We want everyone to be the best version of
are not limited to:
backgrounds and perspectives.
themselves, to feel supported and have a
strong sense of belonging in the work place.
Pension
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The Civil Service Pension Scheme is one of
the best workplace pension schemes in the UK
public sector. Visit
www.civilservicepensionscheme.org.uk for
more details.
Generous Annual Leave and Bank Holiday
Allowance
25 days annual leave on entry, increasing on a
sliding scale to 30 days after 5 years’ service.
This is in addition to 8 public holidays. This will
be complemented by one further day paid
privilege entitlement to mark the King’s
Birthday.
Flexible Working
While not every type of flexible working will be
suitable for every role and business area,
flexible working can take many forms and the
Parole Board is committed to delivering its
business effectively and sustainably by
enabling smart, flexible and hybrid working.
You will be expected to work in an office at
least 20% of your working week.
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Disability Support
What reasonable adjustments can be made • An interview at a certain time of day;
recruitment team at
if I have a disability?
This is not an exhaustive list but rather some
scsrecruitment@justice.gov.uk.
examples of how we can support you during
We are committed to supporting all candidates the SCS Recruitment Process.
Do you offer a Disability Confident Scheme
to take part in the recruitment process. This
for Disabled Persons?
includes supporting individuals who have a
Whilst we aim to confirm all adjustments
disability by making reasonable adjustments to requested, there may be occasions where this As a Disability Confident employer, the MoJ
the recruitment process.
offer an interview to disabled candidates who
isn’t possible. If an adjustment cannot be
provided, the reasons for this will be explained meet the minimum selection criteria, except in
If you feel you require any kind of support
to you.
a limited number of campaigns. This could be
and/or would like to discuss this with someone,
in terms of the advertised essential skills
please indicate ‘yes’ to requesting reasonable
Help with your application
and/or application form sift criteria. Within the
adjustments in your application form and
application form, you will be asked if you would
ensure that you respond to the Reasonable
It is important you contact us as early as
like to be considered for an interview under this
Adjustments Scheme team by email.
possible by email if you would like to request
scheme, so please make us aware of this
reasonable adjustments so that the recruitment when prompted.
How we can support you
process runs smoothly for you.
There are many types of reasonable
If you do decide during the process that you do
adjustments that can be made during
require adjustments and you have not
assessment processes.
completed all your assessments, please
contact the SCS recruitment team in advance
Examples of some types of adjustments
of your next assessment.
include:
If you have any questions in advance of
• Extra time to complete assessments;
making your application regarding reasonable
• Providing a break within an assessment;
adjustments please contact the SCS
• Providing interview questions in a written
format at the interview as well as orally;
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FAQs
Can I apply if I am not currently a
Unfortunately, we will not be able to reimburse Civil Service Commission’s Recruitment
civil servant?
you, except in exceptional circumstances and
Principles.
only agreed in advance.
Yes.
Should you feel that the recruitment process
Am I eligible to apply for this role?
has breached the recruitment principles and
Is this role suitable for part-time working?
you wish to make a complaint, you should
For information on whether you are eligible to
This role is full time or flexible working
contact scsrecruitment@justice.gov.uk in the
apply, please visit Gov.UK.
arrangements. To discuss your needs in more
first instance.
detail please get in touch with the SCS
Is security clearance required?
If you are not satisfied with the response you
Recruitment Team.
Yes. If successful you must hold, or be willing
receive from the Department, you are able to
Where will the role be based?
to obtain, security clearance to SC level. More raise a formal complaint in the following order.
information about the vetting process can be
If successful you will be based nationally.
1. To Shared Service-Connected Ltd (0845
found here.
Relocation costs will not be reimbursed.
241 5358 (Monday to Friday 08.00 - 18.00)
Will this role be overseen by the Civil
or e-mail Moj-recruitment-vetting-
This role will also require occasional travel to
Service Commission?
enquiries@gov.sscl.com)
prisons through the country and attend
regional Parole Board related events with the
No. However, the recruitment process will still
2. To Ministry of Justice Resourcing
occasional overnight stay. Please note, the
be governed by the Civil Service Commission’s
(resourcing-services@justice.gov.uk)
successful candidate may need to attend
Recruitment Principles.
3. To the Civil Service Commission
meetings in London at least once a week
What do I do if I want to make a complaint?
(https://civilservicecommission.independent
Can I claim back any expenses incurred
.gov.uk/contact-us/)
during the recruitment process?
The law requires that selection for appointment
to the Civil Service is on merit on the basis of
What should I do if I think that I have a
fair and open competition as outlined in the
conflict of interest?
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If you believe that you may have a conflict of
interest you must declare it by contacting SCS
Recruitment on scsrecruitment@justice.gov.uk
before submitting your application.
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Data Sharing
We will ensure that we will treat all improve these experiences, and ultimately
2. Processing is of a specific category of
organisation performance.
personal data and it is necessary for the
personal information in accordance
purposes of identifying or keeping under
with data protection legislation,
Sensitive personal data is personal data
review the existence or absence of equality
revealing racial or ethnic origin, political
including the General Data
of opportunity or treatment between groups
opinions, religious or philosophical beliefs, or
of people with a view to enabling such
Protection Regulation and Data
trade union membership, and the processing of
equality to be promoted or maintained.
genetic data, biometric data for the purpose of
Protection Act 2018.
uniquely identifying a natural person, data
3. Please note if you are successful in your
Data Sharing
concerning health or data concerning a natural
application your sensitive personal data will
person's sex life or sexual orientation.
be used as part of the on-boarding process
To process your application your personal data
to build your employee record.
The legal basis for processing your
will be shared with the Ministry of Justice SCS sensitive personal data is:
For further information please see the GDPR
Recruitment Team, campaign Panel Members
Privacy Notice.
and anyone else necessary as part of the
1. Processing is necessary for reasons of
recruitment process.
substantial public interest for the exercise
of a function of the Crown, a Minister of the
The legal basis for processing your
Crown, or a government department: it is
personal data is:
important to know if groups of staff with
Processing is necessary for the performance of
specific demographic characteristics have a
a task carried out in the public interest.
better or worse experience of working for
Personal data are processed in the public
the Civil Service, so that appropriate action
interest because understanding civil servant
can be taken to level this experience;
experiences and feelings about working in the
Civil Service can inform decision taken to
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Diversity & Inclusion
We pride ourselves on being an
We welcome the unique contribution diverse
applicants bring in terms of their culture,
employer of choice and encourage
ethnicity, race, nationality or national origin,
applications from talented
age, sex, gender identity or expression,
candidates irrespective of identity, religion or belief, disability status, sexual
orientation, educational or social background
background, life experience or
or any other factor.
circumstances, and particularly
The Parole Board is committed to attracting,
from ethnic minority and disabled
retain and invest in talent where it is found.
candidates who are currently
under-represented at Senior Civil
Service level. It’s vital that our
justice system is as diverse as the
society we serve.
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Contact us
Should candidates like to discuss the role in more detail before
submitting an application, please contact SCS Recruitment on
scsrecruitment@justice.gov.uk
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