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