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General Information

Salary
The national salary range is £35,335 - £37,847, London salary range is £40,014 - £42,859. Your salary will be dependent on your base location
Working Pattern
Full Time, Flexible Working
Vacancy Approach
External
Location
Leeds, London, Loughborough
Region
East Midlands, London, Yorkshire and the Humber
Closing Date
25-Feb-2026
Post Type
Fixed Term, Detached Duty, Loan
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
14716

Descriptions & requirements

Job description

Summary

The role of the magistracy has never been more important to the effective administration of justice.  This nearly 15,000 strong group of part-time volunteers hear cases in their communities, making important decisions that affect people’s lives.  The role of magistrates in supporting the justice system is critical.  They are the largest group within the judiciary and are responsible for hearing more than 90% of criminal cases, as well as family and civil cases.

The Ministry of Justice’s Magistrate Uplift Programme aims to increase the size of the magistracy as part of a package of measures to tackle the backlog in the courts.  The Uplift Programme has three broad aims to: 1) attract and recruit new magistrates in required and sustainable volumes that appropriately reflect the diversity of the society the magistracy serves; 2) modernise the role and supporting processes; and 3) better retain and support magistrates.

The Judicial College has a significant role to play in supporting this programme through delivering timely, relevant and high-quality training to magistrates.  The increased demand for training alongside the modernisation of the role and processes will mean adapting the existing training programme, including a review of delivery methods and (where appropriate) harnessing advances in digital training, to handle the increase and continue to deliver high quality and effective training.  Change is afoot to make sure our training supports the recruitment and retention of a diverse magistracy that is confident and competent in meeting the current and future needs of the justice system, and that continues to have the profile and status it deserves within the judiciary.  Meeting these significant changes will need ambitious and creative solutions and a step change in how the training programme is designed and delivered.

The organisation

The Judicial College operates within the Judicial Office and reports to the Lady Chief Justice and the Senior President of Tribunals.  Its purpose is to support the judiciary in upholding the rule of law and delivering justice effectively, impartially and efficiently.

The Judicial Office was established under the Constitutional Reform Act 2005, which made the Lord Chief Justice Head of the Judiciary, responsible for representing the judiciary, overseeing judicial welfare, training and guidance, and managing judicial deployment and work allocation.  The Senior President of Tribunals holds equivalent responsibilities for the tribunals jurisdiction.

The Judicial College supports the senior judiciary in meeting their statutory responsibility for judicial training.  This includes training for all judicial office holders in England and Wales, including judges, magistrates and legal advisers.

In practice, the College delivers around 1,800 training courses each year for approximately 24,500 judicial office holders.  It advises on course content for courts and tribunals judges, designs and delivers training materials for magistrates and legal advisers, develops new training areas such as digital skills and AI, and promotes a mix of delivery methods including digital and online learning. It also supports international judicial training activity to promote the rule of law.

The Judicial College is governed by the Judicial College Board, chaired by a Court of Appeal judge.

For more information see www.judiciary.uk. https://www.linkedin.com/company/judicial-office/ and follow us on Twitter.

Job description

Summary

Reporting to the SEO Change Delivery Manager and supporting the Grade 6 Head of Change Delivery, the Change Delivery Officer (HEO) will help coordinate change activity, support planning and readiness, and ensure that delivery teams have the information, structures and support they need to embed change effectively.

This role offers a unique opportunity to contribute to a high-profile programme, gain experience in programme and change delivery, and work closely with senior stakeholders inside and outside the Judicial College.

Job Description

The Change Delivery Officer will support the planning, coordination and implementation of change activity across the wide range of workstreams contributing to the modernised magistrates’ training programme. You will help ensure that information flows effectively, risks and issues are identified early, and delivery products and materials are created to a high standard.

You will work collaboratively across Judicial College design, delivery, planning and digital learning teams, providing practical support to embed new processes, support change readiness, and maintain consistent programme standards.

This role is ideal for someone with strong organisation and communication skills, an interest in project and change management, and a desire to work at the heart of an ambitious justice system initiative.

Key Responsibilities

Programme Coordination & Support

  • Support the development and maintenance of programme plans, action logs, risk registers and readiness assessments.
  • Coordinate input from workstream leads and collate updates into clear programme documents and reports.
  • Track milestones, flag emerging risks or slippage, and support actions to keep activity on track.

Change Management Support

  • Assist with the creation of change materials, including impact assessments and engagement plans.
  • Support workstream leads to prepare for changes in delivery models, processes or digital learning tools.
  • Gather feedback and insights from teams to inform continuous improvement.
  • Help coordinate workshops, meetings and engagement sessions, including preparing agendas, papers and capturing actions.
  • Support the consistent application of project documentation standards and programme governance.

Stakeholder Engagement & Communications

  • Build effective working relationships across the Judicial College and wider MOJ partners.
  • Input into communications, briefing notes and updates for internal and external audiences.
  • Act as a first point of contact for routine stakeholder queries relating to programme activity.

Key Skills and Behaviours

Essential

  • Experience supporting projects, programmes or operational change.
  • Strong organisational skills, with the ability to manage multiple priorities and maintain accuracy in fast‑paced environments.
  • Good written and verbal communication skills, able to summarise information clearly for different audiences.
  • Strong interpersonal skills, with confidence working across teams and building collaborative relationships.
  • A proactive, solutions‑focused approach, with the ability to identify issues early and help resolve them.
  • Competent user of Microsoft Office tools, particularly Excel, Word and PowerPoint.

Desirable

  • An understanding of the judiciary / the justice system, particularly the magistracy.

Behaviours

We'll assess you against these behaviours during the selection process:

  • Working Together
  • Communicating and Influencing
  • Delivering at Pace
  • Changing and Improving

Please also refer to the Civil Service Behaviours framework for more details at this grade (HEO).

Success Profiles: Civil Service behaviours - GOV.UK

Selection process and application

This vacancy is using Success Profiles Success Profiles - GOV.UK, and the sift will assess the behaviours outlined above. 

This role will be filled through an Expression of Interest process. 

Please submit your CV and a Statement of Suitability (maximum 750 words) setting out how you meet the criteria in the job description and addressing the behaviours.

Interviews will be conducted over Teams to further explore your experience in relation to this role, including the behaviours listed above.

Eligibility

You must secure line manager approval in applying for this role.  [Judicial Office staff applying will need Deputy Director approval.]  This is essential because you will need to be released swiftly (no later than 4 weeks), with the expectation that you will return to your home department at the end of the fixed term.

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

This job is broadly open to the following groups:

  • UK nationals
  • nationals of the Republic of Ireland
  • nationals of Commonwealth countries who have the right to work in the UK
  • nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
  • nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
  • individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
  • Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 14716

HMPPS:

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 14716

Application form stage assessments

Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Statement of Suitability
Guidance for the Statement of Suitability
Please set out how you meet the criteria in the job description and supporting behaviours.
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
Expected w/c Monday 9 March or 16 March
Behaviours
Working Together
Communicating and Influencing
Delivering at Pace
Changing and Improving
Level of security checks required
DBS Basic
Counter Terrorism Check (CTC)

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action.  Please see our candidate guidance for more information on appropriate and inappropriate use.