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General Information

Salary
The national salary range is £55,457 - £61,003, London salary range is £58,471 - £66,044. Your salary will be dependent on your base location
Working Pattern
Full Time, Flexible Working
Vacancy Approach
External
Location
National
Region
National
Closing Date
16-Mar-2026
Business Unit
Youth Custody Service
Post Type
Fixed Term, Detached Duty, Loan, Secondment
Civil Service Grade
SEO
Number of jobs available
2
Reserve List
12 Months
Job ID
15100

Descriptions & requirements

Job description

The Youth Custody Service are looking for two skilled and committed Social Work managers (or equivalent) with extensive experience of managing front line practice in a statutory role. These roles are available on a two-year fixed term basis and will require travel across all the YCS sites across England and Wales.  

The Youth Custody Service exists to protect, support and empower some of the most vulnerable children in the justice system. Every young person in our care has the right to feel safe, to be treated with dignity, and to access services that meet their welfare, educational, health and rehabilitative needs. The Safeguarding Manager plays a central role in securing these rights and ensuring that practice across the secure estate reflects the highest standards of safeguarding and child protection. 

This senior, non‑operational position provides specialist safeguarding leadership across YCS establishments. The role requires deep commitment to the principles of the UN Convention on the Rights of the Child and an understanding that safety is the foundation upon which meaningful rehabilitation is built. You will work closely with the YCS Head of Safeguarding and act as a trusted advisor to Governors, Deputy Governors, and senior operational leaders. You will be a visible presence within establishments, strengthening safeguarding culture, improving practice, and offering advice and challenge where needed. 

At the heart of the role is the responsibility to ensure that safeguarding systems across the secure estate are robust, legally compliant and centred on the experiences and rights of the children we look after. You will guide establishments in meeting the requirements of Section 11 of the Children Act, reviewing local safeguarding and child protection policies, and ensuring that these are multi‑agency, trauma‑informed and responsive to the complex vulnerabilities of children in custody. You will maintain oversight of child protection data and safeguarding logs, identifying patterns, risks and areas where additional support or intervention is needed. Partnerships are essential in youth justice, and the role involves building strong, collaborative relationships with Local Safeguarding Children Boards, Secure Children’s Homes, Secure Training Centres, local authorities and other statutory partners. You will help shape service level agreements with safeguarding boards and ensure that external scrutiny and multi‑agency involvement consistently contribute to improvements in practice. 

The Safeguarding Manager also carries responsibility for the assurance of safeguarding performance across the secure estate. This includes supporting HMIP readiness assessments, completing written reports, supporting establishments with action plans, and ensuring that progress against recommendations is carefully monitored. You will contribute to the development of a safe, supportive and child‑centred environment by helping staff understand their safeguarding duties, encouraging reflective practice, and ensuring that learning from incidents and complaints leads to tangible improvements in care. 

Success in this role requires resilience, compassion and an ability to influence confidently at all levels. You will be expected to challenge constructively, often in complex situations, and to provide steady, informed leadership in response to safeguarding concerns. Strong communication skills are essential, as is the ability to maintain positive relationships with a wide range of professionals working within and beyond the justice system. 

Candidates should bring extensive experience in safeguarding and child protection within a custodial or comparably high‑risk environment, along with a solid understanding of relevant legislation and guidance. You should also have a proven ability to lead assurance activity, manage risk and support organisations undergoing change. Within your first year in post, you will be required to complete Level 4 Child Protection and Safeguarding training, and all candidates must meet the suitability criteria for working with children and hold an enhanced level DBS.  

This is a rare opportunity to influence safeguarding practice on a national scale and to contribute directly to the safety, wellbeing and future prospects of children in custody. If you are motivated by the values of youth justice and committed to ensuring that the welfare of children remains at the forefront of everything we do, we welcome your application. 

If you have any queries, please contact - YCS_HQSafeguarding@justice.gov.uk 

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). 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 roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

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.

Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS 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 HMPPS’ Flexible Working policy.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.

Benefits

Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment

Pension

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

Work Life Balance

HM Prison & Probation Service  (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers

Training

HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles

Eligibility

-All candidates are subject to security and identity checks prior to taking up post

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist

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.

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.

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

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 15100

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 15100

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Making Effective Decisions, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.
Behaviours Application Form Question Word Limit
250
Changing and Improving
Communicating and Influencing
Working Together
Making Effective Decisions
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 provide a Statement of Suitability (500 words) explaining how you meet the key responsibilities of the role
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
Interviews expected to take place in person from 13th April 2026 in Central London
Behaviours
Changing and Improving
Communicating and Influencing
Working Together
Making Effective Decisions
Level of security checks required
DBS Enhanced
Developed Vetting (DV)

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.