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This vacancy is only available to existing Civil Servant employees and employees of accredited non-departmental public bodies (NDPBs). Please review the "Eligibility" section before you apply.

General Information

Salary
£49,325 - £53,081
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
Cross Government
Location
London
Region
London
Closing Date
02-Apr-2026
Post Type
Fixed Term, Detached Duty, Loan
Civil Service Grade
SEO
Number of jobs available
1
Reserve List
12 Months
Job ID
15944

Descriptions & requirements

Job description

In 2024, the government asked Sir Brian Leveson to undertake an independent review of the criminal courts and produce recommendations for how to reduce demand on the Crown Court, tackle the outstanding caseload, and improve efficiency of the system. Parts I and II of the report have been published, with the Government’s response to Part I announced in December 2025 and Part II in February 2026. 

We are recruiting a Deputy Private Secretary (DPS) to join the Private Office of the Senior Presiding Judge. The role will primarily be focused on supporting the SPJ and DSPJ in their responsibilities in relation to the implementation of reforms stemming from the Independent Review of Criminal Courts (IRCC). It is a fixed-term role for a period of three years. 

This is a frontline role working directly with members of the senior judiciary to deliver their priorities in relation to reform of the Criminal Justice System, ensuring operational readiness across the Crown Court and Magistrates Courts of England and Wales. 

The role involves close working with teams across the Judicial Office, HMCTS, Ministry of Justice, and other partners across the justice system. 

The role will also support the wider work of the SPJ Private Office, part of which will be to ensure that the office has robust processes in place to manage changes to ways of working as a result of the reforms and ensure timely judicial decision-making. 

Key responsibilities will include: 

 General

  • Establishing themselves as a trusted advisor to the SPJ and DSPJ, providing high-quality briefings, advice and recommendations on all matters relating to IRCC implementation, and providing challenge where appropriate.
  • Maintaining oversight of operational readiness for changes impacting on the Magistrates’ Courts and Crown Court, ensuring the SPJ and DSPJ are kept informed and their views fed in.
  • Building strong relationships with teams across the JO who are involved in implementation of IRCC reforms – in particular the Criminal Justice Team and Judicial HR – understanding others’ roles and responsibilities, establishing hand-off points, and ensuring effective and timely sharing of information.
  • Regular engagement with stakeholders across the wider system.
  • Maintaining a forward look of known activities and remaining alert to any issues. Identifying and facilitating opportunities for judicial engagement.
  • Demonstrating collective leadership as part of the management team of the private office, including line management of at least one member of staff. 

Magistrates’ Courts

  • Regular engagement with the Magistrates Uplift Programme (a joint JO, MOJ and HMCTS team) on their work on recruitment, onboarding, training, and recognition of magistrates. Facilitating interaction between the programme and the judiciary, magistracy and wider JO as needed.
  • Developing and implementing processes within the Private Office to manage increased volumes of submissions as a result of the reforms.

The SPJ’s responsibilities and remit include:

  • Providing support, leadership and guidance for courts judiciary and magistrates, particularly to leadership judges;
  • Acting as ‘Chief of Staff’ for the Lady Chief Justice, dealing with the day–to–day issues affecting the judiciary, across a wide-ranging field including judicial appointments, HR casework, diversity, judicial security, and matters relating to the court estate;
  • Representing the Lady Chief Justice on the HMCTS Board and attending a number of other high-profile boards; and
  • The effective and efficient operation of the courts, including regular meetings with those involved in the work of the courts, and working with judges to understand and improve performance.

The SPJ is supported in these responsibilities by the Deputy Senior Presiding Judge (DSPJ).

The Private Office team is responsible for providing strategic support, advice, and coordination for the SPJ and DSPJ on all areas of their portfolio. 

Please be aware that Private Office roles can be unpredictable and may require working long hours and, very occasionally, at weekends. It may be necessary to support the SPJ and DSPJ on visits across the country and therefore some travel will likely be required.  

The Judicial Office (JO) reports to, and is accountable, to the Lady Chief Justice (LCJ). It was established in 2006 to provide support to the LCJ and to the wider judiciary in upholding the rule of law and in delivering justice impartially, speedily and efficiently, following the Constitutional Reform Act 2005.

In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.

The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HM Courts & Tribunals Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions.

We are an Arm’s Length Body sponsored by the Ministry of Justice. This creates an interesting and complex environment in which to work where we agree our priorities with the senior judiciary and receive our funding to deliver them from the Ministry of Justice. The Judicial Office has been through a period of significant growth resulting from an expansion of our remit and responsibilities.

See JO staff talk about working here: https://design102.wistia.com/medias/uhgtmbtnlv

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 roles: 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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised “cross-government” are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

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.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.

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.

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:

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: 15944

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: 15944

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Communicating and Influencing, 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
Communicating and Influencing
Seeing the Big Picture
Delivering at Pace
Making Effective Decisions
Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
Expected: W/C 13 April
Behaviours
Communicating and Influencing
Seeing the Big Picture
Delivering at Pace
Making Effective Decisions
Strengths
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here.
Level of security checks required
DBS Standard
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.