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General Information

Salary
£40,014 - £42,859
Working Pattern
Full Time, Flexible Working
Vacancy Approach
External
Location
London
Region
London
Closing Date
29-May-2026
Post Type
Fixed Term
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
17483

Descriptions & requirements

Job description

About Independent Monitoring Boards

Members of Independent Monitoring Boards (IMBs) are unpaid public appointees (volunteers) who provide statutory, independent scrutiny of the treatment and care of people in prisons and immigration detention. There are approximately 1100 IMB members, organised into around 130 Boards, each with its own Chair. They are appointed by ministers and operate in prisons and young offender institutions (run by HM Prisons and Probation Service - MOJ), in immigration removal centres, various short-term holding facilities and on repatriation flights for those being removed from the UK (run by the Home Office).

Lay Observers (LOs) are also unpaid volunteers appointed by ministers, whose responsibility it is to check on the welfare of individuals in court custody suites and while they are traveling in the care and custody of escort contractors.

As independent scrutiny bodies, IMBs and LOs have a growing public profile and play an increasingly crucial role in providing assurance to ministers and the public on the conditions and treatment of those held in detention. They are members of the UK’s National Preventive Mechanism, under the UK’s international human rights obligations to prevent torture and other ill-treatment of people in detention. They work closely with HM Inspectorate of Prisons and the Prisons and Probation Ombudsman, who also play a key part in the oversight and assurance of places of detention. The findings of IMBs and LOs are fed into the performance and scrutiny information used by government to contribute to prisons and immigration detention policy and process changes, in line with the government’s commitment to ensuring safe, humane and effective places of detention.

About the role

The Communications team sits within the Impact team, alongside colleagues working in policy and publications. We work closely together and support one another as needed, ensuring a joined‑up and collaborative approach across the team. We welcome new ideas and encourage thoughtful and practical ways of developing and improving our work. We’re looking for someone who is keen to learn, works well with others, and is happy to share ideas and contribute positively to the team’s work.

This role will work closely with the Communications Manager to support the delivery of both internal and external communications across the organisation. You will play a key part in helping to ensure our messaging is clear, consistent, and effective, supporting engagement with members and stakeholders.

We are looking for a confident and versatile communications all‑rounder who is able to operate effectively from the outset and support a wide range of communications activity. You will be comfortable working across different channels and formats and able to adapt your approach to meet the needs of varied audiences, from internal colleagues to external stakeholders.

You will be organised and proactive, able to manage competing priorities, and confident working independently while also contributing positively as part of a team. You will have a good understanding of how clear, timely, and well‑judged communications support organisational objectives, and be keen to learn, develop, and take on new challenges.

The role requires a degree of flexibility in working hours on occasion, for example to support external events or engagement activity. There may also be occasional travel to places of detention when required, to support relationships with IMB members and to develop an understanding of the context in which members carry out their work.

We are committed to increasing the diversity of our teams and welcome applications from less represented groups. We do not require you to have experience of working in either immigration detention or prison settings.

Key Responsibilities

Will include, but may not be limited to:

  • Working with volunteers to draft and finalise press releases to accompany annual reports
  • Ensuring annual reports are published to the IMB website on the expiry of the non-publication embargo and managing the circulation of annual reports to contact lists, via online platform Brevo
  • Managing the receipt of, and publication of ministerial responses to reports
  • Supporting the Communications Manager with media enquiries
  • Providing advice to Boards, on media queries, this includes presenting at bi-annual Board leaders training events
  • Organisation and running of virtual recruitment events
  • Support drafting and publishing the monthly CEO update for IMB members and newsletters for the Lay Observers
  • Supporting colleagues with the circulation of ad-hoc communications to volunteers
  • Leading on ensuring our external facing websites (IMB and Lay Observers) contain appropriate information for stakeholders and members of the public
  • Working with colleagues to adapt and develop appropriate content for internal members’ intranets (IMB and Lay Observers)
  • Management of  shared advertising materials to raise awareness of IMBs in prisons and immigration detention facilities
  • Supporting regional colleagues with recruitment outreach, including scheduling radio interviews, creation and editing of magazine adverts and press releases focused on local publications
  • Monitoring of media coverage relating to the IMB and Lay Observers and maintaining an awareness of media coverage of the justice system, in particular places of detention
  • Acting as a shared point of contact for day-to-day communications matters, dealing with a wide range of queries from external organisations and IMB members
  • Working with colleagues to design a calendar of member learning and engagement events, covering relevant issues to volunteers
  • Working collaboratively with the IMB staff group and supporting the Publications Team and Policy Team when necessary
  • Creation of digital imagery to support social media
  • Manage the IMB Instagram and Facebook page
  • Occasional support to colleagues with in-person events
  • Occasional visits to Boards to support relationships with members.

Essential criteria

  • Experience of using content management systems, primarily WordPress, or willingness to learn
  • Strong written and oral communication skills
  • Experience working with the media, preferably within the criminal justice sector
  • Ability to tailor messages to specific audiences to maximise impact and effectiveness
  • Experience of creating material to attract attention and pass on key messages
  • Ability to work well as part of a team
  • Experience of managing multiple responsibilities and working with numerous teams
  • Ability to engage with a range of stakeholders, and deal with difficult situations and challenging relationships
  • Ability to manage multiple projects, work to tight deadlines and under pressure
  • Good all-round IT skills and ability to take advantage of technology including Canva and social media
  • Experience of working with volunteers to deliver a service, or a genuine interest in being involved in such work
  • Experience of writing and editing for websites and newsletters desired, or adapting copy for different audiences
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 17483

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

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
Experience
We will assess your experience for this role via the following methods
Statement of Suitability
Statement of Suitability
Guidance for the Statement of Suitability
Your statement of suitability is your opportunity to explain how your skills and experience meet the requirements of this role.

You should:
- Demonstrate how your experience, skills and behaviours match the role.
- Provide specific examples of work you have personally delivered.
- Show evidence of working at HEO level, including judgement, prioritisation and stakeholder engagement.
Evidence of Experience
Statement of Suitability

Interview stage assessments

Interview Dates
Interviews to be held across two days - expected 22/23 June 2026
Behaviours
Communicating and Influencing
Working Together
Delivering at Pace
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.

Other Assessments

Which assessment methods will be used?
Written Exercise
Level of security checks required
Baseline Personnal Security Standard (BPSS)

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.