Deputy Director - Estates Planning,
Strategy and Performance
HM Courts and Tribunals Service
SCS Pay Band 1
Closing Date: 23:55 on Sunday 7th June 2026
1
Contents
Person
Introduction
The Role
Benefits
Specification
Recruitment
Diversity &
FAQs
Contact Us
Process
Inclusion
2
Welcome to HM Courts and Tribunals Service
Thank you for your
Thank you for your interest in the role of
We are looking for an exceptional leader
Deputy Director - Estates Planning,
with experience in estate strategy, complex
interest in this exciting
Strategy and Performance (SCS1) within
contract management, and investment
role with the Property
HMCTS. This is a pivotal leadership role,
planning. You will bring strong commercial
shaping the long-term direction of one of
acumen, the ability to inspire and lead
Directorate
government’s most complex and high-
diverse teams, and the credibility to build
profile estates.
trusted relationships across HMCTS,
government partners, and the senior
The postholder will take a leading role in
judiciary.
the implementation and ongoing
stewardship of HMCTS’s estate strategy,
We particularly encourage applications
ensuring it is delivered effectively and
from people of all backgrounds, reflecting
continues to respond to organisational
the diversity of the users we serve. If you
priorities. You will oversee performance
would like to play a leading role in shaping
across the estate, drive innovation through
the future of the justice system, I would be
technology and data insight, and provide
delighted to hear from you.
strategic leadership on Private Finance
Initiative (PFI) buildings as they approach
Best wishes,
transition back into HMCTS. Your work will
Rupert Morgan
be central to delivering a modern,
Property Director, HMCTS
sustainable estate that underpins an
accessible, effective justice system.
3
About the Ministry of Justice
The Ministry of Justice is a
The Ministry of Justice (MoJ) works to
modern and efficient criminal courts
protect and advance the principles of
system.
major government department at
justice. Our vision is to deliver a world-class
the heart of the justice system.
•
justice system that works for everyone in
A beacon for justice and the rule of law:
to uphold the rule of law at home and
We deliver some of the most
society.
abroad; promote our world-leading legal
fundamental public services
The justice system plays a crucial role in
services, which contribute to economic
our success as a nation - keeping people
growth; and deliver accessible and
including courts, tribunals,
safe, emphasising fairness, guaranteeing
timely civil, family and administrative
prisons, legal services, youth
individual rights and giving businesses
justice.
justice, probation services, and
confidence to flourish.
For more information on who we are and
attendance centres.
The delivery of our three strategic
what we do, please visit:
outcomes are central to doing this:
https://www.gov.uk/government/organisatio
ns/ministry-of-justice.
• Punishment that cuts crime: to rebuild
confidence in the criminal justice system
by protecting the public and reducing
reoffending with a sustainable and
effective prison and probation service.
• Swifter justice for victims: to rebuild
confidence in the criminal justice system
by ensuring timely, just outcomes for
victims and defendants through a
4
About HMCTS
Her Majesty’s Courts and Tribunals Service (HMCTS) is an executive agency of the Ministry of Justice, working in
partnership with the Lord Chancellor, the Lord Chief Justice, and the Senior President of Tribunals.
We are responsible for the operation of the courts and tribunals system, providing the buildings, technology, and support
that enable the judiciary, magistrates, and tribunal members to carry out their vital work independently. Our estate and
services span England, Wales, and tribunals across the United Kingdom for which the Lord Chancellor is accountable.
Our purpose is clear: to deliver an efficient, effective justice system that upholds the rule of law and ensures access to
justice for all. By supporting an independent judiciary and modernising the way justice is delivered, we aim to provide
services that are accessible, fair, and resilient for the future.
You can find out more about HMCTS here:
www.gov.uk/government/organisations/hm-courts-and-tribunals-service
5
About the role
Job Title
Contract Type
delivery of a cohesive, data-driven Estate
Deputy Director - Estates Planning,
This role is being offered on a Permanent
Strategy that reflects HMCTS’s changing
Strategy and Performance
basis.
needs over the Spending Review period
and beyond. They will provide strategic
Location
This role has a minimum assignment
duration of 3 years - in line with the
leadership across estate capacity,
National
deliverables identified. Please note this is
investment, utilisation, and optimisation -
underpinned by robust data, insight, and
We welcome applications from candidates
an expectation only, it is not something
which is written into your terms and
across the UK. Candidates will have the
evidence.
conditions or indeed which the employing
option of being based in any HMCTS office
organisation or you are bound by.
The role offers a significant opportunity to
across England and Wales.
The Role
influence the future of the HMCTS estate.
Please note the requirements for travel and
The postholder will ensure that investment
level of flexibility available as set out in the
The Deputy Director - Estates Planning,
decisions deliver maximum value for
FAQs section.
Strategy and Performance is a senior
money, embed continuous improvement,
Salary
leadership role within the HMCTS Property
and enable modern, accessible justice
Directorate, responsible for shaping the
services - including digital and remote
The salary for this role is set within the MoJ
long-term development and strategic
delivery. They will oversee estate
SCS PB1 range: £81,000 - £117,800
direction of one of government’s most
performance through benchmarking and
Existing Civil Servants will be appointed in
complex operational estates.
analytics, stabilising and consolidating
line with the Civil Service pay rules in place
operations where appropriate, reducing
on the date of their appointment.
Working closely with the Property Director
and the Director of Strategy, Analysis and
risk, and ensuring safe, reliable, and
Change, the postholder will lead the
sustainable service delivery.
6
A core part of the role is responsibility for
estate is resilient, efficient,
• Provide strategic input to major
13 Private Finance Initiative (PFI) court
sustainable and provides value for
procurement activity, including
buildings. The postholder will ensure these
money. This includes making best
forthcoming Facilities Management
assets operate efficiently, meet contractual
use of digital technology,
contracts, ensuring alignment with
obligations, and align with HMCTS
consolidating operations where
organisational priorities and strong
objectives. As contracts approach expiry,
appropriate, and optimising
commercial outcomes.
they will lead the complex transition of
resources across the Spending
• Oversee estate performance and
assets and services back to HMCTS,
Review period and beyond.
optimisation through data insight,
managing legal, commercial, and
• Lead strategic oversight of PFI court
benchmarking, and analysis,
operational risks to safeguard continuity
buildings, ensuring contracts are
embedding evidence-based
and long-term value.
effectively managed and obligations
decision-making and driving
This is a pivotal leadership role at a time of
met. Direct the planning and delivery
continuous improvement.
transformation. The successful candidate
of contract expiry and transition,
• Provide a strategic oversight to
will provide visible strategic direction,
managing complex financial, legal,
ensure a safe, stable, and compliant
champion innovation and sustainability, and
and operational risks to safeguard
estate, proactively identifying risks
foster an inclusive, high-performing culture.
continuity and long-term value.
that could disrupt justice services
Their work will directly support HMCTS’s
• Shape investment decisions by
and implementing effective
vision of a more efficient and effective
developing compelling business
mitigations.
justice system, delivering real public value
cases and funding bids through
and access to justice for all.
• Enable modern, accessible justice
Spending Review and annual budget
Key Responsibilities
services by aligning estate planning
processes, applying robust financial
with digital delivery, reform priorities,
analysis and Green Book principles
• Deliver a long-term Estate Strategy
and commitments from the
to secure resources and deliver
aligned with HMCTS and wider
Independent Review of Criminal
value for money.
government priorities, ensuring the
Courts.
7
• Embed sustainability and innovation
• Lead and develop a diverse, high-
across the estate strategy, reducing
performing estates team,
environmental impact and
strengthening capability, data
supporting long-term service
literacy, and functional maturity,
resilience.
while supporting succession
planning and professional growth
• Provide visible and inclusive
leadership, modelling HMCTS
values and Civil Service behaviours,
while representing the organisation
with credibility in senior internal and
external forums.
• Build and sustain trusted
relationships with senior judiciary,
HMCTS and MoJ leaders,
government partners, regulators,
and suppliers to enable delivery of
estate and reform priorities.
• Own and develop strategic
relationships with senior judiciary,
HMCTS and MoJ leaders,
government partners, and suppliers
to deliver estate and reform
priorities.
8
Organogram
HMCTS Property Director
(SCSPB2)
Deputy Director -
Deputy Director -
Deputy Director -
Deputy Director - Asset
Facilities Management
Estates Planning,
Capital Investment
Deputy Director -
Management (SCSPB1)
and Technical Services
Strategy and
(SCSPB1)
Sustainability(SCSPB1)
(SCSPB1)
Performance (SCSPB1)
Head of PFI and Priority
Projects (Grade 6)
Head of Estates Policy
and Strategy (Grade 6)
Head of Capital Planning
(Grade 6)
9
Person Specification
It is important through the recruitment
Essential Experience:
Desirable Experience:
process that you give evidence and
examples of proven experience of each of
• Lead Criteria: Developing and delivering
• Experience in central government, arm’s-
the essential and desirable criteria.
major investment strategies and business
length bodies, or public sector estate
cases, applying financial appraisal
functions.
Later on in the pack you will be told what is
frameworks (e.g. Green Book).
being assessed at which stage of the
• Managing and transitioning complex
process.
• Lead Criteria: Using data, insight, and
contracts, including PFI or similar long-term
performance analysis to inform strategic
arrangements.
decision-making and optimise estates.
• Embedding sustainability, innovation, or
• Leading estate strategy or transformation in
digital technology in estate strategy.
large, complex organisations
• Chartered or certified professional
• Leading large, multidisciplinary teams and
accreditation (RICS, IWFM, CIOB, RTPI,
driving operational and cultural
RIBA, CEng, CEnv).
transformation.
MoJ SCS Pay Band 1 Behaviours:
• Influencing senior stakeholders in politically You will also be assessed against the following
sensitive environments.
Behaviours during the Recruitment Process:
• Commercial and financial acumen to deliver • Seeing the Big Picture
value for money through procurement,
supplier management, or estate
• Changing and Improving
optimisation.
• Making Effective Decisions
10
• Leadership
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.
11
The Recruitment Process
Recruitment Process
Application
Find out more information about our
application process here.
The selection process will be chaired by
You will need to complete the online
Rupert Morgan, Property Director. The other
application process accessed via the
After the Application Stage
panel members will be confirmed in due
advertisement for this role.
course.
You will be advised whether your application
This should be completed no later than 23:55
has been shortlisted for the next stage of the
Support during the selection process
on Sunday 7th June 2026. As part of the
selection process. If you are shortlisted, we will
application process, you will be asked to
If you need any support or have any questions complete:
contact you to arrange the next stage of the
during any stage of the selection process,
selection process.
please contact the SCS Recruitment Team
1. Responses to the eligibility questions to
In the event we receive a high volume of
scsrecruitment@justice.gov.uk.
check you are eligible to apply for the role.
2. A response to whether you would like to
applications, we will conduct the initial sift
Stages of the selection process
request reasonable adjustments during
against the following lead criteria:
the selection process. The Disability
Internal Stakeholder Conversations
• Lead Criteria: Developing and delivering
Support section explains how adjustments
major investment strategies and business
You may arrange an informal discussion with
can be made to the selection process to
accommodate a disability.
cases, applying financial appraisal
Rupert Morgan, Property Director, to learn
1. You will also need to complete a CV and
frameworks (e.g. Green Book).
more about the role and the organisation
Statement of Suitability. It is important that
before applying. This is entirely optional and is
your CV and Statement of Suitability give
• Lead Criteria: Using data, insight, and
not part of the assessed elements of the
evidence and examples of how you meet
performance analysis to inform strategic
selection process.
the essential experience set out on page
decision-making and optimise estates
10. The Statement of Suitability should be
no more than 1000 words.
Unfortunately, due to the anticipated number of
applicants for this role, we are unable to
provide feedback to those not successful at
12
shortlist stage. Candidates who are shortlisted to have your details retained on a merit list to
and attend an interview will be offered verbal
be considered for future SCS roles.
feedback from a member of the interview pan.
Panel Interview and presentation
.
You will be invited to attend an interview and
presentation with the selection panel. You will
be asked to prepare a verbal 5-minute
presentation based on a topic that will be
provided in advance. The interview and
presentation will last for approximately 45
minutes.
What is being assessed?
Behaviours, as listed on pages 10 and 11.
Strengths
You will be informed at interview which
strengths you are being assessed against.
After the Panel Interview
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
13
Civil Service Behaviours
What are Behaviours?
You motivate staff by ensuring they understand comfortable taking considered risks based on
how their work fits into the big picture.
the best evidence available. You consult with
The Civil Service recruits using Success
others to incorporate views and professional
Profiles and Behaviours are an element of
Changing and Improving
expertise, ensuring appropriate individuals are
Success Profiles used to see whether
involved in the decision-making process.
candidates are able demonstrate specific
You create an environment of continuous
Behaviours associated with the role they are
improvement and change. You see the benefit Leadership
applying for during the selection process.
of change and promote this within your area of
responsibility. You identify business needs,
You visibly demonstrate the organisation’s
In this process the below Behaviours are most both current and future, and use this to identify values in all your activity, leading authentically.
relevant to this role and will be assessed
opportunities for change, utilising innovative
You seek to engage staff in the aims of the
during the interview stage of the process. The
solutions that benefit the end user. You are
organisation and communicate the
definitions of Behaviours are set out below:
able to embed change, managing risks. You
organisation’s strategy in an inspiring way. You
evaluate the impact of change against the
create an inclusive and fair culture which
Seeing the Big Picture
expected outcomes for service users and the
creates a sense of belonging by treating staff
You understand the wider context of the
public.
as individuals and actively valuing diversity
organisation’s work, considering the political,
within the organisation. You empower teams
Making Effective Decisions
social, economic, and technological
and individuals to excel by creating a shared
environment both currently and in the future.
You make defensible, objective and fair high-
vision and objectives and demonstrate trust in
You create and implement strategies to
impact decisions, considering the impact on
staff by giving autonomy.
achieve the organisation’s aims and meet the
the service user and wider organisation. You
Please click here or more information on
needs of the public. You promote the
are willing to take ownership of your decisions, Behaviours and Success Profiles.
organisation externally, advocating positive
being transparent and open about the reasons
outcomes for the sector you operate within.
for them. You effectively analyse data to make
evidence-based decisions, whilst being
14
Guidance for writing your Statement and CV
As part of the application process, you need to
experience required for the role and describe Providing a name-blind CV and Success
submit a Statement and CV. Both your
the outcome that came from this.
Profile Statements
Statement and CV should demonstrate how
In both your CV and Success Profile
you meet the essential experience outlined in
Using AI in your application
Statements please remove references to any
the Person Specification section.
personal information that could identify you.
For example:
Ensure you read through the role information
Artificial Intelligence can be a useful tool to
support your application, however, all
thoroughly and identify the essential criteria for
• Name and title
examples and statements provided must be
each area. You should ensure you provide
• Educational institution names
truthful, factually accurate and taken directly
evidence for each of the essential experience
from your own experience. Where plagiarism
• Age and gender
required for the role in your Statement and CV. has been identified (presenting the ideas and • Email address
You may not be progressed to the next stage
experiences of others, or generated by artificial • Postal address and telephone number
of the assessment process if you do not
intelligence, as your own) applications may be
provide this evidence.
withdrawn and internal candidates may be
• Nationality and immigration status.
subject to disciplinary action.
This will help us to recruit based on your
When structuring your Statements try to:
knowledge and skills, and not on your
• Evidence your experience by using
Please see our candidate guidance for more
background, gender or ethnicity. Recruiting this
information on appropriate and inappropriate
subheadings and paragraphs. This will help
way is called name-blind recruitment.
use.
to ensure you are writing about the
For more information on how to write your
experience that is directly relevant for the
Statement and CV please visit the Civil Service
role you are applying for.
Careers Website
• You should ensure that you detail recent and
relevant examples of the essential
.
15
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 7th June 2026
Outcome of CV and Statement of Suitability
Week commencing 15th June 2026
Panel Interview and Presentation
Week commencing 29th June 2026
16
Working for the HMCTS
themselves, to feel supported and have a
privilege entitlement to mark the King’s
strong sense of belonging in the workplace.
Birthday.
Our commitment to creating a diverse and
inclusive workforce is reflected in all of our
Flexible Working
people policies and strategies.
While not every type of flexible working will be
Benefits
suitable for every role and business area,
flexible working can take many forms and The
As an HMCTS employee, you’ll be entitled to a Ministry of Justice is committed to delivering its
large range of benefits which include but are
business effectively and sustainably by
not limited to:
creating modern and inclusive workplaces that
enable smart, flexible and hybrid working.
Pension
For more information on our amazing benefits
The Civil Service Pension Scheme is one of
including our Civil Service Pension Scheme,
the best workplace pension schemes in the UK annual and special leave, and our Equality,
public sector. Visit
Equality, Diversity, Inclusion and Wellbeing
Diversity, Inclusion and Wellbeing schemes
www.civilservicepensionscheme.org.uk for
please visit our Senior Civil Service website.
Our departmental values - purpose, humanity, more details.
openness and together - are at the heart of our Generous Annual Leave and Bank Holiday
commitment to create a culture where all our
Allowance
people are able to thrive and flourish in the
workplace.
25 days annual leave on entry, increasing on a
sliding scale to 30 days after 5 years’ service.
We want to attract and retain the best talent
This is in addition to 8 public holidays. This will
from diverse backgrounds and perspectives.
be complemented by one further day paid
We want everyone to be the best of
17
Disability Support
What reasonable adjustments can be made • An interview at a certain time of day;
recruitment team at
if I have a disability?
This is not an exhaustive list but rather some
scsrecruitment@justice.gov.uk.
examples of how we can support you during
We are committed to supporting all candidates the SCS Recruitment Process.
Do you offer a Disability Confident Scheme
to take part in the recruitment process. This
for Disabled Persons?
includes supporting individuals who have a
Whilst we aim to confirm all adjustments
disability by making reasonable adjustments to requested, there may be occasions where this As a Disability Confident employer, the MoJ
the recruitment process.
offer an interview to disabled candidates who
isn’t possible. If an adjustment cannot be
provided, the reasons for this will be explained meet the minimum selection criteria, except in
If you feel you require any kind of support
to you.
a limited number of campaigns. This could be
and/or would like to discuss this with someone,
in terms of the advertised essential skills
please indicate ‘yes’ to requesting reasonable
Help with your application
and/or application form sift criteria. Within the
adjustments in your application form and
application form, you will be asked if you would
ensure that you respond to the Reasonable
It is important you contact us as early as
like to be considered for an interview under this
Adjustments Scheme team by email.
possible by email if you would like to request
scheme, so please make us aware of this
reasonable adjustments so that the recruitment when prompted.
How we can support you
process runs smoothly for you.
There are many types of reasonable
If you do decide during the process that you do
adjustments that can be made during
require adjustments and you have not
assessment processes.
completed all your assessments, please
contact the SCS recruitment team in advance
Examples of some types of adjustments
of your next assessment.
include:
If you have any questions in advance of
• Extra time to complete assessments;
making your application regarding reasonable
• Providing a break within an assessment;
adjustments please contact the SCS
• Providing interview questions in a written
format at the interview as well as orally;
18
FAQs
Can I apply if I am not currently a
Is security clearance required?
If you are not satisfied with the response you
civil servant?
receive from the Department you are able to
Yes. If successful you must hold, or be willing
raise a formal complaint in the following order.
Yes.
to obtain, security clearance to SC level. More
information about the vetting process can be
1. To Shared Service-Connected Ltd (0845
Is this role suitable for part-time working?
found here.
241 5358 (Monday to Friday 08.00 - 18.00)
This role is available for full-time or flexible
or e-mail Moj-recruitment-vetting-
Will this role be overseen by the Civil
working arrangements. To discuss your needs
enquiries@gov.sscl.com)
Service Commission?
in more detail please get in touch with the SCS
2. To Ministry of Justice Resourcing
Recruitment Team.
No. However, the recruitment process will still
(resourcing-services@justice.gov.uk)
be governed by the Civil Service Commission’s
Where will the role be based?
Recruitment Principles.
3. To the Civil Service Commission
If successful you will be based Nationally.
(https://civilservicecommission.independent
What do I do if I want to make a complaint?
.gov.uk/contact-us/)
Relocation costs will not be reimbursed.
The law requires that selection for appointment What should I do if I think that I have a
Some travel will be required for this role.
to the Civil Service is on merit on the basis of
conflict of interest?
fair and open competition as outlined in the
Can I claim back any expenses incurred
Civil Service Commission’s Recruitment
If you believe that you may have a conflict of
during the recruitment process?
Principles.
interest you must declare it by contacting SCS
Unfortunately, we will not be able to reimburse
Recruitment on scsrecruitment@justice.gov.uk
Should you feel that the recruitment process
you, except in exceptional circumstances.
before submitting your application.
has breached the recruitment principles and
Am I eligible to apply for this role?
you wish to make a complaint, you should
contact scsrecruitment@justice.gov.uk in the
For information on whether you are eligible to
first instance.
apply, please visit Gov.UK.
19
Data Sharing
We will ensure that we will treat all improve these experiences, and ultimately
2. Processing is of a specific category of
organisation performance.
personal data and it is necessary for the
personal information in accordance
purposes of identifying or keeping under
with data protection legislation,
Sensitive personal data is personal data
review the existence or absence of equality
revealing racial or ethnic origin, political
including the General Data
of opportunity or treatment between groups
opinions, religious or philosophical beliefs, or
of people with a view to enabling such
Protection Regulation and Data
trade union membership, and the processing of
equality to be promoted or maintained.
genetic data, biometric data for the purpose of
Protection Act 2018.
uniquely identifying a natural person, data
3. Please note if you are successful in your
Data Sharing
concerning health or data concerning a natural
application your sensitive personal data will
person's sex life or sexual orientation.
be used as part of the on-boarding process
To process your application your personal data
to build your employee record.
The legal basis for processing your
will be shared with the Ministry of Justice SCS sensitive personal data is:
For further information please see the GDPR
Recruitment Team, campaign Panel Members
Privacy Notice
and anyone else necessary as part of the
1. Processing is necessary for reasons of
recruitment process.
substantial public interest for the exercise
of a function of the Crown, a Minister of the
The legal basis for processing your
Crown, or a government department: it is
personal data is:
important to know if groups of staff with
Processing is necessary for the performance of
specific demographic characteristics have a
a task carried out in the public interest.
better or worse experience of working for
Personal data are processed in the public
the Civil Service, so that appropriate action
interest because understanding civil servant
can be taken to level this experience;
experiences and feelings about working in the
Civil Service can inform decision taken to
20
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
21
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.
22