The Ministry of Justice is at the centre of the justice system, with responsibility for services that are fundamental to public confidence, the rule of law and the effective functioning of society. We lead work that protects the public, supports victims, safeguards rights and enables individuals, families, communities and businesses to access justice fairly and efficiently.

As a major ministerial department, the Ministry of Justice works to protect and advance the principles of justice. Our ambition is to deliver a modern, high-performing justice system that commands confidence, responds to changing demands and works for everyone in society.

The department’s work has profound national significance. It helps keep people safe, underpins fairness and due process, protects individual rights and supports the confidence on which economic activity and social stability depend. Across this broad and complex portfolio, our priorities focus on delivering better outcomes for the public through three core strategic aims:

Protecting the public and reducing reoffending by strengthening prison, probation and youth justice services so that punishment is effective, rehabilitation is credible and communities are safer.
Delivering swifter and more effective justice for victims and court users through modern, efficient and resilient courts and tribunals services.
Upholding the rule of law and sustaining a justice system that is accessible, fair and outward-looking, while supporting world-leading legal services and wider economic growth.

For further information about the Ministry of Justice and the breadth of its work, please visit: Ministry of Justice

Welcome to the HMCTS Property Directorate

Thank you for your interest in this opportunity with the HMCTS Property Directorate.

to or video here

Thank you for your interest in the Deputy Director, Facilities Management and Technical Services role at HMCTS.

Our courts and tribunals underpin justice and affect the lives of millions every year. We administer the criminal, civil and family courts, and the tribunals system across England and Wales, ensuring that justice is delivered fairly, efficiently and effectively. We are proud of the heritage, reputation and public service provided by our courts and tribunals, while continuing to modernise how we support the users of our services.

As HMCTS continues to modernise its services and transform the experience of court and tribunal users, we are equally focused on ensuring that our estate evolves to meet the needs of a changing justice system. Our estate remains fundamental to the delivery of justice, providing safe, secure and accessible environments for court users, the judiciary, legal professionals and our staff.

HMCTS manages a diverse estate of more than 350 buildings across England, Wales and Scotland. This includes many historic and listed buildings that are of significant heritage value, alongside a range of modern courts, tribunals and administrative facilities. Maintaining these assets presents a complex challenge. We must ensure that our buildings remain safe, secure, compliant and operationally resilient, while addressing the needs of an ageing estate, improving sustainability and supporting the evolving requirements of justice services.

Our forthcoming Estates Strategy will provide the long-term framework for how the estate will evolve over the coming years, ensuring it continues to support organisational priorities and wider government objectives. The strategy will guide investment decisions, estate optimisation and the delivery of high-quality services across the HMCTS estate, while enabling us to create a modern, resilient and sustainable estate that supports the delivery of justice for generations to come.

The Property Directorate is dedicated to ensuring the estate is fit for purpose, enabling the delivery of justice across the country. It brings together a diverse range of professional, technical and support staff who are committed to providing the highest standards of service and stewardship for one of the most complex public sector estates in the UK.

This role is critical to that mission. As Deputy Director, Facilities Management and Technical Services, you will lead the teams responsible for Facilities Management, Security and Technical Services across the HMCTS estate. You will oversee the performance of nationally significant FM and Security contracts, ensuring that services support operational continuity, deliver value for money and maintain the highest standards of safety, security and compliance.

You will also play a pivotal role in shaping the future delivery model for these services through the reprocurement of the FM and Security contracts, which has commenced ahead of their expiry in 2029. This will be one of the most significant commercial and operational programmes within the Property Directorate, requiring strategic leadership, market engagement and close collaboration across HMCTS, the Ministry of Justice and key delivery partners.

This is a highly visible and influential leadership role. Alongside leading a large and geographically dispersed workforce, you will provide strategic advice to senior leaders across HMCTS and work closely with colleagues across the Property Directorate as a member of its Senior Management Team. Your leadership will help ensure that our estate remains safe, secure and resilient, supporting the delivery of justice both now and in the years ahead.

If you have the experience, ambition and leadership qualities to take on this challenge, I would be delighted to hear from you.

Rupert Morgan

HMCTS Property Director

The Role

Job Title

Deputy Director, Facilities Management and Technical Services

Location

National

All successful candidates will be appointed to the nearest viable office to their home postcode. This will be at either an HQ building (subject to desk allocation), a JCC or 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). The MoJ is working to open more Justice Collaboration Centres and Justice Satellite Offices over time.

Please review the FAQs for further information on travel expectations and the level of flexibility associated with the role.

Salary

The salary for this role falls within the MoJ SCS Pay Band 1 range (£86,000 to £117,800).

For external candidates, the starting salary on appointment is expected to be £86,000 per annum.

Existing Civil Servants will be appointed on level transfer or promotion in line with Civil Service pay arrangements. On promotion, salary will increase either to the minimum of the SCS Pay Band 1 range or by up to 10% of current basic salary, excluding allowances, whichever is greater. Candidates appointed on level transfer will retain their existing basic salary, excluding allowances.

Contract Type

This role is offered on a permanent basis.

This role has an expected minimum assignment duration of three years, reflecting the deliverables identified. This is an expectation rather than a contractual requirement and does not form part of your terms and conditions.

The Role

The Deputy Director, Facilities Management and Technical Services is a senior leadership role reporting to the Property Director and is responsible for the strategic leadership of Facilities Management, Security and Technical Services across the HMCTS estate.

You will lead the delivery of safe, secure, compliant and operationally resilient services across a diverse and nationally significant property portfolio, ensuring that court and tribunal buildings effectively support the administration of justice. The role is accountable for the performance of major FM and Security contracts, driving high-quality service delivery, value for money and continuous improvement.

Working closely with operational colleagues, the judiciary, Ministry of Justice partners and external suppliers, you will build strong stakeholder relationships to ensure the estate continues to meet the evolving needs of HMCTS. You will also play a key role in shaping the future delivery model for FM and Security services, including the reprocurement of nationally significant contracts and the implementation of HMCTS's wider Estates Strategy.

This is a high-profile leadership position requiring strategic thinking, commercial acumen and the ability to lead large, geographically dispersed teams to deliver excellent services that enable access to justice across England and Wales.

Key Responsibilities

Reporting into the Property Director you will:

Be the Senior Business Owner for HMCTS's Facilities Management (£77m per annum) and Security (£86m per annum) contracts, ensuring the delivery of high-quality, value-for-money services across the estate.

Provide strategic leadership and oversight of Facilities Management, Security and Technical Services, ensuring the estate remains safe, secure, compliant, operationally resilient and fit for purpose.

Work closely with MOJ Commercial colleagues to drive supplier performance, commercial governance, continuous improvement and value for money across major outsourced contracts.

Lead and develop a multi-disciplinary team of over 70 colleagues, fostering a high-performing culture and providing professional leadership across facilities management, security and technical services functions.

Develop and maintain effective relationships with HMCTS Operations, the judiciary, Ministry of Justice colleagues, partner organisations and external suppliers to ensure estate services support the effective delivery of justice and lead the Court Care programme

Provide strategic advice and assurance to senior HMCTS and Property Directorate leaders on facilities management and security matters.

Lead the development of future service delivery arrangements, including the successful reprocurement of the national FM and Security contracts ahead of their expiry in 2029.

Support the delivery of HMCTS's Estates Strategy, ensuring that facilities, security and technical services contribute to organisational priorities, sustainability objectives and the long-term stewardship of the estate.

Organogram

Throughout the selection process, you should provide clear evidence and examples that demonstrate how you meet the essential and desirable criteria for the role.

Later in this pack, you will find details of which elements will be assessed at each stage of the process, helping you focus your application and prepare effectively.

Essential Experience:

Significant experience leading facilities management and technical services within a large, complex organisation, ensuring the delivery of safe, secure, compliant and operationally resilient services.
Strong commercial acumen with experience overseeing major outsourced service contracts and significant budgets, driving supplier performance, value for money and continuous improvement.
A proven ability to think strategically and lead complex programmes, service transformation or organisational change, balancing long-term objectives with operational delivery and risk management.
Exceptional communication and relationship management skills, with experience influencing senior leaders, boards, operational stakeholders and external partners to achieve organisational outcomes.

Desirable Experience:

Experience leading the procurement, mobilisation or transformation of large-scale facilities management, security or property-related contracts.
Membership of a relevant professional body (e.g. IWFM, RICS, CIOB, CIBSE, IET or equivalent).

MoJ SCS Pay Band 1 Behaviours:

You will also be assessed against the following Behaviours during the Recruitment Process:

Seeing the Big Picture
Changing and Improving
Communicating and Influencing
Leadership
Managing a Quality Service

Civil Service Leadership Statement:

All leaders within the Civil Service are expected to demonstrate the qualities within the Civil Service Leadership Statement during their Staff Engagement Exercise.

Support during the selection process

If you need support or would like to discuss any aspect of the process, please contact the SCS Recruitment Team at scsrecruitment@justice.gov.uk. We are here to help candidates engage with the process confidently and fairly.

Stages of the selection process

Internal Stakeholder Conversations

You are invited to arrange an informal conversation with Rupert Morgan to learn more about the opportunity and the organisation before submitting an application. This conversation is separate from the assessed process and is intended to help you make an informed decision about applying.

Application

Applications must be submitted online via the link in the advertisement for this role.

Applications must be received by 23:55 on 13 September 2026. As part of your application, you will be asked to provide:

Eligibility responses confirming that you meet the requirements to apply.

An indication of whether you wish to request reasonable adjustments during the selection process. The Disability Support section explains the support available.

A CV and Statement of Suitability setting out clear evidence of how you meet the essential and desirable criteria set out on page 8. The Statement of Suitability should be no more than 750 words.

Please note that if you do not submit both a CV and a Supporting Statement, the panel may have insufficient evidence on which to assess your application against the person specification.

Find out more information and guidance on our application process here.

After the Application Stage

You will be informed whether your application has been shortlisted for the next stage. If shortlisted, we will contact you with full details of the next part of the process and any preparation required.

Due to the anticipated volume of applications, we are unable to provide feedback to candidates who are not shortlisted. Candidates who are shortlisted and attend interview will be offered verbal feedback from a member of the panel.

Assessment

Staff Engagement Exercise

The Staff Engagement Exercise (SEE) gives you the opportunity to lead a two-way discussion with a group of staff on a topic that will be shared with you in advance. An Occupational Psychologist will brief you beforehand, observe the discussion and facilitate feedback from participants. Their observations, together with participant feedback, will inform the panel’s overall assessment.

What is being assessed?

The Civil Service Leadership Statement

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 approximately 45 minutes.

What is being assessed?

Behaviours, as listed on page 8.

After the Panel Interview

Following the interview stage, the panel will consider all evidence and identify the appointable candidate. Candidates will be notified of the outcome as soon as possible after interviews conclude. If you are not appointed but meet the required standard, you may be invited to have your details retained on a merit list for future SCS opportunities.

Guidance for Writing your Statement and CV

As part of your application, you will be asked to submit a CV and Statement of Suitability. Together, these should provide clear evidence that you meet the essential criteria set out in the Person Specification.

Read the role information carefully and address each essential criterion with relevant evidence. Focus on your most significant and recent achievements, making clear the context, scale of your contribution and the impact you delivered.

When preparing your Statement of Suitability, it may help to:

Present your evidence clearly so the panel can see how your experience aligns to the essential criteria.
Use recent, relevant examples that show the scale of your responsibilities, the complexity you handled and the outcomes you achieved.

Using AI in your application

Artificial Intelligence may help you shape or refine your application, but everything you submit must be accurate, authentic and based on your own experience. Examples should reflect your personal contribution and judgement. Applications may be withdrawn where content is misleading, plagiarised or not the candidate’s own work. Internal candidates may also be subject to disciplinary action.

Please see our candidate guidance for more information on appropriate and inappropriate use.

Providing a name-blind CV and Success Profile Statements

Please ensure your CV and Statement of Suitability are name-blind. Remove personal information that is not relevant to the assessment of your suitability for the role, for

example;

Name and title
Educational institution names
Age and gender
Email address
Postal address and telephone number
Nationality and immigration status.

This supports a fair and objective assessment by enabling the panel to focus on your evidence, capability and potential rather than personal identifiers.

For more information and guidance on how to write your Statement and CV please visit the Senior Civil Service web page.

What are Behaviours?

The Civil Service recruits using Success Profiles. Behaviours are one element of that framework and help assess how candidates demonstrate the leadership qualities, judgement and ways of working needed to succeed in the role.

For this campaign, the behaviours most relevant to the role will be assessed during the interview stage of the process. The descriptions below are included to help you understand what each behaviour looks like in practice.

Communicating and Influencing

You communicate clearly and with confidence, both verbally and in writing. You are open, honest and transparent in your communications. You communicate effectively with internal and external senior stakeholders to present information in a convincing and influential manner. You tailor your communication methods and content to the audience, simplifying strategic messages.

Leadership

You visibly demonstrate the organisation’s values in all your activity, leading authentically. You seek to engage staff in the aims of the organisation and communicate the organisation’s strategy in an inspiring way. You create an inclusive and fair culture which creates a sense of belonging by treating staff as individuals and actively valuing diversity within the organisation. You empower teams and individuals to excel by creating a shared vision and objectives and demonstrate trust in staff by giving autonomy.

Seeing the Big Picture

You understand the wider context of the organisation’s work, considering the political, social, economic, and technological environment both currently and in the future. You create and implement strategies to achieve the organisation’s aims and meet the needs of the public. You promote the organisation externally, advocating positive outcomes for the sector you operate within. You motivate staff by ensuring they understand how their work fits into the big picture.

Changing and Improving

You create an environment of continuous improvement and change. You see the benefit of change and promote this within your area of responsibility. You identify business needs, both current and future, and use this to identify opportunities for change, utilising innovative solutions that benefit the end user. You are able to embed change, managing risks. You evaluate the impact of change against the expected outcomes for service users and the public.

Managing a Quality Service

You understand the requirements of service users and are focussed on providing a service that offers the best outcomes for the public. You foster an environment where opportunities to improve service delivery are identified and adjust processes accordingly. You create plans and consider the resources needed to support implementation. You identify risks and barriers to service delivery and ensure they are removed.

For further guidance on Behaviours and Success Profiles, please visit our Senior Civil Service web page.

Expected Timeline

The Civil Service Code

The Civil Service Code sets out the values and standards expected of all civil servants. Issued by the Prime Minister as Minister for the Civil Service, it is founded on four core principles—integrity, honesty, objectivity and impartiality—and forms part of the contractual relationship between civil servants and their employer.

Equality, Diversity, Inclusion and Wellbeing

The Ministry of Justice offers senior leaders the opportunity to lead work of national importance in an organisation defined by public purpose, integrity and visible impact. Our values—purpose, humanity, openness and together—shape a culture of pace, integrity and inclusive leadership. We are committed to a diverse, high-performing workplace that reflects the society we serve, where different perspectives, wellbeing, belonging and sustainable leadership matter.

Benefits

As part of the Ministry of Justice, you will benefit from a competitive package that supports your wellbeing, flexibility and longer-term career development, including:

Pension

You will have access to the alpha pension scheme, which includes a 28.97% employer contribution and comparatively low member contributions by public sector standards.

The Civil Service Pension Scheme is a significant part of the overall reward package, offering long-term security and valuable benefits for you and your family. Further details are available at www.civilservicepensionscheme.org.uk.

Generous Annual Leave and Bank Holiday Allowance

You will receive 25 days’ annual leave on entry, rising to 30 days after five years’ service, in addition to 8 public holidays and a day of paid privilege leave to mark the King’s Birthday.

Flexible Working

We support flexible and hybrid working where this aligns with the needs of the role and the business, helping leaders balance impact, collaboration and personal wellbeing.

Further information on benefits, including pension, leave and Equality, Diversity, Inclusion and Wellbeing support, is available on our Senior Civil Service web page.

Do you offer a Disability Confident Scheme for Disabled Persons?

As a Disability Confident employer, the Ministry of Justice is committed to creating a recruitment process that is fair, accessible and inclusive. In most campaigns, disabled candidates who meet the minimum selection criteria will be offered an interview. You will be able to indicate on the application form whether you would like to be considered under this scheme.

What reasonable adjustments can be made if I have a disability?

We want every candidate to be able to take part in the selection process on a fair and equitable basis. For senior roles, that means giving you the opportunity to demonstrate your experience, judgement and leadership capability fully, with reasonable adjustments in place where needed.

If you would like to request support or discuss an adjustment in confidence, please indicate this on your application form by selecting ‘yes’ to reasonable adjustments and responding to the Reasonable Adjustments Scheme team by email. We encourage you to raise any requirements as early as possible so that arrangements can be put in place in good time.

How we can support you

A range of reasonable adjustments can be considered across the selection process, depending on your circumstances and the nature of the assessment. Our aim is to work with you to identify support that enables you to take part with confidence and on an equal footing.

Examples may include:

Extra time to complete assessments.
Providing a break within an assessment.
Providing interview questions in a written format at the interview as well as orally.
An interview at a certain time of day.

These examples are illustrative rather than exhaustive. Appropriate support will depend on your individual circumstances, and each request will be considered thoughtfully and on its own merits.

We will make every reasonable effort to provide the adjustments requested. Where a particular adjustment is not possible, we will explain this clearly and work with you to explore appropriate alternatives wherever we can.

Help with your application

If you think you may need an adjustment, we encourage you to contact us as early as possible so arrangements can be made with sufficient notice and support can be tailored to your needs.

If your circumstances change during the process, or you identify a need for support after applying, please contact the SCS Recruitment team in advance of your next assessment wherever possible.

If you have any questions before applying about reasonable adjustments, please contact the SCS Recruitment team at scsrecruitment@justice.gov.uk. We will be happy to help.

At the Ministry of Justice, we believe inclusive, respectful and high-performing workplaces are essential to delivering better outcomes for the public.

We want talented people from every background to feel welcomed, valued and able to succeed here.

That commitment shapes how we recruit, develop and support our people—and helps create an environment where diverse perspectives strengthen leadership, decision-making and impact.

We know the strongest leadership teams reflect the diversity of the society they serve. That is why we are committed to building an inclusive Civil Service where talented people from all backgrounds can thrive, contribute and lead with confidence.

Our Diversity and Inclusion Strategy focuses on creating a Civil Service that:

draws on the broadest possible range of talent, experience and perspective
is visible, accessible and open to people from all backgrounds
supports flexible, inclusive ways of working that help people and performance flourish
attracts, develops and retains exceptional leaders at every stage of their career

For executive candidates, this means joining an organisation that values inclusive leadership, sees difference as a strength, and is committed to creating the conditions for diverse talent to succeed, influence and shape outcomes of national importance.

FAQs

Can I apply if I am not currently a civil servant?

Yes. This role is open to both internal and external applicants.

Is this role suitable for part-time working?

This role is offered on a full-time basis

Where will the role be based?

If appointed, your base location will be national. Please note that relocation expenses will not be payable.

The role will also require national travel to courts and tribunals buildings.

Can I claim back any expenses incurred during the recruitment process?

Expenses incurred during the recruitment process will not usually be reimbursed, except in exceptional circumstances.

Am I eligible to apply for this role?

For further guidance on eligibility to apply for this role, please refer to GOV.UK.

Is security clearance required?

Yes. If successful, you will be required to obtain security clearance to SC level, if you do not already hold it. Further information about the vetting process can be found here.

Will this role be overseen by the Civil Service Commission?

No. However, this recruitment campaign will be conducted in accordance with the Civil Service Commission’s Recruitment Principles.

What do I do if I want to make a complaint?

All appointments to the Civil Service must be made on merit, on the basis of fair and open competition, and in line with the Civil Service Commission’s Recruitment Principles.

If you believe these principles have not been followed and wish to make a complaint, you should first contact scsrecruitment@justice.gov.uk.

If you are not satisfied with the response, you may escalate your complaint in the following order:

Shared Services Connected Ltd (0845 241 5358, Monday to Friday, 08:00 to 18:00, or (Moj-recruitment-vetting-enquiries@gov.sscl.com)
Ministry of Justice Resourcing (resourcing-services@justice.gov.uk)
Civil Service Commission (civilservicecommission.independent.gov.uk/contact-us)

What should I do if I think that I have a conflict of interest?

If you believe you may have a conflict of interest, you must declare this before submitting your application by contacting the SCS Recruitment team at scsrecruitment@justice.gov.uk.

We will handle your personal information with care and in line with applicable data protection law, including the UK General Data Protection Regulation and the Data Protection Act 2018.

Data Sharing

To administer your application, your personal data will be shared only with the Ministry of Justice SCS Recruitment Team, panel members and others directly involved in the recruitment process where necessary.

The legal basis for processing your personal data is:

Processing is necessary for the performance of a task carried out in the public interest. In practice, this supports the fair and effective administration of recruitment and helps the Civil Service improve candidate and employee experience.
Sensitive personal data includes information such as racial or ethnic origin, religious beliefs, trade union membership, health data and other special category data protected by law.
Processing may be necessary for reasons of substantial public interest, including the exercise of functions by the Crown, a Minister of the Crown or a government department, and to understand whether different groups experience the Civil Service differently so that appropriate action can be taken.
Processing may also be necessary to identify or review equality of opportunity and treatment between groups, with a view to promoting or maintaining that equality.
If you are successful, relevant sensitive personal data will also be used during onboarding to create your employee record.
For further information please see the GDPR Privacy Notice.

Advert Closing Date	Sunday 13^th September 2026
Outcome of CV and Statement of Suitability	w/c 21^st September 2026
Assessments	w/c 5^th October 2026
Panel Interview and Presentation	w/c 19^th October 2026

About the Ministry of Justice

Welcome to the HMCTS Property Directorate

The Role

Organogram

Expected Timeline