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General Information

Salary
The national salary range is £41,463 - £45,276, London salary range is £47,657 - £52,040. Your salary will be dependent on your base location
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
Cross Government
Location
National
Region
National
Closing Date
22-Apr-2025
Post Type
Loan
Civil Service Grade
SEO
Number of jobs available
1
Job ID
4634

Descriptions & requirements

Job description

Do you have the passion, values, and ability to help us solve the biggest problems of the justice system?

Prison Staffing Supply Model Lead (1 Role Available), Analysis Directorate, Ministry of Justice

1. Overview

We have 1 SEO role in the SWAP Model Development team, within the Analysis Directorate.

Roles are open to:

1. Existing analysts from all professions (GORS/GSS/GSR/GES) either on level transfer or on promotion.

2. Other candidates that are not members of GSS, GORS, GSR, GES professions but possess and can demonstrate similar experience at the appropriate level. Badging opportunities will be available once in post for those who wish to apply.

Specialist allowance

Due to the role(s) being analytical, those successful in recruitment will be eligible for a specialist allowance following an analytical interview based on the following values:

• SEO London: £500

• SEO National: £1500

Minimum requirements to apply:

Candidates must be able to show the relevant experience and skills and must meet the criteria for entry:

SEO grade:

• You have significant work experience evidencing use of data and/or analytical skills. Time spent on an analytical PhD can count towards this.

We welcome applications from candidates based across the UK. Candidates will have the option of being based in the Leeds or London HQ offices (with flexible working arrangements available) or your nearest Justice Collaboration Centre or Justice Satellite Office: see see this map for more details.

Alternative locations may be available and will be discussed and agreed on the completion of background checks.

Interviews are likely to take place in June 2025 and will be held via MS Teams. We will keep a merit list for a year for those who successfully pass the interview board but who are not offered a post.

2. About the Analysis Directorate

We are passionate about improving justice outcomes through innovative research, data and analysis. In the Analysis Directorate, we provide high quality data and analysis helping to ensure strategic, policy, finance, corporate and operational decisions are based on robust evidence.

We create a culture in which people are empowered with the data and information to make excellent decisions; using cutting edge tools, techniques and collaboration; putting evidence at the heart of the justice system.

We are a multi-disciplinary team of around 650 staff that sits at the heart of the Ministry of Justice providing analytical support across a diverse and exciting agenda. We work in a dynamic and fast-paced context and our skills are in heavy demand across the Ministry of Justice. Our collaborations beyond government are seen as ground-breaking. The Analysis community is made up of analysts and specialists including: Social Researchers, Economists, Operational Researchers, Statisticians, Data Engineers, Data Scientists and other data specialists (such as data strategists, data dissemination, generalists and assurance experts).

Why work in the Analysis Directorate?

In the Analysis Directorate, we want all our people to feel valued for who they are and for the work they do. We provide a warm, inclusive place to work and offer a wide range of flexibilities and benefits as part of our people offer to reward our staff.

What we offer

• Flexible working arrangements and a focus on equality of opportunity – including welcoming part-time and/or job-share arrangements, compressed hours, working from home or your nearest Justice Collaboration Centres or Justice Satellite Office.

• Career development – regular development and promotion opportunities across a wide range of roles, career development support, with a generous individual learning and development budget.

• Range of new areas of work and new tools and techniques – we pride ourselves on our excellent deployment of well-established analytical methods, but also our progress to date. Progress such as our ambitious and innovative transformation programme to leverage departmental data and drive evidence-based decision-making using cutting-edge tools and techniques (for example: experimentation, personalisation, artificial intelligence).

• Analysis is at the centre of the Department’s decision making – our transformation programme is focused on maximising our impact on departmental outcomes. The Ministry of Justice’s Senior Team and our Ministerial Team want all decisions to be evidence driven – your analysis will be key in influencing decisions and real-world impact.

• Vibrant community – part of a multidisciplinary team that has a supportive culture and is looking to further develop the community with the help of everyone.

• See the frontline and what your work is influencing – regular opportunities to visit our front-line service providers, including courts, prisons, and probation to better understand the areas your analysis is affecting.

3. What you’ll do

The post is for Staffing Supply Model Lead in the SWAP Model Development team. The role will take responsibility for leading the production of the Staffing Supply model which aims to forecast prison staffing for up to 5 years and is currently approaching a minimal viable project. This is along with one HEO which the role has line manager responsibility for.

The model brings together aspects of staffing to create a microsimulation of staff using Python. The role will drive the investigation and development of dynamically modelled assumptions and ways of working. The team are currently investigating new avenues such as time series forecasting methods and the use of SPLINK for data matching and would welcome new experience and ideas. The role also involves presenting model progress and assumptions to operational and D&A stakeholders.

Main Activities/Responsibilities

The job holder will be required to undertake the following duties and responsibilities:

• Lead the build of the new prison staffing microsimulation model in Python and driving the investigation and development of new modelling assumptions and methods of working.

• Line management of 1 HEO supporting model development.

• Leading engagement with stakeholders, presenting model progress and assumptions to operational and D&A stakeholders.

• Lead the work on how the output of the model should look, which could include delivery of a dashboard. Working with stakeholders to ensure this is embedded.

• Working closely with the other SEO in the team to ensure models are aligned in core data and assumptions

4. Who you are

The following experience and skills will be required:

• Working Together – Ability to work with both technical and non-technical colleagues.

• Communicating and Influencing – Ability to communicate complex information to a range of stakeholders, ensuring information is clear.

• Managing a quality service – Ability to manage stakeholder needs, and deliver an organised programme of analysis/modelling, e.g., ensuring changes are documented and best practice AQA followed.

• Experience in Python

The following experience and skills are desirable:

• Experience in Python, SQL or advanced excel.

• Previous experience in prison related analysis

• Previous experience of modelling

5. How to apply

You’ll need to submit an anonymised work history and Statement of Suitability as part of your application. You will not be considered if you do not provide both.

Your work history should meet the following criteria: well structured, succinct, and written in clear language.

Your Statement of Suitability should be no more than 750 words and should give us examples of how your skills and experience match those needed for this role. Consider giving examples that cover all the requirements in the ‘Who you are’ section and use work you have completed to demonstrate how you meet each one.

5a. Selection Process

There will be an initial sift of applicants through comparing submitted evidence against the ‘Who you are’ bullets. This usually takes two weeks, depending on the number of applications.

Those who make it through the initial sift will be invited to a Civil Service Success Profile interview. In the Civil Service we use Success Profiles to help us find the right person for the job. We will be using a mixture of methods to assess your abilities, strengths, experience, technical skills, and behaviours. We highly recommend learning about Success Profiles and using the Situation, Task, Action, Result and Reflection (STARR) framework when structuring your answers.

The highest scoring candidates that pass the interview will be offered the roles. The whole process can take up to a month.

5b. Interview Process

You will be assessed against the Civil service success profiles framework at interview stage:

• Communicating and Influencing

• Managing a Quality Service

• Working Together

Please also refer to the CS Behaviours framework for more details at this grade.

For existing analysts from all professions, as well as the three civil service behaviours stated above, you will be assessed on two sets of professional competencies at interview.

For external (non-Civil Service) candidates (and unbadged candidates within the Civil Service), as well as the three civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work.

Professional Competencies

Professional Competency (1) Knowledge & Skills

• GSS - Data Analysis.

• GORS - Knowledge and application of OR Skills and Techniques.

• GES - Analysis of Data.

• GSR - Knowledge and application of GSR technical skills

Professional Competency (2) Influence & Impact

• GSS - Presenting and disseminating data effectively.

• GORS - Achieving impact with analysis.

• GES - Effective communication.

• GSR - using and promoting social research

For more information regarding Professional Competency (2) please refer to the analytical profession internet links below. Please note that some aspect of the professional competency may overlap with the MoJ competencies listed above. We therefore recommend that in providing evidence for the professional competency, candidates focus on the technical and methodology aspects of the competencies that are specific to the profession. We will use evidence presented for the MoJ competencies in assessing the wider skills candidates have.

Government Statistician Group (GSG): Further information, including a user guide, can be found within the link below:

Government Social Research Service (GSR): Further information can be found within the link below:

Government Operational Research Service (GORS): Further information can be found within the link below:

Government Economic Service (GES): Further information can be found within the link below:

GES Professional Standards 2022

6. Applicants invited for Interview

You will be required to give a 5-minute presentation at interview. Details of this will be sent to those candidates who are invited for interview.

7. Further Information

If you require any additional information about the role, please contact: simon.crowe@justice.gov.uk 


Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). 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:

Please contact: simon.crowe@justice.gov.uk

 

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 4634

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 4634

Allowance

Specialist allowance

Due to the role(s) being analytical, those successful in recruitment will be eligible for a specialist allowance following an analytical interview based on the following values: 

·       SEO London: £500  

·       SEO National: £1500 

Application form stage assessments

Experience
We will assess your experience for this role via the following methods
CV or Work History, Experience Questions, Statement of Suitability
Experience Questions Application Form Question Word Limit
250
Statement of Suitability
Guidance for the Statement of Suitability
Your Statement of Suitability should be no more than 750 words and should give us examples of how your skills and experience match those needed for this role. Consider giving examples that cover all the requirements in the ‘Who you are’ section and use work you have completed to demonstrate how you meet each one
Evidence of Experience
CV or Work History, Experience Questions, Statement of Suitability

Interview stage assessments

Interview Dates
Expected June 2025
Behaviours
Communicating and Influencing
Managing a Quality Service
Working Together
Technical
For existing analysts from all professions, as well as the three civil service behaviours stated above, you will be assessed on two sets of professional competencies at interview.

For external (non-Civil Service) candidates (and unbadged candidates within the Civil Service), as well as the three civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work.


Professional Competency (1) Knowledge & Skills
o GSS - Data Analysis.
o GORS - Knowledge and application of OR Skills and Techniques.
o GES - Analysis of Data.
o GSR - Knowledge and application of GSR technical skills
For existing analysts from all professions, as well as the three civil service behaviours stated above, you will be assessed on two sets of professional competencies at interview.

For external (non-Civil Service) candidates (and unbadged candidates within the Civil Service), as well as the three civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work.

Professional Competency (2) Influence & Impact
o GSS - Presenting and disseminating data effectively.
o GORS - Achieving impact with analysis.
o GES - Effective communication.
o GSR - using and promoting social research

Other Assessments

Which assessment methods will be used?
Presentation
Use of Artificial Intelligence (Al)
You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
Level of security checks required
Baseline Personnal Security Standard (BPSS)