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General Information

Salary
£34,760 - £36,429
Working Pattern
Full Time
Vacancy Approach
Cross Government
Location
York
Region
Yorkshire and the Humber
Closing Date
12-May-2025
Business Unit
AGY - NOMS Agency
Post Type
Loan, Secondment
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
5370

Descriptions & requirements

Job description

This is a loan / secondment opportunity for up to 24 months.

Overview of the job    

HMPPS’s efforts to tackle corruption are integral to delivering safe and secure prisons and probation. HMPPS has worked with MoJ to identify that a new approach is needed to ensure we remain resilient to this key operational threat.
HMPPS has developed a future strategy for tackling corruption in HMPPS based on four key objectives:

•    ‘Protect’ against corruption by building an open and resilient organisation;
•    ‘Prevent’ people from engaging in corruption, strengthen professional integrity;
•    ‘Pursue’ and punish those who are corrupt; and
•    ‘Prepare’ for corruption, reducing its impacts on our teams.

Focusing on corruption prevention, the post holder will play a vital role in delivering regional and local level support and advice. Frequent travel to establishments, HQ and regional offices will be required.

The post holder will work within the LTHSE Security and Intelligence function, reporting to the Corruption Prevention Lead, who in turn reports to the Head of Security and Intelligence.

This is a non-operational role which can be carried out by an operational or non- operational member of staff.

Summary    

The role sits in the newly restructured Counter-Corruption Unit. Its objectives are to support prisons and probation to manage corruption threats, in particular supporting ‘pursue’ activity on corruption cases.

The core service to be provided by the regional corruption prevention team is to support prisons to effectively pursue corruption reports to clear, proportionate and timely outcomes. The level of service is to be assessed and prioritised according to policy and guidance, but may include providing prisons with enhanced analytical support, expert advice on how to progress cases, logistical and coordination support. The team will also be responsible for supporting prisons on the effective management of known corruptor prisoners in custody and under supervision in the community to prevent them from corrupting staff.

The post holder will be responsible for supporting the relevant Regional Corruption Prevention Lead to deliver a high-quality counter-corruption service to prisons within the Long Term and High Security Estate. They will also be responsible for working in partnership with other regional teams such as the Security, Order and Counter Terrorism (SOCT) Directorate, HR services and law enforcement.
The job holder will report directly to the Regional Corruption Prevention Lead, who in turn reports to the Head of the Security and Intelligence.

The post holder will be expected to have a close working relationship with the regional counter-corruption analyst.

This is a regional post and can be based at a number of regional offices or establishments. Frequent travel to prisons, regional offices and law enforcement partners’ offices will be required.

This is a non-operational role which can be carried out by an operational or non- operational member of staff.

Responsibilities, Activities and Duties    

The job holder will be required to carry out the following responsibilities, activities and duties:

•    Develop a detailed and expert understanding of the corruption evidence based on the nature of the threat, (e.g. drivers of corruption, prevalence, escalation, risk/impact, effective interventions) and using this as a basis for all practice.
•    Having a strong and contemporaneous understanding of the operational context in prisons, including pressures, priorities, risks and opportunities to better tackle corruption.
•    Having a strong understanding of the relevant legal and policy frameworks relating to corruption, security and HR, and making sure these are followed when providing services to prisons, and that these are shared with and championed when working with delivery partners.
•    Under the direction of the Regional Corruption Prevention Lead, support prisons to progress corruption cases in line with policy. This may include the most complex and highest profile cases, or independently leading on lower risk cases.
•    On the direction of the Regional Corruption Prevention Lead, the post holder may also be asked to: support prisons in assessing and understanding their risks to corruption and develop mitigation strategies; work with prisons to understand capability gaps and signpost wider capability opportunities, best practice and guidance, or deliver some briefing sessions as appropriate; and support light touch research to inform our evidence base on corruption, including interviewing former staff who have been convicted of corruption related offences, or other information to support assessing performance.
•    Develop close and effective working relationships with key stakeholders, in particular with Security Mangers, Deputy Governors, Governing Governors, Divisional Managers, HR Business Partners and HR.
•    Develop and maintain a wider network of stakeholders, including SOCT regional teams (e.g. NIU, SOCU, JEXU), law enforcement (local forces and ROCUs), contract managers and contracted providers.
•    Supporting the Regional Corruption Prevention Lead to understand and manage the case load of the region, including by: maintaining accurate and up to date case records in line with the case management system; and, regularly developing reports based on case management data (e.g. number of cases open, length of case) to identify areas for review and intervention.
•    Supporting the Regional Corruption Prevention Lead to set clear objectives and expectations for the team in line with policy documents and deliver a high quality service, including by: ensuring objectives and activity is aligned and prioritised to the policy and operational risk/need; and contributing to a positive culture of continuous improvement and innovation to improve services.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall
be discussed in the first instance with the job holder.

Behaviours    

•    Making Effective Decisions
•    Working Together
•    Communicating and Influencing
•    Managing a Quality Service

Experience    

•    Strong understanding of the operational context of prisons.
•    Strong understanding of corruption, security and HR policy and legal frameworks.
•    Experience of influencing senior stakeholders internally and externally.
•    Candidates should role model impeccable professionalism and integrity.

Ability    

•    Strong communication (written and verbal), leadership and partnership working skills.
•    Problem-solving and decision-making skills, with the ability to drive resolution.

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). 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, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

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.

Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS 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 HMPPS’ Flexible Working policy.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.

Benefits

Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays.

Pension

-The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.

Work Life Balance

HM Prison & Probation Service  (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers

Training

HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles

Eligibility

-All candidates are subject to security and identity checks prior to taking up post

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist

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.

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
For further information relating to this role, please contact James.cairns@justice.gov.uk.

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

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 5370

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
Making Effective Decisions
Managing a Quality Service
Working Together

Interview stage assessments

Interview Dates
To Be Confirmed
Behaviours
Communicating and Influencing
Making Effective Decisions
Managing a Quality Service
Working Together
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.
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
Enhanced Baseline Standard (EBS)