Candidate Information Pack
Director of Probation and Reoffending
Ministry of Justice
SCS Pay Band 2
Closing Date: 23:55 on Sunday 15th June 2025
Introduction 2
Welcome to the Ministry of Justice 2
About the Ministry of Justice 2
About the Policy Group 3
About the role 4
Key Responsibilities 4
Person Specification 6
Essential criteria 6
Civil Service Behaviours 6
The Recruitment Process 8
Application 8
Selection Process 8
Offer 9
Expected Timeline 12
FAQs 12
Benefits 16
Data Sharing 17
Diversity & Inclusion 18
Contact us 20
“Thank you for your interest in this exciting senior leadership role within Policy Group."
Thank you for your interest in the Director-level role of Probation and Reoffending Director. It is an exciting opportunity to work at the heart of one of the largest departments in Whitehall.
This is a critical role which is responsible for several key policy areas within The Ministry of Justice, including Probation, Community and Reoffending policy including accommodation, employment, the reducing reoffending strategy, resettlement policy and BOLD (Better Outcomes through Linked Data programme).
The role is extraordinarily varied and interesting. You will represent the Lord Chancellor and Secretary of State for Justice and resolve the most urgent policy issues within and beyond the Department. You will provide strong, strategic, and inspiring leadership for your team, and secure the confidence of Ministers and officials across the Department and wider Government. You will be joining a great team and working on some of the most complex and important issues that make lives better for the citizens we serve.
We particularly encourage applicants from diverse backgrounds. If you believe you have the skills and qualities we are looking for, then I would be delighted to hear from you.
Best wishes,
Ross Gribbin, Director General Policy - Prisons, Offenders and Analysis
The Ministry of Justice is a major government department at the heart of the justice system. We deliver some of the most fundamental public services including courts, tribunals, prisons, legal services, youth justice, probation services, and attendance centres.
The Ministry of Justice (MoJ) works to protect and advance the principles of justice. Our vision is to deliver a world-class justice system that works for everyone in society.
The justice system plays a crucial role in our success as a nation - keeping people safe, emphasising fairness, guaranteeing individual rights and giving businesses confidence to flourish.
The delivery of our three strategic outcomes are central to doing this:
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 modern and efficient criminal courts system.
A beacon for justice and the rule of law: to uphold the rule of law at home and abroad; promote our world-leading legal services, which contribute to economic growth; and deliver accessible and timely civil, family and administrative justice.
For more information on who we are and what we do, please visit: https://www.gov.uk/government/organisations/ministry-of-justice.
The justice system is an essential public service, relied upon by millions of victims, families, and businesses across our country. At the Ministry of Justice our c.85,000 strong team are working to protect and advance the principles of justice.
The Ministry of Justice combines a wide range and scale of operational, policy and major programme delivery challenges, and there has never been a more important time to join the team. We are working to protect the public, reduce reoffending, provide swift access to justice, and restore the justice system, while reforming our services of citizens’ benefit, and delivering end-to-end recovery of the system.
The Policy Group is responsible for setting and advising on policy across the full range of the Department’s responsibilities, including criminal, civil, family and administrative justice; the criminal and civil law; the court system, legal aid and support and the legal services sector; the prison and probation systems, and offender policy; the youth justice system; the UK’s domestic human rights framework and international obligations; and MoJ’s international and Union-strengthening strategies.
It also supports the Lord Chancellor in her constitutional relationship with the judiciary and oversees the constitutional relationship between the UK and the Crown dependencies.
Director of Probation and Reoffending
London or Leeds
This role can be based out of either 102 Petty France, London or 5 Wellington Place, Leeds.
Please note the requirements for travel and level of flexibility available as set out in the FAQs section.
£100,000 - £112,000 per annum.
External candidates should expect their salary upon appointment to be £100,000 per annum.
Existing Civil Servants will be appointed in line with the Civil Service pay rules in place on the date of their appointment.
This role is being offered on a permanent basis.
This role has a minimum assignment duration of 3 years - in line with the deliverables identified. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by.
Reporting to the Director General of Policy, you will be accountable for:
Leading the Department's work on probation policy and delivering Ministerial priorities in this area. This will include working closely with HMPPS colleagues to develop and deliver the Department's probation policy response to the ongoing Independent Sentencing Review.
Leading the Department's work on Community and Reoffending policy (including accommodation, employment, the reducing reoffending strategy, resettlement policy and BOLD).
Working with partners across the justice system, including prisons and probation, police, Whitehall Departments (particularly Home Office, DfE and DHSC), the third sector and local authorities. You will need to ensure a robust analytical understanding of the issues and the potential solutions. You will need to bring together operational and policy considerations, challenge assumptions, and inject creative thinking while being mindful of the way the system is structured and the trade-offs inherent in it.
Manage an allocated budget and ensure that the Directorate is staffed with high quality colleagues.
Management of 3 Deputy Directors. Probation Policy, and Community and Reoffending Policy, and Reducing Reoffending Analysis Division
Playing an active role as part of the leadership of the Policy Group (analysis, legal and policy), and championing diversity and inclusion and wellbeing.
Contributing to the wider (SCS2 -level) Senior Leadership Group in the MoJ.
Upholding the Civil Service Code and its core values: integrity, honesty, objectivity and impartiality.
Managing a budget of approximately £5.5 million.
Information Session
For those interested in finding out more about the role, we encourage applicants to attend the information session on Tuesday 10th June 3PM.
Ross Gribbin, Director General Policy - Prisons, Offenders and Analysis, a senior member of HM Prisons and Probation Service, and an HR Lead will be present to discuss the position in more depth, as well as provide information about what you can expect while working in The Ministry of Justice Policy Group.
The session will also give you the chance to ask any questions you may have before applying to the role. To attend the session please join using this link - SCS 2 Director for Probation and Reoffending.
A proven track record of leadership in a high profile, complex policy area subject to public and media scrutiny.
The ability to develop and set long-term strategy which can lead to change in a complex system.
A significant track record of visible and inclusive leadership which inspires staff and builds motivation, engagement and capability to deliver results.
Strong demonstration of collaborative working across organisational boundaries, with excellent communication skills, and proven ability to engage and influence a broad range of stakeholders, to form strategy and secure positive outcomes.
Confident and resilient under pressure with the personal ability to influence, challenge and gain trust at senior levels with Ministers, across Government and with wider stakeholder groups and partners at all levels.
The Selection Criteria uses the Civil Service Success Profile Framework. Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours or technical/professional skills required for different roles.
In this case, you will be assessed against the following four Director-level Behaviours at interview:
Leadership
Working Together
Seeing The Big Picture
Making Effective Decisions
Further information about the Civil Service Behaviours Framework and their definitions can be found here: https://www.gov.uk/government/publications/success-profiles/success-profiles-civil-service-behaviours
Civil Service Leadership Statement:
You will be expected to demonstrate the qualities within the Civil Service Leadership Statement during your Staff Engagement Exercise.
If you need any support or have any questions during any stage of the selection process, please contact the SCS Recruitment Team scsrecruitment@justice.gov.uk.
Stages of the Selection Process
Information Session
For those interested in finding out more about the role, we encourage applicants to attend the information session on Tuesday 10th June 3PM.
Ross Gribbin, a senior leader from MoJ Policy Group and an HR Lead will be present to discuss the position in more depth, as well as provide information about what you can expect while working in the MoJ Policy Group.
The session will also give you the chance to ask any questions you may have before applying to the role.
To attend the session please join using this link - SCS 2 Director for Probation and Reoffending
Selection Panel
Paul Kernaghan a Civil Service Commissioner, will chair the process. The Civil Service Commission has two primary functions:
Providing assurance that selection for appointment to the Civil Service is on merit on the basis of fair and open competition. For the most senior posts in the Civil Service, the Commission discharges its responsibilities directly by overseeing the recruitment process and by a Commissioner chairing the selection panel.
Hearing and determining appeals made by civil servants under the Civil Service Code which sets out the Civil Service values - Impartiality, Objectivity, Integrity and Honesty - and forms part of the relationship between civil servants and their employer.
More detailed information can be found on the Civil Service Commission website.
Ross Gribbin will also be on the panel. Further panel members will be confirmed in due course.
Application
You will need to complete the online application process accessed via the advertisement for this role.
You will need to complete the online application process accessed via the advertisement for this role.
This should be completed no later than 23:55 15th June. As part of the application process, you will be asked to complete:
Responses to the eligibility questions to check you are eligible to apply for the role.
A response to whether you would like to request reasonable adjustments during the selection process. The Disability Support section explains how adjustments can be made to the selection process to accommodate a disability.
You will also need to complete a CV and Statement of Suitability.
What is being assessed at application stage?
It is important that your CV and Statement of Suitability give evidence and examples of how you meet the essential experience set out on page 6.
Find out more information about our application process here.
Shortlist
The panel will assess your application to select those demonstrating the best fit with the role by considering the evidence you have provided against the criteria set out on page 6.
Shortlisted candidates will be advised of the outcome as soon as possible following the shortlist meeting. Feedback will only be provided if you attend an interview or assessment.
After the Application Stage
You will be advised whether your application has been shortlisted for the next stage of the selection process. If you are shortlisted, we will contact you to arrange the next stage of the selection process.
Feedback will only be provided if you attend an interview or assessment.
Other Assessments
Staff Engagement Exercise
The Staff Engagement Exercise or SEE is an opportunity to engage in a two-way discussion on a set topic area with a group of staff from the organisation. The topic area will be shared with you in advance. An Occupational Psychologist will brief you before the assessment, observe the assessment and debrief you. They will facilitate a discussion to seek feedback from the staff, which will be considered alongside their own observations
What is being assessed at SEE stage?
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 for approximately 45 minutes in total.
What is being assessed at interview?
Behaviours, as listed on pages 6 and 7.
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 to have your details retained on a merit list to be considered for future SCS roles.
Please click here or more information on Behaviours and Success Profiles.
Guidance for writing your Statement and CV
As part of the application process, you need to submit a Statement and CV. Both your Statement and CV should demonstrate how you meet the essential experience outlined in the Person Specification section.
Ensure you read through the role information thoroughly and identify the essential criteria for each area. You should ensure you provide evidence for each of the essential experience which are required for the role in your Statement and CV. You may not be progressed to the next stage of the assessment process if you do not provide this evidence.
When structuring your Statements try to:
Group evidence of the same experience together by using subheadings and paragraphs. This will help to ensure you are writing about the experience that is directly relevant for the role you are applying for.
You should ensure that you detail recent and relevant examples of the essential experience required for the role and describe the outcome that came from this.
For more information on how to write your Statement and CV please visit the Civil Service Careers Website.
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:
23:55 on Sunday 15th June 2025.
Week Commencing 16th June 2025
Week Commencing 30th June 2025
Week Commencing 7th July 2025
Yes. This role is open to suitably qualified people in the external market and to existing civil servants and those in accredited Non-Departmental Bodies.
This role is available for full-time and flexible working arrangements (including job share partnerships). If you wish to discuss your needs in more detail please get in touch with the named point of contact in this pack.
If the successful candidate does not live in London, travel to London will is required on a weekly basis.
This role can be based out of either 102 Petty France, London or 5 Wellington Place, Leeds.
Relocation costs will not be reimbursed.
No. Unfortunately we will not be able to reimburse you, except in exceptional circumstances and only when agreed in advance.
This job is broadly open to the following groups:
UK nationals
Nationals of the Republic of Ireland
Nationals of Commonwealth countries
Nationals from the EU, EEA or Switzerland with (or eligible for) status under the European Union Settlement Scheme (EUSS)
Relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
Relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
Certain family members of the relevant EU, EEA, Swiss or Turkish nationals
For further information on whether you are eligible to apply, please visit Gov.UK
Certain posts, notably those concerned with security and intelligence, might be reserved for British citizens, this is not a reserved post.
Yes. If successful you must hold, or be willing to obtain, security clearance to SC level. More information about the vetting process can be found here.
We welcome and encourage applications from all candidates and are committed to supporting all candidates to take part in the recruitment process. This includes supporting individuals who have a disability by making reasonable adjustments to the recruitment process. We are also able to provide support to candidates who require adjustments to the assessment process due to more temporary difficulties (e.g. linked to a recent injury).
We will ask you within your application form if you would like to request reasonable adjustments. If you feel you require any kind of support and/or would like to discuss this with someone, please indicate ‘yes’ to requesting reasonable adjustments.
We understand that the support requested will be unique to every candidate and we will work with you to help you to identify your individual requirements.
We make reasonable adjustments so that all candidates are given a fair opportunity to undertake the recruitment process. Therefore, disclosing information regarding your disability or access requirements will have no impact on the outcome of your application, regardless of your request or the role you have applied to.
How we can support you
There are many types of reasonable adjustments that can be made during assessment processes, and the type or combination you choose to request will depend on your individual requirements.
Examples of some types of adjustments 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;
Coloured overlays or different fonts for assessment materials.
This is not intended to be an exhaustive list but rather some examples.
Whilst we aim to confirm all adjustments requested, there may be occasions where this isn’t possible. For example, if a candidate were to request that they are not assessed on a specific behaviour outlined in the job advert this would not be possible because the behaviour has been identified as important for the job role and all candidates are assessed against this criterion. If an adjustment cannot be provided, the reasons for this will be explained to you during your contact with the reasonable adjustment scheme team
There are many types of reasonable adjustments that can be made during assessment processes, and the type or combination you choose to request will depend on your individual requirements.
Examples of some types of adjustments 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;
Coloured overlays or different fonts for assessment materials.
This is not intended to be an exhaustive list but rather some examples.
Whilst we aim to confirm all adjustments requested, there may be occasions where this isn’t possible. For example, if a candidate were to request that they are not assessed on a specific behaviour outlined in the job advert this would not be possible because the behaviour has been identified as important for the job role and all candidates are assessed against this criterion. If an adjustment cannot be provided, the reasons for this will be explained to you during your contact with the reasonable adjustment scheme team.
Help with your application
During the application process, we will ask you if you require reasonable adjustments. It is important you tell us as early as possible if you would like to request reasonable adjustments so that the recruitment process runs smoothly for you.
If you do decide during the process that you do require adjustments and you have not completed all your assessments, please contact the SCS recruitment team in advance of your next assessment.
If you need any help with your application, please contact the SCS recruitment team at scsrecruitment@justice.gov.uk.
Do you offer a Disability Confident Scheme for Disabled Persons?
Disabled applicants who meet the minimum selection criteria in the job specification are guaranteed an interview. Selection will be on merit. If you wish to claim a guaranteed interview under the Disability Commitment, you should complete the relevant section of the online application. It is not necessary to state the nature of your disability.
Do you offer a Guaranteed Interview Scheme for Veterans?
Yes. Veteran applicants who meet the minimum selection criteria in the job specification are guaranteed an interview. Selection will be on merit. If you wish to claim a guaranteed interview under the Great Place to Work for Veterans scheme, you should complete the relevant section of the online application
What do I do if I want to make a complaint?
The law requires that selection for appointment to the Civil Service is on merit on the basis of fair and open competition as outlined in the Civil Service Commission’s Recruitment Principles.
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 and you wish to make a complaint, you should contact scsrecruitment@justice.gov.uk in the first instance.
If you are not satisfied with the response you receive from the Department you are able to raise a formal complaint in the following order.
To Shared Service-Connected Ltd (0845 241 5358 (Monday to Friday 08.00 - 18.00) or e-mail Moj-recruitment-vetting-enquiries@gov.sscl.com)
To Ministry of Justice Resourcing (resourcing-services@justice.gov.uk)
To the Civil Service Commission (https://civilservicecommission.independent.gov.uk/contact-us/)
What should I do if I think that I have a conflict of interest?
Candidates must note the requirement to declare any interests that might cause questions to be raised about their approach to the business of the Department.
If you believe that you may have a conflict of interest, please contact SCS Recruitment on scsrecruitment@justice.gov.uk before submitting your application.
Will this role be overseen by the Civil Service Commission?
Yes. As this role is one of the more senior posts within the Civil Service, a Commissioner will oversee the recruitment process and chair the selection panel. More detailed information can be found on the Civil Service Commission website.
Equality, Diversity, Inclusion and Wellbeing
Our departmental values - purpose, humanity, openness and together - are at the heart of our commitment to create a culture where all our people are able to thrive and flourish in the workplace.
We want to attract and retain the best talent from diverse backgrounds and perspectives. We want everyone to be the best of themselves, to feel supported and have a strong sense of belonging in the workplace. Our commitment to creating a diverse and inclusive workforce is reflected in all of our people policies and strategies.
Benefits
As a Ministry of Justice employee, you’ll be entitled to a large range of benefits which include but are not limited to:
Pension
The Civil Service Pension Scheme is one of the best workplace pension schemes in the UK public sector. For SCS 1 roles, you will start with a base salary of £76,000. In addition, through automatic enrolment to the Civil Service Pension Scheme, we will contribute £22,000 to your pension, providing a total reward package of £98,000.
Visit www.civilservicepensionscheme.org.uk for more details.
Generous Annual Leave and Bank Holiday Allowance
25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to 8 public holidays. This will be complemented by one further day paid privilege entitlement to mark the King’s Birthday.
Flexible Working
While not every type of flexible working will be suitable for every role and business area, flexible working can take many forms and The Ministry of Justice is committed to delivering its business effectively and sustainably by creating modern and inclusive workplaces that enable smart, flexible and hybrid working.
For more information on our amazing benefits including our Civil Service Pension Scheme, annual and special leave, and our Equality, Diversity, Inclusion and Wellbeing schemes please visit our Senior Civil Service website.
We will ensure that we will treat all personal information in accordance with data protection legislation, including the General Data Protection Regulation and Data Protection Act 2018.
To process your application your personal data will be shared with the Ministry of Justice SCS Recruitment Team, campaign Panel Members and anyone else necessary as part of the recruitment process.
Processing is necessary for the performance of a task carried out in the public interest. Personal data are processed in the public interest because understanding civil servant experiences and feelings about working in the civil service can inform decision taken to improve these experiences, and ultimately organisation performance.
Sensitive personal data is personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership, and the processing of genetic data, biometric data for the purpose of uniquely identifying a natural person, data concerning health or data concerning a natural person's sex life or sexual orientation.
Processing is necessary for reasons of substantial public interest for the exercise of a function of the Crown, a Minister of the Crown, or a government department: it is important to know if groups of staff with specific demographic characteristics have a better or worse experience of working for the Civil Service, so that appropriate action can be taken to level this experience;
Processing is of a specific category of personal data and it is necessary for the purposes of identifying or keeping under review the existence or absence of equality of opportunity or treatment between groups of people with a view to enabling such equality to be promoted or maintained.
Please note if you are successful in your application your sensitive personal data will be used as part of the on-boarding process to build your employee record.
For further information please see the GDPR Privacy Notice.
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 D&I Strategy.
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.
1- To Shared Service-Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);
2- To Ministry of Justice Resourcing (resourcing-services@justice.gov.uk);
3- To the Civil Service Commission (https://civilservicecommission.independent.gov.uk/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.