Chief Operating Officer HM Inspectorate of
Probation
SCS Pay Band 1
Closing Date: 23:55 15 June 2025
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Contents
Person
Introduction
The Role
Benefits
Specification
Recruitment
Diversity &
FAQs
Contact Us
Process
Inclusion
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Welcome to HM Inspectorate of Probation
Thank you for your
I welcome applicants from the widest
Inspectorate’s purpose and the nature of
possible field, and above all I am seeking a
the Chief Operating Officer role.
interest in this role in His
senior leader who is inspiring, can drive
Majesty’s
If you believe you have the experience and
Inspectorate of
improvement and who is competent in
qualities we are seeking, I do hope you will
running an increasingly high-profile
Probation
consider applying for this important
organisation.
position.
Although we are a relatively small
Best wishes,
organisation, this is a demanding but
ultimately rewarding role and presents a
Martin Jones CBE
rare opportunity for the right candidate to
HM Chief Inspector of Probation
contribute to improvements in the delivery
of key public services.
The Chief Operating Officer works with me
to lead the Inspectorate, though the Chief
Operating Officer has a particular focus on
leading internal operations. They are also
the defacto deputy for me in any external
engagement.
You may already have some idea about the
important work of the Inspectorate and the
following pages will tell you more about the
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About HM Inspectorate of Probation
HM Inspectorate of Probation is
Our statement of purpose is to report on
Our vision
the effectiveness of work with adults and
the independent inspector of
High-quality probation and youth justice
children and young people who have
services that change people’s lives for the
probation and youth justice
offended. Our Chief Inspector, Martin
better.
services in England and Wales.
Jones, is appointed by the Crown to do
this. We are funded by the Ministry of
We set the standards that shine
Justice but we are independent and report
directly to the Secretary of State for Justice.
Our values
a light on the quality and impact
We deliver our work through independent
Influential: We care about making a
of these services. Our
inspections, recommendations, research
positive impact on the organisations we
inspections, reviews, research
and effective practice guidance.
inspect and the individuals they work with.
and effective practice products
As well as inspections of individual/regional
Independent: We ensure that the
judgements we make are supported by
provide authoritative and
services, we publish regular thematic
reports on key issues in the criminal justice
evidence, are fair and impartial.
evidence-based judgements and
system, conduct Serious Further Offence
Professional: We work in a respectful,
guidance. We use our voice to
(SFO) reviews and produce annual reports
transparent, professional way, listening to
each year.
drive system change, with a
and sharing learning internally and
externally.
focus on inclusion and diversity.
Our independent research contributes
greatly to our work and provides evidence
Our scrutiny leads to improved
Inclusive: We work as ‘One HM
on which we base our standards for
Inspectorate of Probation’, valuing and
outcomes for individuals and
inspections. We also commission leading
respecting each other’s viewpoints and
academics to provide their views on a
communities.
skills, so that everyone feels a part of what
range of related topics.
we do.
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Diverse: We are passionate about diversity
and the value that comes through giving
everyone a voice in our inspections and the
chance to succeed in our organisation.
For more information on who we are and
what we do, please visit:
https://hmiprobation.justiceinspectorates.go
v.uk/
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About the role
Job Title
could be considered for an exceptional
will also have a significant internal focus
candidate.
providing day to day leadership to the
Chief Operating Officer, HM Inspectorate of
organisation.
Probation
Existing Civil Servants will be appointed in
line with the Civil Service pay rules in place
The role requires leadership, relationship
Location
on the date of their appointment.
building and an ability to instil and deliver
National
change programmes in a constantly shifting
Contract Type
environment, for example the
The MoJ is working to open more Justice
This role is being offered on a Permanent
modernisation of the Inspectorate’s
Collaboration Centres and Justice Satellite
infrastructure and programmes.
Offices over time. Click here to learn more
basis.
about where our currently open Justice
This role has a minimum assignment
The purpose of the role is to oversee all
Collaboration Centres and Justice Satellite
duration of 3 years - in line with the
day-to-day operations of the Inspectorate,
Offices are, to identify where you may be
deliverables identified. Please note this is
while offering a 1-3-year oversight into
based
an expectation only, it is not something
planning and delivery. They will hold heads
which is written into your terms and
of functions and individuals to account for
Please note the requirements for travel and
conditions or indeed which the employing
the continuing development and
level of flexibility available as set out in the
organisation or you are bound by.
introduction of improved ways of working,
FAQs section.
The Role
including new inspection methodology,
Salary
standards and policies for inspection staff,
The Chief Operating Officer is accountable
inspection IT and digital systems, quality
The salary for this role is set within the MoJ
for the delivery of a wide range of
management systems, training and talent
SCS PB1 range (£76,000 - £117,800)
programmes of inspection and rating of
management. They will also drive
providers, across the probation and youth
External candidates should expect their
improvements in the quality of reports and
justice sectors, ensuring that inspection
salary upon appointment to be £76,000 per
the efficiency of inspection and operational
ratings and reports are based on
annum, though a higher starting salary
support.
consistent, defensible judgements. They
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Key to this is that the inspectorate is seen
inspection programmes over a
both the standards and ratings being
to be, and is, independent and not afraid to
reasonable timeframe and that
proposed.
report on disappointing or inadequate
changes to the probation landscape
• Ensure staff across the organisation
performance and also highlight effective
are reflected in our inspection
are trained, supported and held to
practice where it emerges. HM Inspectorate
approaches.
account through appropriate
of Probation provides the primary
• Hold the leadership team to account
performance management and
qualitative measure of these services for
for delivery of their agreed
development processes.
ministers and the general public, with
programmes of work against the
yearly consolidated reports as well as
•
organisational priorities and KPI’s.
Ensure an effective quality
individual inspection reports.
management system is in place
• Provide support to all HM
including quality assuring our
They are directly responsible for managing
Inspectorate of Probation teams to
published core inspection reports.
a number of senior managers including
maximise delivery against their key
Heads of Inspection Programmes,
• Chair regular team meetings with the
responsibilities and accountabilities.
Research, Operations Management and
leadership team focused on
Standards and Methodology.
• Sponsor projects designed to
delivering the objectives of the
improve how we deliver our
Inspectorate.
Key Responsibilities
objectives, including leadership of
•
•
Deputise for the Chief Inspector with
Responsible to the Chief Inspector
digital change programmes
external stakeholders, stand in at the
for the day to day running of the
• Chair the probation ratings panel
most senior level with Ministers,
organisation and ensuring that the
and Inspection of Youth Justice
stakeholders and the public as
inspectorate continues to deliver in a
Service ratings panels and
needed.
way that ensures its integrity and
undertake assurance activity for the
independence to provide trusted
• Work with key groups within the
Approved Premises validation
scrutiny across probation and youth
organisation such as the People and
panels. Hold Heads of Programme
justice sectors.
Culture Group, and the Equalities,
to account for submissions to the
•
Diversity and Inclusion Group to
Ensure that the inspectorate have
ratings panel, in particular ensuring
ensure collaborative working and to
sufficient resources to deliver its
there is consistent application of
address immediate concerns. Chair
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the probation and youth justice
practice, policy positioning and
• Lead execution of the strategic risk
Programme Boards and together
follow-up activity.
management process including risks
with the Chief Inspector chair the
•
that could impact on the reputation
Develop and maintain positive and
majority of probation and approved
of the inspectorate. The Chief
productive relationships with
premises ratings panels.
Operating Officer is accountable for
stakeholders and act as an
•
managing those risks: ensuring good
Is the Senior Information
ambassador for the organisation.
quality assurance systems are in
Responsible Owner for the
Ensure effective intelligence
place and chairing programme
organisation - senior decision maker
gathering and information sharing
boards for both probation and youth
supported by the manager,
with relevant stakeholders.
inspection programmes to ensure
information management
• Manage the relationship with the
that the programmes we implement
• Programme sponsor for new ways of
Arm’s Length Bodies Centre of
are fair, and are evaluated and
working including inspection
Excellence
continuously developed to ensure
standards and methodology, and the
that our rating decisions are
• Own the HM Inspectorate of
development of policy which
evidence-based, comparable, valid
Probation governance processes
maximises HM Inspectorate of
and reliable.
Probation’s impact on the quality of
including the organisation structure
and design
• Responsible for handling any
probation and youth justice services.
internal crisis management. For
•
• Line management of leadership
Drive improvements in the quality of
example, leading on the
team direct reports.
reports, the supply and use of
Inspectorate’s response to the Covid
management information and the
• Lead and develop capability in the
crisis.
efficiency of both the inspection
directorate encouraging a culture
process and the underpinning
that values openness, honesty,
logistics.
support and challenge. Translate
•
strategy into practice, providing clear
Contribute to maximising the impact
communication and ensuring staff
of inspection through communication
are clear on expectations, roles and
of inspection findings and good
responsibilities.
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Organogram
Chief Operating
Officer
SCS 1
Head of
Head of HQ Staff &
Head of Research
Head of Youth
Head of Adult
Head of Thematic &
Methodology &
Services
& Data Analysis
Inspections
Inspections
Joint Inspections
Standards
Grade 6
Grade 6
Grade 6
Grade 6
Grade 6
Grade 7
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Person Specification
It is important through the recruitment
The successful candidate will be able to
Desirable Experience:
process that you give evidence and
demonstrate:
●
examples of proven experience of each of
Inspection/Regulatory Environment:
Essential Experience:
the selection criteria detailed. You will be
Experience of operational effectiveness in
informed which criteria are being assessed
an inspection or regulatory environment is
● Leadership and People Management:
at which stage later in this pack.
desirable, as is knowledge of government
You are experienced in leading teams of
delivery models.
people at a strategic level. You will have
experience of setting a vision and strategy
to ensure diverse and geographically
dispersed teams deliver against objectives.
● Change Management: You have a track
record of managing change and leading
transformation, including introducing and
embedding new ways of working.
● Stakeholder Relationships: You have
experience of building successful working
relationships with stakeholders at all levels,
with influence at the most senior levels in
order to secure beneficial outcomes.
● Culture and Values: Experience of
promoting a culture that respects
professional, inclusive and diverse values.
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Essential Abilities:
MoJ SCS Pay Band 1 Behaviours:
● Finance and Efficiency: You are able to
You will also be assessed against the following
make effective decisions that consider the
Behaviours during the Recruitment Process:
impact across all aspects of the
● Communicating and Influencing
organisation. You have sound financial
acumen and can apply financial
● Leadership
management principles when making
●
decisions. You evaluate options, balancing
Seeing the Big Picture
the impact on factors such as people,
● Working Together
processes, finance and strategy.
● Changing and Improving
● Analytical Skills: You are able to analyse
and evaluate complex information and data,
● Making Effective Decisions
translating this into evidence-based
Read more in the Civil Service Success
proposals and a strategy that supports the
Profiles Section.
long term direction. You are able to
recognise patterns, trends, risks and
Strengths:
opportunities in relation to the
wider/strategic picture.
We are looking to understand what motivates
and energises you. We want to see what your
● Verbal and Written Communication
natural strengths are and what interests you.
Skills: You are able to communicate clearly
and with confidence, both verbally and in
Civil Service Leadership Statement:
written format. You communicate with
All leaders within the Civil Service are
impact, understanding how to tailor your
expected to demonstrate the qualities within
communication to a wide range of
the Civil Service Leadership Statement during
audiences.
their Staff Engagement Exercise.
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Civil Service Success Profiles
The Selection Criteria uses the Civil Service
to present information in a convincing and
You create and implement strategies to
Success Profile Framework. Success
influential manner. You tailor your
achieve the organisation’s aims and meet the
Profiles will enable a fairer and more
communication methods and content to the
needs of the public. You promote the
inclusive method of recruitment by enabling
audience, simplifying strategic messages.
organisation externally, advocating positive
us to assess the range of experiences,
outcomes for the sector you operate within.
Leadership
abilities, strengths, behaviours and
You motivate staff by ensuring they understand
technical/professional skills required for
You visibly demonstrate the organisation’s
how their work fits into the big picture.
different roles. This flexible approach to
values in all your activity, leading authentically. Working Together
recruitment focuses more on finding the right
You seek to engage staff in the aims of the
candidate for the specific role. More
organisation and communicate the
You work collaboratively to achieve outcomes
information about Success Profiles to
organisation’s strategy in an inspiring way. You both within your area of responsibility and
support your application can be found here:
create an inclusive and fair culture which
across the organisation. You create a
https://www.gov.uk/government/publications/
creates a sense of belonging by treating staff
supportive working environment where all
success-profiles.
as individuals and actively valuing diversity
opinions are considered, and individuals are
within the organisation. You empower teams
valued for their expertise and unique
Where Behaviours are assessed these will
draw on the MoJ’s SCS Pay Band 1
and individuals to excel by creating a shared
contribution.
vision and objectives and demonstrate trust in
Behaviours which are set out below:
You proactively maintain relationships with
staff by giving autonomy.
peers and external senior stakeholders and
Communicating and Influencing
Seeing the Big Picture
utilise these to achieve positive outcomes.
You communicate clearly and with confidence, You understand the wider context of the
Changing and Improving
both verbally and in writing. You are open,
organisation’s work, considering the political,
honest and transparent in your
You create an environment of continuous
social, economic, and technological
communications. You communicate effectively
improvement and change. You see the benefit
environment both currently and in the future.
with internal and external senior stakeholders
of change and promote this within your area of
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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.
Making Effective Decisions
You make defensible, objective and fair high-
impact decisions, considering the impact on
the service user and wider organisation. You
are willing to take ownership of your decisions,
being transparent and open about the reasons
for them. You effectively analyse data to make
evidence-based decisions, whilst being
comfortable taking considered risks based on
the best evidence available. You consult with
others to incorporate views and professional
expertise, ensuring appropriate individuals are
involved in the decision-making process.
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The Recruitment Process
Recruitment Process
SCS Stage 1: Application: CV and
You will also need to complete a CV and
Statement of Suitability
Statement of Suitability. Please note you must
The selection process will be chaired by Martin
complete your CV and Statement of Suitability
Jones, HM Chief Inspector of Probation.
To apply for this post, you will need to
before the closing date. It is important that your
complete the online application process
Support during the selection process
CV and Statement of Suitability give evidence
accessed via the advertisement listed for this
and examples of how you meet the essential
If you feel you would benefit from any support
role.
experience and abilities required for the role:
or adjustments during any stage of the
This should be completed no later than 23:55
selection process, please contact the SCS
● Your CV should set out your career history,
on 15 June 2025. As part of the application
Recruitment Team to discuss your needs, in
including key responsibilities, activities and
process, you will initially be asked to complete:
confidence:
achievements.
1. Responses to the eligibility questions.
● Email: scsrecruitment@justice.gov.uk
● Your Success Profile Statements are a
These questions are asked to check you
series of short written statements
The Disability Support section explains how
are eligible to apply for the role.
demonstrating how you meet the essential
adjustments can be made to the selection
2. A response to whether you would like to
experience and abilities outlined in the
process to accommodate a disability.
request reasonable adjustments. If you
essential criteria section above.
Internal Stakeholder Conversations
feel you require any kind of support and/or
Please find more information about the Civil
would like to discuss this with someone in
You are invited to arrange an informal
Service Success Profiles here.
confidence, please indicate ‘yes’ to
discussion with Martin Jones to learn more
requesting reasonable adjustments. The
What is being assessed?
about the role and the organisation before
Disability Support section shares more
applying. This is not part of the assessed
•
information about requesting reasonable
Essential experience
elements of the selection process.
adjustments.
• Essential abilities
Stages of the process
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Please ensure your Statements do not exceed An Occupational Psychologist will brief you
What is being assessed?
the word count listed as additional text will not
before the assessment, observe the
be assessed.
assessment and debrief you. They will facilitate Behaviours:
a discussion to seek feedback from the staff,
•
After the Application Stage
Leadership
which will be considered alongside their own
•
Once all applications have been assessed, you observations.
Changing and Improving
will be advised whether your application has
What is being assessed?
Strengths
been shortlisted for the next stage of the
selection process. If you are shortlisted, we will The Civil Service Leadership Statement.
You will be informed at interview which
contact you to arrange the next stage of the
strengths you are being assessed against.
This assessment does not affect your
selection process.
progression to the next stage. Rather, it is
Essential experience
Feedback will only be provided if you attend an designed to provide you with greater insight
Abilities
interview or assessment.
into the role and organisation, and to highlight
areas for the panel to explore further at
Other Assessment
After the Panel Interview and Presentation
interview.
Staff Engagement Exercise
Following the interview, the performance of all
Panel Interview and Presentation
candidates will be reviewed, and the
The SEE is an opportunity to engage in a two-
You will be invited to attend an interview and
successful candidate identified. All candidates
way discussion on a set topic area with a
presentation with the selection panel. You will
will be notified of the outcome as soon as
group of staff from the organisation. The topic
be asked to prepare a verbal 5 minute
possible after the conclusion of all interviews. If
area will be shared with you in advance. The
presentation based on a topic that will be
you are not the successful candidate but you
assessment is conducted via a video
provided in advance. The interview and
meet the standard required, you may be invited
conferencing service.
presentation will last for around 45-50 minutes. to have your details retained on a merit list to
be considered for future SCS roles.
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Success Profile Statements Guidance
Success Profile Statements are a series of
● You should ensure that you detail recent
Providing a name-blind CV and Success
short written statements of how you meet the
and relevant examples of the essential
Profile Statements
essential experience and/or ability and/or
experience and abilities required for the role
In both your CV and Success Profile Statements
technical skills outlined in the assessment
and describe the outcome that came from
please remove references to any personal
criteria section and allow you to provide further
this. The STAR approach can be a useful
information that could identify you. For example:
detail on your experience and skills
method of helping to frame your examples,
● name and title
demonstrated in your CV. Prior to writing your
particularly for the Experience Statement:
● educational institution names
Statements ensure you read through the role
• Situation - briefly describe the specific
● age and gender
information thoroughly and identify the
event or situation. This should be a short
● email address
essential criteria for each area. You should
description to set the context.
● postal address and telephone number
ensure you provide evidence for each of the
• Task - briefly explain what you had to
● nationality and immigration status.
essential experience and/or abilities and/or
do. What were you trying to achieve
technical skills which are required for the role.
This will help us to recruit based on your
from the event or situation? What were
You may not be progressed to the next stage
knowledge and skills, and not on your
the success criteria?
background, gender or ethnicity. Recruiting this
of the assessment process if you do not
• Action(s) - here is where you can really
way is called name-blind recruitment.
provide this evidence.
explain how you have acquired the
When structuring your Statements try to:
relevant experience. What did you do?
How did you do it? Why did you do it
● Group evidence of the same experience
that way? What skills did you use?
and/or abilities together by using
•
subheadings and paragraphs. This will help
Results - summarise the results of your
to ensure you are writing about the
actions. What was the outcome? What
experience that is directly relevant for the
did you learn?
role you are applying for.
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We will try and offer as much flexibility as we can, but it may not be possible to offer alternative
Expected Timeline
dates for assessments or interviews. You are therefore asked to note the below timetable,
exercising flexibility through the recruitment and selection process, in order to meet the dates
given. Please note that these dates may be subject to change.
The anticipated timetable is as follows:
Advert Closing Date
15 June 2025
You will be invited to complete a CV and Success Profile Statement
Assessment. You will have until 15 June 2025 to submit your CV and
SCS Stage 1: CV and Statement of Suitability
Success Profile Statement.
Outcome of CV and Statement of Suitability
w/c 23 June 2025
Other Assessment Stages
w/c 30 June 2025
Panel Interview and Presentation
w/c 7 July 2025
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Benefits of working for the Ministry of Justice
Whatever your role, we take your career and
diverse and inclusive workforce is reflected in
development seriously, and want to enable you all of our people policies and strategies, and
to build a really successful career with the
we offer our employees access to:
Ministry of Justice and wider Civil Service. It is
● Diverse talent programs;
crucial that our employees have the right skills
to develop their careers and meet the
● Mentoring schemes;
challenges ahead, and you’ll benefit from
regular performance and development reviews
● Family friendly policies including generous
to ensure this development is ongoing. As a
parental and special leave options;
Ministry of Justice employee, you’ll be entitled
● Flexible working options - including a
to a large range of benefits.
varied working patterns and flexibility to
Equality, Diversity, Inclusion and Wellbeing
choose how and where you work;
●
Our departmental values - purpose, humanity,
Workplace adjustment support;
openness and together - are at the heart of our
● Wellbeing support, including access to our
commitment to create a culture where all our
Employee Assistance Provider;
people are able to thrive and flourish in the
workplace. We want to attract and retain the
● Special leave for active-duty reservists;
best talent from diverse backgrounds and
● Volunteering days.
perspectives. We want everyone to be the best
versions of themselves, to feel supported and
The Ministry of Justice has diversity
have a strong sense of belonging in the
champions, senior civil servants appointed by
workplace. Our commitment to creating a
our Permanent Secretary, who work to drive
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forward and embed equality, diversity and
Generous Annual Leave and Bank Holiday
Season Ticket and Bicycle Loan
inclusion as a core part of both our business
Allowance
Interest-free loans allowing you to spread the
delivery and in how we support our people.
25 days annual leave on entry, increasing on a cost of an annual travel season ticket or a new
The Ministry of Justice’s champions each
sliding scale to 30 days after 5 years’ service.
bicycle.
advocate for a specific strand including Race,
This is in addition to 8 public holidays.
Sick Pay
Disability, Carers, Gender, LGBTQI, Faith and
This will be complemented by one further day
Belief, Age and Social Mobility.
Occupational sick pay.
paid privilege entitlement to mark the King’s
They work closely with our diversity staff
Birthday.
network groups and help to shape and build
Childcare Benefits
our sense of community across the Ministry of
Justice. The Ministry of Justice staff network
The government has introduced the Tax-Free
groups provide care and support for their
Childcare (TFC) scheme. Working parents can
members, offer our policy makers challenge
open an online childcare account and for every
and critical friendship, champion opportunities, £8 they pay in, the government adds £2, up to
help change our culture and celebrate
a maximum of £2000 a year for each child or
everything that makes our people who we are. £4000 for a disabled child. Parents then use
the funds to pay for registered childcare. More
The department also has an employee health
information about the Tax Free Childcare
and wellbeing strategy which details the wide
Scheme can be found on GOV.UK or
range of support available to staff. The strategy Childcare Choices.
focuses on four key wellbeing areas; mental
wellbeing, lifestyle including physical wellbeing, Onsite facilities
financial wellbeing and workplace environment
- culture and physical workspaces.
Opportunity to use onsite facilities including
fitness centres and staff canteens (where
applicable).
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Pensions at the Ministry of Justice
After your salary, your pension is one of your
Great Member Pension
Generous employer contributions
biggest benefits. It provides you with financial
●
●
security and options when you retire, as well
Main Defined Benefit Pension Scheme
Employer contribution towards the main
as benefits for your family and loved ones.
Defined Benefit pension scheme is
● Providing a secure pension payable for life
extremely generous with an average 30.3%
Some of the benefits of a Civil Service
with no investment uncertainty
of your pay
pension include:
● Choice of a tax-free lump sum
● Employer Contribution towards the Defined
● Member contribution rates among the
● Generous build rate of 2.32% of your
Contribution Scheme is between 8% -
lowest in the public sector
earnings as a pension each year.
14.75% depending on age.
● Tax relief on your contributions
● Choice of entering a Defined Contribution
Main Scheme Death benefits
● Generous employer contributions
Scheme, in which you decide the level of
● Able to nominate anyone (including
contributions you wish to make (this can be
charities) for a Tax-free lump sum in the
● A secure, inflation-proof pension for life,
0%) and will be matched by the employer
event of your death
with no investment uncertainty
up to 3% (which is added to the age
defined DC employer contribution).
● Lump Sum of up to two times your pay
● Life assurance cover
What pension could you get?
● Main Scheme provides a Pension for your
● Benefits for loved ones and dependants
●
spouse/partner of around 37.5% of your
For example if you earned £80,000 per
● Options to increase your pension
year and remained in the Defined Benefit
pension as well as pension for eligible
●
children
Keeping all your pensions in one place by
Scheme
transferring in a pension you have built up
● After 10 years you could have a pension of Visit www.civilservicepensionscheme.org.uk
elsewhere
£18,560 per year which represents a
for more details.
● Support from our trusted charity partners
Lifetime Allowance of circa 35%
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Disability Support
What reasonable adjustments can be made There are a range of disabilities such as
Examples of some types of adjustments
if I have a disability?
physical, neurological, intellectual or learning
include:
difficulties and mental health conditions which
We welcome and encourage applications from may underpin candidates’ requests for
● Extra time to complete assessments;
all candidates and are committed to supporting reasonable adjustments. We understand that ● Providing a break within an assessment;
all candidates to take part in the recruitment
the support requested will be unique to every
process. This includes supporting individuals
●
candidate and we will work with you to help
Providing interview questions in a written
who have a disability by making reasonable
you to identify your individual requirements.
format at the interview as well as orally;
adjustments to the recruitment process. We
●
are also able to provide support to candidates
We make reasonable adjustments so that all
An interview at a certain time of day;
who require adjustments to the assessment
candidates are given a fair opportunity to
● Coloured overlays or different fonts for
process due to more temporary difficulties (e.g. undertake the recruitment process. Therefore,
assessment materials.
linked to a recent injury).
disclosing information regarding your disability
or access requirements will have no impact on This is not intended to be an exhaustive list but
We will ask you within your application form if
the outcome of your application, regardless of
rather some examples.
you would like to request reasonable
your request or the role you have applied to.
adjustments. If you feel you require any kind of
Whilst we aim to confirm all adjustments
support and/or would like to discuss this with
How we can support you
requested, there may be occasions where this
someone, please indicate ‘yes’ to requesting
isn’t possible. For example, if a candidate were
There are many types of reasonable
reasonable adjustments and ensure that you
to request that they are not assessed on a
adjustments that can be made during
respond to the Reasonable Adjustments
specific behaviour outlined in the job advert
assessment processes, and the type or
Scheme team by email.
this would not be possible because the
combination you choose to request will depend behaviour has been identified as important for
on your individual requirements.
21
the job role and all candidates are assessed
Do you offer a Disability Confident Scheme
against this criterion. If an adjustment cannot
for Disabled Persons?
be provided, the reasons for this will be
As a Disability Confident employer, the MoJ
explained to you during your contact with the
are able to offer an interview to disabled
reasonable adjustment scheme team.
candidates who meet the minimum selection
Help with your application
criteria, except in a limited number of
campaigns. This could be in terms of the
During the application process, we will ask you advertised essential skills and/or application
if you require reasonable adjustments. You will form sift criteria. Within the application form,
need to contact us by email to discuss this with you will be asked if you would like to be
a member of the team. It is important you tell
considered for an interview under this scheme,
us as early as possible if you would like to
so please make us aware of this when
request reasonable adjustments so that the
prompted.
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 have any questions in advance of
making your application regarding reasonable
adjustments for the assessment process,
please contact the SCS recruitment team at
scsrecruitment@justice.gov.uk.
22
FAQs
Can I apply if I am not currently a
Where will the role be based?
● Nationals from the EU, EEA or Switzerland
civil servant?
with (or eligible for) status under the
If successful you will be based in the nearest
European Union Settlement Scheme
Yes. This role is open to suitably qualified
MoJ office to your home.
(EUSS)
people in the external market and to existing
Relocation costs will not be reimbursed.
civil servants and those in accredited Non-
● Relevant EU, EEA, Swiss or Turkish
Departmental Bodies.
Can I claim back any expenses incurred
nationals working in the Civil Service
during the recruitment process?
Is this role suitable for part-time working?
● Relevant EU, EEA, Swiss or Turkish
No. Unfortunately we will not be able to
nationals who have built up the right to work
This role is available for full-time or flexible
reimburse you, except in exceptional
in the Civil Service
working arrangements. If you wish to discuss
circumstances and only when agreed in
your needs in more detail please get in touch
● Certain family members of the relevant EU,
advance.
with the named point of contact in this pack.
EEA, Swiss or Turkish nationals
What are the nationality requirements for
Will the role involve travel?
For further information on whether you are
this role?
eligible to apply, please visit Gov.UK.
Some travel may be required for this role.
This job is broadly open to the following
Please note that the Inspectorate covers the
Reserved for UK Nationals
groups:
whole of England & Wales
Certain posts, notably those concerned with
● UK nationals
security and intelligence, might be reserved for
● Nationals of the Republic of Ireland
British citizens, but this will not normally
prevent access to a wide range of
● Nationals of Commonwealth countries
23
developmental opportunities within the Civil
We recruit by merit on the basis of fair and
questions to be raised about their approach to
Service.
open competition, as outlined in the Civil
the business of the Department.
Service Commission’s recruitment principles.
This is not a reserved post.
If you believe that you may have a conflict of
Should you feel that the recruitment process
interest please contact SCS Recruitment on
Is security clearance required?
has breached the recruitment principles and
scsrecruitment@justice.gov.uk before
you wish to make a complaint, you should
Yes. If successful you must hold, or be willing
submitting your application.
contact scsrecruitment@justice.gov.uk in the
to obtain, security clearance to SC level. More
first instance.
information about the vetting process can be
found here.
If you are not satisfied with the response you
receive from the Department you are able to
Will this role be overseen by the Civil
raise a formal complaint in the following order.
Service Commission?
1. To Shared Service-Connected Ltd
No. However, the recruitment process will still
(0845 241 5358 (Monday to Friday
be governed by the Civil Service Commission’s
08.00 - 18.00) or e-mail Moj-
Recruitment Principles.
recruitment-vetting-
More detailed information can be found on the
enquiries@gov.sscl.com)
Civil Service Commission website.
2. To Ministry of Justice Resourcing
What do I do if I want to make a complaint?
(resourcing-services@justice.gov.uk)
The law requires that selection for appointment
3. To the Civil Service Commission
to the Civil Service is on merit on the basis of
(https://civilservicecommission.independ
fair and open competition as outlined in the
ent.gov.uk/contact-us/)
Civil Service Commission’s Recruitment
What should I do if I think that I have a
Principles.
conflict of interest?
The Civil Service Code sets out the standards
Candidates must note the requirement to
of behaviour expected of Civil Servants.
declare any interests that might cause
24
Data Sharing
We will ensure that we will treat all experiences and feelings about working in the
the Civil Service, so that appropriate action
Civil Service can inform decision taken to
can be taken to level this experience;
personal information in accordance improve these experiences, and ultimately
with data protection legislation,
2. Processing is of a specific category of
organisation performance.
personal data and it is necessary for the
including the General Data
Sensitive personal data is personal data
purposes of identifying or keeping under
Protection Regulation and Data
revealing racial or ethnic origin, political
review the existence or absence of equality
opinions, religious or philosophical beliefs, or
of opportunity or treatment between groups
Protection Act 2018.
trade union membership, and the processing of
of people with a view to enabling such
genetic data, biometric data for the purpose of
equality to be promoted or maintained.
Data Sharing
uniquely identifying a natural person, data
3. Please note if you are successful in your
To process your application your personal data concerning health or data concerning a natural
application your sensitive personal data will
will be shared with the Ministry of Justice SCS
person's sex life or sexual orientation.
be used as part of the on-boarding process
Recruitment Team, campaign Panel Members
The legal basis for processing your
to build your employee record.
and anyone else necessary as part of the
sensitive personal data is:
recruitment process.
For further information please see the GDPR
1. Processing is necessary for reasons of
Privacy Notice.
The legal basis for processing your
substantial public interest for the exercise
personal data is:
of a function of the Crown, a Minister of the
Processing is necessary for the performance of
Crown, or a government department: it is
a task carried out in the public interest.
important to know if groups of staff with
Personal data are processed in the public
specific demographic characteristics have a
interest because understanding civil servant
better or worse experience of working for
25
Diversity & Inclusion
The Civil Service is committed to attract, retain
and invest in talent where it is found. To learn
more, please see the Civil Service People Plan
and the Civil Service D&I Strategy
26
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.
27