Candidate Information Pack
Chief Operating Officer
HM Inspectorate of Probation
SCS Pay Band 1
Closing Date: 23:55 on 15th June 2025
Introduction 3
Welcome to HM Inspectorate of Probabtion 3
About the HM Inspectorate of Probabtion 4
About the role 5
Key Responsibilities 6
Person Specification 7
Civil Service Success Profiles 9
The Recruitment Process 12
Application and CV & Success Profile Statement Assessment 123
Assessments 14
Panel interview 15
After the panel interview 16
Success Profile Statements Guidance 16
Expected Timeline 17
Benefits of working the Ministry of Justice 19
Pensions at the Ministry of Justice 21
Disability Support 23
FAQs 25
Data Sharing 27
Diversity & Inclusion 28
Civil Service Code 29
Contact Us 30
Thank you for your interest in this role in His Majesty’s Inspectorate of Probation.
I welcome applicants from the widest possible field, and above all I am seeking a senior leader who is inspiring, can drive improvement and who is competent in running an increasingly high-profile organisation.
Although we are a relatively small organisation, this is a demanding but ultimately rewarding role and presents a rare opportunity for the right candidate to 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 Inspectorate’s purpose and the nature of the Chief Operating Officer role.
If you believe you have the experience and qualities we are seeking, I do hope you will consider applying for this important position.
Best wishes,
Martin Jones CBE
HM Chief Inspector of Probation
HM Inspectorate of Probation is the independent inspector of probation and youth justice services in England and Wales.
We set the standards that shine a light on the quality and impact of these services. Our inspections, reviews, research and effective practice products provide authoritative and evidence-based judgements and guidance. We use our voice to drive system change, with a focus on inclusion and diversity. Our scrutiny leads to improved outcomes for individuals and communities.
Our statement of purpose is to report on the effectiveness of work with adults and children and young people who have offended. Our Chief Inspector, Martin Jones, is appointed by the Crown to do this. We are funded by the Ministry of Justice but we are independent and report directly to the Secretary of State for Justice.
We deliver our work through independent inspections, recommendations, research and effective practice guidance.
As well as inspections of individual/regional services, we publish regular thematic reports on key issues in the criminal justice system, conduct Serious Further Offence (SFO) reviews and produce annual reports each year.
Our independent research contributes greatly to our work and provides evidence on which we base our standards for inspections. We also commission leading academics to provide their views on a range of related topics.
Our vision
High-quality probation and youth justice services that change people’s lives for the better.
Our values
Influential: We care about making a positive impact on the organisations we inspect and the individuals they work with.
Independent: We ensure that the judgements we make are supported by evidence, are fair and impartial.
Professional: We work in a respectful, transparent, professional way, listening to and sharing learning internally and externally.
Inclusive: We work as ‘One HM Inspectorate of Probation’, valuing and respecting each other’s viewpoints and skills, so that everyone feels a part of what we do.
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.gov.uk/
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Chief Operating Officer, HM Inspectorate of Probation
National
The MoJ is working to open more Justice Collaboration Centres and Justice Satellite Offices over time. Click here to learn more about where our currently open Justice Collaboration Centres and Justice Satellite Offices are, to identify where you may be based
Please note the requirements for travel and level of flexibility available as set out in the FAQs section.
The salary for this role is set within the MoJ SCS PB1 range (£76,000 - £117,800)
External candidates should expect their salary upon appointment to be £76,000 per annum, though a higher starting salary could be considered for an exceptional candidate.
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.
The Chief Operating Officer is accountable for the delivery of a wide range of programmes of inspection and rating of providers, across the probation and youth justice sectors, ensuring that inspection ratings and reports are based on consistent, defensible judgements. They will also have a significant internal focus providing day to day leadership to the organisation.
The role requires leadership, relationship building and an ability to instil and deliver change programmes in a constantly shifting environment, for example the modernisation of the Inspectorate’s infrastructure and programmes.
The purpose of the role is to oversee all day-to-day operations of the Inspectorate, while offering a 1-3-year oversight into planning and delivery. They will hold heads of functions and individuals to account for the continuing development and introduction of improved ways of working, including new inspection methodology, standards and policies for inspection staff, inspection IT and digital systems, quality management systems, training and talent management. They will also drive improvements in the quality of reports and the efficiency of inspection and operational support.
Key to this is that the inspectorate is seen to be, and is, independent and not afraid to report on disappointing or inadequate performance and also highlight effective practice where it emerges. HM Inspectorate of Probation provides the primary qualitative measure of these services for ministers and the general public, with yearly consolidated reports as well as individual inspection reports.
They are directly responsible for managing a number of senior managers including Heads of Inspection Programmes, Research, Operations Management and Standards and Methodology.
Responsible to the Chief Inspector for the day to day running of the organisation and ensuring that the inspectorate continues to deliver in a way that ensures its integrity and independence to provide trusted scrutiny across probation and youth justice sectors.
Ensure that the inspectorate have sufficient resources to deliver its inspection programmes over a reasonable timeframe and that changes to the probation landscape are reflected in our inspection approaches.
Hold the leadership team to account for delivery of their agreed programmes of work against the organisational priorities and KPI’s.
Provide support to all HM Inspectorate of Probation teams to maximise delivery against their key responsibilities and accountabilities.
Sponsor projects designed to improve how we deliver our objectives, including leadership of digital change programmes
Chair the probation ratings panel and Inspection of Youth Justice Service ratings panels and undertake assurance activity for the Approved Premises validation panels. Hold Heads of Programme to account for submissions to the ratings panel, in particular ensuring there is consistent application of both the standards and ratings being proposed.
Ensure staff across the organisation are trained, supported and held to account through appropriate performance management and development processes.
Ensure an effective quality management system is in place including quality assuring our published core inspection reports.
Chair regular team meetings with the leadership team focused on delivering the objectives of the Inspectorate.
Deputise for the Chief Inspector with external stakeholders, stand in at the most senior level with Ministers, stakeholders and the public as needed.
Work with key groups within the organisation such as the People and Culture Group, and the Equalities, Diversity and Inclusion Group to ensure collaborative working and to address immediate concerns. Chair the probation and youth justice Programme Boards and together with the Chief Inspector chair the majority of probation and approved premises ratings panels.
Is the Senior Information Responsible Owner for the organisation - senior decision maker supported by the manager, information management
Programme sponsor for new ways of working including inspection standards and methodology, and the development of policy which maximises HM Inspectorate of Probation’s impact on the quality of probation and youth justice services.
Drive improvements in the quality of reports, the supply and use of management information and the efficiency of both the inspection process and the underpinning logistics.
Contribute to maximising the impact of inspection through communication of inspection findings and good practice, policy positioning and follow-up activity.
Develop and maintain positive and productive relationships with stakeholders and act as an ambassador for the organisation. Ensure effective intelligence gathering and information sharing with relevant stakeholders.
Manage the relationship with the Arm’s Length Bodies Centre of Excellence
Own the HM Inspectorate of Probation governance processes including the organisation structure and design
Line management of leadership team direct reports.
Lead and develop capability in the directorate encouraging a culture that values openness, honesty, support and challenge. Translate strategy into practice, providing clear communication and ensuring staff are clear on expectations, roles and responsibilities.
Lead execution of the strategic risk management process including risks that could impact on the reputation of the inspectorate. The Chief Operating Officer is accountable for managing those risks: ensuring good quality assurance systems are in place and chairing programme boards for both probation and youth inspection programmes to ensure that the programmes we implement are fair, and are evaluated and continuously developed to ensure that our rating decisions are evidence-based, comparable, valid and reliable.
Responsible for handling any internal crisis management. For example, leading on the Inspectorate’s response to the Covid Additional Responsibilities
It is important through the recruitment process that you give evidence and examples of proven experience of each of the selection criteria detailed. You will be informed which criteria are being assessed at which stage later in this pack.
The successful candidate will be able to demonstrate:
Essential Experience:
Leadership and People Management: You are experienced in leading teams of 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.
Desirable Experience:
Inspection/Regulatory Environment: Experience of operational effectiveness in an inspection or regulatory environment is desirable, as is knowledge of government delivery models
Essential Abilities:
Finance and Efficiency: You are able to make effective decisions that consider the impact across all aspects of the organisation. You have sound financial acumen and can apply financial management principles when making decisions. You evaluate options, balancing the impact on factors such as people, processes, finance and strategy.
Analytical Skills: You are able to analyse and evaluate complex information and data, translating this into evidence-based proposals and a strategy that supports the long term direction. You are able to recognise patterns, trends, risks and opportunities in relation to the wider/strategic picture.
Verbal and Written Communication Skills: You are able to communicate clearly and with confidence, both verbally and in written format. You communicate with impact, understanding how to tailor your communication to a wide range of audiences.
You will also be assessed against the following Behaviours during the Recruitment Process:
Communicating and Influencing
Leadership
Seeing the Big Picture
Working Together
Changing and Improving
Making Effective Decisions
Read more in the Civil Service Success Profiles Section.
We are looking to understand what motivates and energises you. We want to see what your natural strengths are and what interests you.
All leaders within the Civil Service are expected to demonstrate the qualities within the Civil Service Leadership Statement during their Staff Engagement Exercise.
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 and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. More information about Success Profiles to support your application can be found here: https://www.gov.uk/government/publications/success-profiles.
Where Behaviours are assessed these will draw on the MoJ’s SCS Pay Band 1 Behaviours which are set out below:
Communicating and Influencing
You communicate clearly and with confidence, both verbally and in writing. You are open, honest and transparent in your communications. You communicate effectively with internal and external senior stakeholders to present information in a convincing and influential manner. You tailor your communication methods and content to the audience, simplifying strategic messages.
Leadership
You visibly demonstrate the organisation’s values in all your activity, leading authentically. You seek to engage staff in the aims of the organisation and communicate the organisation’s strategy in an inspiring way. You create an inclusive and fair culture which creates a sense of belonging by treating staff as individuals and actively valuing diversity within the organisation. You empower teams and individuals to excel by creating a shared vision and objectives and demonstrate trust in staff by giving autonomy.
Seeing the Big Picture
You understand the wider context of the organisation’s work, considering the political, social, economic, and technological environment both currently and in the future. You create and implement strategies to achieve the organisation’s aims and meet the needs of the public. You promote the organisation externally, advocating positive outcomes for the sector you operate within. You motivate staff by ensuring they understand how their work fits into the big picture.
Working Together
You work collaboratively to achieve outcomes both within your area of responsibility and across the organisation. You create a supportive working environment where all opinions are considered, and individuals are valued for their expertise and unique contribution.
You proactively maintain relationships with peers and external senior stakeholders and utilise these to achieve positive outcomes.
Changing and Improving
You create an environment of continuous improvement and change. You see the benefit of change and promote this within your area of responsibility. You identify business needs, both current and future, and use this to identify opportunities for change, utilising innovative solutions that benefit the end user. You are able to embed change, managing risks. You evaluate the impact of change against the expected outcomes for service users and the public..
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.
The selection process will be chaired by Martin Jones, HM Chief Inspector of Probation The other panel members TBC
If you feel you would benefit from any support or adjustments during any stage of the selection process, please contact the SCS Recruitment Team to discuss your needs, in confidence:
Email: scsrecruitment@justice.gov.uk
The Disability Support section explains how adjustments can be made to the selection process to accommodate a disability.
Internal Stakeholder Conversations
You are invited to arrange an informal discussion with Martin Jones to learn more about the role and the organisation before applying for the position. This is not part of the selection process.
Stages of the process
Application and CV & Success Profile Statement Assessment
To apply for this post, you will need to complete the online application process accessed via the advertisement listed for this role.
This should be completed no later than 23:55 on 15TH June 2025. As part of the application process, you will initially be asked to complete:
Responses to the eligibility questions. These questions are asked to check you are eligible to apply for the role.
A response to whether 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 in confidence, please indicate 'yes' to requesting reasonable adjustments. The Disability Support section shares more information about requesting reasonable adjustments.
You will also need to complete a CV and Success Profile Statement Assessment. Please note you must complete your CV and Success Profile Statement before the closing date. It is important that your CV and Success Profile Statements give evidence and examples of how you meet the essential experience and/or ability and/or technical skills required for the role:
Your CV should set out your career history, including key responsibilities, activities and achievements.
Your Success Profile Statements are a series of short written statements demonstrating how you meet the essential experience and/or ability and/or technical skills outlined in the essential criteria section above.
Please find more information about the Civil Service Success Profiles here
What is being assessed?
Essential experience
Essential abilities
Please ensure your Statements do not exceed the word count listed as additional text will not be assessed.
Once all applications have been assessed, 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.
Assessments
Staff Engagement Exercise
The 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. The assessment is conducted via a video conferencing service.
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?
The Civil Service Leadership Statement.
This assessment does not affect your progression to the next stage. Rather, it is designed to provide you with greater insight into the role and organisation, and to highlight areas for the panel to explore further at interview.
What is being assessed?
Behaviours:
Leadership
Changing and Improving
Strengths
You will be informed at interview which strengths you are being assessed against.
Essential experience
Abilities
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.
Success Profile Statements are a series of short written statements of how you meet the essential experience and ability skills outlined in the assessment criteria section and allow you to provide further detail on your experience and skills demonstrated in your CV.
Prior to writing your Statements 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 and abilities skills which are required for the role. 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 and abilities skills 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 and abilities skills required for the role and describe the outcome that came from this. The STAR approach can be a useful method of helping to frame your examples, particularly for the Experience Statement:
Situation - briefly describe the specific event or situation. This should be a short description to set the context.
Task - briefly explain what you had to do. What were you trying to achieve from the event or situation? What were the success criteria?
Action(s) - here is where you can really explain how you have acquired the relevant experience. What did you do? How did you do it? Why did you do it that way? What skills did you use?
Results - summarise the results of your actions. What was the outcome? What did you learn
Providing a name-blind CV and Success Profile Statements
In both your CV and Success Profile Statements please remove references to any personal information that could identify you. For example:
name and title
educational institution names
age and gender
email address
postal address and telephone number
nationality and immigration status.
This will help us to recruit based on your knowledge and skills, and not on your background, gender or ethnicity. Recruiting this way is called name-blind recruitment.
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 15th June 2025
SCS Stage 1: CV and Statement of Suitability
You will be invited to complete a CV and Statement of Suitability. You will have until 23:55 on June 2025 to submit your CV and Success Profile Statement.
Outcome of CV and Statement of Suitability
W/C 23rd June 2025
Other Assessment Stages
W/C 30th June 2025
Panel Interview and Presentation
W/C 7th July 2025
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, and we offer our employees access to:
Diverse talent programs;
Mentoring schemes;
Family friendly policies including generous parental and special leave options;
Flexible working options - including a varied working patterns and flexibility to choose how and where you work.
Workplace adjustment support;
Wellbeing support, including access to our Employee Assistance Provider;
Special leave for active duty reservists;
Volunteering days.
The Ministry of Justice has diversity champions, senior civil servants appointed by our Permanent Secretary, who work to drive forward and embed equality, diversity and inclusion as a core part of both our business delivery and in how we support our people.
The Ministry of Justice’s champions each advocate for a specific strand including Race, Disability, Carers, Gender, LGBTQI, Faith and Belief, Age and Social Mobility.
They work closely with our diversity staff network groups and help to shape and build our sense of community across the Ministry of Justice. The Ministry of Justice staff network groups provide care and support for their members, offer our policy makers challenge and critical friendship, champion opportunities, help change our culture and celebrate everything that makes our people who we are.
The department also has an employee health and wellbeing strategy which details the wide range of support available to staff. The strategy focuses on four key wellbeing areas; mental wellbeing, lifestyle including physical wellbeing, financial wellbeing and workplace environment - culture and physical workspaces.
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.
Childcare Benefits
The government has introduced the Tax-Free Childcare (TFC) scheme. Working parents can open an online childcare account and for every £8 they pay in, the government adds £2, up to a maximum of £2000 a year for each child or £4000 for a disabled child. Parents then use the funds to pay for registered childcare. More information about the Tax Free Childcare Scheme can be found on GOV.UK or Childcare Choices.
Onsite facilities
Opportunity to use onsite facilities including fitness centres and staff canteens (where applicable).
Season Ticket and Bicycle Loan
Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.
Sick Pay
Occupational sick pay.
After your salary, your pension is one of your biggest benefits. It provides you with financial security and options when you retire, as well as benefits for your family and loved ones.
Some of the benefits of a Civil Service pension include:
Member contribution rates among the lowest in the public sector
Tax relief on your contributions
Generous employer contributions
A secure, inflation-proof pension for life, with no investment uncertainty
Life assurance cover
Benefits for loved ones and dependants
Options to increase your pension
Keeping all your pensions in one place by transferring in a pension you have built up elsewhere
Support from our trusted charity partners
Great Member Pension
Main Defined Benefit Pension Scheme
Providing a secure pension payable for life with no investment uncertainty
Choice of a tax-free lump sum
Generous build rate of 2.32% of your earnings as a pension each year.
Choice of entering a Defined Contribution Scheme, in which you decide the level of contributions you wish to make (this can be 0%) and will be matched by the employer up to 3% (which is added to the age defined DC employer contribution).
What pension could you get?
For example, if you earned £80,000 per year and remained in the Defined Benefit Scheme
After 10 years you could have a pension of £18,560 per year which represents a Lifetime Allowance of circa 35%
Generous employer contributions
Employer contribution towards the main Defined Benefit pension scheme is extremely generous with an average 30.3% of your pay
Employer Contribution towards the Defined Contribution Scheme is between 8% - 14.75% depending on age.
Main Scheme Death benefits
Able to nominate anyone (including charities) for a Tax-free lump sum in the event of your death
Lump Sum of up to two times your pay
Main Scheme provides a Pension for your spouse/partner of around 37.5% of your pension as well as pension for eligible children
Visit www.civilservicepensionscheme.org.uk for more details
What reasonable adjustments can be made if I have a disability?
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 and ensure that you respond to the Reasonable Adjustments Scheme team by email.
There are a range of disabilities such as physical, neurological, intellectual or learning difficulties and mental health conditions which may underpin candidates’ requests for 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 of day;
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. You will need to contact us by email to discuss this with a member of the team. 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 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.
Do you offer a Disability Confident Scheme for Disabled Persons?
As a Disability Confident employer, the MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns. This could be in terms of the advertised essential skills and/or application form sift criteria. Within the application form, you will be asked if you would like to be considered for an interview under this scheme, so please make us aware of this when prompted.
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 or flexible working arrangements. If you wish to discuss your needs in more detail please get in touch with the named point of contact in this pack.
Some travel may be required for this role. Please note that the Inspectorate covers the whole of England & Wales
If successful you will be based in the nearest MoJ office to your home.
Relocation costs will not be reimbursed.
Reserved for UK Nationals
Certain posts, notably those concerned with security and intelligence, might be reserved for British citizens, but this will not normally prevent access to a wide range of developmental opportunities within the Civil Service.
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.
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.
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/)
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.
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.
Data Sharing
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.
The legal basis for processing your personal data is:
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.
The legal basis for processing your sensitive personal data is:
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 where it is found. To learn more, please see the Civil Service People Plan and the Civil Service D&I Strategy
Should candidates like to discuss the role in more detail before submitting an application, please contact SCS Recruitment on scsrecruitment@justice.gov.uk.