Deputy Director, People Analytics
Ministry of Justice
SCS Pay Band 1
Closing Date: 23:55 Sunday 22nd 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 Ministry of Justice
of protecting and advancing the principles
As the most senior analyst in the Chief
Opportunity to embed a culture
of justice in the UK.
Operating Officer Group, you will lead a
of data-driven performance and
multi-disciplinary team to deliver high-
Business Architecture and Transformation
continues improvement
quality insights that inform decision-making
(BAT) Directorate ensures the Ministry of
across the Ministry of Justice. You’ll also
Justice has an effective operating model,
support the Chief Analyst in shaping
including the right people, structure, tools,
strategic analytics and ensuring excellence
and capabilities. BAT also sets a future
in information governance. Your leadership
organisational strategy that is ambitious,
will be key to embedding a culture of data-
effective, and efficient, supporting the
driven performance and continuous
department in implementing this strategy.
improvement across the Group.
Illustrative of all these capabilities is the
ongoing work on the MoJ blueprint - led by
We are supportive and collaborative in how
BAT and focusing on our future workforce
we work with each other across the
and operating model across MoJ
Department and all our agencies, and all
Headquarters (HQ). BAT focuses on
our staff are continually building expertise
improving HQ effectiveness, supporting the
which will be critical to all areas of MoJ’s
Chief Operating Officer in running a high-
work. We particularly encourage applicants
The justice system is an essential public
performing, people-focused, data-driven,
from diverse backgrounds.
service, relied upon by millions of victims,
and efficient COO Group, and advising the
families, and businesses across our
MoJ Executive Committee on strategic
We look forward to hearing from you.
country. At the Ministry of Justice (MoJ), we
shifts to enhance the workplace.
are privileged to be part of a team of nearly
Matt Shelley Director, Business
90,000 people, all working towards the goal
Architecture and Transformation
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About the Ministry of Justice
The Ministry of Justice is a
The Ministry of Justice (MoJ) works to
victims and defendants through a
protect and advance the principles of
modern and efficient criminal courts
major government department at
justice. Our vision is to deliver a world-class
system.
the heart of the justice system.
justice system that works for everyone in
• A beacon for justice and the rule of law:
We deliver some of the most
society.
to uphold the rule of law at home and
fundamental public services
The justice system plays a crucial role in
abroad; promote our world-leading legal
our success as a nation - keeping people
services, which contribute to economic
including courts, tribunals,
safe, emphasising fairness, guaranteeing
growth; and deliver accessible and
prisons, legal services, youth
individual rights and giving businesses
timely civil, family and administrative
confidence to flourish.
justice.
justice, probation services, and
attendance centres.
The delivery of our three strategic
For more information on who we are and
outcomes are central to doing this:
what we do, please visit:
https://www.gov.uk/government/organisatio
• Punishment that cuts crime: to rebuild
ns/ministry-of-justice.
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
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About the role
Job Title
Salary
The Role
Deputy Director, People Analytics
The salary for this role is set within the MoJ
The
Business
Architecture
and
SCS PB1 range (£81,000 - £117,800)
Location
Transformation (BAT) Directorate helps
External candidates should expect their
make sure the Ministry of Justice has an
National
salary upon appointment to be £81,000 per
operating model (the right people, the right
The MoJ is working to open more Justice
annum.
structure, the tools, and the capability) that
Collaboration Centres and Justice Satellite
is fit for purpose and effective over the short
Offices over time. Click here to learn more
Existing Civil Servants will be appointed in
and medium-term; but equally important,
about where our currently open Justice
line with the Civil Service pay rules in place
sets a future organisation strategy that is
Collaboration Centres and Justice Satellite
on the date of their appointment.
Offices are, to identify where you may be
ambitious, effective, and efficient and
Contract Type
based.
supports the department to implement that
Successful candidate is expected to be
This role is being offered on a permanent
strategy.
present in one of the MoJ HQ buildings,
basis.
though not necessarily on weekly basis.
Whether focusing on the immediate
This role has a minimum assignment
challenge to improve the effectiveness of
Please note the requirements for travel and
duration of 3 years - in line with the
HQ, supporting the Chief Operating Officer
level of flexibility available as set out in the
deliverables identified. Please note this is
(COO) to run a high-performing, people-
FAQs section.
an expectation only, it is not something
which is written into your terms and
focused, data-driven, and efficient COO
conditions or indeed which the employing
Group, or challenging the MoJ Executive
organisation or you are bound by.
Committee on the strategic shifts they might
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make to create an even better place to work,
information assurance and governance
▪ Build analytical capability working
BAT strives to be the best Directorate to
standards are upheld.
alongside the Directors of Analysis and
work in MoJ. We value collaboration,
Data and their deputy directors, keeping
inclusion, authenticity, high professional
abreast of developments in their own
standards, a passion for curiosity and a
Key Responsibilities
and other professions. They ensure that
healthy appetite to deliver.
▪ Lead and inspire a large multi-
resources required to meet their
disciplinary team to provide data,
objectives and priorities are in place and
The Deputy Director, People Analytics and
analysis and insight that actively
the necessary mix of deep professional
Information plays a pivotal leadership role
contribute to the delivery of the
expertise, skills and knowledge are
in ensuring the delivery of high-quality
department’s strategic objectives,
available and deployed in the most
analytical insights across the Ministry of
ensuring the team is engaged,
efficient manner. This includes driving
Justice. You will lead a multi-disciplinary
innovating and performing strongly, with
automation and innovation (including AI)
team of analytical, information and digital
an emphasis on building a collaborative
in the use of people data and analysis.
professionals, ensuring they provide
and inclusive culture.
outstanding insights services by applying
▪ Take responsibility and accountability
advanced analytical techniques and
▪ Alongside the BAT leadership team,
for the accuracy of all evidence, data
creating tools and apps to support
take collective ownership of leading the
and analysis produced, setting and
evidence-based decision-making across all
directorate and playing an active part in
embedding a culture of quality
parts of Chief Operating Officer Group.
the senior team to develop a strong,
assurance, where all are aware of the
diverse, and inclusive community.
relevant codes of practice, standards,
As the most senior analyst within Chief
frameworks and their use as set out in
▪
Operating Officer Group this role advises
Alongside the rest of the department's
the appropriate government colour
and supports the department’s Chief
SCS analytical leadership team, take
books.
Analyst on strategic leadership of all
collective ownership of leading the
▪ Develop new data sources while fully
analytics across the business group and
analytical community and play an active
exploiting those currently available,
ensuring analytical standards and
part in developing a high-performing,
diverse and inclusive community.
helping to build a deeper and more
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informed understanding of workforce
making, building trust and credibility as
that MoJ remains compliant with the UK
issues drawing upon emerging research
an equal partner in strategic change
GDPR, DPA and PRA by ensuring
from across the industry to build a plan
conversations.
tailored and contextualised support is
for future change and development.
provided to anyone using MoJ HR data.
▪ Provide critical input to policy
▪ Building collaborative partnerships and
development and delivery by applying
▪ Work with the Director of Analysis to
strong links with senior stakeholders
robust evidence, delivering impactful
provide leadership and professional
within MoJ to ensure that the work of
insight.
oversight, while enhancing and
the team is aligned with both short and
continuously developing the capabilities
longer-term people policy, operational
▪ This role supports the Director
and skills of both the analytical function
and data priorities.
Corporate Services Transformation and
and profession to support the objectives
SRO MoJ Synergy in her role as HR
of the Ministry of Justice.
▪ Work effectively at executive and board
Senior Information Risk Owner by
levels across the Department, providing
carrying out governance and assurance
insightful analysis, influencing decision-
activities. Additionally, this role ensures
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Person Specification
It is important through the recruitment
Essential Experience:
behavioural insights to influence and inform
process that you give evidence and
▪
decision making.
A proven track record of leading teams to
examples of proven experience of each of
deliver and communicate data and insight
the essential and desirable criteria.
▪ Excellent stakeholder relationship
to inform and support decision making in a
management skills at a senior level,
Later on in the pack you will be told what is
complex policy and/or operational context.
including experience of navigating
being assessed at which stage of the
conflicting views and priorities and
process.
▪ A high level of confidence and resilience,
influencing others.
with an ability to work autonomously and to
manage ambiguity and challenge.
▪ Strategically operates at a level that
▪
demonstrates impact and embeds
Experience of supporting, motivating, and
approaches and policies across the
developing a diverse team of people to
directorate/division level within the
continually improve how they deliver a high-
department.
quality service, with a strong track record of
building capability and developing people.
Abilities:
▪ Strong analytical skills with evidence of
▪ Ability to work with other members of the
having produced influential and impactful
Business Architecture and Transformation
analyses and insight, with a working
senior leadership team to set direction and
knowledge of new techniques and
lead the directorate together.
approaches, including data science and
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▪ Strong delivery and problem-solving skills,
Technical:
with the ability to grip issues while
Read more in the Civil Service Success
exercising sound judgement.
▪ You will need to be an analytical
Profiles Section.
▪
professional of the requisite experience and
Ability to build consensus across a large
need to hold (or be capable of holding) a
and diverse group of stakeholders,
technical specialism in one of the analytical
ensuring stakeholder interests are identified
professions (GES, GORS, GSR, GSS).
and addressed.
▪
If you do not meet the technical requirements
An ability to encourage measured risk
for this role, please do not submit an
taking and innovation to deliver better
application as we will not be able to progress
approaches and services across the unit
you to the next stage of the recruitment
and wider analytical community. Support
process.
teams to be able implement changes that
transform our data reporting products and
make best use of the department's
MoJ SCS Pay Band 1 Behaviours:
analytical infrastructure.
You will also be assessed against the following
▪ Proven ability to interpret the bigger picture, Behaviours during the Recruitment Process:
persuade, influence, and secure the
• Communicating and Influencing
confidence of others building collaborative
• Leadership
working relationships with a range of senior
• Seeing the Bigger Picture
stakeholders to deliver shared goals.
• Working Together
• Changing and Improving
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The Recruitment Process
Recruitment Process
This should be completed no later than 23:55
4. Your CV should set out your career history,
on Sunday 22nd June 2025. As part of the
including key responsibilities, activities and
The selection process will be chaired by Matt
application process, you will be asked to
achievements.
Shelley, Director, Business Architecture and
complete:
Transformation. The other panel members will
5. Your Statement of Suitability should
be confirmed in due course.
1. Responses to the eligibility questions to
demonstrate how you meet the essential
check you are eligible to apply for the role.
experience, ability and technical skills
Support during the selection process
outlined in the essential criteria section
2. A response to whether you would like to
above.
If you need any support or have any questions
request reasonable adjustments during
during any stage of the selection process,
the selection process. The Disability
Find out more information about our
please contact the SCS Recruitment Team
Support section explains how adjustments
application process here.
scsrecruitment@justice.gov.uk.
can be made to the selection process to
accommodate a disability.
What is being assessed?
Stages of the selection process
• Essential experience (as listed on page
3. You will also need to complete a CV and
Internal Stakeholder Conversations
9)
Statement of Suitability (1000 words).
Should you find it helpful to have a discussion
Please note you must complete your CV
• Abilities (as listed on page 9-10)
about the role, please contact Matt Shelley.
and Statement of Suitability before the
closing date. It is important that your CV
• Technical skills (as listed on page 10)
This is not part of the assessed elements of
and Statement of Suitability give evidence
the selection process.
and examples of how you meet the
Please ensure your Statement of suitability
essential experience and ability and
does not exceed the word count listed as
Application
technical skills set out on pages 9 & 10.
additional text will not be assessed.
You will need to complete the online
application process accessed via the
advertisement for this role.
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After the Application Stage
After the Panel Interview
You will be advised whether your application
Following the interview, the performance of all
has been shortlisted for the next stage of the
candidates will be reviewed, and the
selection process. If you are shortlisted, we will successful candidate identified. All candidates
contact you to arrange the next stage of the
will be notified of the outcome as soon as
selection process.
possible after the conclusion of all interviews. If
you are not the successful candidate but you
Feedback will only be provided if you attend an meet the standard required, you may be invited
interview or assessment.
to have your details retained on a merit list to
Panel Interview and Presentation
be considered for future SCS roles.
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.
What is being assessed?
Behaviours:
• Communicating and Influencing
• Leadership
• Seeing the Bigger Picture
• Working Together
• Changing and Improving
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Civil Service Behaviours
What are Behaviours?
Leadership
organisation externally, advocating positive
outcomes for the sector you operate within.
The Civil Service recruits using Success
You visibly demonstrate the organisation’s
You motivate staff by ensuring they understand
Profiles and Behaviours are an element of
values in all your activity, leading authentically. how their work fits into the big picture.
Success Profiles used to see whether
You seek to engage staff in the aims of the
candidates are able demonstrate specific
organisation and communicate the
Working Together
Behaviours associated with the role they are
organisation’s strategy in an inspiring way. You You work collaboratively to achieve outcomes
applying for during the selection process.
create an inclusive and fair culture which
both within your area of responsibility and
creates a sense of belonging by treating staff
In this process the below Behaviours are most
across the organisation. You create a
as individuals and actively valuing diversity
relevant to this role and will be assessed
supportive working environment where all
within the organisation. You empower teams
during the interview stage of the process. The
opinions are considered, and individuals are
and individuals to excel by creating a shared
definitions of Behaviours are set out below:
valued for their expertise and unique
vision and objectives and demonstrate trust in
contribution.
Communicating and Influencing
staff by giving autonomy.
You proactively maintain relationships with
You communicate clearly and with confidence, Seeing the Big Picture
peers and external senior stakeholders and
both verbally and in writing. You are open,
You understand the wider context of the
utilise these to achieve positive outcomes.
honest and transparent in your
organisation’s work, considering the political,
communications. You communicate effectively
Changing and Improving
social, economic, and technological
with internal and external senior stakeholders
environment both currently and in the future.
You create an environment of continuous
to present information in a convincing and
You create and implement strategies to
improvement and change. You see the benefit
influential manner. You tailor your
achieve the organisation’s aims and meet the
of change and promote this within your area of
communication methods and content to the
needs of the public. You promote the
responsibility. You identify business needs,
audience, simplifying strategic messages.
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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.
Please click here or more information on
Behaviours and Success Profiles.
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Guidance for writing your Statement and CV
As part of the application process, you need to
experience that is directly relevant for the
background, gender or ethnicity. Recruiting this
submit a Statement and CV. Both your
role you are applying for.
way is called name-blind recruitment.
Statement and CV should demonstrate how
• You should ensure that you detail recent and For more information on how to write your
you meet the essential experience and ability
relevant examples of the essential
Statement and CV please visit the Civil Service
and technical skills outlined in the Person
experience and abilities and/or technical
Careers Website.
Specification section.
skills required for the role and describe the
Ensure you read through the role information
outcome that came from this.
thoroughly and identify the essential criteria for Providing a name-blind CV and Success
each area. You should ensure you provide
Profile Statements
evidence for each of the essential experience
In both your CV and Success Profile
and abilities and technical skills which are
Statements please remove references to any
required for the role in your Statement and CV. personal information that could identify you.
You may not be progressed to the next stage
For example:
of the assessment process if you do not
• Name and title
provide this evidence.
• Educational institution names
Your Statement of Suitability should be 1000
• Age and gender
words.
• Email address
•
When structuring your Statements try to:
Postal address and telephone number
• Nationality and immigration status.
• Group evidence of the same experience and
abilities and technical skills together by using This will help us to recruit based on your
subheadings and paragraphs. This will help
knowledge and skills, and not on your
to ensure you are writing about the
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Expected Timeline
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:
Advert Closing Date
23:55 on Sunday 22nd June 2025
Outcome of CV and Statement of Suitability
Week commencing 30th June 2025
Panel Interview and Presentation
10th and 11th July 2025
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Working for the Ministry of Justice
We want everyone to be the best of
themselves, to feel supported and have a
Generous Annual Leave and Bank Holiday
strong sense of belonging in the workplace.
Allowance
Our commitment to creating a diverse and
inclusive workforce is reflected in all of our
25 days annual leave on entry, increasing on a
people policies and strategies.
sliding scale to 30 days after 5 years’ service.
This is in addition to 8 public holidays. This will
Benefits
be complemented by one further day paid
As a Ministry of Justice employee, you’ll be
privilege entitlement to mark the King’s
entitled to a large range of benefits which
Birthday.
include but are not limited to:
Flexible Working
Pension
While not every type of flexible working will be
The Civil Service Pension Scheme is one of
suitable for every role and business area,
the best workplace pension schemes in the UK flexible working can take many forms and The
Equality, Diversity, Inclusion and Wellbeing public sector. For SCS 1 roles, you will start
Ministry of Justice is committed to delivering its
Our departmental values - purpose, humanity,
with a base salary of £76,000. In addition,
business effectively and sustainably by
openness and together - are at the heart of our through automatic enrolment to the Civil
creating modern and inclusive workplaces that
commitment to create a culture where all our
Service Pension Scheme, we will contribute
enable smart, flexible and hybrid working.
people are able to thrive and flourish in the
£22,000 to your pension, providing a total
For more information on our amazing benefits
workplace.
reward package of £98,000.
including our Civil Service Pension Scheme,
We want to attract and retain the best talent
Visit www.civilservicepensionscheme.org.uk
annual and special leave, and our Equality,
from diverse backgrounds and perspectives.
for more details.
Diversity, Inclusion and Wellbeing schemes
please visit our Senior Civil Service website.
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Disability Support
What reasonable adjustments can be made There are a range of disabilities such as
combination you choose to request will depend
if I have a disability?
physical, neurological, intellectual or learning
on your individual requirements.
difficulties and mental health conditions which
We welcome and encourage applications from may underpin candidates’ requests for
Examples of some types of adjustments
all candidates and are committed to supporting
include:
reasonable adjustments.
all candidates to take part in the recruitment
• Extra time to complete assessments;
process. This includes supporting individuals
We understand that the support requested will
who have a disability by making reasonable
be unique to every candidate and we will work
• Providing a break within an assessment;
adjustments to the recruitment process.
with you to help you to identify your individual
•
requirements.
Providing interview questions in a written
We are also able to provide support to
format at the interview as well as orally;
candidates who require adjustments to the
We make reasonable adjustments so that all
•
assessment process due to more temporary
candidates are given a fair opportunity to
An interview at a certain time of day;
difficulties (e.g. linked to a recent injury).
undertake the recruitment process. Therefore,
• Coloured overlays or different fonts for
disclosing information regarding your disability
We will ask you within your application form if
assessment materials.
or access requirements will have no impact on
you would like to request reasonable
the outcome of your application, regardless of
This is not intended to be an exhaustive list but
adjustments. If you feel you require any kind of your request or the role you have applied to. rather some examples of how we can support
support and/or would like to discuss this with
you during the SCS Recruitment Process.
someone, please indicate ‘yes’ to requesting
How we can support you
reasonable adjustments and ensure that you
Whilst we aim to confirm all adjustments
There are many types of reasonable
respond to the Reasonable Adjustments
requested, there may be occasions where this
adjustments that can be made during
Scheme team by email.
isn’t possible. For example, if a candidate were
assessment processes, and the type or
to request that they are not assessed on a
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specific behaviour outlined in the job advert
Do you offer a Disability Confident Scheme
this would not be possible because the
for Disabled Persons?
behaviour has been identified as important for
As a Disability Confident employer, the MoJ
the job role and all candidates are assessed
are able to offer an interview to disabled
against this criterion. If an adjustment cannot
candidates who meet the minimum selection
be provided, the reasons for this will be
criteria, except in a limited number of
explained to you during your contact with the
campaigns. This could be in terms of the
reasonable adjustment scheme team.
advertised essential skills and/or application
Help with your application
form sift criteria. Within the application form,
you will be asked if you would like to be
During the application process, we will ask you considered for an interview under this scheme,
if you require reasonable adjustments. You will so please make us aware of this when
need to contact us by email to discuss this with prompted.
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.
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FAQs
Can I apply if I am not currently a
For information on whether you are eligible to
contact scsrecruitment@justice.gov.uk in the
civil servant?
apply, please visit Gov.UK.
first instance.
Yes.
Is security clearance required?
If you are not satisfied with the response you
receive from the Department you are able to
Is this role suitable for part-time working?
Yes. If successful you must hold, or be willing
raise a formal complaint in the following order.
to obtain, security clearance to SC level. More
This role is available for full-time or flexible
information about the vetting process can be
1. To Shared Service-Connected Ltd (0845
working arrangements (including job shares).
found here.
241 5358 (Monday to Friday 08.00 - 18.00)
To discuss your needs in more detail please
or e-mail Moj-recruitment-vetting-
get in touch with the SCS Recruitment Team.
Will this role be overseen by the Civil
enquiries@gov.sscl.com)
Service Commission?
Where will the role be based?
2. To Ministry of Justice Resourcing
No. However, the recruitment process will still
If successful you will be based Nationally.
(resourcing-services@justice.gov.uk)
be governed by the Civil Service Commission’s
Relocation costs will not be reimbursed.
Recruitment Principles.
3. To the Civil Service Commission
This role will also require travel to London.
(https://civilservicecommission.independent
What do I do if I want to make a complaint?
.gov.uk/contact-us/)
Can I claim back any expenses incurred
The law requires that selection for appointment
during the recruitment process?
What should I do if I think that I have a
to the Civil Service is on merit on the basis of
conflict of interest?
Unfortunately we will not be able to reimburse
fair and open competition as outlined in the
you, except in exceptional circumstances.
Civil Service Commission’s Recruitment
If you believe that you may have a conflict of
Principles.
interest you must declare it by contacting SCS
Recruitment on scsrecruitment@justice.gov.uk
Should you feel that the recruitment process
before submitting your application.
has breached the recruitment principles and
Am I eligible to apply for this role?
you wish to make a complaint, you should
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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
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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
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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.
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