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General Information

Salary
£38,661 - £42,019
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
External
Location
London
Region
London
Closing Date
21-Jul-2025
Post Type
Permanent
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
7463

Descriptions & requirements

Job description

Judicial Appointments Commission Job Description – Policy Advisor

Do you want to play a key role in selecting the judges of the future? Are you

passionate about fairness and consistency, with excellent stakeholder engagement skills? If the answer is yes, you could be exactly who we’re looking for to join our dynamic policy team.

 

We’re looking for a Policy Advisor to help us deliver high quality recruitment campaigns at pace. As an independent public body, the Judicial Appointments Commission is responsible for designing, planning, and running recruitment campaigns to select judges in the courts and tribunals, up to and including the High Court, as well as non-legal tribunal members. You can read more about our work on our website: http://judicialappointments.gov.uk

 

With a new recruitment campaign launched every couple of weeks, and statutory responsibilities to make sure we select candidates on merit and through fair and open competition, it’s essential that our processes are robust, inclusive, and attractive to candidates from the widest possible backgrounds.

Our Policy Advisors play a pivotal role in helping us to achieve that. They work with our selection exercise teams to make sure our shortlisting and interview materials are challenging, fair and fulfil our statutory responsibilities. They use their excellent stakeholder engagement skills to advise colleagues across the organisation, and beyond, on how to implement JAC policies correctly, and even help us to develop new ones so that we can ensure that our recruitment campaigns offer a consistent and high-quality experience for all applicants.

 

Main responsibilities

The role of JAC Policy Advisor includes:

 

  • Providing advice, briefing, and guidance for senior staff and JAC operational teams on selection exercise process and policy matters.
  • Supporting selection exercise teams with identifying and implementing the appropriate selection tools for recruitment exercises
  • Responsibility for key policy projects and the development of new policy and processes relating to the JAC selection process and selection tools.
  • Ensuring that the JAC’s selection processes are fair and free from bias, working with equality and operational leads and Commissioners to meet the JAC’s statutory duties.
  • Lead the secretariat functions of the JAC Advisory Group.
  • Regularly reviewing and quality assuring the selection exercise process, liaising regularly with selection exercise teams to ensure best practice is understood and followed.
  • Maintaining ownership of key templates and guidance relating to selection policy.
  • Providing support to the Senior Policy Advisors and Head of Selection Policy and wider team as required.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary.

Essential Criteria

  • Strong stakeholder engagement skills with the ability to interact with a wide variety of internal and external audiences of varying degrees of seniority (including senior staff and judges).
  • Strong relationship building skills.
  • Excellent written and verbal communication skills and ability to target communications to a range of audiences.
  • Experience and understanding of working to published procedures, or operational policy, in a public sector environment.
  • A pro-active approach to identifying opportunities for improvement.
  • The ability to quickly learn to use unfamiliar software to a good standard, with appropriate training.

What we can offer you

We offer a range of benefits including an attractive annual leave allowance, flexible and hybrid working opportunities, and choice of pension schemes. We actively encourage all staff to undertake learning and development as part of their personal objectives and have a range of networks to support and promote inclusivity, wellbeing, and dignity at work among other things.

Recruitment process details

Behaviours

We’ll assess you against these behaviours during the recruitment process:

 

·      Making Effective Decisions

 

  • Communicating and Influencing

·      Changing and Improving

 

·       Delivering at Pace

 

Application process

You need to provide:

·       Your CV

·       A statement of suitability detailing the relevant skills and experience you have (250 words max). Please refer to the main responsibilities and essential criteria sections of the job description when writing your statement of suitability.

·       Written evidence of the 3 core behaviours for this role: Making Effective Decisions, Communicating and Influencing, and Changing and Improving (250 words per behaviour).

Sift

Applications will be sifted based on the CV, statement of suitability and the 3 behaviours Making Effective Decisions, Communicating and Influencing, and Changing and Improving.

If a large number of applications are received, candidates may be sifted on their CV, statement of suitability, and lead behaviour: Making Effective Decisions.

Interview

At interview we will assess you against 4 behaviours: Making Effective Decisions, Communicating and Influencing, Changing and Improving, and Delivering at Pace.

We will also ask you about your experience. You can find out more about the Civil Service’s recruitment framework here: https://www.gov.uk/government/publications/success-profiles

Interviews are expected to take place in August. Interviews may be conducted remotely via Microsoft Teams or face-to-face. More details on the arrangements will be provided to candidates invited to interview.

Reserve List

As well as appointing to the vacancy listed above, we may place other candidates on a 12-month reserve list for future vacancies.

Office Attendance

JAC staff are currently working in a hybrid way with a minimum of 2 days per week in the office. Applicants for this role should note that they may be required to attend the office more than 2 days per week on occasion in line with business need.

Working Patterns

We would consider a part time, compressed hours or job share application that ensured business needs were met.

Further Information

If after reading this job description you require any further information, please contact Nicholas White, Senior Policy Advisor

nicholas.white@judicialappointments.gov.uk

If you have any questions about the recruitment campaign, or any terms and conditions relating to the role, please contact the JAC Recruitment Team:

Recruitment@judicialappointments.gov.uk

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

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

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

This job is broadly open to the following groups:

  • UK nationals
  • nationals of the Republic of Ireland
  • nationals of Commonwealth countries who have the right to work in the UK
  • nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
  • nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
  • individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
  • Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 7463

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 7463

Further Information

If after reading this job description you require any further information, please contact Nicholas White, Senior Policy Advisor

nicholas.white@judicialappointments.gov.uk

If you have any questions about the recruitment campaign, or any terms and conditions relating to the role, please contact the JAC Recruitment Team:

Recruitment@judicialappointments.gov.uk

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Making Effective Decisions, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.
Behaviours Application Form Question Word Limit
250
Making Effective Decisions
Communicating and Influencing
Changing and Improving
Experience
We will assess your experience for this role via the following methods
CV or Work History, Experience Questions, Statement of Suitability
Experience Questions Application Form Question Word Limit
250
Statement of Suitability
Guidance for the Statement of Suitability
Please use the space below to outline how your skills and experience make you suitable for the role. Please make specific reference to how you meet the essential criteria outlined in the job description.
Evidence of Experience
CV or Work History, Experience Questions, Statement of Suitability

Interview stage assessments

Interview Dates
Interviews are expected to take place in August. Interviews may be conducted remotely via Microsoft Teams or face-to-face. More details on the arrangements will be provided to candidates invited to interview.
Behaviours
Making Effective Decisions
Communicating and Influencing
Changing and Improving
Delivering at Pace
Experience
Your Experience for this role will be assessed at interview. To learn more about Experience and how they are assessed please click here.
We will assess your experience for this role via the following methods
Experience Questions
Use of Artificial Intelligence (Al)
You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
Level of security checks required
Baseline Personnal Security Standard (BPSS)