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General Information

Salary
£55,457 - £61,003
Working Pattern
Full Time
Vacancy Approach
External
Location
Market Drayton
Region
Midlands
Closing Date
30-Jul-2025
Business Unit
Stoke Heath
Post Type
Permanent
Civil Service Grade
SEO
Number of jobs available
1
Reserve List
12 Months
Job ID
7821

Descriptions & requirements

Job description
Summary    

The job holder will be responsible for the leadership, development and provision of the prison’s Reduction of Reoffending portfolio. This will require the job holder to manage the agenda of the prison’s approach to:

•    Reducing Reoffending and Resettlement
•    Regime design and delivery
•    The following reducing reoffending pathways:
  • Housing and accommodation
  • Health, substance misuse and social care providers
  • Finance benefit and debt
  • Attitudes, thinking and behaviour
  • Faith
  • Children and families
They will be the strategic lead to facilitate and enable strong working practices between prison, probation, and other relevant community services to reduce reoffending.

They will be responsible for the design and driving the delivery of the prison’s regime so it meets the rehabilitative needs of all prisoners.
As a member of the Senior Management Team (SMT), the job holder will contribute and implement their Function’s objectives as defined in the establishment’s Business Plan.

Responsibilities, Activities and Duties    

The job holder will be required to carry out the following responsibilities, activities and duties:

•    Responsible for the design of the reducing reoffending strategic approach for the prison.
•    Responsible for driving the successful implementation of the prison’s reducing reoffending approach through all key heads of functions and managers across prison and probation teams. This includes the strategic leadership of a range external stakeholders, to ensure effective delivery of services that support the reducing reoffending strategy.
•    Responsible for the design and delivery of key reducing reoffending pathways which will include, but not be limited to, housing and accommodation, health and substance misuse, families, offending behaviour programmes and interventions relating to faith, finance and debt.
•    Responsible for the development of local needs assessment for the prison, bringing together data/assessments from all other key partners in the prison to inform the design of the prison’s tiered regime.
•    Considering all the prison’s operational functions, responsible for designing and delivering a tiered regime, which is designed to meet prisoner need, ensures prisoners are allocated and enabled to attend activities and interventions, operating in line with the National Regime Model and the five pillars of the Ofsted Education Inspection Framework.
•    Responsible for driving delivery of the regime through other heads of function, and managers to ensure its effective, and sustainable, running is prioritised, and positive changes are identified and taken forward where necessary.
•    Responsible for developing a framework and monitoring progress to measure delivery of interventions across the regime and to lead on ensuring that the appropriate corrective action is taken where necessary.
•    Responsible for locally operationalising and ongoing oversight of the Resettlement Passport. This includes strategically coordinating relevant agencies, ensuring the Passport brings together key information through the prisoner’s journey and to ensure their successful resettlement into society, and maximises opportunities within the different resettlement pathways, giving prison leavers better access to services.
•    Strategic lead to ensure join up between prison and probation, including with resettlement teams/pre-release team, promoting and delivering on the OneHMPPS concept within the prison and through the gate. Proactively seeking out opportunities to leverage third sector, and other external agencies’ expertise, services and provision to bring this into the prison estate to support with the rehabilitation of prisoners.
•    Responsible for developing a joined-up approach between the Reducing Reoffending function and Offender Management (OMUs), promoting reducing reoffending, and ensuring staff are upskilled and understand the prison’s rehabilitative offer, and that these are included within the formulation of sentence plans.
Dependant on operational experience will undertake some or all other management tasks including:

•    Act as the Governor's representative by chairing adjudications and taking charge of day-to-day establishment operations as
Duty Governor.
•    Promote Prison Service policy in all activities and behaviours, e.g., promote decency, safety, diversity and inclusion and reducing re-offending agendas.

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. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.

An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.

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). 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 roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

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.

Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS 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 HMPPS’ Flexible Working policy.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.

Benefits

Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment

Pension

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

Work Life Balance

HM Prison & Probation Service  (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers

Training

HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles

Eligibility

-All candidates are subject to security and identity checks prior to taking up post

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist

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.

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.

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

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

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 7821

Application form stage assessments

Behaviours
Behaviours Application Form Question Word Limit
250
Communicating and Influencing
Leadership
Managing a Quality Service
Working Together
Making Effective Decisions
Technical
Technical Questions Application Form Question Word Limit
250
Do you have the appropriate qualifications to apply below -
If Operational
• Must be successfully accredited by passing the Head of
Function Assessment Centre (HFAC), or prior to 2016 be
accredited as an Operational Manager (or in post as a G5
prior to 1999).
• Where HFAC accreditation was gained from 2018, the
Incident Management Silver Command (IMSC) assessment
must also be passed to be eligible for operational Head of
Function roles.
• Job holders must complete specific training in their specialism
once they take up post.
• Successful completion of the workbook.
• When transferring to a Young Persons establishment the job
holder will be required to successfully undertake an
assessment to demonstrate suitability to work with Young
People.

Interview stage assessments

Interview Dates
To Be Confirmed
Behaviours
Communicating and Influencing
Leadership
Managing a Quality Service
Working Together
Making Effective Decisions
Strengths
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here.
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
Enhanced Baseline Standard (EBS)