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Candidate Information Pack
Chief Executive Officer
Office of the Victims Commissioner
SCS Pay Band 1
Closing Date: 23:55 on Sunday 24th August 2025
Introduction 3
Welcome to Office of the Victim’s Commissioner 3
About the Office of the Victim’s Commissioner 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 12
Assessments 13
Panel interview 14
After the panel interview 14
Success Profile Statements Guidance 14
Expected Timeline 16
Benefits of working the Ministry of Justice 17
Pensions at the Ministry of Justice 19
Disability Support 21
FAQs 23
Data Sharing 25
Diversity & Inclusion 26
Civil Service Code 27
Contact Us 28
The Chief Executive role is an exciting opportunity to lead the Office of the Victims Commissioner (OVC). As well as providing support and advice to a newly appointed Commissioner. The postholder will be joining the OVC at a time when Commissioner role takes on additional statutory responsibilities. At the same time, the Criminal Justice System will be undergoing significant strategic change, which will have a direct impact upon victims of crime.
Leading a staff of nine this role will provide a unique and exciting opportunity to be at the forefront of influencing Government policy on victims at a time when the justice system faces challenges and change
The Victims’ Commissioner, Baroness Newlove is responsible for championing the interests of victims and witnesses of crime, reviewing the operation of the Code of Practice for Victims (the Victims’ Code) and advising and holding government and other criminal justice agencies to account. They also undertake reviews into victims’ services and in future, will be reporting on how agencies are complying with the Victims’ Code.
As Victims’ Commissioner, she will also regularly The Victims’ Commissioner, Baroness Newlove is responsible for championing the interests of victims and witnesses of crime, reviewing the operation of the Code of Practice for Victims (the Victims’ Code), and advising and holding government and other criminal justice agencies to account. They also undertake reviews into victims’ services and in future, will be reporting on how agencies are complying with the Victims’ Code.
As Victims’ Commissioner, she will also regularly meet and lobby with heads of
criminal justice agencies, ministers, chief constables, Police and Crime Commissioners (PCCs), victims’ organisations, parliamentarians and voluntary groups to improve how the meet and lobby with heads of criminal justice agencies, ministers, chief constables, Police and Crime Commissioners (PCCs), victims’ organisations, parliamentarians and voluntary groups to improve how the criminal justice system works and to deliver better treatment for all victims and witnesses.
The Victim’s Commissioner for England and Wales is dedicated to improving how the criminal justice system works for all victims and witnesses.
The role of the Victims’ Commissioner is to:
raise awareness of the common issues faced by victims and witnesses
monitor how criminal justice and victim support agencies comply with the Victims’ Code and Witness Charter
conduct detailed research and produce comprehensive reviews
use their independent voice to influence national policymaking and hold partner agencies to account
speak up, in public and in private about what works best for all victims and witnesses, and especially the most vulnerable; and
under the provisions of the Victims and Courts Bill) publish an annual report on compliance with the Victims’ Code.
Raising awareness
The Victims’ Commissioner meets regularly with government Ministers, senior judiciary, criminal justice and support agency officials and third sector providers of victim support services to highlight what works well and to advocate for change where the system needs improving.
Monitoring compliance with the Victims Code and Witness Charter
The Victims’ Code and Witness Charter explains the minimum standard of service that agencies must provide to victims and witnesses at each step of their journey through the justice system. The Commissioner works to promote good practice and strengthen victims’ rights. Under the provisions of the Victims and Courts Bill, future commission will be playing a key role in delivering the government’s Victims Code compliance framework, including publishing an annual report on Code compliance. You can find out more in our guide on what to expect if you’re a victim of crime.
Research and reviews
The Office of the Victims’ Commissioner conducts detailed research and produces comprehensive reviews to get a better understanding of everyone’s experience of the justice system. This information is used to inform the Commissioner’s recommendations for positive systemic change. The Commissioner also writes an annual report, which explains their work to date and sets out future priorities. Find our reviews and publications in the Our Work section.
Influencing policy
The Commissioner is independent from government, which means they are free to give their opinion to key policymakers on how the justice system could be more efficient, easier to understand and to access. This includes speaking to the media and using social media as a means of getting their message across. The role is explained in the Domestic Violence, Crime and Victims Act 2004.
Speaking up for victims
The Victims’ Commissioner speaks up about what works best for all victims and witnesses, and especially the most vulnerable. While the Commissioner is not permitted, by law, to advise on individual cases or to challenge any decisions made by criminal justice agencies, feedback from victims of crime is important, as this information helps build a better understanding of the issues, which informs the Commissioner’s wider policy work. Under the provisions of the Victims and Courts Bill, future Commissioners will be able to use victim feedback as a means of challenging operational policy and practice across the criminal justice system.
Chief Executive Officer
102 Petty France, London
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 (£81,000 - £117,800)
External candidates should expect their salary upon appointment to be £81,000 per annum.
Existing Civil Servants will be appointed in line with the Civil Service pay rules in place on the date of their appointment.
The CEO sets the strategic direction of the Office of the Victim’ Commissioner (OVC); You provide key support to the Victims’ Commissioner (VC) in delivering his/her agenda. You brief and advise the VC on key strategic and politically sensitive issues. You manage the team and the budget; represent the VC where required; and act as a link between the OVC and the MoJ.
The CEO is required to have a broad understanding of the criminal justice system at both a strategic and political level so as to advise the VC and assist them in developing informed policy positions. You will have verified expertise in working with ministers and senior officials as well as the third sector.
The CEO will oversee the development of all VC policy and research and will also oversee all communication activity, including national media and social media.
The CEO represents the VC (in their absence) at ministerial meetings and meetings of the Criminal Justice Board and can also expect to be called to give evidence before Parliamentary Select Committees (for example, the Justice Select Committee) and public inquiries (for example, the COVID Inquiry). When the CEO appears before a select committee or inquiry, they assume accountability for the work of the OVC and the Commissioner. Questions might cover resourcing, priorities, future work plans, relationship with the Department and other agencies etc, as well as VC policy positions.
You will set the agenda and chair the VC’s Advisory Group, which comprises of senior practitioners from a range of disciplines from across the criminal justice system and politics.
A key area of focus for you as CEO will be inducting a new VC and overseeing the restructure of the Office of the VC so that it can adapt to the extended remit and new priorities of the VC. Office restructures are challenging and require you to demonstrate exceptional proven leadership and handling skills demonstrating the necessary level of change experience.
As CEO you will also play a critical role in developing a more impactful VC presence across the criminal justice system as envisaged by the current government. You will need to have the strategic vision and leadership skills required to make this evolution of the VC role a reality.
The CEO is operating within a challenging fiscal situation where there will be searching VFM questions and efficiency considerations being asked of the department. Strong financial management and oversight that ensures efficient use of resources is key to the role as budget holder with accountability to the MoJ.
Reporting directly to the Victim’s Commissioner:
The role involves challenging and varied responsibilities. These include:
leading the OVC, drafting the VC’s strategic plans, briefing the VC on a range of strategic and political issues within the criminal justice system,
representing the VC at meetings with key stakeholders,
overseeing the OVC to deliver key outputs in support of the VC’s Strategy.
Managing a team of nine staff (with additional resources anticipated on the back of the new provisions in the Victims and Courts Bill), setting the team’s direction to deliver the Strategic Plan, and prioritising the team’s resources effectively.
Managing input into VC responses to Government consultations and the development of key policy initiatives, so that they meet the priorities of their Strategic Plan and respond to changes in the victim landscape.
Drafting speeches for the VC, informing and influencing key policy positions and overseeing research.
Developing close working relationships with a very wide range of key stakeholders across Whitehall.
Handling (in the absence of the Communications Manager) reactive media enquiries (in and out of office hours) and preparing to take and op eds (articles reflecting the opinion of the author) at short notice.
Demonstrating strong presentation skills, so as to be able to speak publicly with confidence and deliver presentations to a high standard at workshops and high-profile external meetings.
Additional Responsibilities
Additional responsibilities will include:
On an ad-hoc basis, advising and briefing the VC on wide range of strategic and political issues affecting victims within the criminal justice system, including meetings with Ministers, senior judiciary and heads of criminal justice agencies, Parliamentarians, CEOs of third sector organisations, Police and Crime Commissioners and academics.
Giving evidence to select committees and public inquiries.
Briefing the VC at very short notice when they appear in the national press and on social media
Overseeing all OVC recruitment and any restructuring of the OVC as required, to ensure the team is meeting the strategic objectives of the VC;
Working with finance business partners to manage the OVC’s budget; and
Collaborating with the MoJ through the Public Bodies Centre of Expertise, policy teams and other central MoJ corporate support services.
It is important through the recruitment process that you give evidence and examples of proven experience of each of the essential criteria.
As you read through the pack you can see what is being assessed at which stage of the process.
Essential Experience:
Exceptional Communication: Proven ability to draft clear briefings, confidently represent the VC at events and conferences, and engage effectively with national media and social platforms. Able to liaise directly with journalists and TV outlets in the absence of the Communications Manager.
Leadership & Management: Strong leadership skills with a track record of inspiring and motivating teams, promoting inclusion, and supporting development. Able to manage resources effectively and ensure clarity of objectives across stakeholders.
Political & Sector Awareness: Deep understanding of the political landscape and the Criminal Justice system, particularly in relation to victims. Able to apply this knowledge to support the VC’s work on reviews, research, and strategic priorities.
Analytical Thinking: Skilled in analysing data and identifying trends to inform policy development and contribute to the VC’s Strategic Plan.
Stakeholder Engagement: Ability to build and maintain strategic relationships, bringing together diverse perspectives to inform victim-related policy and activity.
Strategic Insight: Capable of considering long-term policy and strategy implications within a complex political context.
Desirable Experience:
Working collaboratively with external Communications teams, including handling reactive media enquiries and developing lines to take.
Background in victim-related work.
Experience within an Arm’s Length Body, accountable to a core government department.
Engagement with government social researchers.
Previous policy lead role within a government
Seeing the Big Picture
Leadership
Communicating and Influencing
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.
As part of the application process, you are asked to submit a statement of suitability (750 words). As part of the application process, you are asked to submit a statement of suitability on how you meet the eligibility criteria
What are Behaviours?
The Civil Service recruits using Success Profiles and Behaviours are an element of Success Profiles used to see whether candidates are able demonstrate specific Behaviours associated with the role they are applying for during the selection process.
In this process the below Behaviours are most relevant to this role and will be assessed during the interview stage of the process. The definitions of Behaviours are set out below:
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.
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.
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.
Please click here or more information on Behaviours and Success Profiles.
The selection process will be chaired by panel members and will be confirmed ahead of interviews.
Support during the selection process
If you need any support or have any questions during any stage of the selection process, please contact the SCS Recruitment Team scsrecruitment@justice.gov.uk.
Internal Stakeholder Conversations
You are invited to arrange an informal discussion with Russell A’Court, the current post holder to learn more about the role and the organisation before applying. This is not part of the assessed elements of the selection process.
Application
You will need to complete the online application process accessed via the advertisement for this role.
This should be completed no later than 23:55 on Sunday 24th August 2025. As part of the application process, you will be asked to complete:
Responses to the eligibility questions to check you are eligible to apply for the role.
A response to whether you would like to request reasonable adjustments during the selection process. The Disability Support section explains how adjustments can be made to the selection process to accommodate a disability.
You will also need to complete a CV and Statement of Suitability. It is important that your CV and Statement of Suitability give evidence and examples of how you meet the essential experience set out on page 11 & 12.
Find out more information about our application process here.
After the Application Stage
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.
What is being assessed?
Behaviours, as listed on page 12.
Strengths
You will be informed at interview which strengths you are being assessed against.
After the Panel Interview
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
As part of the application process you need to submit a Statement and CV. Both your Statement and CV should demonstrate how you meet the essential experience outlined in the Person Specification section.
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 which are required for the role in your Statement and CV. 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 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 required for the role and describe the outcome that came from this.
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.
For more information on how to write your Statement and CV please visit the Civil Service Careers Website.
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 24th August 2025
Outcome of CV and Statement of Suitability
Week commencing 15th September 2025
Panel Interview and Presentation
Week commencing 6th October 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.
Benefits
As a Ministry of Justice employee, you’ll be entitled to a large range of benefits which include but are not limited to:
Pension
The Civil Service Pension Scheme is one of the best workplace pension schemes in the UK public sector. Visit www.civilservicepensionscheme.org.uk for more details.
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.
Flexible Working
While not every type of flexible working will be suitable for every role and business area, flexible working can take many forms and The Ministry of Justice is committed to delivering its business effectively and sustainably by creating modern and inclusive workplaces that enable smart, flexible and hybrid working.
For more information on our amazing benefits including our Civil Service Pension Scheme, annual and special leave, and our Equality, Diversity, Inclusion and Wellbeing schemes please visit our Senior Civil Service website.
What reasonable adjustments can be made if I have a disability?
We 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.
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 in your application form and ensure that you respond to the Reasonable Adjustments Scheme team by email.
How we can support you
There are many types of reasonable adjustments that can be made during assessment processes.
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;
This is not an exhaustive list but rather some examples of how we can support you during the SCS Recruitment Process.
Whilst we aim to confirm all adjustments requested, there may be occasions where this isn't possible. If an adjustment cannot be provided, the reasons for this will be explained to you.
Help with your application
It is important you contact us as early as possible by email 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 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 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.
Can I apply if I am not currently a civil servant?
Yes.
Is this role suitable for part-time working?
This role is available for full-time or flexible working arrangements (including job shares). To discuss your needs in more detail please get in touch with the SCS Recruitment Team.
Where will the role be based?
If successful you will be based in 102 Petty France, London in the Victim’s Commissioner Office. Relocation costs will not be reimbursed.
Can I claim back any expenses incurred during the recruitment process?
Unfortunately, we will not be able to reimburse you, except in exceptional circumstances.
Am I eligible to apply for this role?
For information on whether you are eligible to apply, please visit Gov.UK.
Is security clearance required?
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.
Will this role be overseen by the Civil Service Commission?
No. However, the recruitment process will still be governed by the Civil Service Commission’s Recruitment Principles.
What do I do if I want to make a complaint?
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.
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/)
What should I do if I think that I have a conflict of interest?
If you believe that you may have a conflict of interest, you must declare it by contacting 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.
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