Chief Executive Officer - Office of the
Victims Commissioner
Ministry of Justice
SCS Pay Band 1
Closing Date: 23:55 on Sunday 24th August 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 Office of the Victim’s Commissioner
Thank you for your
The Chief Executive role is an exciting
and advising and holding government and
opportunity to lead the Office of the Victims
other criminal justice agencies to account.
interest in this exciting
Commissioner (OVC). As well as providing
They also undertake reviews into victims’
role within the Office of
support and advice to a newly appointed
services and in future, will be reporting on
Commissioner. The postholder will be
how agencies are complying with the
the Victims’
Victims’ Code.
joining the OVC at a time when
Commissioner for
Commissioner role takes on additional
As Victims’ Commissioner, she will also
statutory responsibilities. At the same time,
regularly meet and lobby with heads of
England and Wales
the Criminal Justice System will be
criminal justice agencies, ministers, chief
undergoing significant strategic change,
constables, Police and Crime
which will have a direct impact upon victims
Commissioners (PCCs), victims’
of crime.
organisations, parliamentarians and
Leading a staff of nine this role will provide
voluntary groups to improve how the
a unique and exciting opportunity to be at
criminal justice system works and to deliver
the forefront of influencing Government
better treatment for all victims and
policy on victims at a time when the justice
witnesses.
system faces challenges and change
We look forward to your application!
The Victims’ Commissioner, Baroness
Best wishes,
Newlove is responsible for championing the
oto or video here
interests of victims and witnesses of crime,
Office of Victim’s Commissioner
reviewing the operation of the Code of
Practice for Victims (the Victims’ Code),
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About the Office of the Victims Commissoner
The Victims’ Commissioner for
The role of the Victims’ Commissioner is
Raising awareness
to:
England and Wales is dedicated
• raise awareness of the common
The Victims’ Commissioner meets regularly
to improving how the criminal
issues faced by victims and
with government Ministers, senior judiciary,
witnesses;
criminal justice and support agency officials
justice system works for all
• monitor how criminal justice and
and third sector providers of victim support
victims and witnesses.
victim support agencies comply with
services to highlight what works well and to
the Victims’ Code and Witness
advocate for change where the system
Charter ;
needs improving.
• conduct detailed research and
produce comprehensive reviews;
Monitoring compliance with the Victims
• use their independent voice to
Code and Witness Charter
influence national policymaking and
hold partner agencies to account;
The Victims’ Code and Witness Charter
• speak up, in public and in private
explains the minimum standard of service
about what works best for all victims
that agencies must provide to victims and
and witnesses, and especially the
witnesses at each step of their journey
most vulnerable; and
through the justice system. The
• under the provisions of the Victims
Commissioner works to promote good
and Courts Bill) publish an annual
practice and strengthen victims’ rights.
report on compliance with the
Under the provisions of the Victims and
Victims’ Code.
Courts Bill, future commission will be
playing a key role in delivering the
government’s Victims Code compliance
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framework, including publishing an annual
reviews and publications in the Our Work
Speaking up for victims
report on Code compliance. You can find
section of our website.
out more in our guide on what to expect if
The Victims’ Commissioner speaks up
you’re a victim of crime.
Influencing policy
about what works best for all victims and
witnesses, and especially the most
The Commissioner is independent from
vulnerable. While the Commissioner is not
Research and reviews
government, which means they are free to
permitted, by law, to advise on individual
give their opinion to key policymakers on
cases or to challenge any decisions made
The Office of the Victims’ Commissioner
how the justice system could be more
by criminal justice agencies, feedback from
conducts detailed research and produces
efficient, easier to understand and to
victims of crime is important, as this
comprehensive reviews to get a better
access. This includes speaking to the
information helps build a better
understanding of everyone’s experience of
media and using social media as a means
understanding of the issues, which informs
the justice system. This information is used
of getting their message across. The role is
the Commissioner’s wider policy work.
to inform the Commissioner’s
explained in the Domestic Violence, Crime
Under the provisions of the Victims and
recommendations for positive systemic
and Victims Act 2004.
Courts Bill, future Commissioners will be
change. The Commissioner also writes an
able to use victim feedback as a means of
annual report, which explains their work to
challenging operational policy and practice
date and sets out future priorities. Find our
across the criminal justice system.
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About the role
Job Title
Existing Civil Servants will be appointed in
key strategic and politically sensitive
line with the Civil Service pay rules in place
issues. You manage the team and the
Chief Executive Officer
on the date of their appointment.
budget; represent the VC where required;
Location
and act as a link between the OVC and the
Contract Type
MoJ.
102 Petty France, London, in the Victim’s
This role is being offered on a Permanent
Commissioner Office.
The CEO is required to have a broad
basis.
understanding of the criminal justice
Please note the requirements for travel and
This role has a minimum assignment
system at both a strategic and political level
level of flexibility available as set out in the
duration of 3 years - in line with the
so as to advise the VC and assist them in
FAQs section.
deliverables identified. Please note this is
developing informed policy positions. You
Salary
an expectation only, it is not something
will have verified expertise in working with
which is written into your terms and
ministers and senior officials as well as the
The salary for this role is set within the MoJ
conditions or indeed which the employing
third sector.
SCS PB1 range (£81,000 - £117,800)
organisation or you are bound by.
The CEO will oversee the development of
External candidates should expect their
The Role
all VC policy and research and will also
salary upon appointment to be £81,000 per
The CEO sets the strategic direction of the
oversee all communication activity,
annum.
Office of the Victim’ Commissioner (OVC);
including national media and social media.
You provide key support to the Victims’
The CEO represents the VC (in their
Commissioner (VC) in delivering his/her
absence) at ministerial meetings and
agenda. You brief and advise the VC on
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meetings of the Criminal Justice Board and
As CEO you will also play a critical role in
issues within the criminal justice
can also expect to be called to give
developing a more impactful VC presence
system,
evidence before Parliamentary Select
across the criminal justice system as
• representing the VC at meetings
Committees (for example, the Justice
envisaged by the current government. You
with key stakeholders,
Select Committee) and public inquiries (for
will need to have the strategic vision and
• overseeing the OVC to deliver key
leadership skills required to make this
example, the COVID Inquiry). When the
outputs in support of the VC’s
evolution of the VC role a reality.
CEO appears before a select committee or
Strategy.
• Managing a team of nine staff (with
inquiry, they assume accountability for the
The CEO is operating within a challenging
additional resources anticipated on
work of the OVC and the Commissioner.
fiscal situation where there will be
the back of the new provisions in the
Questions might cover resourcing,
searching VFM questions and efficiency
Victims and Courts Bill), setting the
priorities, future work plans, relationship
considerations being asked of the
team’s direction to deliver the
with the Department and other agencies
department. Strong financial management
Strategic Plan, and prioritising the
etc, as well as VC policy positions.
and oversight that ensures efficient use of
team’s resources effectively.
resources is key to the role as you will be
• Managing input into VC responses
You will set the agenda and chair the VC’s
the budget holder with accountability to the
to Government consultations and the
Advisory Group, which comprises of senior
MoJ.
development of key policy initiatives,
practitioners from a range of disciplines
so that they meet the priorities of
from across the criminal justice system and
their Strategic Plan and respond to
politics.
Key Responsibilities
changes in the victim landscape.
•
A key area of focus for you as CEO will be
Reporting directly to the Victim’s
Drafting speeches for the VC,
inducting a new VC and overseeing the
Commissioner:
informing and influencing key policy
restructure of the Office of the VC so that it
positions and overseeing research.
can adapt to the extended remit and new
The role involves challenging and varied
• Developing close working
priorities of the VC. Office restructures are
responsibilities. These include:
relationships with a very wide range
challenging and require you to demonstrate
of key stakeholders across
exceptional proven leadership and handling
• leading the OVC, drafting the VC’s
Whitehall.
skills demonstrating the necessary level of
strategic plans, briefing the VC on a
• Handling (in the absence of the
change experience.
range of strategic and political
Communications Manager) reactive
media enquiries (in and out of office
7
hours) and preparing to take and op
strategic and political issues
meeting the strategic objectives of
eds (articles reflecting the opinion of
affecting victims within the criminal
the VC;
the author) at short notice.
justice system, including meetings
• Working with finance business
• Demonstrating strong presentation
with Ministers, senior judiciary and
partners to manage the OVC’s
skills, so as to be able to speak
heads of criminal justice agencies,
budget; and
publicly with confidence and deliver
Parliamentarians, CEOs of third
• Collaborating with the MoJ through
presentations to a high standard at
sector organisations, Police and
the Public Bodies Centre of
workshops and high-profile external
Crime Commissioners and
Expertise, policy teams and other
meetings.
academics.
central MoJ corporate support
• Giving evidence to select
services.
Additional Responsibilities
committees and public inquiries.
• Briefing the VC at very short notice
Additional responsibilities will
when they appear in the national
Please see the following page for the
include:
press and on social media
organisational chart.
• Overseeing all OVC recruitment and
• On an ad-hoc basis, advising and
any restructuring of the OVC as
briefing the VC on wide range of
required, to ensure the team is
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Office of the Victims Commissioner for ngland and ales
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Person Specification
It is important through the recruitment
Essential Experience:
• Analytical Thinking: Skilled in
process that you give evidence and
analysing data and identifying trends to
•
examples of proven experience of each of
Exceptional Communication: Proven
inform policy development and
ability to draft clear briefings, confidently
the essential and desirable criteria.
contribute to the VC’s Strategic Plan.
represent the VC at events and
• Stakeholder Engagement: Ability to
Later on in the pack you will be told what is
conferences, and engage effectively
build and maintain strategic
being assessed at which stage of the
with national media and social
platforms. Able to liaise directly with
relationships, bringing together diverse
process.
journalists and TV outlets in the
perspectives to inform victim-related
absence of the Communications
policy and activity.
Manager.
• Strategic Insight: Capable of
• Leadership & Management: Strong
considering long-term policy and
leadership skills with a track record of
strategy implications within a complex
inspiring and motivating teams,
political context.
promoting inclusion, and supporting
Desirable Experience:
development. Able to manage
resources effectively and ensure clarity
• Working collaboratively with external
of objectives across stakeholders.
Communications teams, including
• Political & Sector Awareness: Deep
handling reactive media enquiries and
understanding of the political landscape
developing lines to take.
and the Criminal Justice system,
• Background in victim-related work.
particularly in relation to victims. Able to
• xperience within an Arm’s Length
apply this knowledge to support the
Body, accountable to a core
VC’s work on reviews, research, and
government department.
strategic priorities.
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• Engagement with government social
Civil Service Leadership Statement:
researchers.
• Previous policy lead role within a
As part of the application process, you are
government
asked to submit a statement of suitability (750
words). As part of the application process, you
MoJ SCS Pay Band 1 Behaviours:
are asked to submit a statement of suitability
on how you meet the eligibility criteria
You will also be assessed against the following
Behaviours during the Recruitment Process:
• Seeing the Big Picture
• Leadership
• Communicating and Influencing
• Making Effective Decisions
Read more in the Civil Service Success
Profiles Section.
Strengths:
We are looking to understand what motivates
and energises you. We want to see what your
natural strengths are and what interests you.
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The Recruitment Process
Recruitment Process
This should be completed no later than 23:55
Find out more information about our
on Sunday 24th August 2025. As part of the
application process here.
The selection process will be chaired by panel application process, you will be asked to
members TBC.
complete:
After the Application Stage
Support during the selection process
1. Responses to the eligibility questions to
You will be advised whether your application
check you are eligible to apply for the role. has been shortlisted for the next stage of the
If you need any support or have any questions 2. A response to whether you would like to
selection process. If you are shortlisted, we will
during any stage of the selection process,
request reasonable adjustments during
contact you to arrange the next stage of the
please contact the SCS Recruitment Team
the selection process. The Disability
selection process.
scsrecruitment@justice.gov.uk.
Support section explains how adjustments
can be made to the selection process to
Feedback will only be provided if you attend an
Internal Stakeholder Conversations
accommodate a disability.
interview or assessment.
You are invited to arrange an informal
3. You will also need to complete a CV and
What is being assessed?
discussion with Russell A’Court, the current
Statement of Suitability. It is important that
post holder to learn more about the role and
your CV and Statement of Suitability give
Behaviours, as listed on page 12.
the organisation before applying. This is not
evidence and examples of how you meet
Strengths
part of the assessed elements of the selection
the essential experience set out on page
process.
11 & 12.
You will be informed at interview which
strengths you are being assessed against.
Application
You will need to complete the online
application process accessed via the
advertisement for this role.
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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.
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Civil Service Behaviours
What are Behaviours?
You motivate staff by ensuring they understand Communicating and Influencing
how their work fits into the big picture
The Civil Service recruits using Success
You communicate clearly and with confidence,
Profiles and Behaviours are an element of
Leadership
both verbally and in writing. You are open,
Success Profiles used to see whether
honest and transparent in your
candidates are able demonstrate specific
You visibly demonstrate the organisation’s
communications. You communicate effectively
Behaviours associated with the role they are
values in all your activity, leading authentically. with internal and external senior stakeholders
applying for during the selection process.
You seek to engage staff in the aims of the
to present information in a convincing and
organisation and communicate the
influential manner. You tailor your
In this process the below Behaviours are most organisation’s strategy in an inspiring way. You communication methods and content to the
relevant to this role and will be assessed
create an inclusive and fair culture which
audience, simplifying strategic messages.
during the interview stage of the process. The creates a sense of belonging by treating staff
definitions of Behaviours are set out below:
as individuals and actively valuing diversity
Making Effective Decisions
within the organisation. You empower teams
Seeing the Big Picture
and individuals to excel by creating a shared
You make defensible, objective and fair high-
impact decisions, considering the impact on
You understand the wider context of the
vision and objectives and demonstrate trust in the service user and wider organisation. You
organisation’s work, considering the political,
staff by giving autonomy. You motivate staff by are willing to take ownership of your decisions,
social, economic, and technological
ensuring they understand how their work fits
being transparent and open about the reasons
environment both currently and in the future.
into the big picture.
for them. You effectively analyse data to make
You create and implement strategies to
evidence-based decisions, whilst being
achieve the organisation’s aims and meet the
comfortable taking considered risks based on
needs of the public. You promote the
the best evidence available. You consult with
organisation externally, advocating positive
others to incorporate views and professional
outcomes for the sector you operate within.
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expertise, ensuring appropriate individuals are
involved in the decision-making process.
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 required for the role and describe
submit a Statement and CV. Both your
the outcome that came from this.
Statement and CV should demonstrate how
Providing a name-blind CV and Success
you meet the essential experience outlined in
Profile Statements
the Person Specification section.
In both your CV and Success Profile
Ensure you read through the role information
Statements please remove references to any
thoroughly and identify the essential criteria for personal information that could identify you.
each area. You should ensure you provide
For example:
evidence for each of the essential experience
• Name and title
which are required for the role in your
• Educational institution names
Statement and CV. You may not be
• Age and gender
progressed to the next stage of the
• Email address
assessment process if you do not provide this
evidence.
• Postal address and telephone number
• Nationality and immigration status.
When structuring your Statements try to:
This will help us to recruit based on your
• Group evidence of the same experience
knowledge and skills, and not on your
skills together by using subheadings and
background, gender or ethnicity. Recruiting this
paragraphs. This will help to ensure you are way is called name-blind recruitment.
writing about the experience that is directly
For more information on how to write your
relevant for the role you are applying for.
Statement and CV please visit the Civil Service
• You should ensure that you detail recent and Careers Website.
relevant examples of the essential
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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
Sunday 24th August 2025 at 23:55
Outcome of CV and Statement of Suitability
15th or 16th September 2025
Panel Interview and Presentation
Week commencing 6th October 2025
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Working for the Ministry of Justice
themselves, to feel supported and have a
privilege entitlement to mark the King’s
strong sense of belonging in the workplace.
Birthday.
Our commitment to creating a diverse and
inclusive workforce is reflected in all of our
Flexible Working
people policies and strategies.
While not every type of flexible working will be
Benefits
suitable for every role and business area,
flexible working can take many forms and The
As a Ministry of Justice employee, you’ll be
Ministry of Justice is committed to delivering its
entitled to a large range of benefits which
business effectively and sustainably by
include but are not limited to:
creating modern and inclusive workplaces that
enable smart, flexible and hybrid working.
Pension
For more information on our amazing benefits
The Civil Service Pension Scheme is one of
including our Civil Service Pension Scheme,
the best workplace pension schemes in the UK annual and special leave, and our Equality,
public sector. Visit
Equality, Diversity, Inclusion and Wellbeing
Diversity, Inclusion and Wellbeing schemes
www.civilservicepensionscheme.org.uk for
please visit our Senior Civil Service website.
Our departmental values - purpose, humanity, more details.
openness and together - are at the heart of our Generous Annual Leave and Bank Holiday
commitment to create a culture where all our
Allowance
people are able to thrive and flourish in the
workplace.
25 days annual leave on entry, increasing on a
sliding scale to 30 days after 5 years’ service.
We want to attract and retain the best talent
This is in addition to 8 public holidays. This will
from diverse backgrounds and perspectives.
be complemented by one further day paid
We want everyone to be the best of
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Disability Support
What reasonable adjustments can be made • Providing interview questions in a written
If you have any questions in advance of
if I have a disability?
format at the interview as well as orally;
making your application regarding reasonable
• An interview at a certain time of day;
adjustments please contact the SCS
We are committed to supporting all candidates
recruitment team at
to take part in the recruitment process. This
This is not an exhaustive list but rather some
scsrecruitment@justice.gov.uk.
includes supporting individuals who have a
examples of how we can support you during
disability by making reasonable adjustments to
Do you offer a Disability Confident Scheme
the SCS Recruitment Process.
the recruitment process.
for Disabled Persons?
Whilst we aim to confirm all adjustments
If you feel you require any kind of support
As a Disability Confident employer, the MoJ
requested, there may be occasions where this
and/or would like to discuss this with someone,
offer an interview to disabled candidates who
isn’t possible. If an adjustment cannot be
please indicate ‘yes’ to requesting reasonable
meet the minimum selection criteria, except in
provided, the reasons for this will be explained
adjustments in your application form and
a limited number of campaigns. This could be
to you.
ensure that you respond to the Reasonable
in terms of the advertised essential skills
Adjustments Scheme team by email.
Help with your application
and/or application form sift criteria. Within the
application form, you will be asked if you would
How we can support you
It is important you contact us as early as
like to be considered for an interview under this
possible by email if you would like to request
There are many types of reasonable
scheme, so please make us aware of this
reasonable adjustments so that the recruitment
adjustments that can be made during
when prompted.
process runs smoothly for you.
assessment processes.
If you do decide during the process that you do
Examples of some types of adjustments
require adjustments and you have not
include:
completed all your assessments, please
• Extra time to complete assessments;
contact the SCS recruitment team in advance
• Providing a break within an assessment;
of your next assessment.
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FAQs
Can I apply if I am not currently a
Is security clearance required?
If you are not satisfied with the response you
civil servant?
receive from the Department you are able to
Yes. If successful you must hold, or be willing
raise a formal complaint in the following order.
Yes.
to obtain, security clearance to SC level. More
information about the vetting process can be
1. To Shared Service-Connected Ltd (0845
Is this role suitable for part-time working?
found here.
241 5358 (Monday to Friday 08.00 - 18.00)
This role is available for full-time or flexible
or e-mail Moj-recruitment-vetting-
Will this role be overseen by the Civil
working arrangements (including job shares).
enquiries@gov.sscl.com)
Service Commission?
To discuss your needs in more detail please
2. To Ministry of Justice Resourcing
get in touch with the SCS Recruitment Team.
No. However, the recruitment process will still
(resourcing-services@justice.gov.uk)
be governed by the Civil Service Commission’s
Where will the role be based?
Recruitment Principles.
3. To the Civil Service Commission
If successful you will be based in 102 Petty
(https://civilservicecommission.independent
What do I do if I want to make a complaint?
France, London in the Victim’s Commissioner
.gov.uk/contact-us/)
Office. Relocation costs will not be reimbursed. The law requires that selection for appointment What should I do if I think that I have a
to the Civil Service is on merit on the basis of
Can I claim back any expenses incurred
conflict of interest?
fair and open competition as outlined in the
during the recruitment process?
Civil Service Commission’s Recruitment
If you believe that you may have a conflict of
Unfortunately, we will not be able to reimburse Principles.
interest, you must declare it by contacting SCS
you, except in exceptional circumstances.
Recruitment on scsrecruitment@justice.gov.uk
Should you feel that the recruitment process
before submitting your application.
Am I eligible to apply for this role?
has breached the recruitment principles and
you wish to make a complaint, you should
For information on whether you are eligible to
contact scsrecruitment@justice.gov.uk in the
apply, please visit Gov.UK.
first instance.
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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,
organisation performance.
2. Processing is of a specific category of
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
Data Sharing
genetic data, biometric data for the purpose of
equality to be promoted or maintained.
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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