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General Information

Salary
£36,590
Working Pattern
Full Time
Vacancy Approach
External
Location
London
Region
London
Closing Date
16-Sep-2025
Business Unit
AGY - NOMS Agency
Post Type
Fixed Term, Loan
Civil Service Grade
EO
Number of jobs available
1
Reserve List
12 Months
Job ID
9332

Descriptions & requirements

Job description

Fixed Term – up to 24 months

Interviews will be Face to face at HMP Thameside

Based minimum 3 days a week at HMP Thameside, with the option to spend the other 2 days at another establishment or MOJ hub if preferred.

Overview of the job

This is a specialist administrative role within an establishment to support the needs of Foreign National Offenders (FNO) as part of Offender Management function.           FNOs often need support to understand and manage both their custodial and immigration journey, particularly if they are subject to deportation action. In this role the job holder will identify and inform Home Office (HO) such as FNO Returns Command (FNORC) of FNOs who wish to comply with their removal from the UK and this will enable the job holder to contribute towards HMPPS work of managing prison capacity.

The role will provide a critical link to the Home Office, promoting awareness of Home Office returns and re-integration schemes and ensuring Home Office staff have access to FNOs for timely case progression. The job holder will proactively build (HO) relationship and collaborate with internal and external stakeholders including Offender Management Unit, Equalities, National HMPPS FNO team, Immigration Prison teams (IPT) and third sector organisations.

In this role the job holder will analyse data on the FNO cohort in the prison including remand FNO cohort; compliant FNOs for removal; FNOs within their Early Removal Scheme (ERS) window, and number of FNOs released to the UK/deported/released to Immigration Removal Centres (IRC). The job holder will disseminate this information to the prison’s Senior Management and to HMPPS FNO Team for evaluation and decision-making purposes.

This is a non-rotational, non-operational post that will involve prisoner contact.

 Summary

The job holder will provide specialist support to FNOs and prison staff as the central contact for FNOs and Home Office Casework and IPT. They will update FNOs of the progress of their specific case and inform them of any changes to relevant processes and policies, including the ERS.

The job holder will ensure processes and systems are appropriately embedded for the fair and decent management of FNOs. They will use effective communication skills (specifically using translation services where required) to address the specific challenges faced by FNOs, thereby reducing isolation, and improving wellbeing.

Dependent on individual prison tasking, this role may incorporate the prompt service of Immigration paperwork on behalf of the HO, ensuring the FNO understands the content, and return relevant documents swiftly to support Home Office case progression. The job holder will ensure that FNO information is correctly recorded and updated in prison systems to support analysis and decision making.

Responsibilities, Activities and Duties

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

•             Provide specialist support to FNOs and guidance to prison staff as the establishment’s central contact for FNOs and Home Office Immigration Prison Teams.

•             Build collaborative relationships and share good practice with a range of internal and external teams including Home Office Immigration Prison Teams, Embassies Offender Management Unit, Key Workers, Resettlement, Safer Custody and Equalities and FNO charities, for the effective management of FNOs.

•             Promote staff awareness of FNO-specific topics; FNO resources from the Foreign National Offender information Hub and translation and interpretation services.

•             Meet with FNOs newly arrived at the prison and provide support with specific challenges including language barriers, understanding immigration status and awareness of removal schemes.

•             Through collaboration with key teams including FNORC organise and lead the FNO Forums on a regular basis; attend relevant meetings such as ACCT reviews.

•             Identify and inform the HO FNORC of any FNOs who wish to voluntarily depart from the UK and highlight any vulnerability or barriers.

•             Engage and support the Home Office to deliver immigration surgeries and provide access to FNOs in custody, including via CVP, where possible.

•             Ensure swift service of immigration paperwork promptly on behalf of the Home Office, checking that the FNO understands the content and return relevant documents swiftly to support Home Office case progression.

•             Issue time served FNOs being held in immigration detention in prison with relevant information, including accessing free legally aided legal advice and special weekly payments.

•             Collate and analyse data for trends on the FNO cohort in the prison including remand FNOs who may be of Home Office Interest, compliant FNOs for removal, FNOs within their ERS window, and number of FNOs released to the UK/deported/released to Immigration Removal Centres.

•             Complete regular accuracy checks on P-NOMIS, ensuring all information is accurately recorded such as FNO Nationality, language spoken and immigration status. Ensure relevant alerts are completed and any inaccuracies and gaps in information are rectified.

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.

Civil Service Success Profile Criteria

Behaviours

•             Making Effective Decisions

•             Communicating and Influencing

•             Working Together

•             Managing a Quality Service

•             Delivering at Pace

Technical requirements

Will need to keep up to date of knowledge/working practices in areas of specialism.

Ability

•             Able to assertively communicate with staff and FNOs

•             Able user of MS Word and MS Excel

•             Information collation and analysis


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.

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 9332

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 9332

If you have any questions regarding this vacancy please contact Hazel.blackburn@justice.gov.uk

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Communicating and Influencing, 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
Communicating and Influencing
Managing a Quality Service
Working Together

Interview stage assessments

Interview Dates
To be confirmed
Behaviours
Communicating and Influencing
Delivering at Pace
Managing a Quality Service
Working Together
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)