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Security, Health & Safety

Community Payback Health and Safety Officer – 62650
£23,174 – £28,200
Multiple Locations


We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit:

1 position. Full and Part time applications will be considered, flexible approach to work pattern. 

Overview of the job 

This is a non-operational specialist based role within the probation regions to support the delivery of Community Payback (CP)  

This role will be line managed by the CP Operations Manager within the Region, with oversight and support from the Regional and National HMPPS Health Safety and Fire leads.

The role supports national plans and systems for the management of HSF risk. This will be achieved through effective implementation of national health, safety & fire systems and procedures for CP teams.  

There are no line management responsibilities.


The job holder will undertake the role, having access to all unpaid work sites placements and equipment.. 

The post holder will be the first point of contact for all CP HSF queries within their region.  

Co-ordinating HSF management systems within the identified regions in line with national policy, arrangements and standards on a day to day basis. Providing support for other teams in the region as required by the HS&F Regional Lead (RHSFL) and agreed locally.

Responsibilities, Activities & Duties 

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

  • Act as the initial point of contact for any regional CP health, safety & fire queries and action as necessary.
  • Report CP Health & Safety incidents including notifying the Heads of UPW and RHSFL of any dangerous conditions requiring immediate action and referring potential RIDDOR incidents to the Head of UPW and to the Regional HSF Team. Support the RHSFL who will interpret and present enforcement reports to Regional Probation Director, SMT, Health and Safety Committee and support them in drafting and seeking approval for suitable action plans.
  • Assist in the maintenance, review and distribution of national and regional health and safety risk assessments for CP.
  • Ensuring Community Payback workshops, stores and projects are set up and maintained in compliance with current health, safety and fire legislation including risk assessments, safe systems of work, workplace inspections, fire procedures, training and provision of PPE as required. Where necessary liaise with CP Managers, beneficiaries and other stakeholders.
  • Advise and support CP Managers to carry out workplace inspections. This will involve carrying out periodic quality sampling and assurance audits
  • Maintain oversight of accidents/incidents and near miss reports using Sphera and analyse any trends to make improvements/ recommendations or target any future training requirement
  • Regular liaison with HSF teams, to ensure that regional and national priorities and actions are embedded into CP management forums and processes. This includes monitoring regional and national action plans.
  • Assist the Regional Business Administration Specialist (BAS) in production of monthly, quarterly and annual reports to the Central CP Deputy Director, Regional SMT, Health and Safety Committee and H&S representatives, on the HSF performance for Community Payback with reference to individual accidents/incidents, trends and patterns,.
  • Regular liaison with the Heads of Interventions and Heads of UPW responsible for HSF-related contingency planning to ensure all aspects of such contingency planning are suitable, sufficient and current. To assist those responsible with the development and testing of HSF contingency plans.
  • Assist in the delivery of HSF induction training for all staff and input into regional HSF training needs and analysis. Providing assurance that all staff have completed their training.
  • Liaise with the CP teams to ensure the keeping of accurate records and plans relating to, Evacuation drills, Staff training in respect of, SSOW and all other fire training, Fire events – including false alarms, UPW placement inspections, audits etc, Assurance that CP staff who use Lone Worker Devices have completed training, Location of firefighting equipment and their test requirements,  Location of fire detection equipment and their test requirements
  • Provide support to CP teams in the collation and coordination of litigation casework. Liaise regularly with the regional HSFL team on litigation casework progress.

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


  • Changing and Improving
  • Making Effective Decisions
  • Communicating and Influencing
  • Working Together
  • Managing a Quality Service

Technical requirements

It is recognised that not all candidates will hold technical qualifications and consideration will be given to those who have knowledge/experience in H&S,F and are willing to work towards the qualifications. 

However, the qualifications must be achieved within 2 years of employment. Will be expected to be formally trained in Sphera. 

The post-holder is required to hold a minimum of NEBOSH General Certificate or NVQ equivalent or be working towards it.


  • Able to deal effectively and assertively with staff at all levels
  • Able user of MS Word and MS Excel
  • Basic training and presentation skills
  • Information collation and analysis
  • Working in fast paced environments 


£23,174 - £28,200

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 working hours are 37 hours per week excluding breaks which are unpaid. 


The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service, plus public holidays. Leave for part-time and job share posts will be calculated on a pro-rata basis


The National Probation Service is covered by the Local Government Pension Scheme (LGPS) run through the Greater Manchester Pension Fund (GMPF).  Please visit for further information.

Please note: Any current Civil Servant who is a member of the PCSPS, by accepting an offer of employment to the National Probation Services will be opted out of the PCSPS and auto enrolled into the Local Government Pension Scheme.


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


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


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


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

Working for the Civil Service

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

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

The Civil Service embraces diversity and promotes equal opportunities. 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 SSCL Recruitment Enquiries Team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: