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Programme and Project Management

Community Payback Placement Coordinator London – 61650
£23,174 – £28,200 + London weighting allowance of £3,889


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:

As a Placement Coordinator your office location will be one of the above locations however your role will cover all areas of London, frequent weekend working will be required and a higher rate of pay will applied.  Please note a manual driving licence is required however it is not essential that you hold a D1 licence.

Community Payback Placement Coordinators will be expected to work weekends when needed. This may be to cover for CP supervisors, or to visit CP project sites – such as schools which aren’t accessible on weekdays – to complete project risk assessments or meet beneficiaries, for example. You will be paid a higher rate for any weekend days you do work.

Please note we are seeking applications from individuals to work in all London boroughs.

Overview of the job       

This is a high-profile role within Probation Services (PS) responsible for establishing and maintaining relationships with a range of current and future partner organisations, customers and stakeholders.  This will involve working with a range of voluntary and statutory organisations.

The post holder will ensure that sufficient work placement that meet the quality standards set out in the Community Payback Guidance are available so that the sentence of the Court can be carried out effectively. 

The post holder will support the CP Manager to ensure that all Community Payback placements meet the policy objectives of the organisation and comply with relevant legislation.

Post holders may be required to undertake weekend working as part of their normal pattern of working.


The job holder will identify and establish community-based work projects that fulfil the requirements of the Community Payback Guidance Manual. This includes monitoring and review of existing projects

The post holder will conduct relevant health and safety assessments of work placements and ensure compliance with organisational policy and health and safety legislation. 

The post holder will have oversite of the placement induction procedure, defining tasks and safe working practices and appropriate allocation and use of required tools and equipment. 

Responsibilities, Activities & Duties 

  • Find and assess a wide range of suitable Community Payback placements, including those providing an opportunity for service user training and future employment and placements appropriate for people with protective characteristics
  • Assess the viability of income generation opportunities within new placements, discuss with beneficiaries and manage the process to maximise this potential
  • To complete a schedule of safe working practice for work and create a project file in accordance with Health and safety standards.?
  • Promote positive relationships with beneficiaries/ stakeholders; including meetings and site visits as required to manage customer/stakeholder relationships and promote a positive perception of the PS with community networks.
  • Ensure that a safe working environment for staff, service users and beneficiaries is maintained on all Community Payback work sites in compliance with Health and Safety legislation and PS policy.
  • Ensure that placements remain compliant with quality requirements and take action as required to improve or discontinue placements where quality standards cannot be met. 
  • Be responsible for coordinating tools, equipment, appropriate clothing and PPE and other resources used on Community Payback placements and ensure that all equipment complies with Health and Safety requirements and that users know how to safely use the equipment.
  • Ensure that relevant Health and Safety Training is provided to staff both in response to ad‐hoc needs and as required by the service delivery plan
  • To support investigations into Health and Safety incidents and ensure that serious incidents including near misses are reported and that lessons learnt are shared within the team.
  • To support the electronic, social media and other innovative means to receive nominations for new placements from the public and promote Community Payback, within PS guidelines.
  • Liaise with probation practitioners as necessary to exchange information and maintain appropriate working arrangements
  • To participate in a rota planning, delivering and reviewing the service user induction.
  • Recruit, support and coordinate Mentors who will encourage service user compliance, engagement and access to local support networks
  • To cover the CP supervisor role where required to avoid cancellation of work placements for operational reasons.
  • To contribute to training of CP supervisors and beneficiaries, as appropriate

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.


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

Essential Experience 

  • Evidence of working as part of a team, sharing good practice, knowledge of community networks and the skills to promote a strong team ethos 
  • Examples of maintaining positive working relationships with a range of stakeholders (beneficiary organisations) and represent the organisations at meetings and Forums.
  • Experience of conducting work place reviews to make judgements about compliance with quality standards

Technical requirements

  • Health and Safety Institution of Occupational Safety and Health (IOSH) Level 3 or Managing Safely qualified
  • Ability to drive a Minibus D1 and trailer
  • Qualified as an assessor for NVQ awards for service user e.g. OCN


£23,174 - £28,200 (Plus a London Weighting Allowance of £3,889)

Additional Information

About the Recruitment Process 

As part of this application, you will be required to sit the Civil Service Judgment test (CSJT). The CSJT is a two-part test which looks at your ability to make decisions in relation to specific civil service behaviours.

The CSJT is stage one of your application process and you will have the option to complete a practice test immediately before taking the test, to give you an insight of what to expect before you start.  

You can find out more about the CSJT and complete a practice test now here.  

If you would like more information relating to reasonable adjustments and the CSJT, please see more details here. You can also watch a short a video here

Please note that there will be a short window of 2 working days to discuss and agree any adjustments for the online test, following the job advert closing.

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 for this post are 37 hours per week excluding breaks which are unpaid.

If you are a current PS 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.


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


-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


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


-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

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: