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Court Reform & Benefits Analysis Team Lead – 40625
£57,331 - £83,600
Multiple Locations


We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit:

The salary range for this post will depend on the location you are allocated

Please note, the salary range is:

Inner London:  £66,325 to £83,600

Outer London: £62,063 to £83,600

National: £57,331 to £79,200

Candidates should be accredited members of the wider Government Analytical profession:

Government Statistical Service (GSS), Government Social Research (GSR), Government Economic Service (GES), Government Science and Engineering (GSE), Digital, Data and Technology (DDAT) or Government Operational Research Service (GORS).

The post is open to HMCTS Band A/Civil Service Grade 6 applicants on level transfer and other eligible staff on promotion.

HMCTS Overview

HMCTS has embarked on a period of significant change which will see the organisation transform over the next 5 years.   In collaboration with the senior judiciary and the Ministry of Justice, we are investing £1bn to reform our courts and tribunals system.

Our systems and processes have not kept pace with the world around us. We know we can make justice less confusing, easier to navigate and better at responding to the needs of the public. We want every user to feel they have been treated swiftly, fairly and with respect.

We are building a modern system for administering justice which will benefit everyone who uses it. By designing systems around the public who need and use our services, we can create a more effective system for them and generate efficiencies for the taxpayer.

Watch the Justice Matters video to see the benefits this £1bn investment is delivering to our customers:

The HMCTS Finance, Governance and Performance (FGP) directorate has a pivotal role in supporting senior stakeholders and their teams through the change, with the right strategy to build the necessary organisational capability and to realise the benefits needed.

The role

This role has responsibility for running an expanding analytical team coordinating all elements of analysis to support the Reform Programme. Your team will own key Reform models, as well as managing appropriate timelines & creating project plans. This will be high-profile and high-impact work as HMCTS reform is central to ensuring the department achieves its strategic responsibilities and long-term financial goals as well as delivering some of the key enablers to our recovery plans. It will require building and maintaining a wide set of stakeholder relationships and regularly presenting results to the most senior HMCTS staff. The work area receives interest from Treasury, senior Judiciary and the Secretary of State. This is a varied role with a high level of responsibility, opportunity to influence decisions and regular senior stakeholder engagement

This is an opportunity to oversee and shape the modelling work and your team will engage with stakeholders across the programme to understand their assumptions and help them to understand the impact those assumptions have on their benefits. The aim is to develop reform modelling to be both more dynamic (including automating assumption change analysis) and improve understanding of risk and uncertainty (through scenario analysis and potentially Monte-Carlo analysis of probability ranges around overall reform outcomes), as well as creating systems to dynamically assess reform performance against efficiency expectations within an environment of changing external effects. This is an opportunity to embed best practice around the treatment of uncertain results into a major programme.

The role is suitable for anyone with strong quantitative & team management skills. It requires strong leadership, excellent analytical skills, and confident communication of analytical products. This is a role in a very high priority area of work that spans the entirety of HMCTS. It’s an exciting opportunity that consolidates and builds on work previously carried out by teams in both HMCTS and MoJ’s Analytical Directorate and provides a unique opportunity to drive forward our work in this area.

Role responsibilities:

As analytical team lead, you will be responsible for the prioritisation and deployment of your analytical team to ensure the team’s key responsibilities are progressed:

  • Development of improved court demand modelling to assess how changes from HMCTS Reform, demand for different court case types driven by external factors, Covid-19 court recovery, agreements on judicial sitting days and strategic priorities interact to affect our expectations for future demand and its uncertainty.
  • Leading analysis on the design of a new HMCTS People Model, combining future demand expectations with staff deployment data to provide analysis driving decisions on where staff would best be allocated across the whole of the courts and tribunals service.
  • Creating new systems to forecast and track whether HMCTS Reform is on track to hit its’ challenging efficiency impact targets, while allowing for changes in other factors – such as HMCTS’s possible shifts in prioritisation due to shifting demand and future Covid impacts
  • Reviewing and improving modelling on the impacts of HMCTS Reform in the Civil, Family & Tribunal jurisdictions, both to HMCTS and wider stakeholders (including the general public). This would include providing analysis and supporting work on business cases and spending review bids submitted to HM Treasury.
  • Proactively engage with stakeholders, business partners and operational teams to elicit requirements for, and identify opportunities where, analysis and modelling can add value to the organisations plans. You will use this to develop a rolling programme of work, ensuring outputs meet customers’ needs and agreed deadlines and are of a high quality.
  • You will help to foster a culture of knowledge sharing and continuous improvement, and demonstrate adaptability and commitment to supporting others across the team in delivering a high-quality service. You will help to embed improved ways of working with data across the wider team, including automation of manual tasks and data assurance.
  • Management responsibility for a team of analysts, including at least two direct G7 reports
  • Additional ‘dotted line’ support to analysts working on rebuilding the central HMCTS Reform financial consolidation model, and on property analysis regarding the most efficient use of the court estate.

Essential knowledge, skills and experience

This variation in work means that the posts could be of interest to, and develop core skills for, members of any analytical profession with strong quantitative technical skills.

The successful candidates should be able to demonstrate the following criteria:

  • Excellent team management and leadership skills for analytical teams
  • Experience of leading diverse teams to deliver change and innovation or a high-quality service.
  • Knowledge and practical application of a broad range of modelling approaches or quantitative analytical techniques.
  • Excellent interpersonal skills and ability to build and maintain strong working relationships with business partners, stakeholders and fellow analysts.
  • Excellent influencing skills, with the ability to take a complex ideas, concepts and data sets and communicate the key messages clearly in writing and verbally to a variety of audiences.
  • Strong ability to work in a culture of rapid change and uncertainty.
  • Strong ability to identify areas of improvement and create innovative approaches to delivering better quality services and products.
  • Adaptable and willing to review role and priorities with senior management team to meet the current and future needs of the organisation.
  • Strong organisational skills with the ability to plan and prioritise your own and your team’s workload when faced with competing priorities.
  • Ability to work confidently with a diverse group of stakeholders and challenge established business processes and working practices.

Application process

To apply for this position please provide a short CV and an up to 1,250 word personal statement setting out your suitability for the role, including how you meet the essential criteria, considering the success profiles and technical competencies below.

Your statement will be assessed against the following Success Profiles behaviours at a Level 4 standard:

  • Changing and improving- ‘Encourage innovative ideas… make changes which add value… understand the role of technology…’
  • Making effective decisions- ‘Analyse and accurately interpret data… find the best option… present reasonable conclusions’
  • Working together- ‘Actively build and maintain a network… challenge assumptions while being willing to compromise if beneficial to progress… build strong interpersonal relationships’
  • Delivering at pace- ‘Give honest, motivating and enthusiastic messages about priorities, objectives and expectations…ensure delivery of timely quality outcomes’

Further information on Success Profiles and required standards for this post can be found at:    


1: You should also provide evidence in your statement of the following analytical requirements:

Applies quantitative analytical methods effectively to drive insights and evidence that influence decision making and add value:

  • Identifies, gathers and brings a range of often large data sets together, identifying and resolving quality issues
  • Uses appropriate methods and techniques to analyse the data to gain insight and evidence that solves problems or questions
  • Presents findings and insights persuasively so customers engage and understand the evidence and use it to influence decisions
  • Anticipates potential further uses of data wider than solving initial problem, and can raise awareness and engagement in value of quantitative approaches

2: Your statement should also cover the relevant professional competency:

Please state your analytical profession within your statement as this will help us ensure that the interview panel is appropriate for your profession, should you be selected.

You should give evidence of how you meet the requirements of the relevant professional competency framework. Further information can be found within the links below:

Government Economic Service (GES):

Government Statistician Group (GSG):

Government Social Research Service (GSR):

Government Operational Research Service (GORS):

If there are a large number of applicants, we will conduct an initial sift against the ‘Changing and Improving’ behaviour.

Applicants Invited for Interview

You will be required to give a 5-minute presentation at interview. Details of this will be sent to those candidates who are invited for interview.

Please also note that interviews are likely to be conducted via video conference.

For Further Information:

If you would like to discuss this advert in more detail please feel free to contact:

Additional Information

Working Arrangements & Further Information

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.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.


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.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.


The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.


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


  • 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 any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.


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 employees.

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

1-      To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am – 6pm) or e mail;

2-      To Ministry of Justice Resourcing (;

3-      To the Civil Service Commission (details available here)

The Civil Service embraces diversity and promotes equality of opportunity.

There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria.

Grading Structure Review

The Ministry of Justice is currently undergoing a review of posts which are currently graded at Band A to realign our grading structure with the majority of the wider Civil Service.

Posts advertised at Band A may be graded at either Grade 6 or Grade 7 once the review has taken place.