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Statistics

Court Reform & Benefits Analyst – 52403
£36,049 – £47,591
Multiple Locations

Apply BACK TO SEARCH

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: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

We are looking to recruit 1x SEO (Band B) analyst into HMCTS on a permanent appointment.

This role is open to:

  • Existing analysts from all analytical professions (GSS, GES, GORS, GSR, DDAT) either on level transfer or on promotion.
  • Other candidates that are not members of GORS, GSR profession but possess and can demonstrate similar experience at SEO level and ability meet the profession eligibility criteria. Please note that depending on your preferred profession, extra assessment may be required at interview stage.

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:  https://youtu.be/3_xDMTQ6DJQ

HMCTS Analysis and Performance has a pivotal role in supporting senior stakeholders and their teams through the change. They will develop the right strategy to build the necessary organisational capability and to realise the benefits needed. 

The role

This will be high-profile and high-impact work because 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 producing analysis to inform and influence decisions by senior HMCTS staff. The work area receives interest from Treasury, senior Judiciary and the Secretary of State. This is a varied role with opportunity to influence decisions with regular senior stakeholder engagement.

The HMCTS reform programme is wide ranging and covers many jurisdictions, including parts of the criminal justice system. This role will focus on analysing the effects and benefits of reform, such as increased digital working and changes in services. There will be opportunity for you to shape the benefits modelling and 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 around the impacts of assumptions on benefit movements. 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 skills, and for those wishing to further develop their technical skills whilst working in a high priority area that spans the entirety of HMCTS. They require excellent analytical skills and confident communication of analytical products. This is an exciting opportunity that consolidates and builds on work previously carried out by teams in both HMCTS and MoJ’s Analytical Directorate and provide a unique opportunity to drive forward our work in this area. 

Role responsibilities:

The full set of wider team projects are shown below, but this role will only work on a subset of these. There is some flexibility around this – please let us know if you would particularly like to work on some specific areas.

  1. Developing cost-per-case forecasts for HMCTS, accounting for Reform, demand changes, Covid impacts, etc. Outputs will be used to create new workforce planning models aiming to optimise funding and resource allocations, track Reform’s financial benefits, and in reports to HMCTS’s Chief Executive and HMT.
  2. New work aligning Reform analysis to Covid recovery analysis – including how to manage the flow of Covid-affected court performance data into reform modelling & benefits tracking, and vice-versa.
  3. Provide regular reporting to HMT on tracking the wider economic benefits of Reform to the environment and to the general public.
  4. Use the consolidation model to produce detailed economic and finance table outputs. These inform the HMCTS Finance Director of programme-wide impacts where changes to Reform scopes or timings are proposed, influencing crucial decisions on programme’s future. Currently, this is a clunky process across multiple Excel workbooks and provides a great opportunity for rebuilding in R.
  5. Responsibility for improving and running the HMCTS Court Reform benefits models across all main HMCTS jurisdictions (Crown, magistrates, civil, family and tribunals). This would include providing analysis to support updates to the expected benefits from reform, feeding into bids and updates provided to HM Treasury, communicating analysis to stakeholders including senior civil servants and considering potential blockers and suitable workarounds.
  6. Property analysis of costs/benefits and estimates of changes to travel times when opening, closing or relocating courthouses, along with working on a new property strategy for HMCTS.

Essential knowledge, skills and experience

This variation in work means that the post 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:

  • 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.
  • 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 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

Application

You’ll need to submit an anonymised CV as part of your application. Your CV should be no more than 2 pages long and should show us your work history and previous experience. It should be well structured, succinct and written in clear language.

You will also be assessed against the Civil service success profiles framework on the following behaviours:

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

Please also refer to the CS Behaviours framework for more details at this grade:

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/717275/CS_Behaviours_2018.pdf

As well as the three civil service behaviours stated above, you are also asked to provide two sets of written evidence of professional competence.

Professional Competencies

  • Professional Competency (1) Knowledge & Skills

Please provide a written example demonstrating the following competency from your profession at SEO level:

  • GSS – Data Analysis.
  • GORS – Knowledge and application of OR Skills and Techniques.
  • GES – Analysis of Data.
  • GSR – Knowledge and application of GSR technical skills

For more information regarding Professional Competency (1) please refer to the analytical profession internet links below. Please note that some aspect of the professional competency may overlap with the MoJ competencies listed above. We therefore recommend that in providing written evidence for the professional competency, candidates focus on the technical and methodology aspects of the competencies that are specific to the profession. We will use evidence presented for the MoJ competencies in assessing the wider skills candidates have.

  • Professional Competency (2) Influence & Impact

Please provide a written example demonstrating the following competency from your profession at SEO level:

  • GSS – Presenting and disseminating data effectively.
  • GORS – Achieving impact with analysis.
  • GES – Effective communication.
  • GSR – using and promoting social research

For more information regarding Professional Competency (2) please refer to the analytical profession internet links below. Please note that some aspect of the professional competency may overlap with the MoJ competencies listed above. We therefore recommend that in providing written evidence for the professional competency, candidates focus on the technical and methodology aspects of the competencies that are specific to the profession. We will use evidence presented for the MoJ competencies in assessing the wider skills candidates have.

Government Statistician Group (GSG): Further information, including a user guide, can be found within the link below:

GSS Competency Framework

Government Social Research Service (GSR): Further information can be found within the link below:

GSR Competency Framework   

Government Operational Research Service (GORS): Further information can be found within the link below:

GORS Competencies

Government Economic Service (GES): Further information can be found within the link below:

GES Professional Standards 2013

If there are a large number of applicants, we will conduct an initial sift against the ‘Communicating & Influencing’ 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:

katy.scott@justice.gov.uk

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.

Flexible working hours

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

Benefits

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.

Pension

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

Training

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

Networks

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.

Support

  • 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 https://www.childcarechoices.gov.uk/.
  • 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: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.