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Administration / Corporate Support

Engaging People on Probation Manager – 60546
£30,208 – £37,174


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:

Overview of the job

This is a management role within the Probation Service (PS).

The Engaging People on Probation Manager (EPOPM) will focus on supporting the Probation Service Region or Approved Premise Directorate to deliver Engagement of People on Probation and peer mentoring services to the desired strategy, performance and quality standards. The EPOPM will report to the Head of Community Integration or Head of Interventions (as per Regional Probation Director’s strategy).


The job holder will be expected to manage and lead the EPOP strategy within the operational area to the required standard.

In line with PS policies and procedures, the job holder must at all times demonstrate a commitment to equality and inclusion and an understanding of their relevance to the work they do.

The post holder must adhere to all policies in respect of the sensitive/confidential nature of the information handled whilst working in this position.

If relevant to the role, some out of hours working may be required.

Responsibilities, Activities and Duties

The EPOP Manager may be required to undertake any combination, or all, of the duties and responsibilities set out below.

  • Provide effective co-ordination, direction and leadership regarding the various EPOP activities staff are to engage with i.e. comms, forums, learning activity, awareness raising, development of practice and be accountable for any issues of poor quality. To identify gaps, challenges and regional needs re engagement work/peer mentor development and develop, implement and maintain a Regional EPOP Action Plan.
  • Work alongside other Regional EPOP Managers to ensure their approach delivers against the HMPPS EPOP Standards of Excellence and the EPOP Strategy (formerly Service User Involvement Plan) ensuring there is consistency where required and standards are met.
  • Feed into meetings such as local regional team meetings and National EPOP Single Point of Contact (SPOC) meetings to provide appropriate information exchange and business risk management and produce internal and external reports as required by the chair of the relevant meeting.
  • Ensure the voices of those that are unheard can be reached i.e. Black, Asian, Minority Ethnic, Roma Gypsy travellers and Women POP and ensure that disproportionality for People on Probation (POP) is being analysed, with remedial activity as required.
  • To ensure that all regional resources, including interventions, are deployed cost effectively and provide best value in terms of both budget control and realising the organisation’s strategic aims; to include ways to increase the pool of peer engagement workers, assisting staff to identify appropriate POP for forums and peer mentors, ensuring prompt training for mentors and undertaking pilots identifying ways to sustain those which are considered successful – across interventions/UPW/Sentence Management or Approved Premises.
  • Recruitment and line management as required of Peer Mentor Co-Ordinators and/or Peer Mentors. To proactively manage staff development, issues of underperformance, attendance, health and safety, employee relations and diversity matters. Adopt a consistent, fair and objective standpoint when making decisions in relation to individual staff issues.
  • Undertake risk assessments in the recruitment of peer co-ordinators and/or peer mentors
  • To manage financial resources for your area of responsibility as required by your Head of Function and in line with HMPPS financial regulations and policies. To authorise expenditure within financial limits.
  • To promote a culture of innovation and continuous improvement to service delivery and work to overcome any blockages to referrals, EPOP Strategy and EPOP services.
  • In accordance with the business plan, to provide a leading role and direction in work with partners and key stakeholders and represent the PS as appropriate to the role.
  • To facilitate effective communication between the regional LDU/Operational Units management team and internal and external partners.
  • To play an active part in the corporate management of the PS as necessary, as a member of the Regional Management Team/Approved Premise Directorate.
  • Demonstrate pro-social modelling skills by consistently reinforcing pro-social behaviour and attitudes and challenging anti-social behaviour and attitudes.
  • Carry out safeguarding children duties in accordance with the PS statutory responsibilities and agency policies and ensuring the safeguarding of children and vulnerable adults is prioritised in all contact when Engaging with People on Probation.

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.


  • Working Together
  • Developing Self and Others
  • Delivering at Pace
  • Managing a Quality Service
  • Making Effective Decisions
  • Communicating and Influencing
  • Leadership


  • Understanding of the role of the Probation Service in the Criminal Justice System and in a multi-disciplinary setting.
  • Knowledge and understanding of the factors which influence engagement with victims.
  • Understanding of risk management and assessment, understanding of multiagency risk assessment and management procedures.
  • Evidence of ability to evaluate practice.
  • Evidence of ability to provide a practice perspective on policy development.
  • Experience of working under pressure and fulfilling demanding deadlines.
  • Experience of working flexibly as a member of a team to achieve performance targets.
  • Experience of contributing to the provision of effective administration and information systems.
  • Demonstrable achievements in managing/supporting change and effecting improvement in quality and efficiency.
  • Able to demonstrate well developed IT skills, including evidence of ability to interpret and apply performance reports.
  • Experience of proactively championing diversity and inclusiveness both internally and externally.
  • Ability to implement the services health and safety policies.
  • An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.

Technical Requirements



£30,208 - £37,174

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: