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Analytical

MOJ Data & Analysis Directorate -Analyst roles within the Analytical Priority Projects and Business Partnering units – 16 roles – 62445
£36,049 – £47,591
National

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2 of these roles will require NPV Vetting as part of their onboarding process.  Remainder will be vetted to BPSS level.

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 Moj-recruitment-vetting-enquiries@gov.sscl.com);

2- To Ministry of Justice Resourcing (resourcing-services@justice.gov.uk);

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

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.

Overview

Do you have the passion, values, and ability to help us solve the biggest problems of the justice system?

We have 16 SEO analyst roleswithin the Analytical Priority Projects and Business Partnering units, within the Data & Analysis Directorate.

Roles are open to:  

  • Existing analysts from all professions (GORS/GSS/GSR/GES) either on level transfer or on promotion.
  • Other candidates that are not members of GSS, GORS, GSR, GES profession but possess and can demonstrate similar experience at the appropriate level. Badging opportunities will be available once in post for those who wish to apply.

We welcome applications from candidates based across the UK. Candidates will have the option of being based in the Leeds or London HQ offices (with flexible working arrangements available) or your nearest Justice Collaboration Centre or Justice Satellite Office. These are in Liverpool, Leeds, South Tyneside, Nottingham, Cardiff, Ipswich, Wolverhampton, Sheffield, Stafford, Manchester and Brighton. This will be discussed and agreed on the completion of background checks.

Interviews are likely to take place in early September 2022 and will be held via MS Teams. We will keep a merit list for a year for those who successfully pass the interview board but who are not offered a post.   

About Data & Analysis

We are passionate about improving justice outcomes through innovative research, data and analysis.

We provide high quality data and analysis helping to ensure strategic, policy, finance, corporate and operational decisions are based on robust evidence.

We create a culture in which people are empowered with the data and information to make excellent decisions; using cutting edge tools, techniques and collaboration; putting evidence at the heart of the justice system.

We are a multi-disciplinary team of around 500 staff that sits at the heart of the Ministry of Justice providing analytical support across a diverse and exciting agenda. We work in a dynamic and fast-paced context and our skills are in heavy demand across the Ministry of Justice. Our collaborations beyond government are seen as ground-breaking.

The Data and Analysis community is made up of analysts and specialists including: Social Researchers, Economists, Operational Researchers, Statisticians, Data Engineers, Data Scientists and other data specialists (such as data strategists, data dissemination, generalists and assurance experts).

Why work in Data and Analysis?
In Data and Analysis, we want all our people to feel valued for who they are and for the work they do. We provide a warm, inclusive place to work and offer a wide range of flexibilities and benefits as part of our people offer to reward our staff
.

What we offer

  • Flexible working arrangements and a focus on equality of opportunity – including welcoming part-time and/or job-share arrangements, compressed hours, working from home or your nearest Justice Collaboration Centres or Justice Satellite Office.
  • Career development – regular development and promotion opportunities across a wide range of roles, career development support, with a generous individual learning and development budget.
  • Range of new areas of work and new tools and techniques – we pride ourselves on our excellent deployment of well-established analytical methods, but also our progress to date. Progress such as our ambitious and innovative transformation programme to leverage departmental data and drive evidence-based decision-making using cutting-edge tools and techniques (for example: experimentation, personalisation, artificial intelligence).
  • Analysis is at the centre of the Department’s decision making – our transformation programme is focused on maximising our impact on departmental outcomes. The Ministry of Justice’s Senior Team and our Ministerial Team want all decisions to be evidence driven – your analysis will be key in influencing decisions and real-world impact
  • Vibrant community – part of a multidisciplinary team that has a supportive culture and is looking to further develop the community with the help of everyone.
  • See the frontline and what your work is influencing – regular opportunities to visit our front-line service providers, including courts, prisons, and probation to better understand the areas your analysis is affecting.

What you’ll do   

We have 16 SEO analyst roles available across Analytical Priority Projects, Criminal Justice Business Partnering, Better Outcomes through Linked Data (BOLD) programme and Tribunals and Civil Business Partnering. 

We have provided descriptions of the current SEO analytical roles available, however we are not asking you to select which role you are interested in at this stage. Should you be successful following an interview we will provide an opportunity to select which roles you are and are not interested in. You will then be allocated a role accordingly. 

Analytical Priority Projects (8 roles) 

  • The Analytical Priority Projects unit undertakes analytical projects that support the department to respond to complex problems and emerging issues. The post holder will work on a variety of high-profile, fast-paced analytical projects, with exposure to senior stakeholders. Projects are varied and involve a range of different analytical methods, giving opportunity to apply existing expertise, build new skills and test innovative approaches. Current projects relate to the Deputy Prime Minister’s priorities, and involve statistical analysis, coding, survey design and evaluation (2 role)
  • The Prison Estate Strategy and Contingenciesteam (1 role) works closely with Future Prison Policy and HMPPS to understand the short-term pressure on the estate, contingency options and longer-term strategy and needs of the prison estate. The team is responsible for a quarterly prison place projection which supports the departmental priority of capacity planning. You will work closely with modelling and data science colleagues to develop effective approaches to communicate implications to HMT and senior stakeholders. Within this role you will have the opportunity to work strategically with a range of stakeholders to inform options; develop existing models and build new ones to deliver the prison estate capacity projection and related scenarios; and take a lead in working collaboratively with other analysts and with stakeholders to understand assumptions and communicate analysis effectively. 
  • The Prison Safety and Environmental Surveillance (PSES) team (2 roles) works on projects that build understanding of issues around violence and self-harm, and recently also focusing on COVID-19.  We focus on the key questions raised by our stakeholders across MoJ and HMPPS and use innovative analysis to answer them. Key responsibilities include innovative analytical project work to inform improvements to safety and security in prisons and innovative analytical work to aid HMPPS operational decisions on COVID. Past projects include Analytical deep dives focussed on violence in prisons and Development of a monitoring system to track observed incidence of COVID-19 and provide an early indication of possible outbreaks, using a reproducible analytical approach to update reports daily.  
  • Justice Data Lab (2 roles) helps provide evidence on what works to achieve reducing reoffending, a key priority of the MoJ. You’ll lead evaluations of rehabilitative interventions to assess whether they significantly reduce reoffending among participants, in comparison to a control group. You will undertake a lead analytical role, developing methods to produce high quality impact evaluations to assess the effectiveness, or otherwise, of the interventions provided to offenders, including a suite of accredited offender behaviour programmes. You will be expected to include liaising directly with operational colleagues and external providers on all aspects of data collection and interpretation of results to a non-technical audience. 
  • The Offender Health Projects team (1 role) provides the opportunity to work closely with Health and Justice stakeholders across Government to lead the delivery of a programme of analytical work. This is an important analytical role to support the monitoring of Community Sentence Treatment Requirements (CSTRs). CSTRs aim to address underlying health needs (alcohol, drugs or mental health) related to offending behaviour, supporting a governmental priority to reduce reoffending. This role involves data manipulation and maintenance of a dashboard, as well as ensuring findings from data are communicated effectively. By assisting with data requests from a range of stakeholders, including operational and policy colleagues across Health and Justice, this role will provide valuable analytical insight to improve treatment delivery and outcomes. 

Criminal Justice Analytical Business Partnering Teams (5 roles) 

  • Reducing Reoffending team (2 roles) – Reducing Reoffending is a high-profile priority for the government and has received a substantial increase in investment from HMT over the next three years. The Prisons Strategy White Paper sets out the government’s ambitions to improve prison leavers’ access to education, accommodation and employment support.  This new role is for a Senior Performance Analyst who will be responsible for pulling together and extracting insights from the large amount of performance management and monitoring data produced by key policy interventions designed to reduce reoffending. This is a fast paced and high-profile role working closely with analytical and operational colleagues across MoJ/HMPPS. You will need to communicate confidently with senior colleagues helping them to make the best use of data when taking decisions 
  • Probation team (2 roles) The probation service deals with upwards of 200,000 people a month, managing the supervision of offenders in the community including those offenders released from prison on licence. It is crucial in supporting the Secretary of State’s and Department’s priority of reducing reoffending and is currently going through a significant period of reform following reunification of offender management. One of the analyst roles would be working closely with cross-profession analytical colleagues within the directorate as well as regularly liaising with policy / operational / analytical / commercial customers to support probation programme through its transformation. It is an area of high ministerial interest.

Integrated Offender Management (IOM) is one method of joint management of offenders by probation, police and other partner agencies. IOM aims to rehabilitate offenders, addressing underlying criminogenic needs, to reduce the likelihood of reoffending. The MoJ and Home Office published a refreshed joint IOM strategy in late 2020. This refresh to seeks to bring consistency to IOM around aims and cohort selection. The strategy focuses IOM on reducing neighbourhood crime, including burglary, robbery, theft from the person and vehicle theft. The other analyst role would be working closely with cross-profession analytical colleagues within the directorate as well as regularly liaising with operational colleagues within the probation service and the police.  It is an area of high ministerial interest. The minister is regularly briefed on the IOM data and you will be responsible for ensuring the data is robust and accessible. 

  • Prisons team (1 role) leads on cross-cutting projects and facilitates cross-communication between workstreams to ensure that wider objectives are being met and delivered.  This role would be involved in a varied and broad range of projects working with and bringing together policy, operational and analysis colleagues. Current topic areas include in-cell technology for prisoners, prison education systems, prisoner pay, prisoner release policies  and drug rehabilitation. We also carry out a diverse range of important smaller projects, ranging from prison officer fitness tests to outcomes for minority ethnicity offenders.  

As a business partnering team, alongside project work we also look for ways to improve the impact and reach of prison analysis by capturing current workloads across teams, mapping out team structures, roles, and customer relationships, and generally supporting cross-cutting and strategic projects across the directorate.  

Better Outcomes through Linked Data (BOLD) programme (1 role)

  • This post will be part of a wide ranging, multi-disciplinary team responsible for transforming the use of data to drive outcomes and decision-making across government. BOLD is a large and complex programme that consists of sharing data across government, building a linked dataset, and delivering 4 demonstrator projects that will use the linked dataset to tackle specific policy challenges across substance misuse, homelessness, victims of crime and reoffending. This post will work closely with policy and operational colleagues, and will lead original analysis and research using combined justice data with health, homelessness and other data to address policy questions and inform the wider reducing reoffending evidence base.  

Access to Justice Business Partnering Teams (2 roles)

  • Civil team (1 role) supports policy teams working across a wide range of issues including civil courts, civil enforcement, whiplash reform, clinical negligence, and employment, social security, mental health and immigration tribunals. The team works closely with these policy teams to help them articulate their research needs and work to fulfil these needs including evidence synthesis, research and evaluation project advice, design and delivery. This policy area cuts across government and the role involves extensive engagement with other departments and wider stakeholders.    
  • Family Justice team (1 role) supports policy teams working across a broad range of family justice issues including marriage, divorce and financial arrangements, arrangements for children when parents separate including when domestic abuse is alleged, and the process and laws around children being taken in care to protect them from harm. There is a policy facing role and there is close working with the Family Justice Policy team to help them articulate their research needs and work to fulfil these needs including evidence synthesis, research project design and delivery and advice on evaluation.  The current work programme includes commissioned research with hard to reach groups on their experience of the family courts and a commissioned project to review judicial judgements on child arrangement cases. This role involves extensive stakeholder engagement with HMCTS, Cafcass and other stakeholders in what is often a high profile and highly contested area. 

Who you are 

The following experience and skills will be required:

  • Have strong written and oral communication and interpersonal skills and the ability to explain complex technical data and analytical concepts and practices to non-technical stakeholders, including senior leaders and ministers.
  • Strong analytical ability – in particular robust data skills and good working knowledge of the main quantitative, qualitative and/or evaluative research methodologies of relevance in their field of expertise.
  • Manage partners’ expectations over time, dealing constructively with challenges and where appropriate adapting the analytical or data programme when requirements and circumstances change.
  • Strong ability to plan, prioritise and lead an analytical project with challenging and competing timelines. 

The following experience and skills are desirable: 

  • Knowledge and experience using excel
  • Knowledge and experience of evaluation techniques
  • Confident in using, or willing to learn, R, Python and Power BI.
  • Knowledge of the evidence around the Criminal Justice System. 

How to apply 

You’ll need to submit an anonymised CV and Statement of Suitability as part of your application. You will not be considered if you do not provide both. 

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. 

Your Statement of Suitability should be no more than 1000 words and should give us examples of how your skills and experience match those needed for this role. Consider giving an example for each bullet point, in the skills requirements ‘Who you are’ section and use work you have completed to demonstrate how you meet each one.  

Selection Process

There will be an initial sift of applicants through comparing submitted evidence against the ‘Who you are’ bullets. This usually takes two weeks, depending on the number of applications. 

Those who make it through the initial sift will be invited to a Civil Service Success Profile interview. In the Civil Service we use Success Profiles to help us find the right person for the job. We will be using a mixture of methods to assess your abilities, strengths, experience, technical skills and behaviours. We highly recommend learning about Success Profiles and using the Situation, Task, Action, Result and Reflection (STARR) framework when structuring your answers. 

The highest scoring candidates that pass the interview will be offered the roles. The whole process can take up to a month. 

Behaviours

You will be assessed against the Civil service success profiles framework at interview stage: 

  • Communicating and Influencing  
  • Delivering at Pace
  • Working Together 

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  

Professional Competencies  

For existing analysts from all professions, as well as the three civil service behaviours stated above, you will be assessed on two sets of professional competence at interview. 

Professional Competency (1) Knowledge & Skills 

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

Professional Competency (2) Influence & Impact

  • 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 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.  

For other candidates as well as the three civil service behaviours stated above, you will be assessed on your experience of working in analytical, research or data engineering roles – typically you will have 3 to 4 years experience. 

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.  

Further Information

If you require any additional information about the role, please contact: 

Analytical Priority Projects

Agile Projects team: Nikki Degun nikki.degun@justice.gov.uk

Prison Estate Strategy and Contingencies team: Kim Bishop and Natasha Trasi (jobshare) Bishop-Trasi.jobshare@justice.gov.uk

Prison Safety and Environmental Surveillance team & JDL: Lucy Cuppleditch lucy.cuppleditch@justice.gov.uk

Offender Health Project team: Lisa Robinson lisa.robinson@justice.gov.uk 

Criminal Justice Analytical Business Partnering Teams

Probation team: Nick Newcomen nick.newcomen@justice.gov.uk

Reducing Reoffending Team: Davnet Cassidy and Nita Bhupal (jobshare) Cassidy-Bhupal.jobshare@justice.gov.uk

Prisons team: Nick Whitehouse Nicholas.whitehouse@justice.gov,uk 

Better Outcomes through Linked Data (BOLD) programme

Sarah Blake sarah.blake1@justice.gov.uk 

Access to Justice Business Partnering Teams

Criminal Courts, Victims and Vulnerability Analysis team: Tina Golton christina.golton@justice.gov.uk

Salary

The national salary range is £36,049 - £41,095, London salary range is £41,747 - £47,591. Your salary will be dependent on your base location

Additional Information

These roles are advertised nationally but the Directorate prefers its staff to work at one its hubs across the UK. These hubs or Justice Collaborations Centres (JCCs) located in Cardiff, London, Liverpool, Leeds, Nottingham, Brighton, South Tyneside, Ipswich or at Justice Satellite Offices located at Stafford, Sheffield, Manchester, Bristol, Wolverhampton.

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.