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Recovery Strategy Team, Courts and Tribunal Recovery Unit (2 posts) – 44834
£24,002 - £38,373
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:

This is an exciting opportunity to join a high-profile and fast-paced team which sits at the heart of both MoJ and HMCTS, and to set the strategic approach to recovery across the justice system.

We are recruiting permanently for up to two Band C’s.


Successful candidates will have the option to be based at one of the following locations:

  1. 102 Petty France, London
  2. 5 Wellington Place, Leeds


At the point of advertising the salary range for the post is £24,002 – £38,373 however, new entrants are expected to join at the relevant geographical salary starting point – £24,002 national and £30,845 Inner London.

Ways of Working

At the MoJ we believe and promote alternative ways of working, these roles are available as:

  • Full-time, part-time or the option to job share
  • Flexible working patterns
  • Flexible working arrangements between base locations, MoJ Hubs and home.

At the moment the majority of our staff are currently working from home due to Covid-19 although in future there will be a requirement for regular travel to 102 Petty France, London

If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.

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:

Courts and Tribunals Recovery Unit

The Court and Tribunals Recovery Unit (CTRU) is a high-profile, friendly and supportive team, established in December 2020 to lead the MoJ and HMCTS strategic approach to recovery across all our court jurisdictions.

The pandemic has created a once in a generation challenge for the courts, with significant implications for the administration of justice in England and Wales and the experience of all users of the justice system, not least victims, vulnerable groups and all those who need swift access to justice.  Ensuring that our courts can continue to hear the cases coming in is essential to maintaining the rule of law and public confidence in the justice system.

This work is a ministerial and No.10 priority and is subject to significant interest from partners in the justice system from across government. It is our role to ensure ministers across government receive the best possible advice on a range of important operational and policy issues, to help the department make better and more coordinated decisions, plan for the long-term and set out a clear ambition and plan for delivering recovery.

Our work focuses on three key areas:

  1. Providing coherence and coordination across the department. As a joint unit that sits across both the operational and policy side of the MoJ’s approach to recovery, we set the strategic direction on recovery for all jurisdictions in line with ministerial priorities. We ensure there is join-up across the department wherever teams are working on issues that may impact on our ability to recover and provide support and constructive challenge as needed as we build a coherent plan for recovery across the courts and tribunals.
  2. Supporting ministers to make quality decisions. We work closely with policy, operational, and analytical colleagues to ensure ministers are seeing the best quality advice and evidence possible, to allow them to make informed, evidence-based decisions on the overall approach to recovery across the department. We share the quality advice and evidence-based insights we have gathered with other government departments and agencies involved in the justice system to ensure we are taking a cross-Whitehall approach to recovery.
  3. A strategic focus on future resilience. As we recover, it is critical that we continue to hold on to innovation where new ideas have emerged as a result of the pandemic, and that we continue to closely monitor and assess the impacts of the actions we are already taking. We want to allow the justice system to build back better and more resilient than before, to allow us to work more flexibly and efficiently in future and safeguard the ability of the system to respond flexibly to future pressures.

We are looking for motivated, resilient and adaptable individuals who can get to grips with new subject areas quickly, have strong analytical and problem-solving skills, are able to communicate complex ideas clearly and can provide supportive leadership to those they line-manage.  You will need to be confident working independently and comfortable working with ambiguity, leading the delivery of the complex and challenging recovery agenda.

The team has a wide range of experience and is comprised of people with a mix of backgrounds in both policy and operational roles. We work closely with other teams at both a working and senior level across the department and the wider government to deliver the strategic approach to recovery.

The Role

The individual will:

  • develop and maintain CTRU core lines, co-ordinating information from a variety of sources to ensure advice to Ministers and senior officials on various recovery related topics is relevant and up to date.
  • respond at speed to support high priority complex commissions
  • proactively create and maintain positive, professional and trusting working relationships with a wide range of people within and outside the organisation, identifying effective connections and reaching out to bring people together to develop and deliver recovery.
  • maintain and review CTRU processes to ensure quality delivery at pace
  • be line managed by a Senior Strategy Lead within CTRU

Personal Attributes and skills

The individual will:

  • have excellent organisational skills and be capable of managing a high volume of complex work at pace.
  • Have strong communication and collaboration skills, particularly the ability to drive progress to get things done within CTRU and through external teams, ensuring high performance.
  • critically engage with and challenge information provided to ensure the highest quality advice with relative information is provided to ministers, senior officials, stakeholders and the wider public.
  • be able to quickly build positive relationships with colleagues across HMCTS and MOJ as well as other key stakeholders in a complex and sensitive environment.
  • be engaging, trustworthy and unafraid to challenge peers and senior colleagues.
  • be a team player and can support the team across a variety of projects and workstreams.
  • Be confident in absorbing and making sense of high volumes of complex information at pace.

Application process

You will be assessed against the Civil service success profiles framework.


You will be asked to provide a CV and a Statement of Suitability of no more than 250 words during the application process in order to assess any demonstrable experience, career history and achievements that are relevant to the role


Please provide examples of how you have met each one of the behaviours listed below (see Annex A for more information):

  • Working Together 
  • Managing a quality service 
  • Communicating and influencing
  • Delivering at Pace 

Please also refer to the CS Behaviours framework for more details at this grade (Level 3 – Band C or equivalent):

Should we receive a large number of applications, we will sift primarily on the lead behaviour of working together.

Successful applicants will then be invited to an interview, testing both behaviours and strengths.

Candidates invited to Interview

Interviews will be carried out remotely and will take place in July 2021.

During the interview, we will be assessing you on Behaviours and Strengths from the success Profiles framework.

The MoJ is proud to be Level 3 Disability Confident. Disability Confident is the approach through which we offer guaranteed interviews for all people with disabilities meeting the minimum criteria for the advertised role as set out in the job description.

Contact information  

Please do get in touch with Jane Wignall if you would like to know more about the role or what it is like working in our team – or 07951 328 729

Annex A – The STAR method

Using the STAR method can help you give examples of relevant experience that you have. It allows you to set the scene, show what you did, and how you did it, and explain the overall outcome.

Situation – Describe the situation you found yourself in. You must describe a specific event or situation. Be sure to give enough detail for the job holder to understand.

  • Where are you?
  • Who was there with you?
  • What had happened?

Task – The job holder will want to understand what you tried to achieve from the situation you found yourself in.

  • What was the task that you had to complete and why?
  • What did you have to achieve?

Actions – What did you do? The job holder will be looking for information on what you did, how you did it and why. Keep the focus on you. What specific steps did you take and what was your contribution? Remember to include how you did it, and the behaviours you used. Try to use “I” rather than “we” to explain your actions that lead to the result. Be careful not to take credit for something that you did not do.

Results – Don’t be shy about taking credit for your behaviour. Quote specific facts and figures. Explain how the outcome benefitted the organisation or your area. Make the outcomes easily understandable.

  • What results did the actions produce?
  • What did you achieve through your actions and did you meet your goals?
  • Was it a successful outcome? If not, what did you learn from the experience?

Keep the situation and task parts brief. Concentrate on the action and the result. If the result was not entirely successful describe what you learned from this and what you would do differently next time. Make sure you focus on your strengths.

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.