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Regional Corruption Pursue Officer- London and South East – 62447
£19,781 – £26,111


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

HMPPS’s efforts to tackle corruption are integral to delivering safe and secure prisons and probations. HMPPS has worked with MoJ to identify that a new approach is needed to ensure we remain resilient to this key operational threat. HMPPS has developed a future strategy for tackling corruption in HMPPS based on four key objectives:
– “Protect” against corruption by building an open and resilient organisation;

– “Prevent” people from engaging in corruption, strengthen professional integrity;

– “Pursue” and punish those who are corrupt; and

– “Prepare” for corruption, reducing its impacts on our teams.

These objectives will need to be delivered at every level through prisons and probation, in particular, strengthening our resilience on the front line. Security, Order and Counter Terrorism (SOCT) Directorate is taking forward improvements, including restricting the Counter Corruption Unit, to provide senior operational leaders, prisons and probation teams with an improved counter-corruption service.


The role sits in the newly restructured Counter-Corruption Unit (CCU). Its objectives are to support prisons and probation to manage corruption threats, in particular supporting “pursue” activity on corruption cases.

The core service to be provided by the regional CCU is to support prisons and probation to effectively pursue corruption reports to clear, proportionate and timely outcomes. The level of service is to be assessed and prioritised according to policy and guidance, but may include providing prisons and probation with enhanced analytical support, expert advice on how to progress cases, logistical and coordination support. The team will also be responsible for supporting prisons and probation on the effective management of known corruptor prisoners in custody and under supervision in the community to prevent them from corrupting staff.

In line with HMPPS policy, the post holder will be responsible for supporting the relevant Regional Corruption Purse Lead and Regional Corruption Pursue Manager to deliver a high-quality counter-corruption service to prisons and probation in their SOCT region. The RCPO will also be responsible for working in partnership with other regional teams in the Security, Order and Counter Terrorism (SOCT) Directorate, HR services and law enforcement.

The job holder will report directly to the Regional Corruption Purse Manager, who in turn reports to the Regional Corruption Pursue Lead.
The post holder will not have management responsibilities.

This is a regional post and will be based in a regional SOCT hub. Frequent travel to prison and probation establishments, regional offices and law enforcement partners’ offices will be required. Occasional travel outside the region will be required.

Responsibilities, Activities & Duties

The job holder will be required to carry out the following responsibilities, activities and duties:

  • Having a contemporaneous understanding of the operational context in prisons and probation, including pressures, priorities, risks and opportunities to better tackle corruption.
  • Having an understanding of the relevant legal and policy frameworks relating to corruption, security and HR, and making sure these are followed when providing services to prisons and probation, and that these are shared with and championed when working with delivery partners.
  • Support the RCPL and RCPM to support prisons and probation to progress corruption cases in line with policy. The RCPO may lead work for lower risk cases under the supervision of the RCPM.
  • Being the first point of contact for prisons and probation to signpost policies, procedures and key contacts to support counter corruption work.
  • Coordinating CCU attendance/cover and regional and local tasking, attend some local tasking.
  • Identify and signpost and, in some cases, arrange and coordinate other support services to progress cases, e.g. HR caseworkers, Serious Organised Crime Units, Dedicated Search Teams.
  • Facilitate effective working with law enforcement partners (police and ROCUs), setting up meetings, following up actions, sharing contacts with the right people.
  • Identify blockages to progress and take action and escalate to the RCPM and RCPL as appropriate.
  • Monitoring and reviewing the relative priority of corruption reports and cases, escalating to the RCPM/RCPL if there are concerns.
  • Entering data onto case management and intel systems, ensuring information is captured accurately and is easy to understand.
  • Understanding the team’s corruption caseload, including working with analysts to report on management information and data on volumes, timeliness and outcomes of cases across the region.
  • On the direction of the RCPL and RCPM, the post holder may also be asked to work with prisons and probation to understand capability gaps and signpost wider capability opportunities, best practice and guidance and support light touch research to inform our evidence base on corruption.
  • Develop effective working relationships with key stakeholders, in particular with Security Mangers, Divisional Managers, HR Business Partners and HR Caseworkers.
  • Develop and maintain a wider network of stakeholders, including in other SOCT regional teams (e.g. NIU, SOCU, JEXU), law enforcement (local forces and ROCUs), contract managers and contracted providers.
  • Ensure individual activity is in line with direction set by RCPL and RCPM and focus on delivering a high quality service to prisons and 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.


  • Making Effective Decisions
  • Communicating and Influencing
  • Working Together
  • Managing a Quality Service


  • Good understanding of corruption, security and HR policy and legal frameworks.
  • Good understanding of the operational context of prisons and probation.


  • Good communication (written and verbal), leadership and partnership working skills.
  • Problem-solving and decision-making skills, with the ability to drive resolution.


The national salary range is £19,781 - £21,963, London salary range is £22,238 - £26,111. Your salary will be dependent on your base location.

Additional Information

Please note that the national salary range is £19,781 – £21,963, London salary range is £22,238 – £26,111.

Your salary will be dependent on your base location within the London and South East Region.

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 for this post are 37 hours per week excluding breaks which are unpaid.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate’s Business Unit, which should be obtained before confirmation of appointment.


Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment


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

Work Life Balance

HM Prison & Probation Service  (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers


HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles


-All candidates are subject to security and identity checks prior to taking up post

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist

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: