11784 - Governing Governor – HMP Winchester - 11784 - Ministry of Justice

Descriptions & requirements

Job description

Winchester is a complex and challenging prison within South Central Prisons Group, currently under Urgent Notification following an inspection in October 2024. Over the last 12 months, there’s been good progress in many areas, but with an announced inspection in February 2026 there is still a lot to do. The prison has recently had a Security audit, and a peer mock inspection which was helpful to identify priorities for improvement.

We’re looking for someone who’s ready for a real challenge. Who can lead with energy and purpose, drive further improvements, embed sustained change, and build a culture of safety, care, decency, respect and opportunity—all while managing the daily demands of a busy reception/resettlement prison.

This is a high-profile and demanding position, but you won’t be doing it alone and it is understood that real change doesn’t happen overnight. Winchester is one of a handful of prisons receiving Sustained Improvement support, which brings additional support from regional and national resources via the DG Operations Improvement Board. It also brings additional scrutiny. Local arrangements are in place to track and prioritise activity, along with some temporary additional resource to lead on different workstreams in the prison. The PGD team are also here to support the Governor and SLT and provide assurance.

Like all Governing Governor roles, you’ll need operational credibility and a clear vision for what good looks like—and the steps to get there. You will also need tenacity, courage and resilience, along with a passion for developing people, building confidence, and working collaboratively to achieve the best possible outcomes for those in our care.

A visit to the prison is encouraged to make sure this is the right role for you. PIT/Excess fares are available to support the right candidate to choose this role. If that person is you, please get in touch.

· Applicants are welcomed to contact the South Central Prison Group Director - Laura.Sapwell@justice.gov.uk in advance for a conversation.

· Interviews will be held at HMP Winchester. Candidates will be required to bring proof of SOM/GAC and IMSC in date accreditations on the day of the interview,

· Candidates will be required to do a 10 minutes presentation at the start of the interview. Details of the topic will be emailed to all candidates at the point of interview offer and acceptance.

The job holder will provide leadership, vision and strategic direction for an establishment, holding overall accountability for ensuring it is secure and operationally stable, whilst maintaining decency and compliance with performance measures and targets, this may include the Offender Management in Custody Model by taking accountability as Governor to deliver the custodial phase of the sentence including, involving the line management of a Senior Probation Officer .

This is an operational job with line management responsibilities.

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

• Accountable for ensuring a safe, decent and secure environment is maintained for prisoners and staff

• Accountable for providing leadership and direction for staff including coaching and mentoring for managers

• Lead on the development and communication of a decency strategy for the establishment that encompasses staff, prisoners and visitors

• Accountable for the promotion of prison service policy in all activities and behaviours by promoting diversity, decency, safety and reducing re-offending agendas

• Accountable for strategic planning and assessing particular needs of establishment prisoner population and making changes to regimes accordingly

• Accountable for ensuring the establishment has effective contingency and emergency plans in place

• Accountable for local employee relations maintaining and building relationships and partnerships where possible to facilitate negotiations with trade unions

• Accountable for the establishment’s overall achievement of Service Delivery Indicators (SDIs) and standards, leading on the performance and delivery of targets relating to the budget and People Plan

• Accountable for promoting and sustaining a performance management culture within the establishment

• Accountable for the performance and development of the Senior Management Team (SMT), actively addressing underperformance whilst valuing the positive contributions of staff

• Accountable for ensuring the Deputy Governor and Heads of Functions comply with HR policies including Governor and will be required to manage Heads of Function within the prison which may include the SPO within the new OMiC process/model in conjunction with the Deputy Directors of the Local Divisional Units in probation services.

• Accountable for ensuring that Deputy Governor and Heads of functions comply with action plans as a result of Her Majesty’s Inspectorate of Prisons (HMIP), Standards Audit Unit (SAU) and Measuring the Quality of Prison Life (MQPL) findings/reports

• Accountable for active participation of the establishment in national working groups, maintaining a current awareness of political, social, legislative and policy changes affecting HMPPS

• Accountable for chairing local grievance appeals, conduct and discipline and capability hearings

• Accountable for ensuring that appropriate jobs are undertaken in the establishment during serious incidents when required

• Accountable for the management prioritisation and allocation of resources to deliver the Establishment strategic plan

• Accountable for fostering and progressing open and positive external relationships with stakeholders to the mutual benefit of the establishment and the community, ensuring the delivery of these services through Service Level Agreements (SLA)

• Accountable for ensuring key messages are delivered to all staff through appropriate levels of communication e.g. full staff briefings, presentations and staff notices

• Accountable for reviewing and sanctioning impact assessments for policies before local implementation

• Accountable for representing the establishment in any litigation claims

• Accountable for overall monitoring and control of the establishment budget, prioritising expenditure with budget holders

• Accountable for the completion of ad-hoc projects or initiatives on behalf of Deputy Director of Custody (DDC)

• Accountable for facilitating and escorting important visits, including Ministers and MPs

• Accountable for ensuring SMT are visible throughout the establishment and personally carry out regular visits to all areas

• Accountable for managing media interest in the establishment, ensuring that any messages released are appropriate

• Undertake investigations on behalf of the DDC as required

• Accountable for devising a response to delivering a method of efficiency savings

• Accountable for the submission of compliance statements as required by Audit Corporate Assurance (ACA)

• Accountable for ensuring a programme of compliance for covert testing

• Provide leadership, direction, and manage the risk associated with the 3 escape risk classifications of Category A prisoners, ensuring they are supervised and managed between establishment staff and partner agencies at all times both within the Establishment and when being escorted

• Liaise with and make recommendations to the Director of High Security on categorisation changes, while maintaining effective communication with other Directorate of High Security (DHS) establishments and Police response teams to ensure the safe dispersal of complex and dangerous prisoners who require the highest level of security conditions • Chair Category A reviews when required

• Act as Strategic lead for succession planning for the establishment

• Chair Diversity Race, Equality Action Team meetings

• Accountable for authorising actions required under RIPA, taking responsibility for the local corruption prevention contact.

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.

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 full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the HMPPS’ Flexible Working policy.

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.

Benefits

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

Pension

-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

Training

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

Eligibility

-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

To Transformative Business Services (0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
To the Civil Service Commission (details available here)

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 TBS Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

This job is broadly open to the following groups:

UK nationals
nationals of the Republic of Ireland
nationals of Commonwealth countries who have the right to work in the UK
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 11784

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 11784

Allowance

PIT/Excess fares

This vacancy attracts the following Additional Allowances

Excess Fares & Relocation / PIT Terms

Job Description Attachment

Band 11 GC Governor Complex JD 265 v11.0.pdf (Job Description Attachment)

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Application form stage assessments

Behaviours

A sift based on the lead behaviour, Leadership, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Behaviours Application Form Question Word Limit

500

Leadership

Making Effective Decisions

Managing a Quality Service

Seeing the Big Picture

Technical

Technical Questions Application Form Question Word Limit

250

The job holder must have either been successfully accredited at the Senior Operational Manager (SOM) assessment or been successfully accredited by passing both the Governor Assessment Centre (GAC) and the Deputy Governor & Governor Incident Management Silver Command (IMSC) Assessment. (or i.e. those that have passed national Governor 3 Board prior to July 2000.

Please can you confirm that you hold this accreditation.

Specific qualification requirements

Interview stage assessments

Interview Dates

To Be Confirmed

Behaviours

Communicating and Influencing

Developing Self and Others

Leadership

Making Effective Decisions

Strengths

Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here.

Other Assessments

Which assessment methods will be used?

Presentation

Level of security checks required

DBS Standard

Security Clearance (SC)

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.