|
|
|
|
Candidate Information Pack
Deputy Director, Legal - The Royal Courts of Justice Group & Upper Tribunal
SCS Pay Band 1
Closing Date: 23:55 on 2nd December 2025
Introduction 2
Welcome to Royal Courts of Justice, Operations Directorate 2
About the Ministry of Justice 3
About the role 4
Key Responsibilities 5
Person Specification 8
The Recruitment Process 9
Application and CV & Success Profile Statement Assessment 9
Panel interview 10
After the panel interview 10
Success Profile Statements Guidance 12
Expected Timeline 13
Benefits of working HM Courts and Tribunals 14
Disability Support 15
FAQs 17
Data Sharing 19
Diversity & Inclusion 20
Contact Us 21
The Ministry of Justice is a major government department at the heart of the justice system. We deliver some of the most fundamental public services including courts, tribunals, prisons, legal services, youth justice, probation services, and attendance centres.
The Ministry of Justice (MoJ) works to protect and advance the principles of justice. Our vision is to deliver a world-class justice system that works for everyone in society.
The justice system plays a crucial role in our success as a nation - keeping people safe, emphasising fairness, guaranteeing individual rights and giving businesses confidence to flourish.
The delivery of our three strategic outcomes are central to doing this:
Punishment that cuts crime: to rebuild confidence in the criminal justice system by protecting the public and reducing reoffending with a sustainable and effective prison and probation service.
Swifter justice for victims: to rebuild confidence in the criminal justice system by ensuring timely, just outcomes for victims and defendants through a modern and efficient criminal courts system.
A beacon for justice and the rule of law: to uphold the rule of law at home and abroad; promote our world-leading legal services, which contribute to economic growth; and deliver accessible and timely civil, family and administrative justice.
For more information on who we are and what we do, please visit: https://www.gov.uk/government/organisations/ministry-of-justice
Be accountable for strategic leadership of the senior legal team, setting direction and focus for wider RCJ legal operational group and identifying cross cutting issues which can be used to promote working together across the different areas of the Group.
Maintain a strategic focus across services and realign priorities and/or assign responsibility for action where required to meet the strategic direction agreed.
Provide strategic leadership of improvements to ways of working in RCJ Group, including ensuring new and evolving technical and digital systems enhance the delivery of legal services and ensuring that legal staff have the capability to exercise wide-ranging and evolving judicial or quasi-judicial functions.
Ensure plans are in place to underpin the legal teams' ability to support the Courts of Appeal, High Court and Upper Tribunals effectively. This will include anticipating and responding to events which are likely to require changes to deployment across the whole of the RCJ Group.
Act with judicial independence when exercising judicial or quasi-judicial functions and are responsible in conjunction with the judiciary for upholding and protecting the independence of all those exercising such functions - (s 28 and 29 Courts Act 2003 and Courts and Tribunals (Judiciary and Functions of Staff) Act 2018).
Provide strategic jurisdictional leadership for RCJ jurisdiction/services at a national level. Responsible for leading and managing the effective and efficient delivery of jurisdictional/service performance across the RCJ Group. They will be responsible and accountable to the Delivery Director for the performance and delivery of their business area and have a clear mandate to take steps to sustain/improve performance where required.
Build and maintain strong relationships with external stakeholders including senior judicial office holders, acting as a key point of contact and escalation for service issues and complex complaints. Engage with national and senior judiciary on listing and judicial priorities.
Overall ownership and responsibility (and accountable to their Delivery Director) for governance, assurance and risk management within the RCJ Group and Upper Tribunals legal work. The DD Legal - RCJ Group & Upper Tribunal will balance risk, strategic impact and short and long-term needs when dealing with organisational issues. They are responsible for ensuring systems are in place to identify and manage risk and to ensure remedial action is taken to mitigate such risks, only reporting to the Delivery Director and/or internal audit teams where risks are intolerable and/or possible solutions would go beyond current policy or levels of authority.
Develop and maintain effective close working relationships with Service Owners and the wider Heads of Operations - Legal community, engaging at a strategic level to deliver service improvement and performance.
Embed organisational values and behaviours, ensuring wellbeing, inclusion, diversity, and equality is at the forefront of all people activities.
Be visible as a leader, making best use of modern ways of working and be available to managers and staff across the RCJ Group. Act as representative of the senior leadership team in providing visible, collective senior leadership across service/jurisdictional boundaries to staff in all parts of the Group.
Maintain management oversight of each jurisdiction in the RCJ Group and support senior legal managers and lawyers in management of their legal teams. Provide strong leadership, clear direction and support to lawyers and legal managers and set benchmarks to manage effective performance standards in line with strategic objectives.
Lead legal talent and succession planning and be responsible for ensuring that lawyers and legal managers in the Group are equipped with the right skills to effectively support our people to grow and engage in their own personal and professional development and to effectively manage poor performance.
Assess compliance and performance, identifying the reasons for workload fluctuations and variances to provide a detailed picture of the legal operations for which the DD Legal - RCJ Group & Upper Tribunal is responsible to support the work of the Delivery Director.
Work with the senior leadership team, and senior judicial office holders to undertake business planning and set and agree strategic direction for all services/jurisdictions and support the Delivery Director in ensuring effective delivery of quality legal operations.
Highlight opportunities to make efficiencies and potential improvements within services/jurisdictions to feed into national service/performance improvement and maintain consistency of service provision across HMCTS. Provide operational knowledge and insight into national project streams.
Lead on the planning and implementation of legal strategy and legal change across the Group, including the interpretation and implementation of new legislation, advising all legal staff of new requirements and advising the Delivery Director on the impact of new and changed legislation and/or procedures on admin processes and ways of working.
Accountable for the training of RCJ Group lawyers and legal staff, with oversight by the Judicial College, to ensure they have the skills and legal knowledge to perform their duties.
It is important through the recruitment process that you give evidence and examples of proven experience of each of the essential and desirable criteria.
Later on in the pack you will be told what is being assessed at which stage of the process.
Essential Experience:
Strong leadership skills with a proven track record of delivering in a complex and political stakeholder environment, building and developing relationships with senior professionals and working with them across organisational boundaries to achieve common goals.
Solicitor or barrister with significant post qualification experience in a relevant field.
Significant knowledge of a relevant area of law.
Demonstrable experience of building strong and productive working relationships with senior lawyers and the Judiciary.
MoJ SCS Pay Band 1 Behaviours:
You will also be assessed against the following Behaviours during the Recruitment Process:
Communicating and Influencing
Leadership
Seeing the Big Picture
Changing and Improving
Managing a Quality Service
Read more in the Civil Service Success Profiles Section.
Recruitment Process
The selection process will be chaired by Michelle Pann, Delivery Director. The other panel members will be:
Mark Stewart, HMCTS Courts and Tribunals Director, and
Christine Murray, HMCTS Delivery Director, South-West Region
Support during the selection process
If you need any support or have any questions during any stage of the selection process, please contact the SCS Recruitment Team scsrecruitment@justice.gov.uk.
Stages of the selection process
Internal Stakeholder Conversations
You are invited to arrange an informal discussion with [name of chair] to learn more about the role and the organisation before applying. This is not part of the assessed elements of the selection process.
Application
You will need to complete the online application process accessed via the advertisement for this role.
This should be completed no later than 23:55 on 2nd December 2025. As part of the application process, you will be asked to complete:
Responses to the eligibility questions to check you are eligible to apply for the role.
A response to whether you would like to request reasonable adjustments during the selection process. The Disability Support section explains how adjustments can be made to the selection process to accommodate a disability.
You will also need to complete a CV and Statement of Suitability. It is important that your CV and Statement of Suitability give evidence and examples of how you meet the essential experience set out on page 8. The Statement of Suitability should be no more than 1000 words.
Find out more information about our application process here.
After the Application Stage
You will be advised whether your application has been shortlisted for the next stage of the selection process. If you are shortlisted, we will contact you to arrange the next stage of the selection process.
Unfortunately, due to the anticipated number of applicants for this role, we are unable to provide feedback to those not successful at shortlist stage. Candidates who are shortlisted and attend an interview will be offered verbal feedback from a member of the interview panel.
Panel Interview and Presentation
You will be invited to attend an interview and presentation with the selection panel. You will be asked to prepare a verbal 5-minute presentation based on a topic that will be provided in advance. The interview and presentation will last for approximately 45minutes.
What is being assessed?
Behaviours, as listed on page 8.
After the Panel Interview
Following the interview, the performance of all candidates will be reviewed, and the successful candidate identified. All candidates will be notified of the outcome as soon as possible after the conclusion of all interviews. If you are not the successful candidate but you meet the standard required, you may be invited to have your details retained on a merit list to be considered for future SCS roles.
What are Behaviours?
The Civil Service recruits using Success Profiles and Behaviours are an element of Success Profiles used to see whether candidates are able demonstrate specific Behaviours associated with the role they are applying for during the selection process.
In this process the below Behaviours are most relevant to this role and will be assessed during the interview stage of the process. The definitions of Behaviours are set out below:
Communicating and Influencing
You communicate clearly and with confidence, both verbally and in writing. You are open, honest and transparent in your communications. You communicate effectively with internal and external senior stakeholders to present information in a convincing and influential manner. You tailor your communication methods and content to the audience, simplifying strategic messages.
Leadership
You visibly demonstrate the organisation’s values in all your activity, leading authentically. You seek to engage staff in the aims of the organisation and communicate the organisation’s strategy in an inspiring way. You create an inclusive and fair culture which creates a sense of belonging by treating staff as individuals and actively valuing diversity within the organisation. You empower teams and individuals to excel by creating a shared vision and objectives and demonstrate trust in staff by giving autonomy.
Seeing the Big Picture
You understand the wider context of the organisation’s work, considering the political, social, economic, and technological environment both currently and in the future. You create and implement strategies to achieve the organisation’s aims and meet the needs of the public. You promote the organisation externally, advocating positive outcomes for the sector you operate within. You motivate staff by ensuring they understand how their work fits into the big picture.
Changing and Improving
You create an environment of continuous improvement and change. You see the benefit of change and promote this within your area of responsibility. You identify business needs, both current and future, and use this to identify opportunities for change, utilising innovative solutions that benefit the end user. You are able to embed change, managing risks. You evaluate the impact of change against the expected outcomes for service users and the public.
Managing a Quality Service
You understand the requirements of service users and are focussed on providing a service that offers the best outcomes for the public. You foster an environment where opportunities to improve service delivery are identified and adjust processes accordingly. You create plans and consider the resources needed to support implementation. You identify risks and barriers to service delivery and ensure they are removed.
Please click here or more information on Behaviours and Success Profiles
Guidance for writing your Statement and CV
As part of the application process you need to submit a Statement and CV. Both your Statement and CV should demonstrate how you meet the essential experience outlined in the Person Specification section.
Ensure you read through the role information thoroughly and identify the essential criteria for each area. You should ensure you provide evidence for each of the essential experience which are required for the role in your Statement and CV. You may not be progressed to the next stage of the assessment process if you do not provide this evidence.
When structuring your Statements try to:
Group evidence of the same experience together by using subheadings and paragraphs. This will help to ensure you are writing about the experience that is directly relevant for the role you are applying for.
You should ensure that you detail recent and relevant examples of the essential experience required for the role and describe the outcome that came from this.
Providing a name-blind CV and Success Profile Statements
In both your CV and Success Profile Statements please remove references to any personal information that could identify you. For example:
Name and title
Educational institution names
Age and gender
Email address
Postal address and telephone number
Nationality and immigration status.
This will help us to recruit based on your knowledge and skills, and not on your background, gender or ethnicity. Recruiting this way is called name-blind recruitment.
For more information on how to write your Statement and CV please visit the Civil Service Careers Website
We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, in order to meet the dates given. Please note that these dates may be subject to change.
The anticipated timetable is as follows:
23:55 on 2nd December 2025
Outcome of CV and Statement of Suitability
Week commencing 22nd December 2025
Panel Interview and Presentation
Week commencing 5th January 2026
Equality, Diversity, Inclusion and Wellbeing
Our departmental values - purpose, humanity, openness and together - are at the heart of our commitment to create a culture where all our people are able to thrive and flourish in the workplace.
We want to attract and retain the best talent from diverse backgrounds and perspectives. We want everyone to be the best of themselves, to feel supported and have a strong sense of belonging in the workplace. Our commitment to creating a diverse and inclusive workforce is reflected in all of our people policies and strategies.
Benefits
As an HMCTS employee, you’ll be entitled to a large range of benefits which include but are not limited to:
Pension
The Civil Service Pension Scheme is one of the best workplace pension schemes in the UK public sector. Visit www.civilservicepensionscheme.org.uk for more details.
Generous Annual Leave and Bank Holiday Allowance
25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to 8 public holidays. This will be complemented by one further day paid privilege entitlement to mark the King’s Birthday.
Flexible Working
While not every type of flexible working will be suitable for every role and business area, flexible working can take many forms and The Ministry of Justice is committed to delivering its business effectively and sustainably by creating modern and inclusive workplaces that enable smart, flexible and hybrid working.
For more information on our amazing benefits including our Civil Service Pension Scheme, annual and special leave, and our Equality, Diversity, Inclusion and Wellbeing schemes please visit our Senior Civil Service website
What reasonable adjustments can be made if I have a disability?
We are committed to supporting all candidates to take part in the recruitment process. This includes supporting individuals who have a disability by making reasonable adjustments to the recruitment process.
If you feel you require any kind of support and/or would like to discuss this with someone, please indicate 'yes' to requesting reasonable adjustments in your application form and ensure that you respond to the Reasonable Adjustments Scheme team by email.
How we can support you
There are many types of reasonable adjustments that can be made during assessment processes.
Examples of some types of adjustments include:
Extra time to complete assessments;
Providing a break within an assessment;
Providing interview questions in a written format at the interview as well as orally;
An interview at a certain time of day;
This is not an exhaustive list but rather some examples of how we can support you during the SCS Recruitment Process.
Whilst we aim to confirm all adjustments requested, there may be occasions where this isn't possible. If an adjustment cannot be provided, the reasons for this will be explained to you.
Help with your application
It is important you contact us as early as possible by email if you would like to request reasonable adjustments so that the recruitment process runs smoothly for you.
If you do decide during the process that you do require adjustments and you have not completed all your assessments, please contact the SCS recruitment team in advance of your next assessment.
If you have any questions in advance of making your application regarding reasonable adjustments please contact the SCS recruitment team at scsrecruitment@justice.gov.uk.
Do you offer a Disability Confident Scheme for Disabled Persons?
As a Disability Confident employer, the MoJ offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns. This could be in terms of the advertised essential skills and/or application form sift criteria. Within the application form, you will be asked if you would like to be considered for an interview under this scheme, so please make us aware of this when prompted.
Yes.
This role is available for full-time or flexible working arrangements (including job share partnerships). If you wish to discuss your needs in more detail please get in touch with the named point of contact in this pack.
Am I eligible to apply for this role?
For information on whether you are eligible to apply, please visit Gov.UK.
Is security clearance required?
Yes. If successful you must hold, or be willing to obtain, security clearance to SC level. More information about the vetting process can be found here.
Will this role be overseen by the Civil Service Commission?
No. However, the recruitment process will still be governed by the Civil Service Commission’s Recruitment Principles.
What do I do if I want to make a complaint?
The law requires that selection for appointment to the Civil Service is on 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 and you wish to make a complaint, you should contact scsrecruitment@justice.gov.uk in the first instance.
If you are not satisfied with the response you receive from the Department you are able to raise a formal complaint in the following order.
To Shared Service-Connected Ltd (0845 241 5358 (Monday to Friday 08.00 - 18.00) or e-mail Moj-recruitment-vetting-enquiries@gov.sscl.com)
To Ministry of Justice Resourcing (resourcing-services@justice.gov.uk)
To the Civil Service Commission (https://civilservicecommission.independent.gov.uk/contact-us/)
What should I do if I think that I have a conflict of interest?
If you believe that you may have a conflict of interest you must declare it by contacting SCS Recruitment on scsrecruitment@justice.gov.uk before submitting your application
We will ensure that we will treat all personal information in accordance with data protection legislation, including the General Data Protection Regulation and Data Protection Act 2018.
Data Sharing
To process your application your personal data will be shared with the Ministry of Justice SCS Recruitment Team, campaign Panel Members and anyone else necessary as part of the recruitment process.
The legal basis for processing your personal data is:
Processing is necessary for the performance of a task carried out in the public interest. Personal data are processed in the public interest because understanding civil servant experiences and feelings about working in the Civil Service can inform decision taken to improve these experiences, and ultimately organisation performance.
Sensitive personal data is personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership, and the processing of genetic data, biometric data for the purpose of uniquely identifying a natural person, data concerning health or data concerning a natural person's sex life or sexual orientation.
The legal basis for processing your sensitive personal data is:
Processing is necessary for reasons of substantial public interest for the exercise of a function of the Crown, a Minister of the Crown, or a government department: it is important to know if groups of staff with specific demographic characteristics have a better or worse experience of working for the Civil Service, so that appropriate action can be taken to level this experience;
Processing is of a specific category of personal data and it is necessary for the purposes of identifying or keeping under review the existence or absence of equality of opportunity or treatment between groups of people with a view to enabling such equality to be promoted or maintained.
Please note if you are successful in your application your sensitive personal data will be used as part of the on-boarding process to build your employee record.
For further information please see the GDPR Privacy Notice
The Civil Service is committed to attract, retain and invest in talent where it is found. To learn more, please see the Civil Service People Plan and the Civil Service D&I Strategy
Should candidates like to discuss the role in more detail before submitting an application, please contact SCS Recruitment on scsrecruitment@justice.gov.uk.
|
|
|
|