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General Information

Salary
The national salary range is £35,335- £37,847. London salary range is £40,014 - £42,859. Your salary will be dependent on your base location
Working Pattern
Full Time
Vacancy Approach
Internal
Location
National
Region
National
Closing Date
26-Jan-2026
Post Type
Permanent
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
13455

Descriptions & requirements

Job description
Commercial

The Ministry of Justice has one of the largest and most complex spending profiles in central government. Each year we spend more than £5 billion with our suppliers and it’s our job to help coordinate the sourcing of what we need. We support the management of our contracts across the department, its agencies and non departmental public bodies.

Commercial is responsible for coordinating procurement and contract management across the MoJ, its agencies and non-departmental public bodies.   Commercial is organised into category teams, each with an interesting portfolio of contracts and diverse customers and suppliers to manage. We also have systems, programme management office, supplier relationship and risk management teams who work across all areas.

Security Category – Critical Goods & Services

The Security Category forms part of the team responsible for sourcing contracts aligned to His Majesty’s Prison and Probation Service (HMPPS). Managing over 50 contracts with a varied and innovative pipeline to deliver, the team is responsible for a wide range of goods and services which support building and operational security within Prisons, contributing to the National Intelligence Capability of HMPPS. The category is also directly responsible for the procurement of various Ministerial priorities within HMPPS.

The post holder will primarily be responsible for supporting the procurement of Operational Front-End Security capabilities, including Metal Detection, X-Ray capabilities and Body Worn Video Cameras. These contracts vary in value and complexity, offering the successful candidate exposure to multiple areas of the business with varying requirements and demand. The role offers a fast-paced environment and the flexibility to work with the business to develop and execute procurement utilising a variety of routes available. The post holder may also take responsibility for some National Intelligence solutions (requiring SC vetting, which can be conducted once in post).

Role Summary

In this role you will contribute to the procurement process, delivering commercial excellence for your department and providing a customer-focused service. The role is varied as you will be expected to operate within relevant frameworks in order to contribute to all stages of the procurement process, from gathering requirements from across the business in line with market research, through to the handing over of the contract to contract and supplier management.

You will work as part of a larger team, but will be expected to work independently by prioritising and managing your own workload to deliver to deadlines and to respond to changing operational demands.

Key Responsibilities

Typically, the key responsibilities in this role will include (but are not limited to):

•    Working effectively with senior staff in the supplier organisation and establishing appropriate governance and relationship arrangements
•    Applying the organisations and government-wide key performance indicators (KPIs) and measures supplier performance against them
•    Briefing and training evaluators in the use of e-sourcing tools (e.g. managing supplier correspondence)
•    Developing the bidders’ packs including reviewing and clarifying the specification, drafting appropriate tools and considering optimal pricing and incentivisation mechanisms for simple low value purchases and procurements
•    Leading and managing the end to end tendering process
•    Debriefing unsuccessful suppliers
•    Participating in strategic and business negotiations in order to deliver the agreed strategy and comply with the procurement process
•    Leading supplier engagement across a variety of stages within the procurement process
•    Using methods and strategic relationships to manage risks and foster high quality, reliable and on time delivery of products and services, which are only available from one supplier
•    Working effectively with the contract management function as part of the contract management mobilisation phase
•    Applying a strong visual project management approach to procurement projects
•    Identifying and communicating perceived and relevant areas of risk (to include cyber, personnel and physical risks) and gaining agreement on how best to manage/mitigate
•    Using cost models and associated commercial and security concepts

As part of your own personal career development in the Commercial team, there could be opportunities to move roles at the same grade.  In some circumstances, we may need to move you on to business-critical priorities at the same grade to meet business need.

Essential Criteria

Procurement Process:  Has some practical experience in carrying out elements of the procurement process with support for low value and low risk contracts.  

Commercial Focus:  Has an understanding of elementary economics factors that may determine a market shape, dynamics and models, the changes in the business needs of an organisation and is familiar with key commercial tools.

Risk and Assurance Management:  Demonstrates the ability to identify and communicate cyber, personnel and physical risks and gain agreement on how they should be managed/mitigated.

Commercial Ethics:  Demonstrates the ability to apply standards to eliminate corruption, fraud and unethical behaviour in supply chains, taking appropriate actions in the event of any alleged breach of standards.

Team Focus:  Demonstrates the ability to work as part of a team to support their performance, manage setbacks and resolve issues internally.

Build Relationships:  Demonstrates the ability to communicate with stakeholders at all levels using different communication styles to articulate the benefits that have been achieved and to establish governance and relationship arrangements.

Desirable Criteria

•    Working knowledge of systems, e.g. Oracle and/or Jaggaer (Bravo)
•    Awareness and understanding of public sector commercial principles and legislation
•    Awareness of public sector commercial legislation including EU Rules and UK interpretations
•    Candidates must have one of the following or a willingness to work towards gaining the appropriate qualification in commercial management profession - CIPS, World CC or similar
•    Demonstrable experience in procurement of goods and technical hardware
•    The ability to drive improved outcomes by influencing and developing the market
•    The ability to influence senior internal and external stakeholders

Application Stage

An initial sift will be performed against the following elements and will be assessed against the Civil Service success profiles framework:

Experience
•    CV
•    Statement of Suitability (up to 500 words). In your statement of suitability, please explain how your skills and experience meet the key responsibilities and essential criteria for the role. This may include any experience (formal or informal) of commercial, procurement, or contract-related activity, or evidence of transferable skills such as stakeholder engagement, risk management, assurance, or delivering value for money.

Behaviours
We will assess your application on the following behaviours.  Please use the STAR method in your examples. 

•    Managing a Quality Service
•    Developing Self and Others

Please note in the event of a large number of applications being received we may run the initial sift against CV, Statement of Suitability and lead behaviour of Managing a Quality Service.

If shortlisted, you will be invited to an interview and will be assessed on the selected success profile elements at the interview stage. 

Interview stage

There is one interview stage for this vacancy which will be held remotely and as part of the interview process you will be required to provide evidence on the following, and will be assessed against the Civil Service success profiles framework: 


Behaviours
•    Communicating and Influencing
•    Seeing the Big Picture
•    Working Together

Strengths maybe assessed at the interview, and these are not shared in advance. 

To learn more about the Civil Service success profiles framework and how they are assessed please click here.



Please use STAR approach to structure your examples for both the application and interview for behaviours.  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.

Commercial Roles

New entrants are expected to join on the pay minimum. Higher starting salary and / or Recruitment & Retention Allowance may be available for successful candidates with exceptional skills and experience.
 
We will consider applications from non-qualified candidates, who are willing to develop and work towards a recognised qualification in order to meet the full requirements of the role. 

The specialist allowance may apply to fully qualified applicants with a commercial professional qualification, for example CIPS, World CC, etc.

Further details can be provided during the recruitment process
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). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

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: All successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

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.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours 

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ 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 MoJ’s Flexible Working policy.

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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised “cross-government” are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

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 www.www.GOV.UK or 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

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.

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:

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 13455

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 13455

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Managing a Quality Service, 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
250
Managing a Quality Service
Developing Self and Others
Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Statement of Suitability
Guidance for the Statement of Suitability
In your statement of suitability, please explain how your skills and experience meet the key responsibilities and essential criteria for the role. This may include any experience (formal or informal) of commercial, procurement, or contract-related activity, or evidence of transferable skills such as stakeholder engagement, risk management, assurance, or delivering value for money.
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
To Be Confirmed - expected Mid February
Behaviours
Communicating and Influencing
Seeing the Big Picture
Working Together
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.
Level of security checks required
Baseline Personnal Security Standard (BPSS)

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.