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General Information

Salary
£55,631
Working Pattern
Full Time, Flexible Working
Vacancy Approach
Internal
Location
Croydon
Region
London
Closing Date
28-May-2026
Business Unit
Offender Management and Public Protection Group
Post Type
Permanent
Civil Service Grade
SEO
Number of jobs available
1
Reserve List
12 Months
Job ID
17619

Descriptions & requirements

Job description

The SFO Review Team is responsible for the continued development, delivery, and quality assurance of SFO reviews undertaken by Probation providers.

The job holder is the SFO policy lead and is required to identify potentially high-profile cases which have inter and extra departmental interest at a very early stage in the SFO process. The job holder must liaise directly with colleagues in the PPG and senior operational staff in the PS and CRCs to ensure all parties comply with the Probation Instruction which governs the SFO review.

The potential reputational damage associated with an offender under probation supervision committing a serious further offence is included in the Agency’s risk register as one of its key public protection risks. Therefore, it is essential that the post holder identifies early any case which is high profile and particularly sensitive, for which the post holder will need keen political acumen, an up to date awareness of how the media is reporting criminal justice matters and sufficient understanding of operational practice to understand where the community management of an offender has been deficient.

The post works closely and directly with the Head of the SFO Team and alongside another senior policy advisor to support the delivery of the SFO Procedures, interface with operational staff, private office, wider HMPPS colleagues about policy and procedures, and includes a vital role in the production of data often at short notice and a central role in the publication of our national statistics.

The SFO Team is a high profile and fast paced environment, and the post holder will need to be able to respond quickly to requests for information and data and to be agile to how the SFO procedures can be delivered within the current operational challenges which will include work to revise the policy framework.

There is potential for the post holder to have line management responsibilities; this will be discussed with the post holder.

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

To ensure that the SFO Review Process Database, part of the Public Protection Unit Database (PPUD), operates accurately and efficiently, so as to provide comprehensive and accurate management information in relation to each and every SFO Review submitted by Probation providers.

·       The post holder will personally check SFO notifications as received by the SFO Team from Probation providers in order to ensure that they accurately log and transpose the initial core information relating to a serious further offence committed by an offender under statutory supervision.

·       The post holder must handle all queries relating to the SFO qualifying and review process and related targets. Typically, these queries will come from senior managers in the PS and CRCs.

·       The post holder will need to maintain a list of policy issues identifying areas where policy needs to be revised.

Identify high profile cases and manage stakeholder relationships in relation to those high-profile cases. Typically, such relationships will be at a senior level.

·       The post holder will identify external or internal stakeholders and ensure they are informed of notifications and provided with information relevant to their business area. This process helps safeguard organisational and reputational risk for a wide variety of agencies.

·       The post holder will identify potentially high-profile cases and advise the Head of SFO Team regarding their classification and liaise with Probation provider communications officers and other senior managers regarding the handling of HP cases.

·       The post holder is responsible for liaising with MOJ Press Office colleagues who regularly enquire about whether cases in the media are SFOs. The role involves receiving press lines and communication strategies from colleagues in Probation providers, scrutinising them for factual accuracy and proposing amendments or subsequent forwarding to MOJ Press Office.

·       The post holder will Identify cases classified as high profile and maintain a high-profile spreadsheet.

·       The post holder, along with the Head of SFO Team will attend monthly meetings with London Probation provider to discuss high profile cases and will identify any areas of concern as it relates to media handling.

·       The post holder will need to complete a weekly high profile note to MOJ Press Office, ensure it is QA’d by the Head of PPG, and dispatched by close of business on Friday. The high-profile note is used to keep Press Office and Private Office appraised of forthcoming court appearances that may attract adverse publicity for HMPPS and lead to reputational damage.

Produce statistical information

·       The post holder is responsible for producing and disseminating quarterly SFO statistics to the PS and CRCs and other interested parties in the MoJ. This information is used routinely to help monitor the performance of probation providers at contract review meetings.

·       The post holder will respond to regular ad hoc requests for statistical information on the SFO process from internal and external stake holders and produce information in a presentable and clear format. The data is used to inform a number of different policy areas across departments and also forms part of the annual re-offending statistical compendium which is published by MoJ.

·       The post holder maintains oversight of the production and dissemination of monthly team workload and performance statistics collated by the AO detailing performance and projected workloads, presenting the analysis at monthly team meeting. This information is used by the Head of PPG to demonstrate performance to the Director of Community Interventions.

Drafting submissions and briefings

·       The post holder is responsible for researching, drafting and producing both informative and persuasive submissions, for clearance by Head of PPG, to Ministers which often comment on complex and sensitive inter departmental issues, for which agreement must be sought.

·       The post holder is responsible for drafting notes to senior officials, informing them of the status of cases.

·       The post holder is responsible for drafting responses to all official correspondence in relation to the SFO Team relating to high profile cases which are sent by the Head of PPG.

Oversee SFO process and maintain accurate up to date guidance

·       The post holder will need to maintain and update the SFO user guide and SFO material as appropriate in response to new working practices and policy developments. This also includes maintaining a list of relevant statutory and operational guidance as it relates to all aspects of the SFO process and internal and external stakeholders.

·       The post holder is responsible for contributing to the development of new Probation Instructions and other policy directives.

·       The post holder must keep appraised of new policy and practice developments across other government departments such as UKBA, Health Service, police and internal stakeholders such as HMCS, the YJB and other relevant HMPPS departments and assess any implications for the SFO review procedures.

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.

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.

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

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
Head of HMPPS Serious Further Offence Policy Team: Liz.Chapman1@justice.gov.uk

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

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 17619

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Making Effective Decisions, 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
Making Effective Decisions
Communicating and Influencing
Changing and Improving
Experience
We will assess your experience for this role via the following methods
Statement of Suitability
Statement of Suitability
Guidance for the Statement of Suitability
Please describe your experience and expertise in handling data, including collecting, managing, analysing, and presenting information. In your response, provide examples of how you have used Microsoft Office applications (such as Excel, Word, Outlook, Power BI and PowerPoint).
Evidence of Experience
Statement of Suitability

Interview stage assessments

Interview Dates
Expected Week Commencing 18/06/26
Behaviours
Making Effective Decisions
Delivering at Pace
Managing a Quality Service
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.

Other Assessments

Which assessment methods will be used?
Written Exercise
Level of security checks required
DBS Standard

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.