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General Information

Salary
£37,417 - £39,214
Working Pattern
Full Time
Vacancy Approach
Internal
Location
Manchester, Rochdale, Wigan
Region
North West
Closing Date
11-Sep-2026
Business Unit
Security Group
Post Type
Permanent
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
21531

Descriptions & requirements

Job description

HMPPS Band 5

An exciting opportunity to join the Counter Corruption Unit and play a key role in preventing corruption within the organisation.

Prevent Managers support to prevent corruption through directly supporting individuals susceptible to corruption and through assisting establishments and PDUs to assess and understand their risks to corruption, supporting them to develop prevention strategies to counteract identified risk.

The regional CCU will support prisons and probation units to effectively prevent corruption. 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 and logistical and coordination support. The team will also be responsible for supporting prisons and probation units on the effective management of known corruptor prisoners in custody and under supervision in the community to prevent them corrupting staff.

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

  • Working with the national CCU team to develop a detailed and expert understanding of the corruption evidence based on the nature of the threat, (e.g. drivers of corruption, prevalence, escalation, risk/impact, effective interventions) and using this as a basis for all practice.
  • Having a strong understanding of the operational context in prisons and probation, including pressures, priorities, risks and opportunities to better tackle corruption.
  • Having a strong 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.
  • On the direction of the Regional Prevent Lead, the post holder will support prisons and probation in assessing and understanding their risks to corruption and develop mitigation strategies; work with prisons and probation to understand capability gaps and signpost wider capability opportunities, best practice and guidance, and deliver briefing and awareness/training sessions; and support research to inform our evidence base on corruption, including interviewing former staff who have been convicted of corruption related offences, or other information to support assessing performance.
  • In line with policy and guidance, the post holder will support prisons and probation to prevent corruption in HMPPS by, leading on the management of cases and working collaboratively with Pursue for end-to-end management and coordination of cases that escalate.
  • Provide recommended practice for supporting staff to management.
  • Develop and implement national strategy to manage the corruption threat across HMPPS. Working in partnership with establishments and law enforcement agencies to ensure corruptors are managed appropriately.
  • Develop and maintain a wider network of stakeholders, including in other Directorate of Security regional teams (e.g. NIU, SOC Operations, JEXU), law enforcement (local forces and ROCUs), contract managers and contracted providers.
  • Supporting the Regional Prevent Lead to understand and manage the individual threat of corruption in each prison and probation office in the region ensuring these establishments are supported based on their individual need.

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.

The successful candidate will need to secure SC vetting for this role.

The successful candidate will be based at their nearest public sector HMP establishment from the following list:

  • HMP Forest Bank, Agecroft Road, Pendlebury, Salford, M27 8FB
  • HMP Manchester, 1 Southall Street, Manchester, M60 9AH,
  • HMP Hindley, Gibson Street, Bickershaw, Wigan, WN2 5TH,
  • HMP Buckley Hall, Buckley Hall Road, Rochdale, Lancashire , OL12 9DP

This is a regional job and there will be frequent travel to prison and probation establishments, regional offices and law enforcement partners’ Offices. Occasional travel outside the region (e.g. to London) will be required.

The role will cover the following establishments:

  • HMP Forest Bank, Agecroft Road, Pendlebury, Salford, M27 8FB
  • HMP Manchester, 1 Southall Street, Manchester, M60 9AH,
  • HMP Hindley, Gibson Street, Bickershaw, Wigan, WN2 5TH,
  • HMP Buckley Hall, Buckley Hall Road, Rochdale, Lancashire, OL12 9DP

Along with PDUs and APs within Bolton, Bury & Rochdale, and all of Manchester.

Additional Information

Opportunity to work remotely but the expectation to be in a site approximately 3 days per week dependent on delivery and risk needs, agreeable with Manager/Lead. 

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
Candidates can contact Emma Cawston via email: Emma.Cawston@justice.gov.uk for further information / discussion of role in advance of applying.

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 - 21531

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
Changing and Improving
Communicating and Influencing
Making Effective Decisions
Managing a Quality Service

Interview stage assessments

Interview Dates
Interviews to be conducted face to face within the North West region – exact venue TBC.
Behaviours
Changing and Improving
Communicating and Influencing
Making Effective Decisions
Managing a Quality Service
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
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.