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General Information

Salary
The national salary range is £58,511 - £65,329, London salary range is £63,343 - £70,725. Your salary will be dependent on your base location
Working Pattern
Full Time
Vacancy Approach
Internal
Location
Leeds, London, Loughborough
Region
London, Midlands, Yorkshire and the Humber
Closing Date
14-Sep-2026
Post Type
Fixed Term, Detached Duty, Loan
Civil Service Grade
Grade 7
Number of jobs available
11
Reserve List
12 Months
Job ID
21568

Descriptions & requirements

Job description

Magistrates and legal advisers play a vital role in the effective administration of justice and are key to supporting future system needs.

Following a comprehensive review of our training provision, including digital delivery and partnership working, the Judicial College is strengthening its support for increased recruitment and retention needs, ensuring that magistrates and legal advisers are confident, competent and representative of the communities they serve. 

We are seeking someone with the authority and expertise to design and deliver accurate, engaging training, lead national projects, and work with senior stakeholders to shape and prioritise magistrate and legal adviser training that meets their needs.

Reporting to the Head of Legal Team within the Judicial College, the Training and Policy Lawyer (Crime) will be a key member of the Legal Team, part of the wider Judicial Education and Digital Learning Team, designing and delivering training and responsible for leading projects within their jurisdictional area. 

This is a new post, created in recognition of the step change we are looking to achieve in our approach to how we train magistrates.  The successful candidate will work with other parts of the Judicial College - including other parts of the Judicial Education and Digital Learning Team, Planning and Operations, and Publications - as well as working across Judicial Office with Judicial HR, private offices and digital services.  The relationship with HM Courts and Tribunals Service, our delivery partners, is critical.

The job holder will:

  • Promote the vision of the JO, and the work and role of the College in judicial training to increase and enhance its reputation with judicial office holders and foster greater public confidence in the justice system.
  • In accordance with Judicial College project management process (including budget monitoring), manage the implementation, updating, and delivery of Judicial College jurisdictional magistrate programme(s) and/or legal adviser training).
  • Use innovative training methods, maximising the use of technology (working closely with the Digital Services and Digital Learning Teams), including ‘Judicial College Learning’ the online learning management system and other digital media and AI tools. Work to increase and diversify the digital training offer for magistrates as recommended by the Magistrates’ Training Review.
  • With members of the team, stakeholders and other government departments, prepare guidance and training materials on legislative changes and other initiatives that affect magistrates and their legal advisers. This includes contributing to the continuing update and development of national Training, Approvals, Authorisations and Appraisals Committee documentation and Judicial College training materials.
  • Provide advice and information as required, and in an appropriate format, to team members, Judicial College committees, other government departments and agencies on policy and practice in relation to magistrate and legal adviser training, particularly on the maintenance of judicial independence in that training. In particular, this will include contributing to the continued enhancement of magistrates’ training within the Judicial College and externally.
  • Work closely with other College staff including Educational Development Advisers (and potentially lead) on cross-jurisdictional projects such as appraisal, mentoring, fair treatment, train the trainers and also leadership for the wider judiciary.
  • Work in close liaison with the College’s key stakeholders including within the wider Judicial Office, HMCTS, MoJ and other government departments to represent the College’s views and contribute on behalf of the College with those agencies to promote the values and vision of the College.
  • Contribute, as required, to the preparation and delivery of the projects of all other team members. 

Please note however, the work may change according to business need.

You will also be a proactive and flexible member of the Legal Team, contributing to the overall impact and professionalism of the team, including undertaking any other duties reasonably requested by line management which are commensurate with the grade and level of responsibility of this post.

Working in the Legal Team will give the successful candidate a real insight into the high level development of the training needed to support the justice system at a time of significant change.

Essential

Candidates for this post must be legally qualified in accordance with The Authorised Court Staff (Legal Advice Functions) Qualifications Regulations 2020.

A high level of training expertise is essential.

You must also be an experienced trainer. 

The successful candidate will be able to demonstrate:

  • expert legal knowledge and skills in the magistrates’ court criminal jurisdiction;
  • experience and expertise as a trainer, with the skills to produce engaging, accurate and clear training material electronically, including for digital as well as face to face delivery, to a high standard;
  • excellent organisational skills with keen attention to detail;
  • ability to work flexibly, manage conflicting demands and swiftly reprioritise so that sudden changes do not adversely impact on delivery; and
  • ability to communicate clearly and build effective working relationships with internal/external colleagues/judiciary.

Desirable

  • Experience and expertise in designing e-learning.
  • Practical experience of working closely with the Justices’/Family Training, Approvals, Authorisations and Appraisals Committee. 
  • Experience in all three jurisdictions (family, adult, youth)
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: 21568

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: 21568

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Changing and Improving, 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
Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
Anticipated W/C 21 Sep
Behaviours
Changing and Improving
Communicating and Influencing
Working Together
Delivering at Pace
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
Counter Terrorism Check (CTC)

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.