Administration Officer (Integrated Offender Management)

This is a permanent post but the funding is only agreed until March 2029 after this time you may be redeployed to another SAO role. Additional task list to go alongside JD with IOM-specific responsibilities: Coordination/ relationship building Provide direction to Partner Agencies, daily management information, and monthly performance reporting that will enable effective management and development of IOM Cohort. Establish good working relationships and effective communication links between statutory and non-statutory Partner Agencies, building a high level of confidence and trust. Develop new links to Third Sector/ Voluntary Agencies with a view to expanding and diversifying the interventions available to people on the Scheme in line with national IOM strategy. Negotiate and influence partners participating in IOM to deliver agreed service levels effectively through coordinated working, resulting in proper management of cases and genuine results. Maintain a good knowledge of people on Scheme, their offending behaviour, needs, motivation to make changes and engagement with services and provision Facilitate IOM Case Review Meetings, ensuring information is circulated to members beforehand, notes are taken and decisions made are communicated to all relevant partners/ stakeholders. Liaise with partners to ensure multi-agency assessments and risk assessments are carried out; sometimes negotiating with Agencies to determine and agree assessment of risk of re-offending. Have extensive knowledge of interventions available to the person on Scheme by all various agencies and services: police, probation, housing, voluntary sector etc. Ensure information is shared appropriately with Partners and in timely manner using agreed protocols and in compliance with all aspects of data protection. Support Probation IOM SPO and Police Tactical Leads to ensure that: A problem-solving approach is adopted to negotiate and agree with agencies the type of interventions to be co-ordinated, balancing enforcement with support, counselling, rehabilitation. Liaison and the development of relationships between Partners provides focus on the specific needs of each individual case and the overall intentions of the IOM National Strategy Delivery of IOM programme is promoted/supported by internal and external multi-agency groups. Use information to make critical decisions Act as point of contact for referrals to the scheme. Provide guidance to practitioners and wider stakeholders around referrals Gather national IOM strategies and best practice and share this with the wider partnership. Scope and identify persons who maybe suitable for adoption onto scheme in line with current criteria. Research and process referral applications received for consideration onto the cohort. Maintain records/ sharing information Update police and probation systems, including Delius, IDIOM and other relevant systems. Support collection/presentation of performance management data to ascertain local IOM practices are meeting needs of service users/stakeholders, and to improve quality and availability. Be fully cognisant of relevant Partnership action plans. Manage and maintain computer systems in accordance with Data Protection Legislation. Maintain Information Sharing Agreements ensuring fit for purpose for IOM. Work with Youth Offending to best case manage the Young Persons IOM Scheme and assist in smooth transition from YOS to Probation where applicable. Use problem solving to support multi agency responses to community safety issues, with particular reference to offending and reducing reoffending. Undertake activities associated with oversight and administrative management of Electronic Monitoring - Acquisitive Crime (EM- AC). Use Management Reports and other sources of information to check compliance with National IOM and EM-AC requirements. Liaise with prisons to facilitate work of IOM/EM-AC ensuring licence conditions, dates and relevant activities are recorded on systems. From 22 July 2025, the Government increased the salary threshold and skills level for Skilled Worker visas. This role does not meet the eligibility criteria for sponsorship in accordance with the current immigration rules if you looking to apply for a Skilled Worker Visa for the first time. The Department cannot consider sponsoring you for this role unless you have held a Skilled Worker visa continuously since before 22 July 2025. If you have held a Skilled Worker visa continuously, please raise this during your vetting checks and eligibility will be assessed in accordance with the immigration rules and transitional provisions in place. If you are applying for this role and you do not meet the new eligibility criteria for sponsorship (or the transitional provisions), you will need to consider your options for obtaining and/or maintaining your right to work in the UK in light of these changes. Successful applicants must ensure they have and maintain the legal right to live and work in the Civil Service and in the United Kingdom. Please note: If your first skilled worker visa/Certificate of Sponsorship (COS) was issued after 22nd July 2025, and you have previously held a student, graduate, or dependant visa, you would not be eligible for sponsorship for this role as the salary offered is below the threshold. If you currently hold a skilled worker visa and have been a skilled worker visa holder continuously since before 4 April 2024 (Please note that the visa can have been issued after this date as long as the Certificate of Sponsorship (CoS) was issued before you may still apply). The Department will continue to comply with UK Immigration Rules applied in the UK and Civil Service. You can read more about Skilled Worker visas and the eligibility criteria here., 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.

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 Making Effective Decisions Managing a Quality Service Evidence of Experience CV or Work History, Experience Questions, NVQ Level 2 or equivalent GCSE Grade A-C in English and Maths (or equivalent) IT Skills; Microsoft: Word, Excel, Outlook, and PowerPoint (or equivalent i.e. Lotus Notes)

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. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment 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

• To Transformative Business Services (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
• To the Civil Service Commission (details available here)
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'.