Analyst, Release Analysis - Youth Justice & Offender Policy

We are advertising for this permanent SEO analyst role within the Ministry of Justice. This is an exciting time to join the team in a fast-paced and fascinating policy area which has recently attracted significant public, parliamentary, and ministerial interest through the implementation of the Sentencing Act, and in particular the Progression "early release scheme" policy. The postholder will become part of the Recall, Release, Parole & Prisoners (R2P2) team, part of Sentencing and Offender Management Analysis (SOMA). There are currently four G7 led teams in the R2P2 team providing analytical support to the recall, release, parole and other policy teams. We are a multi-disciplinary team of statisticians, operational researchers and social researchers and provide data and analysis to support policy development. This role sits within the Release Analysis G7 team. The team develops analysis of policies to reduce prison demand to tackle the ongoing prison capacity crisis, to inform and support the Capacity Strategic Forum, as well as providing insight on the types of offenders being managed in custody. The team is very reactive to new and urgent pieces of work, and act as liaisons to our policy colleagues. Roles are open to: Existing analysts from professions (GORS/GSS/GSR) either on level transfer or on promotion., · You have significant work experience evidencing use of data and/or analytical skills. Time spent on an analytical PhD can count towards this. We welcome applications from candidates based across the UK. Candidates will have the option of being based in the Leeds or London HQ offices (with flexible working arrangements available) or your nearest Justice Collaboration Centre or Justice Satellite Office: see this map for more details. Alternative locations may be available and will be discussed and agreed on the completion of background checks. Interviews are likely to take place from October 2026 and will be held via MS Teams. We will keep a merit list for a year for those who successfully pass the interview board but who are not offered a post. About the Sentencing and Offender Management Analysis Team In SOMA, we provide high quality analysis to support policy and operational colleagues, ensuring that our seniors and ministers are able to make robust and evidenced decisions affecting offenders, victims, HMPPS, and the public. We are a multi-disciplinary team of around 50 staff that sit with the YJOP directorate, allowing close and collaborative working with our policy colleagues on areas with high ministerial interest. We work in a dynamic and fast-paced context, and have directly influenced and supported some of the most impactful changes to the Criminal Justice System within the past few decades. Our community is made up of analysts and specialists including: Social Researchers, Economists, Operational Researchers, and Statisticians. Why work in our team? In SOMA, we want all our people to feel valued for who they are and for the work they do. We provide a warm, inclusive place to work and offer a wide range of flexibilities and benefits as part of our people offer to reward our staff. What we offer

• Flexible working arrangements and a focus on equality of opportunity - including welcoming job-share arrangements, compressed hours, working from home or your nearest Justice Collaboration Centres or Justice Satellite Office.
• Career development - regular development and promotion opportunities across a wide range of roles, career development support, with a generous individual learning and development budget.
• Range of new areas of work and new tools and techniques - we pride ourselves on our excellent deployment of well-established analytical methods.
• Analysis is at the centre of the Department's decision making - our transformation programme is focused on maximising our impact on departmental outcomes. The Ministry of Justice's Senior Team and our Ministerial Team want all decisions to be evidence driven - your analysis will be key in influencing decisions and real-world impact.
• Vibrant community - part of a multidisciplinary team that has a supportive culture and is looking to further develop the community with the help of everyone.
What you'll do The role holder will be responsible for providing analytical advice on how proposed policy measures affect prison capacity, to enable ministers to make business critical decisions and help to shape policies pre-implementation. In the immediate term, the team are focused on the Sentencing Act and are responsible for analysis supporting the progression model measure. This involves:
• Modelling the impact of the Progression model changes.
• Working with colleagues in other analytical teams to support their analysis of other Sentencing Act measures and interactions between measures.
• Working closely with policy and operational colleagues to provide analytical support for implementation.
• Providing analysis to support ministers and senior stakeholder in making key decisions.
Looking past the Sentencing Act, the team provides analysis for other key release measures. For example, the team has previously worked on End of Custody Supervised Licence (ECSL), SDS40, and Home Detention Curfew (HDC365). These are very high-profile work areas with significant ministerial and No.10 interest. The role will involve the following:
• You will be responsible for building and maintaining strong, productive working relationships with a range of HMPPS and MoJ Policy colleagues.
• You will collaborate across wider analytical teams to deliver a range of analytical products, often at pace.
• You will produce high profile analysis for Ministers, the LC, No.10, and senior MoJ stakeholders.
• Your analysis will inform critical decisions on managing prison capacity
• You will effectively communicate complex analysis to a range of both technical and non-technical colleagues in order to highlight key messages and ensure limitations and uncertainty are clear.
• You will produce high quality quantitative analysis using a range of analytical tools, particularly R and Python, Your Statement of Suitability should be no more than 750 words and should give us examples of how your skills and experience match those needed for this role. Consider giving examples that cover all the requirements in the 'Who you are' section and use work you have completed to demonstrate how you meet each one.
Selection Process There will be an initial sift of applicants through comparing submitted evidence against the 'Who you are' bullets. This usually takes two weeks, depending on the number of applications. Those who make it through the initial sift will be invited to a Civil Service Success Profile interview. In the Civil Service we use Success Profiles to help us find the right person for the job. We will be using a mixture of methods to assess your abilities, strengths, experience, technical skills, and behaviours. We highly recommend learning about Success Profiles and using the Situation, Task, Action, Result and Reflection (STARR) framework when structuring your answers. The highest scoring candidates that pass the interview will be offered the role. The whole process can take up to a month. Behaviours You will be assessed against the Civil service success profiles framework at interview stage: · Communicating and Influencing · Delivering at Pace · Working Together Please also refer to the CS Behaviours framework for more details at this grade. https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/717275/CS_Behaviours_2018.pdf For existing badged analysts from GSS, GORS, GSR professions, as well as the three civil service behaviours stated above, you will be assessed on two sets of professional competencies at interview. For external (non-Civil Service) candidates (and unbadged candidates within the Civil Service), as well as the three civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work., 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., 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., Behaviours Application Form Question Word Limit 250 Communicating and Influencing Experience We will assess your experience for this role via the following methods CV or Work History, Experience Questions Experience Questions Application Form Question Word Limit 250 Evidence of Experience CV or Work History, Experience QuestionsInterview stage assessments Interview Dates Expected October 2026 Behaviours Communicating and Influencing Delivering at Pace Working Together Technical
• Professional Competency (1) Knowledge & Skills
o GSS - Data Analysis. o GORS - Knowledge and application of OR Skills and Techniques. o GSR - Knowledge and application of GSR technical skills
• Professional Competency (2) Influence & Impact
o GSS - Presenting and disseminating data effectively. o GORS - Achieving impact with analysis. o GSR - using and promoting social researchOther Assessments Which assessment methods will be used? Presentation Level of security checks required Security Clearance (SC)

Do you have the passion, values, and ability to help us solve the biggest problems of the justice system?, Candidates must be able to show the relevant experience and skills and must meet the criteria for entry,
• Excellent interpersonal skills. You will have the ability to build and maintain strong working relationships with policy colleagues, other stakeholders, and fellow analysts.
• Excellent organisational skills. You will have the ability to plan and prioritise workload when faced with tight timelines, competing priorities and able to work at pace.
• Excellent attention to detail, particularly in the context of ensuring analysis is not misrepresented. You will understand the nuance in statistics and prevent their misuse.
• Strong ability to communicate complex findings and key messages in writing and verbally to a variety of audiences.
• Proficient in R, Python, SQL, and advanced Excel. The role holder must be able to independently extract datasets, perform data cleaning, assess data quality, and carry out analysis using each of these software, often at pace.
• Familiar with NOMIS, Delius, and Oasys. You must be able to use the software above to query these databases and extract datasets that meet the requirements for various requests on different aspects of criminal justice.
• Experience using GitHub for version control and QA processes.
Desirable
• Previous experience working across the criminal justice system.
• Understanding of the criminal justice system, particularly sentence calculation and post-sentencing offender management., Your work history should meet the following criteria: well structured, succinct, and written in clear language., o GSS - Data Analysis.
o GORS - Knowledge and application of OR Skills and Techniques. o GSR - Knowledge and application of GSR technical skills o GSS - Presenting and disseminating data effectively. o GORS - Achieving impact with analysis. o GSR - using and promoting social research

The national salary range is £42,914 - £46,182, London salary range is £49,325 - £53,081. Your salary will be dependent on your base location, Due to the role(s) being analytical, those successful in recruitment will be eligible for a specialist allowance following an analytical interview based on the following values:
• SEO London: £500
• SEO National: £1500, 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., Please quote the job reference Allowance Specialist allowance Due to the role(s) being analytical, those successful in recruitment will be eligible for a specialist allowance following an analytical interview based on the following values: SEO London: £500 SEO National: £1500