Head of Tribunals and Court Fees Modelling

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 in October or early November 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. 1. About the Civil, Family and Tribunals and Administration of Justice Directorate The Civil, Family, Tribunals and Administration of Justice Directorate sits at the heart of the Department's policy agenda. It is responsible for the family and civil justice and tribunals systems in England and Wales as well as irregular migration. We are areas of high policy interest and work closely with ministers and across government to make sure that the government continues to deliver vital public services. Analytical support to the directorate is provided by the Access to Justice (A2J) Analysis Team which also includes analysts working on legal aid, legal support, legal services, judicial issues, victims and criminal court reform. Within this wider team Civil, Administrative and Family Justice and Fees Policy Analysis is a multidisciplinary group of analysts who lead the Department's analysis across the civil, administrative and family justice systems, including the fees which are charged to users in each jurisdiction. It is a varied, fast-paced and rewarding area to work in, with much of our work supporting Departmental and Ministerial priorities. Our work area is wide and spans court and tribunals fees policy, administrative justice (e.g., tribunal demand analysis, judicial review reform), civil justice (e.g., clinical negligence and personal injury claims) and public and private family justice issues (e.g., proceedings concerning children in care and those relating to child custody post-divorce) and the wider performance and reform of the family justice system. We also support work on Coroners Courts and inquests. To do all of the above, we work with colleagues from policy, analysis, data, finance, HM Courts and Tribunal Service (HMCTS), Cafcass Cymru and Cafcass England and other government departments including the Department of Health and Social Care (DHSC) and the Department for Education (DfE). What we offer The directorate is friendly, inclusive and supportive and has adopted flexible working practices designed to ensure personal wellbeing and a genuine work/life balance.

• Flexible working arrangements and a focus on equality of opportunity - including welcoming part-time and/or 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, but also our progress to date. Progress such as our ambitious and innovative transformation programme to leverage departmental data and drive evidence-based decision-making using cutting-edge tools and techniques (for example: experimentation, personalisation, artificial intelligence).
• 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.
• See the frontline and what your work is influencing - regular opportunities to visit our front-line service providers, including courts, prisons, and probation to better understand the areas your analysis is affecting.
2. What you'll do As Head of Tribunals and Court Fees Modelling your role will be to strengthen the modelling and more technical elements of the MoJ analytical work which supports both MoJ fees policy and tribunals policy. We do not want to be prescriptive concerning the relative amount of time the postholder will devote to each of these two areas as it will be sensitive to ministerial interest and MoJ policy priorities. Both areas will involve building, quality assuring, running and maintaining/developing complex models (mainly written in Excel) including the relevant data inputs. It will also involve reporting the outputs, in various formats, to ministers, senior officials, policy, operational and finance colleagues. As a result, the role requires a combination of strong technical, data and modelling skills and the ability to communicate the results of complex analysis to various non-technical stakeholders. The post holder will be expected to manage one SEO member of staff working on tribunals issues and to share line-responsibility for SEO/HEO staff working on court fee issues with another G7 analyst who will focus on more policy-related issues. Tribunals Analysis The tribunal system provides judicial forums for resolving disputes between individuals and businesses (e.g., landlord/tenant, employer/employee) and between individuals and public bodies (e.g., government departments and local authorities) that are more accessible and informal than the ordinary courts. There are specialist tribunals in areas such as employment, social security/child support, mental health, immigration and asylum, tax, property, special educational needs and property. The tribunals differ in terms of their caseloads, rules and procedures and, in addition to judges, some include non-legal specialists. This means estimating caseloads and the judicial requirements of each tribunal is a complex issue. Many tribunal cases arise due to the decisions made by other government departments or local authorities (e.g., special educational needs) while recent reforms, such as the Employment Rights and Renter's Rights Acts, will have major impacts on demand. At present, there are significant and lengthening backlogs in many of the tribunals. As a result, and in addition the forecasting and modelling of the activities in the main tribunals, you will be expected to incorporate evidence based on recent legislative changes into existing tribunal models and to support policy colleagues working on options to reduce demand (e.g., should certain case types be heard by judges? how might better decision making early prevent cases from reaching the tribunal stage?). In the longer term, as work on tribunals is currently divided between analysts based in MoJ and HMCTS, you can expect to lead in developing a more strategic approach to this work area given the rising importance of this work to the wider justice system. Court Fees Analysis In 2024-25, HMCTS had net expenditure of around £1.9 billion. Of this, around £1bn was met by fees charged to the users of the civil, family and tribunal jurisdictions. The civil and family courts are the main jurisdictions where fees are charged, and include those for money claims (e.g., non-payment of debts), divorce proceedings, probate applications and family cases. Court fees are not charged in criminal cases. Fees need to be uprated to reflect changes in HMCTS costs due to inflation and changing patterns of user demand. In addition, while most of the fees charged aim to recover the cost of the services provided to court users, in some cases fees may be set at a level above cost and so provide additional income for the MoJ to fund other services. As a consequence, court fees modelling plays a significant role in terms of the funding of the courts and tribunal system and of the justice system more widely. In the short-term you should expect to work on: completing current work on improving the current Fees Cost Model; supporting the next annual fees inflation uplift and supporting finance colleagues with the development of options for changes to fee levels. Over the longer-term, you will be expected to lead on: maintaining and developing the various fees models, including the fees model mentioned along with those relating to 'remissions' - fee reductions for court users on low incomes., 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. Please also refer to the CS Behaviours framework for more details at this grade. Success Profiles: Civil Service behaviours - GOV.UK You will be asked to supply evidence of your GES, GSR, GORS or GSS membership at application stage, this can consist of confirmation of passing the GES, GSR, GORS or GSS badging board or an email from your current line manager confirming your GES, GSR, GORS or GSS badged status. Applicants who do not provide this will be rejected. 5a. 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 candidate that passes the interview will be offered the role. The whole process can take up to a month. 5b. Interview Process Behaviours You will be assessed against the Civil service success profiles framework at interview stage:
• Communicating and Influencing
• Seeing the Big Picture
• Making Effective Decisions
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 analysts from all professions, as well as the three civil service behaviours stated above, you will be assessed on two sets of professional competencies at interview., 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., You will be asked to supply evidence of your GES, GSR, GORS or GSS membership at application stage, this can consist of confirmation of passing the GES, GSR, GORS or GSS badging board or an email from your current line manager confirming your GES, GSR, GORS or GSS badged status. Applicants who do not provide this will be rejected. Statement of Suitability Guidance for the Statement of Suitability 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. Please also refer to the CS Behaviours framework for more details at this grade. Evidence of Experience CV or Work History, Statement of SuitabilityInterview stage assessments Interview Dates Expected: November to December 2026 Behaviours Communicating and Influencing Seeing the Big Picture Making Effective Decisions Technical Knowledge & Skills o GSS - Data Analysis. o GORS - Knowledge and application of OR Skills and Techniques. o GES - Analysis of Data. o GSR - Knowledge and application of GSR technical skills Influence & Impact o GSS - Presenting and disseminating data effectively. o GORS - Achieving impact with analysis. o GES - Effective communication. o GSR - using and promoting social researchOther Assessments Which assessment methods will be used? Presentation Level of security checks required Baseline Personnal Security Standard (BPSS)

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: Grade 7 - must meet all of the following:
• You have significant work experience evidencing use of data and/or analytical skills. Time spent on an analytical PhD can count towards this.
• You have significant experience of managing projects
• You have experience of leading or managing a team or the clear capacity to do so., A credible analyst who can work across professional boundaries to prioritise analytical effort and focus delivery on high-impact analysis that directly enables operational and/or strategic decision-making and support policy development.
• A collaborative individual who can work across organisational boundaries to build effective relationships with policy, operational and legal colleagues to deliver shared objectives.
• An excellent communicator who can translate complex technical challenges and opportunities in a transparent and compelling way, building support and momentum.
• Strong technical skills including at least some of the following:
• Advanced Excel, Power Query and data-modelling skills, including controlled refresh processes.
• Strong analytical capability, including costing, scenario modelling and interpretation of financial and operational data.
• Experience of model QA, reconciliation, audit trails, version control and technical documentation.
• Experience using dashboard or reporting tools, such as Power BI or equivalent.
The following experience and skills are desirable:
• R programming skills to interpret existing models, support validation and translate analysis into Excel-based processes.
• Experience of using a range of quantitative and qualitative evidence to address complex policy questions where evidence is uncertain or incomplete.
• The flexibility to shift between policy areas, sometimes at short notice.
• Line management of SEO or HEO level analytical staff., Your work history should meet the following criteria: well structured, succinct, and written in clear language., GSS - Data Analysis.
• GORS - Knowledge and application of OR Skills and Techniques.
• GES - Analysis of Data.
• GSR - Knowledge and application of GSR technical skills
Professional Competency (2) Influence & Impact
• GSS - Presenting and disseminating data effectively.
• GORS - Achieving impact with analysis.
• GES - Effective communication.
• GSR - using and promoting social research
  
  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, 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.