Head of Victims Data

The Criminal Court and Victims Directorate (CCVD) sits at the heart of MoJ's policy agenda, working to reform complex systems that deal with some of the most vulnerable members of our society. We work closely with Ministers, No10, the Senior Judiciary, as well as a wide range of other Whitehall departments, to tackle a range of complex issues. Everything the team does to deliver our wide-ranging portfolio of work is uniquely focused on supporting those that need it most. Sitting within the CCVD is the Victim and Witness Commissioning and Implementation Unit, that focuses on systemic, multi-agency reform work to improve support and outcomes for victims and witnesses, to help them cope and recover from the impacts of crime and enable better justice outcomes. The Commissioning and Implementation Unit leads on the critical work to commission and fund quality and effective support services for victims and witnesses both nationally and locally, via local Police and Crime Commissioners, with a budget of £550m over the Spending Review. We use data and evidence to demonstrate the impact of these services and use this information to improve and influence the system through setting standards, building capability and capacity, and making evidence-driven policy decisions. The Commissioning and Implementation Unit is currently working collaboratively to lead a major piece of policy work to reform local victims commissioning in the light of the Home Office's decision to abolish the role of Police and Crime Commissioners in May 2028. Head of Victims Data, Digital, Monitoring and Evaluation Policy - the role This role will sit within the VWCI Unit, as the key link between victims' policy and analytical teams, to ensure we can maximise the knowledge and benefits of analysis in the development of victims' policy and funding. The role would suit an individual with strong policy skills and an interest in data, or an analyst who is looking to develop their policy experience.

• Lead the unit's cross-cutting Monitoring and Evaluation strategy to build future understanding and capability of 'what works' for victims funding and commissioning, as well as evidence for future Spending Reviews, to maximise the impact and value for money of our funding. Build the recommendations from the M&E strategy into the unit's work, to improve the quality, sharing and linking of victims' data for the monitoring and evaluations of our grants.
• Lead on current and future monitoring and evaluation projects to better understand what works for victims and for victims' services, currently evaluating our National Homicide Service and National Witness Service. This will involve understanding existing data findings and identifying opportunities to use these findings as part of wider service design work.
• Leading a matrix team on specific PCC reform policy workstreams relating to transformation of the victims funding landscape, currently focusing on data, digital, monitoring and evaluation. This may include desk research, stakeholder engagement and development of policy options.
• Lead on policy and strategy for understanding and implementing changes to better support victims of tech-enabled abuse.
• Design, develop and deliver a digital data portal for the unit's 100 grant recipients, working with grant leads across the unit, MOJ Digital, Commercial and Legal to create an effective and future-proofed system.
• Build strong relationships with MOJ analysts, service transformation teams and other MOJ victims policy teams, developing deep knowledge of analysts' victims work to ensure that analytical teams understand policy priorities and the findings from analysts are effectively embedded into the unit's knowledge and practice.
• Lead on external stakeholder engagement for any analytical projects or upcoming publications of findings.
The role will be part of the VWC&I SMT, forming a visible leadership role within the unit., During the application process you will be asked to provide an example of how you have met the following behaviours (see Annex A for more information):
• Working Together
• Making Effective Decisions
Please also refer to the CS Behaviours framework for more details at this grade: Success Profiles: Civil Service behaviours - GOV.UK Should we receive a large number of applications, we will sift primarily on the Statement of Suitability. Successful applicants will then be invited to an interview, testing both behaviours and strengths. Candidates invited to Interview Please note that interviews will be carried out remotely. You will be assessed against behaviours at the interview stage where you will be asked to provide examples of how you have demonstrated them. In addition, you will also be asked strength-based questions. Behaviours: You will be assessed against the following Behaviours at Interview:
• Working Together
• Making Effective Decisions
• Leadership
• Communicating and Influencing
It may help to use one or more examples of a piece of work you have completed or a situation you have been in and use the WHO or STAR model to explain:
• WHO - What it was? How you approached the work/situation? What the Outcomes were, what did you achieve? Or
• STAR - What was the Situation? What were the Tasks? What Action did you take? What were the Results of your actions?
Strengths: It is difficult to prepare for strength type questions. However, you can think through your answers, focus on your achievements and aspects you enjoy and decide how these can be applied in the organisation and role. While strengths questions are shorter and we do not expect a full STAR response, the panel is interested in your first reaction to the question and information or reasoning to support this. Further information on Civil Service Strengths can be found via this link Success Profiles: Strengths - GOV.UK, Using the STAR method can help you give examples of relevant experience that you have. It allows you to set the scene, show what you did, and how you did it, and explain the overall outcome. Situation - Describe the situation you found yourself in. You must describe a specific event or situation. Be sure to give enough detail for the job holder to understand.
• Where are you?
• Who was there with you?
• What had happened?
Task - The job holder will want to understand what you tried to achieve from the situation you found yourself in.
• What was the task that you had to complete and why?
• What did you have to achieve?
Actions - What did you do? The job holder will be looking for information on what you did, how you did it and why. Keep the focus on you. What specific steps did you take and what was your contribution? Remember to include how you did it, and the behaviours you used. Try to use "I" rather than "we" to explain your actions that lead to the result. Be careful not to take credit for something that you did not do. Results - Don't be shy about taking credit for your behaviour. Quote specific facts and figures. Explain how the outcome benefitted the organisation or your area. Make the outcomes easily understandable.
• What results did the actions produce?
• What did you achieve through your actions and did you meet your goals?
• Was it a successful outcome? If not, what did you learn from the experience?
Keep the situation and task parts brief. Concentrate on the action and the result. If the result was not entirely successful describe what you learned from this and what you would do differently next time. Make sure you focus on your strengths. 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., 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., Interviews are expected to take place in early July 2026. Behaviours Working Together Making Effective Decisions Leadership Communicating and Influencing 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 Baseline Personnal Security Standard (BPSS)

Essential:
• Strong familiarity with data or evaluation and how they can be utilised within policy.
• Strong stakeholder engagement and inter-personal skills, ability to build constructive long-term relationships with stakeholders.
• Strong written and oral communication skills, able to produce high quality briefing and reports, and synthesise complex and technical topics for the target audience.
• Able to break down strategic questions into tangible work streams and evaluation options for delivery.
• Comfortable proactively seeking opportunities to improve policy development through data.
• Ability to adapt and work effectively in a fast-paced or uncertain environment.
Desirable:
• Knowledge of the victims funding landscape
Candidates applying from HMPPS should note that the Ministry of Justice does not have the same conditions of employment as HMPPS. It is the candidate's responsibility to ensure they are aware of the terms and conditions they will adopt should they be successful. The MoJ is proud to be Level 3 Disability Confident. Disability Confident is the approach through which we offer guaranteed interviews for all people with disabilities meeting the minimum criteria for the advertised role as set out in the job description.

MoJ is the largest government department, employing over 90,000 people with a budget of approximately £10 billion. Each year, millions of people use our services across the UK - including at 500 courts and tribunals, and 133 prisons in England and Wales.

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, Existing Civil Servants will have their salary calculated in accordance with the Department's pay on transfer / pay on promotion rules., 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.