Ministry of Justice (MoJ)

The Family Justice System Improvement Unit (FJSI) drives cross system improvement work and seeks to improve outcomes for children and families across England and Wales. We work collaboratively with a range of key partners including the Department for Education, Cafcass, HMCTS, Local Authorities and Welsh Government to set strategic direction for the system and help turn Ministerial ambitions into deliverable plans for reform. This is an exciting time to be joining FJSI. Significant progress has been made over the last two years to set a clear direction for the system, improve performance, and develop our relationships with national and local partners. There is a huge opportunity to build on this platform as the unit is playing a key role both in leading the development of a public-facing strategy for family justice, alongside the delivery of significant reforms in our family courts, including the Child-Focused Courts private law reform programme, which has the potential to transform people's experiences of the family courts and lead to better outcomes for children and families. Head of Family Justice Strategy and Performance - the role This is a stretching G7 role. The postholder will play a key role in driving improvements in family justice performance, and will work closely with stakeholders including the DfE, judiciary, Cafcass, and HMCTS to finalise and implement the family justice strategy, currently under development. This will include a framework for improving performance and outcomes and a data and evidence strategy. The postholder will also oversee family justice governance, working with the Department for Education to ensure the Family Justice Board operates as a high-impact, ministerially chaired forum that sets strategic direction and drives system-wide alignment, and that the Local Family Justice Boards that sit under it are well supported and effective at collaborating to improve performance.,

• Drive the delivery of a long-term, public-facing strategy for the Family Justice System, currently under development and due for publication later in 2026, working closely with DfE and system partners to secure commitment to planned reforms. This will include close working with private offices to embed MoJ and DfE ministerial priorities.
• As part of this strategy, work with analysts and system leaders to develop a clear road map for improving the data and evidence base for family justice, including developing new metrics and data-sharing approaches.
• Lead a national programme to strengthen local delivery across England and Wales, supporting performance improvement across 43 Local Family Justice Boards. Champion a culture of continuous improvement, innovation, and the sharing of best practice.
• Coordinate targeted improvement efforts in regions facing acute challenges, including bespoke regional strategies for London, Greater Manchester and south-east England
• Oversee delivery of the highly successful mediation vouchers programme and develop policy to increase the uptake of pre-court mediation.
• Lead and inspire a high-performing team, including four SEOs and one HEO, while providing strategic direction to analytical colleagues to deliver shared objectives., 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.

Essential:
• An experienced leader able to work collaboratively with senior stakeholders to set direction and deliver at pace.
• A supportive line manager who can lead and inspire their team, creating a culture of high performance and continuous improvement
• A strategic thinker with a proven ability to engage stakeholders in setting a future vision which ensures alignment of operational delivery plans with strategic policy outcomes
• An understanding of data and the use of analytical approaches to generate insights on performance and drive targeted improvements
• Confident working with and briefing judges, ministers and senior officials with strong written and verbal communication skills
• A commitment to changing and improving, able to generate a culture of continuous improvement and promote sharing of good practice at a national and local level.
Desirable:
• An understanding of the justice system and the challenges it faces.
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.,
• Delivering at Pace
• Working Together
• Making Effective Decisions
There is no expectation or requirement for you to prepare for the strengths-based questions in advance of the interview, though you may find it helpful to spend some time reflecting on what you enjoy doing and what you do well. You can refer to the CS Strengths dictionary for more details: Success Profiles - Civil Service Strengths Dictionary (publishing.service.gov.uk) You will also be required to give a short presentation. Details will be provided if you are invited to interview Interviews are expected to take place in May 2026., 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.