Policy Lead, Magistrates Retention and Leadership

The Judicial Office (JO) reports to, and is accountable, to the Lady Chief Justice (LCJ). It was established in 2006 to provide support to the LCJ and to the wider judiciary in upholding the rule of law and in delivering justice impartially, speedily and efficiently, following the Constitutional Reform Act 2005. In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland. The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HM Courts & Tribunals Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions. We are an Arm's Length Body sponsored by the Ministry of Justice. This creates an interesting and complex environment in which to work where we agree our priorities with the senior judiciary and receive our funding to deliver them from the Ministry of Justice. The Judicial Office has been through a period of significant growth resulting from an expansion of our remit and responsibilities. Overview of the team The successful candidate will be part of the Judicial Office but will be deployed to the Magistrates Uplift Division. The role will sit within the Magistrates Uplift Programme Division - a cross MoJ team developed specifically to grow the size of the magistracy of England and Wales by around 50% over the next 3 years. Magistrates are a vital part of the justice system who hear about cases in the crime, youth, civil and family jurisdictions. They are essential to delivering the government's court reform priorities, including reducing the size of criminal court backlog. Following the Independent Review of Criminal Courts and measures set out in the Courts and Tribunals Bill. strengthening the resilience and capacity of magistrates' courts is a critical priority for Ministers and the MoJ Board. Most criminal cases start and over 90% of criminal cases are handled entirely in the mags court, making a sufficient, skilled and diverse magistracy essential. The Magistrates Uplift Division leads work to ensure we have the magistrates we need, working closely with the judiciary, Judicial Office, HMCTS, magistrates themselves and key partners such as the Magistrates' Association. Our high-profile programme aims to increase magistrate numbers by 50% to reach 21,000 in 2028/29. It is closely overseen by Ministers and the Judiciary and is structured around three strands:

• Attraction and Recruitment - ensuring a strong and diverse magistracy, now and in the future, through effective target setting and attraction strategies, streamlining and accelerating recruitment processes, and delivering a high quality onboarding experience for new magistrates.
• Retention, Leadership and Training - enhancing retention by delivering a high quality training, mentoring and appraisal offer, alongside meaningful recognition of magistrates' contribution, ensuring they feel valued and supported, and enabling long term engagement and development.
• Engagement, Governance and Business of State - aligning with cross government reforms, including those arising from the Independent Review of Criminal Courts, and delivering a cohesive communications and engagement strategy.
This fast-paced programme reports to the Justice Board and Ministers. It offers the opportunity to work at the centre of a major justice reform initiative and contribute directly to ministerial and judicial priorities. We are a friendly, high-performing cross-functional, cross-organisational team bringing together colleagues and expertise from across Judicial Office, the MoJ, HMCTS to deliver this ambitious agenda. Hybrid Working Requirement This position is eligible for hybrid working (current minimum requirement for time spent at base location is 60%, which is subject to business requirements). Summary of the role The successful candidate will report to the G6 Head of Policy overseeing Magistrates Retention and Leadership policy. This campaign is open to current civil servants on level transfer and suitable candidates on promotion. The role is being offered on Detached Duty for staff within the Ministry of Justice or Loan terms for staff in HMPPS or from other government departments. Responsibilities, Activities & Duties:
• Owning and leading delivery of discrete set of programme workstreams, setting direction, milestones, and performance measures to ensure pace and impact.
• Developing and implementing evidence-based policy, translating strategic objectives and operational realities into deliverable plans and tangible outcomes.
• Providing high-quality written and oral briefing and advice to senior leaders, the judiciary, and ministers.
• Building and maintaining effective relationships with key stakeholders across MoJ, HMCTS, Judicial Office, the judiciary, and external stakeholder and partners such as the Magistrates' Association and the Magistrates' Leadership Group.
• Leading and developing a small team, fostering a collaborative, high performing culture and ensuring effective cross functional working.
• Overseeing governance and assurance for the workstream, ensuring accurate reporting, robust controls, and alignment with programme wide governance., 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, 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.


• Strongly driven and self-sufficient - able to shape their work independently and proactively
• Excellent leadership skills, including the ability to lead and motivate a team in a fast-moving, high profile, and challenging policy context.
• Track record of delivering at pace and prioritising multiple competing priorities.
• Excellent stakeholder engagement skills and evidence of influencing and managing stakeholders at diverse levels and in different organisations. This includes an ability to brief leaders and decision makers, verbally and in writing, on complex and high-profile policies.
• Confidence in working independently to scope and develop work, drive activity forward and take initiative simultaneously across a range of priorities and making effective decisions.
• Comfortable adapting to new ideas and programmes of work to respond flexibly to new priorities.
• A strong understanding of, and experience working on, policy development and formulation., Leadership
• Seeing the Bigger Picture
• Making Effective Decisions
  
  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.