Team Leader, Release Policy

The Prison Demand and Release (PDR) Policy Team, which is situated in the Youth Justice and Offender Policy (YJOP) Directorate, is at the heart of plans to help tackle the prison capacity challenge. We work closely with HMPPS, other policy teams and legal and analytical teams. Release policy lead - the role We are seeking a highly motivated and capable policy professional to join the Release Policy team. This is a fast paced, intellectually demanding role and you will provide leadership over a set of complex policy areas, while contributing to the department's response to the prison capacity challenge. You will be joining a supportive, positive, and dedicated team with a strong focus on the wellbeing of team members. Prison release policy is high-profile and sensitive area. It receives consistently strong interest from senior officials, Ministers, and the public; this policy area has been a top priority for MoJ preparing for incoming Ministers in recent weeks. As a G7 team leader, you will help set direction across a demanding portfolio, maintain grip on priority issues, and ensure quality advice is delivered at pace. You will work closely with a wide range of stakeholders, building and sustaining strong relationships with legal, analytical and operational colleagues, and will be relied on to spot opportunities for join-up across the department. You will lead a small team of SEOs and HEOs whose expertise is invaluable to policy making by our team and across the Directorate - supporting them and harnessing that expertise to land key strategic points with Ministers will be key to the role. The Sentencing Act's Progression model, one of the key recommendations from the Independent Sentencing Review, brings in significant changes to how offenders move through their sentence. You will lead on this policy and its application to different criminal offences and sentences during this crucial period as we implement the new model. You and your team will provide policy clarity to operational partners delivering these complex policy changes, and you will advise on the future of existing release schemes as we transition to the new model. This policy area is a fast moving one, so you will need to quickly develop a strong grasp of new subject matter, take a strategic view of emerging risks and opportunities, be proactive in identifying policy work needed, and make effective decisions in an environment of uncertainty. You will work flexibly as new priorities develop and provide leadership across Prison Demand and Release Policy., 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.


• Strong problem-solving abilities, and confidence in exercising judgement in contexts of uncertainty
• Ability to confidently lead challenging and high-profile pieces of work with a high degree of autonomy
• Excellent team leadership and ability to motivate and support staff in a fast-paced environment
• Strong collaborative skills, able to quickly build robust relationships with other policy teams and with operational and legal colleagues, creating a 'one team' dynamic to get the best possible advice to Ministers.
• Excellent analytical skills, able to quickly get to grips with a complex policy area, understanding the complexity but able to distil the key points for Ministers and others
• Excellent written and oral communication skills, able to confidently brief senior colleagues and produce high quality written reports that meet the needs of the target audience.
Desirable:
• Experience of working on criminal justice or related issues
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., During the panel interview, you will be asked behaviour-based questions to explore in detail what you are capable of.
• Leadership
• Delivering at Pace
• Communicating and Influencing, Leadership
Delivering at Pace Communicating and Influencing

The YJOP Directorate is recruiting permanently for a Team Leader Release Policy Grade 7. This campaign is open to current civil servants on level transfer and suitable candidates on promotion. Candidates are reminded that to be eligible for this campaign; you must still be employed as a civil servant at the point of accepting the role. If you resign or your FTA contract ends before you are made and accept an offer, you will become ineligible and you will be withdrawn from the process. Location: Successful candidates will have the option to be based at one of the following locations:
• 102 Petty France, London
• 5 Wellington Place, Leeds
Occasional travel between the two locations may be required. We offer a hybrid working model, allowing for a balance between remote work and time spent in your base location (102 Petty France or 5 Wellington Place Leeds). Ways of Working At the MoJ we believe and promote alternative ways of working, these roles are available as, 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 over 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.
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