Reducing Reoffending Projects Lead (Job-share)

This vacancy is only available to existing Civil Servant employees and employees of accredited non-departmental public bodies (NDPBs). Please review the "Eligibility" section before you apply.

General Information

Salary

The national salary is £58,511 - £65,329. London salary is £63,343 - £70,725. Your salary will be dependent on your base location

Working Pattern

Part Time/Job Share

Vacancy Approach

Cross Government

Location

Leeds, London

Region

London, Yorkshire and the Humber

Closing Date

27-Jul-2026

Post Type

Permanent

Civil Service Grade

Grade 7

Number of jobs available

1

Reserve List

12 Months

Job ID

19850

Descriptions & requirements

Job description

Reducing Reoffending Projects Lead (Job-share)

Grade 7

Probation and Reducing Reoffending Policy

The Probation and Reducing Reoffending Policy Directorate is recruiting permanently for a Grade 7 Reducing Reoffending Projects Lead on a job-share basis. This campaign is open to current civil servants on level transfer and suitable candidates on promotion.

This advert is to find a suitable Jobshare partner, who can work Mondays to Wednesdays at 22.2 hours (equivalent to 0.6 FTE)

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).

We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity

Salary

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

The Ministry of Justice (MoJ)

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.

Further information can be found at https://www.gov.uk/government/organisations/ministry-of-justice

The Work of Reducing Reoffending Policy Unit

The Reducing Reoffending team sits within the Probation and Reducing Reoffending Policy Directorate. Our work both for offenders in the community and within prison, is critical to improving rehabilitation and reducing the chances of reoffending.

As a Directorate, we make a real difference: our policy has a tangible impact on the services provided for people who come into contact with the criminal justice system, whether that’s at court, in custody or in the community. This is a big part of why we’re so engaged in the work we do.

Reoffending is one of the big social policy challenges of our time. 80% of offences are reoffences and reoffending is estimated to cost society £23 billion a year. The Reducing Reoffending Policy division leads work across Government to address the factors that can help to rehabilitate and improve outcomes for people in the criminal justice system, for example through providing access to mental health support and substance misuse treatment; securing accommodation; and helping them find employment.

Reducing Reoffending Projects Lead - the role

This role will lead the Reducing Reoffending Projects team, to provide critical policy input to drive better reducing reoffending outcomes. It involves working with colleagues across Policy Group and HMPPS to rapidly develop solutions to specific issues in a timebound way.

The Reducing Reoffending Projects team own distinct projects that do not fall under BAU policy work, instead we focus on areas that require short term sprints and attention. For example, this could be to drive an important conversation or decision forward, to refresh a specific and high-profile policy or to scope out a project that is a Ministerial priority.

As an example, a recent project considered how we best target rehabilitative activity for offenders serving community sentences to ensure the best outcome for both them and the public, whilst ensuring we make most effective use of our investment.

This is an exciting opportunity to lead and deliver on high-profile projects that improve outcomes for the criminal justice system. This is a challenging, fast-paced role with significant interest from ministers and senior leaders, given the focus of projects in areas of urgent need. The post-holder will lead the scoping and definition of projects, lead the team to deliver high-quality input on challenging issues, and ensure successful handover of completed projects at their conclusion.

The post-holder will also be a key member of the Reducing Reoffending Policy SMT, shaping our team and the wider unit.

Responsibilities

• Leading the Reducing Reoffending Projects team, including line management of 2-3 staff, maintaining an inclusive and development-focused team culture.
• Setting direction and clear priorities for policy projects, with strong project management discipline to ensure delivery and protect the team’s capacity
• Providing expert advice on policy challenges, using a range of evidence to develop robust policy responses and solutions
• Establish, build and maintain positive relationships with internal and external stakeholders, including other government departments, senior leaders and ministers.
• Briefing ministers (in meetings and through submissions) on key issues
• Working with analytical, legal and communications colleagues to ensure our policy is informed by the best evidence and insight possible and that we communicate our policy intent with clarity and simplicity
• Be a key part of the unit’s leadership team – contributing to our plans to make the directorate the most effective, efficient and enjoyable place to work

Skills and Experience

Essential:

• Outstanding end to end policy development skills, including problem definition, understanding of the evidence base, identification and appraisal of options, evaluation of impact; and a proven ability to set direction in a fast-paced and complex policy environment.
• Strong written and verbal communication skills, as well as the ability to assimilate new information quickly, with experience of communicating complex and high-profile issues, including briefing Ministers.
• Experience of project management, defining and maintaining project scope and delivering high-quality projects to time. Excellent leadership skills, with an ability to plan and deliver a broad and challenging work portfolio, while fostering an inclusive and positive atmosp, including during periods of change and uncertainty.
• Strong collaboration skills, building inclusive and mutually beneficial relationships with a wide network of internal and external stakeholders, to define and achieve common goals.

Desirable:

• Experience working in a policy context
• Experience working in the criminal justice system

Application process

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.

You will be assessed against the Civil service success profiles framework.

You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.

Experience

You will be asked to provide a CV during the application process to assess any demonstrable experience, career history and achievements that are relevant to the role.

You will also be asked to upload a Statement of Suitability of no more than 500 words stating what you would bring to the role, with reference to the Skills and Experience listed above.

Successful applicants will be invited to an interview testing both Behaviours and Strengths. In addition, applicants will be offered an informal chat with the Jobshare partner to discuss the role and ways of working. This does not form part of the assessment process but will enable applicants to assess if the role is right for them before attending their interview.

Candidates invited to Interview

Please note that interviews will be carried out remotely.

You will be assessed against the following behaviours at the interview stage w you will be asked to provide examples of how you have demonstrated them. In addition, you will also be asked strength-based questions.

Behaviours:

The following Behaviours will be tested at Interview:

• Seeing the Big Picture
• Making Effective Decisions
• Leadership
• Delivering at Pace

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?

Please also refer to the CS Behaviours framework for more details at this grade:

Success Profiles: Civil Service behaviours - GOV.UK

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.

Interviews are expected to take place in August 2026.

If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.

Contact information

Please do get in touch if you would like to know more about the role or what it is like working in our team. Rebecca Fynn – Additional Information

This advert is to find a suitable Jobshare partner, who can work Mondays to Wednesdays at 22.2 hours (equivalent to 0.6 FTE)Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements w 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, w 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.

Benefits

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.

T 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. T 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.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

To Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail );

To Ministry of Justice Resourcing team ();

To the Civil Service Commission (details available)

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 wver 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.

Civil Service Nationality Rules

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail

Please quote the job reference - 19850

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail

Please quote the job reference

Job Description Attachment

G7 Reducing Reoffending Projects Lead JD.docx (Job Description Attachment)

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Application form stage assessments

Experience

We will assess your experience for this role via the following methods CV or Work History, Statement of Suitability Statement of Suitability Guidance for the Statement of Suitability What would you bring to this role, with reference to the skills and experience listed in the job description?

Evidence of Experience CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates

Interviews are expected to take place in August 2026.

Behaviours

Seeing the Big Picture

Making Effective Decisions

Leadership

Delivering at Pace

Strengths

Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed.

Level of security checks required

Baseline Personnal Security Standard (BPSS)

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. W plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.