72248 - Head of Prison Estates Economic Analysis (1 role available), Data & Analysis, Ministry of Justice
We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.
G7 Head of Prison Estates Economic Analysis, Data & Analysis, Ministry of Justice
1. Overview
Do you have the passion, values, and ability to help us solve the biggest problems of the justice system?
We have a G7 vacancy in Analytical Priority Projects leading on Prison Estates Economic Analysis within the Data & Analysis Directorate.
Roles are open to existing GES analysts either on level transfer or on promotion.
Minimum requirements to apply:
Candidates must be able to show the relevant experience and skills and must meet the criteria for entry:
• You have significant work experience evidencing use of data and/or analytical skills. Time spent on an analytical PhD can count towards this.
• You have significant experience of managing projects.
• You have experience of leading or managing a team.
We welcome applications from candidates based across the UK. Candidates will have the option of being based in the Leeds or London HQ offices (with flexible working arrangements available) or your nearest Justice Collaboration Centre or Justice Satellite Office. These are in Liverpool, Leeds, South Tyneside, Manchester, Bristol, Nottingham, Cardiff, Ipswich and Brighton, Stafford, Ipswich, Wolverhampton, Sheffield. Alternative locations may be available and will be discussed and agreed on the completion of background checks.
Interviews are likely to take place in May 2023 and will be held via MS Teams. We will keep a merit list for a year for those who successfully pass the interview board but who are not offered a post.
2. About Data & Analysis
We are passionate about improving justice outcomes through innovative research, data and analysis.
In Data and Analysis, we provide high quality data and analysis helping to ensure strategic, policy, finance, corporate and operational decisions are based on robust evidence.
We create a culture in which people are empowered with the data and information to make excellent decisions; using cutting edge tools, techniques and collaboration; putting evidence at the heart of the justice system.
We are a multi-disciplinary team of around 500 staff that sits at the heart of the Ministry of Justice providing analytical support across a diverse and exciting agenda. We work in a dynamic and fast-paced context and our skills are in heavy demand across the Ministry of Justice. Our collaborations beyond government are seen as ground-breaking.
The Data and Analysis community is made up of analysts and specialists including: Social Researchers, Economists, Operational Researchers, Statisticians, Data Engineers, Data Scientists and other data specialists (such as data strategists, data dissemination, generalists and assurance experts).
Why work in Data and Analysis?
In Data and Analysis, we want all our people to feel valued for who they are and for the work they do. We provide a warm, inclusive place to work and offer a wide range of flexibilities and benefits as part of our people offer to reward our staff.
What we offer
• Flexible working arrangements and a focus on equality of opportunity – including welcoming part-time and/or job-share arrangements, compressed hours, working from home or your nearest Justice Collaboration Centres or Justice Satellite Office.
• Career development – regular development and promotion opportunities across a wide range of roles, career development support, with a generous individual learning and development budget.
• Range of new areas of work and new tools and techniques – we pride ourselves on our excellent deployment of well-established analytical methods, but also our progress to date. Progress such as our ambitious and innovative transformation programme to leverage departmental data and drive evidence-based decision-making using cutting-edge tools and techniques (for example: experimentation, personalisation, artificial intelligence).
• Analysis is at the centre of the Department’s decision making – our transformation programme is focused on maximising our impact on departmental outcomes. The Ministry of Justice’s Senior Team and our Ministerial Team want all decisions to be evidence driven – your analysis will be key in influencing decisions and real-world impact
• Vibrant community – part of a multidisciplinary team that has a supportive culture and is looking to further develop the community with the help of everyone.
• See the frontline and what your work is influencing – regular opportunities to visit our front-line service providers, including courts, prisons, and probation to better understand the areas your analysis is affecting.
3. What you’ll do
The Prison Estate Analysis Programme provides analysis to support strategic and operational development of a fit-for-purpose prison estate, feeding into the DPM’s top priorities. As investment in police numbers starts to flow through the criminal justice system, there is increased focus on ensuring the prison estate has sufficient capacity, is well-maintained, and contributes to improved sustainability. Our programme covers analysis and evaluation of the provision of new prison capacity, analysis for prison operator competitions, and analysis of prison maintenance needs. We also contribute evidence to inform the long-term prison estate strategy.
The postholder will lead the Prison Estates Economic Analysis team at an exciting time of estate expansion – the largest in over a century. The team support HMPPS’ Additional Prison Places portfolio which is delivering 20,000 prison places, including both new-build prisons and expansion of existing prisons, to meet expected capacity pressures and ensure we have the right conditions to rehabilitate prisoners.
The postholder will be responsible for leading the analytical support to this estate expansion, ensuring that decisions are evidence-driven, supported by robust economic appraisal, and represent value for money for the department.
Recent projects in the team have included:
• Development of a full business case for the build and operation of four new prisons, including options for the level of ambition on sustainability.
• Delivery of business cases to support and appraise a range of expansion options, including refurbishment and construction of new houseblocks.
• Supporting the development of a design for a new female offenders houseblock to expand current prisons, ensuring value for money while delivering a new trauma-informed design.
• Introduction of monetised benefits into prison estate expansion business cases, including benefits of specific prison design features.
Future projects are likely to include:
• Appraisal to assess the economic case for further expansion options.
• Development of prioritisation tools to aid HMPPS spend decisions.
• Further development of our cost-benefit methodology to consider and quantify the wider benefits of new build prisons and prison places, working with HMT and OGDs on incorporating the costs and benefits of net-zero and sustainability.
• Analysis to inform the long-term strategy for prison estates.
The postholder will be responsible for leading a team of up to three members of staff to deliver these projects and will work collaboratively with the other analytical teams in the unit. Additionally, the postholder will work closely with the HMPPS Prison Supply Directorate, finance partners, and policy colleagues.
4. Who you are
The following experience and skills will be required:
• Previous experience of cost-benefit appraisal, ideally in a business case context, with the ability to champion Green Book principles in the team and with stakeholders.
• Strong modelling skills.
• Strong communication skills with the ability to communicate in a non-technical way with a range of stakeholders.
• Ability to prioritise and to deliver at pace.
• Ability to work effectively and collaboratively with a range of stakeholders and customers to deliver high quality work in line with shared outcomes.
The following experience and skills are desirable (but not essential):
• Line management experience.
5. How to apply
CV
You’ll need to submit an anonymised CV as part of your application. Your CV should be no more than 2 pages long and should show us your work history and previous experience. It should be well structured, succinct and written in clear language.
Behaviours
In addition to a CV, you will be assessed against three civil service behaviours, and are asked to provide three pieces of written evidence. Please provide examples demonstrating each of the following behaviours at G7 level (max. 250 words per behaviour):
• Delivering at Pace
• Managing a Quality Service
• Changing and Improving
For more information, please refer to the Success Profiles - Civil Service Behaviours (publishing.service.gov.uk).
Professional Competencies
You will also be assessed against the GES professional competencies, and are asked to provide two pieces of written evidence. Please provide examples demonstrating the following competencies at G7 level (max. 250 words per competency):
• Professional GES Competency (1): Analysis of data
• Professional GES Competency (2): Effective communication
For more information, please refer to the GES Technical Framework 2022 - GOV.UK (www.gov.uk).
Please note that some aspect of the professional competencies may overlap with the MoJ behaviours listed above. Therefore, we recommend that in providing written evidence for the professional competencies candidates focus on the technical and methodological aspects of the competencies that are specific to the profession. We will use evidence presented for the MoJ behaviours in assessing the wider skills candidates have.
5a. Selection Process
There will be an initial sift of applicants through comparing submitted evidence against the specified behaviour/competency descriptions and the ‘Who you are’ bullets. This usually takes two weeks, depending on the number of applications.
Those who make it through the initial sift will be invited to a Civil Service Success Profiles interview. In the Civil Service we use Success Profiles to help us find the right person for the job. We will be using a mixture of methods to assess your experience, technical skills and behaviours. We highly recommend learning about Success Profiles and using the Situation, Task, Action, Result and Reflection (STARR) framework when structuring your answers.
The highest scoring candidate that passes the interview will be offered the role. The whole process can take up to a month.
6. Applicants invited for Interview
You will be required to give a 5-minute presentation at interview. Details of this will be sent to those candidates who are invited for interview.
7. Further Information
If you require any additional information about the role, please contact:
Robyn Morley
Head of Prison Estates Analysis Programme
robyn.morley1@justice.gov.uk
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). 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, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.
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.
Flexible working hours
The Ministry of Justice offers a flexible working system in many offices.
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.
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.
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 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 Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);
- To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
- To the Civil Service Commission (details available here)
The Civil Service embraces diversity and promotes equal opportunities. 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 SSCL Recruitment Enquiries Team.
We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.
31/03/2023, 23:55 hours.
If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com Please quote the job reference - 72248.
Further Information
If you require any additional information about the role, please contact:
Robyn Morley
Head of Prison Estates Analysis Programme
To apply for roles in MOJ you will need to confirm your employment history for at least 3 years prior to the date of application so that pre-employment checks (BPSS) can be undertaken. If you have spent significant time abroad (a total of 6 months in the past 3 years) you would be required to give a reasonable account of the reasons why.
For some roles you will be required to successfully complete National Security Vetting at Counter Terrorism (CTC), Security Clearance (SC) or Developed Vetting (DV) level as a condition of appointment. To meet CTC/SC/DV requirements you will normally need to have been resident in the UK for at least 3/5/10 years prior to the date of application (The level of checks that are required are stated in the advert).
If you do not meet the above requirements, you may still be considered if, for example:
- You've been serving overseas with HM Forces or in some other official capacity as a representative of HM Government
- You were studying abroad
- You were living overseas with parents
In such cases you will need to be able to provide referee cover for the period(s) of residence overseas. The duration of overseas residence and the country of abode will also be taken into account.
Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.
We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.
Application form stage assessments
Interview stage assessments
A Great Place to Work for Veterans
The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit : https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans
Redeployment Interview Scheme
Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.
MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidate's will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.
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
This Vacancy is closed to applications.