80689 - Counter Corruption Unit - Regional Prevent Manager

£33,104 - £34,694
12 Months
North West
Band 5
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other
Education and Training, Intelligence, Operational Delivery, Risk Management, Strategy, Analytical, Project Delivery, Quality, Security
  • The role involves delivering extensive support to the operational frontline in both Prisons and Probation. Experience of operational delivery in either setting is beneficial but not essential.
  • The role will be delivering counter corruption Prevent activity to the following sites:

HMP Buckley Hall

HMP Manchester

HMP Forest Bank

HMYOI Hindley

Bolton Probation Delivery Unit

Bury and Rochdale Probation Delivery Unit

Manchester North Probation Delivery Unit

Manchester South Probation Delivery Unit

Wigan Probation Delivery Unit

Oldham Probation Delivery Unit

Salford Probation Delivery Unit

Tameside Probation Delivery Unit

Stockport and Trafford Probation Delivery Unit

  • The role may include providing cover to other HMPPS sites in the Northwest region.

A presentation will be required as part of the interview process. Details will be provided in advance to all candidates proceeding to interview stage.

Overview of the job       

HMPPS’s efforts to tackle corruption are integral to delivering safe and secure prisons and probation. HMPPS has worked with MoJ to identify that a new approach is needed to ensure we remain resilient to this key operational threat.

HMPPS has developed a future strategy for tackling corruption in HMPPS based on four key objectives:

  • ‘Protect’ against corruption by building an open and resilient organisation.
  • ‘Prevent’ people from engaging in corruption, strengthen professional integrity.
  • ‘Pursue’ and punish those who are corrupt.
  • ‘Prepare’ for corruption, reducing its impacts on our teams.

These objectives will need to be delivered at every level through prisons and probation, in particular strengthening our resilience on the front line. Security, Order and Counter Terrorism (SOCT) Directorate is taking forward improvements, including restructuring the Counter Corruption Unit (CCU), to provide senior operational leaders, prisons and probation teams with an improved counter-corruption service.


The role sits in the newly restructured Counter Corruption Unit Prevent Team. Its objectives are to support prisons and probation to manage corruption threats, in particular supporting establishment prevent corruption within HMPPS.

The regional CCU will support prisons and probation units to effectively prevent corruption. The level of service is to be assessed and prioritised according to policy and guidance, but may include providing prisons and probation with enhanced analytical support, expert advice and logistical and coordination support. The team will also be responsible for supporting prisons and probation units on the effective management of known corruptor prisoners in custody and under supervision in the community to prevent them corrupting staff.

In line with HMPPS policy, the post holder will be responsible for supporting the relevant Regional Corruption Prevent Lead to deliver a high-quality counter- corruption service to prisons and probation in their SOCT region. The Regional Prevent Manager will also be responsible for working in partnership with other regional teams in the Security, Order and Counter Terrorism (SOCT) Directorate, HR services and law enforcement.

The job holder will report directly to the Regional Corruption Prevent Lead, who in turn reports to the Head of the Prevent who is line managed by the Head of the Counter Corruption Unit.

The post holder will have line management responsibility for a Corruption Prevent Officer.

This is a regional job and will be based in a regional SOCT hub. Frequent travel to prison and probation establishments, regional offices and law enforcement partners’ offices will be required. Occasional travel outside the region (e.g. to London) will be required.

Responsibilities, Activities and Duties     

The job holder will be required to carry out the following responsibilities, activities and duties:

  • Working with the national CCU team to develop a detailed and expert understanding of the corruption evidence based on the nature of the threat, (e.g. drivers of corruption, prevalence, escalation, risk/impact, effective interventions) and using this as a basis for all practice.
  • Having a strong understanding of the operational context in prisons and probation, including pressures, priorities, risks and opportunities to better tackle corruption.
  • Having a strong understanding of the relevant legal and policy frameworks relating to corruption, security and HR, and making sure these are followed when providing services to prisons and probation, and that these are shared with and championed when working with delivery partners.
  • On the direction of the Regional Prevent Lead, the post holder will support prisons and probation in assessing and understanding their risks to corruption and develop mitigation strategies; work with prisons and probation to understand capability gaps and signpost wider capability opportunities, best practice and guidance, and deliver briefing and awareness/training sessions; and support research to inform our evidence base on corruption, including interviewing former staff who have been convicted of corruption related offences, or other information to support assessing performance.
  • In line with policy and guidance, the post holder will support prisons and probation to prevent corruption in HMPPS by, leading on the management of cases and working collaboratively with Pursue for end-to-end management and coordination of cases that escalate.
  • Provide recommended practice for supporting staff to management.
  • Develop and implement national strategy to manage the corruption threat across HMPPS. Working in partnership with establishments and law enforcement agencies to ensure corruptors are managed appropriately.
  • Develop and maintain a wider network of stakeholders, including in other SOCT regional teams (e.g. NIU, SOCU, JEXU), law enforcement (local forces and ROCUs), contract managers and contracted providers.
  • Supporting the Regional Prevent Lead to understand and manage the individual threat of corruption in each prison and probation office in the region ensuring these establishments are supported based on their individual need.
  • Line management of the RCPO.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.


  • Making Effective Decisions
  • Changing and Improving
  • Communicating and Influencing
  • Managing a Quality Service


  • Problem-solving and decision-making skills, with the ability to drive resolution.
  • Good communication (written and verbal), leadership and partnership working skills.


  • Candidates should role model impeccable professionalism and integrity.
  • Good understanding of the operational context of prisons and probation.

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.

Standard working hours for this post are 37 hours per week excluding breaks which are unpaid.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.


Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays.


-The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.

Work Life Balance

HM Prison & Probation Service  (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers


HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles


-All candidates are subject to security and identity checks prior to taking up post

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist

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

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.

To be confirmed

26/10/2023, 23:55 hours.

If you require any assistance please email pete.bartlett@justice.gov.uk

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com.

Please quote the job reference - 80689.

Security Clearance (SC)

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.

In the event that we receive a large volume of applications we reserve the right to conduct the sift based on one lead behaviour. The chosen lead behaviour for this campaign is Communicating and Influencing.
if you feel that your application has not been treated in line with the Civil Service Recruitment Principles, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance

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

Changing and Improving - 250 word limit
Communicating and Influencing - 250 word limit
Making Effective Decisions - 250 word limit
Managing a Quality Service - 250 word limit
A sift based on the lead behaviour, Communicating and Influencing, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Interview stage assessments

There is 1 interview stage for this vacancy.
Changing and Improving
Communicating and Influencing
Making Effective Decisions
Managing a Quality Service
Strengths may also be assessed at interview but these are not shared in advance.

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.