80748 - Counter Corruption Administration Specialist

12 Months
HM Prison Brixton, SW2 5XF
Band 4
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other
Administration / Corporate Support, Intelligence, Operational Research, Security

The role is based at HMP Brixton with a requirement to attend Regional HQ/Offices within London & South East on occasion.

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; and
•    '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, to provide senior operational leaders, prisons and probation teams with an improved counter-corruption service.

This role is non-operational with no line management responsibilities and is not rotational.


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

The core service of this role is to support prisons with their administration of their counter corruption caseload. The role will involve providing the administration support for two establishments on behalf of the regional counter corruption team and work alongside the local counter corruption manager to effectively manage the threat of corruption in prison establishments.

The role will also be responsible for supporting prisons on the effective management of known corruptor prisoners in custody to prevent them from corrupting staff.

The job holder will report directly to the Regional Corruption Pursue Manager, who in turn reports to the Regional Corruption Pursue Lead.

The post holder will not have management responsibilities.

This is a regional post and will be based in two establishments. Daily travel to one of these prisons and frequent travel to the regional offices will be required. Occasional travel outside the region (e.g. to London) may be required.

This role may involve contact with prisoners depending on their area of work.

Responsibilities, Activities and Duties

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

•    Having a contemporaneous understanding of the operational context in prisons priorities, risks and opportunities to better tackle corruption.
•    Having an 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.
•    Organise, produce and maintain accurate records for the local counter corruption manager.
•    Act as contact point for all communications to the counter corruption team, prioritise and distribute to the local counter corruption manager in the establishment and the regional counter corruption team.
•    Complete any monitoring returns required on behalf of the establishment for the counter corruption unit.
•    Co-ordinate any awareness sessions on behalf of the counter corruption unit.
•    Prepare paperwork for checking by their manager, conducting initial checks as required.
•    Correspond with relevant stakeholders and agencies to ensure that they are aware of information related to Corruption and that it is adequately shared in line with agreed process.
•    Maintain and check establishment databases for managing corruption, filing systems and logs of information with responses within timescales, producing reports as required.
•    Arrange any meetings including the preparation of paperwork, minutes and action points for the effective management of corruption.
•    Being the first point of contact for prisons to signpost policies, procedures and key contacts to support counter corruption work.
•    Coordinating CCU prevent teams attendance/cover supporting establishments deliver their prevent agenda.
•    Identify blockages to progress and take action and escalate to the Regional Corruption Unit as appropriate.
•    Monitoring and reviewing the relative priority of corruption work and caseloads, escalating to the Regional Corruption Prevent Manager.
•    Entering data onto CCU systems, ensuring information is captured accurately and is easy to understand.
•    Understanding the team's caseload, including working with analysts to report on management information and data on volumes, timeliness and outcomes of cases across the region.
•    On the direction of the Regional Corruption Prevention Lead and Regional Corruption Prevent Manager, the post holder may also be asked to work with prisons to understand capability gaps and signpost wider capability opportunities, best practice and guidance and support light touch research to inform our evidence base on corruption.

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
•    Communicating and influencing
•    Managing a Quality Service
•    Working Together 


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

Technical Requirements

•    Problem-solving and decision-making skills, with the ability to drive resolution.


•    Good communication (written and verbal), leadership and partnership working skills.

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

08/11/2023, 23:55 hours.

If you require any assistance please email christopher.streek@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 - 80748.

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 Making Effective Decisions.
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

Communicating and Influencing - 250 word limit
Making Effective Decisions - 250 word limit
Managing a Quality Service - 250 word limit
Working Together - 250 word limit
A sift based on the lead behaviour, Making Effective Decisions, 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.
Communicating and Influencing
Making Effective Decisions
Managing a Quality Service
Working Together

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.