80841 - Hub Manager - Reducing Re-offending Support - Yorkshire Prisons Group

£33,104 - £34,694
12 Months
Yorkshire and the Humber
Doncaster , Wetherby
Band 5
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other

Overview of the job    

Improving reducing reoffending in prisons is HMPPS top priority.

Those working in the HMPPS Group Reducing Reoffending Teams play a significant role in in improving public protection, sentence planning and resettlement provision as well as building on rehabilitative culture within prisons.

The post will be part of the HMPPS Group Reducing Reoffending Team who are responsible for providing support and assurance to establishments to deliver better reducing reoffending outcomes delivering work consistent to the direction set out by the Prison Group Director (PGD) and HQ.

They will be an integral link for establishments, the PGD and HQ in all matters associated with this essential work.

The job holder will serve a number of establishments within the group and therefore a willingness to travel is required.

This is a non-operational role.


The role is to work collaboratively with establishments within the prison group to ensure the best possible delivery of prison reducing reoffending policies and practice. This includes providing support, guidance, training and assurance across all elements of the Group Reducing Reoffending Strategies.

In summary the job holder will:

•    Provide practical support directly to establishments in the group on reducing reoffending including OMU, Public Protection, Drug Strategy, Resettlement Pathways and Learning & Skills.
•    Provide direct support to establishments to implement and embed recommendations from Operational and System Assurance Group (OSAG) audits and HMIP.
•    Identify learning and good practice from establishments in the group and nationally and support other establishments to benefit from shared learning.
•    Provide guidance on national policy.
•    Support establishments in all reducing reoffending related training.
•    Support establishments to embed process to ensure correct data reporting.
•    Work with relevant stakeholders to ensure joined up effective working within the group.
•    Complete quality assurance testing of reducing reoffending and OMU processes.

Responsibilities, Activities and Duties    

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

•    Establish influential working relationships with establishment staff responsible for the delivery of reducing reoffending.
•    Provide support to staff and managers on improving reducing reoffending in all work streams to include OMU, Public Protection, Drug Strategy, Resettlement Pathways and Learning & Skills.
•    Support delivery of the Group and establishment reducing reoffending strategies.
•    Work collaboratively with other group support teams and leads.
•    Support establishments to identify and share good practice and implement in all areas which affect reducing reoffending.
•    Provide establishments with helpful and constructive challenge and support on the effective application of policy and defensible decisions taken by establishments.
•    To guide the use of available data and quality assurance tools to enable establishments to understand how to improve reducing reoffending outcomes and what further support is required.
•    Assist establishments in strengthening effective collaborative working with their internal and external stakeholders in order to ensure joined up working across reducing reoffending.
•    Support the Group Reducing Reoffending lead by monitoring action taken to respond to recommendations from internal reviews, HMIP and Operational and System Assurance Group audit reports.
•    Support the Group Reducing Reoffending lead in providing assurance for the PGD on delivery of reducing reoffending in establishments, providing clear evidence of how effectively governance, initiatives and practice are managed within each establishment.
•    Support delivery of HMPPS priorities and service-wide activities on reducing reoffending.
•    Contribute to the delivery of Group Reducing Reoffending meetings to discuss issues, trends and learning.
•    Support the effective delivery of rehabilitative culture in each establishment.
•    Devise innovative solutions to local reducing reoffending challenges and work with local teams to implement and embed.

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.

An ability to fulfil all spoken aspects of the role with confidence through the medium of English.


•    Changing and Improving
•    Seeing the Big Picture
•    Delivering at Pace
•    Communicating and Influencing
•    Managing a Quality Service


•    English, written and spoken
•    Training can be undertaken once in post


•    Knowledge or experience of Reducing Reoffending work in prisons

You base location can either be the YPG regional office Wetherby or Doncaster, however there will be expectation to work alongside the Group Had of reducing reoffending in the location they are required to be. There will also be an expectation to visit prisons in the Yorkshire region.

The job holder must be able to fulfil all spoken aspects of the role with confidence in English or (when specified in Wales) Welsh.

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 are 37 hours per week excluding breaks which are unpaid. 


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, plus public holidays. Leave for part-time and job share posts will be calculated on a pro-rata basis


The National Probation Service is covered by the Local Government Pension Scheme (LGPS) run through the Greater Manchester Pension Fund (GMPF).  Please visit www.gmpf.org.uk for further information.

Please note: Any current Civil Servant who is a member of the PCSPS, by accepting an offer of employment to the National Probation Services will be opted out of the PCSPS and auto enrolled into the Local Government Pension Scheme.


The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.


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.


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


  • 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

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

13/11/2023, 23:55 hours.

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 - 80841.

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 Changing and Improving.
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
Statement of Suitability - 500 word limit
A sift based on the lead behaviour, Changing and Improving, 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
Seeing the Big Picture
Delivering at Pace
Managing a Quality Service
Additional Assessment(s)

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.