82580 - RaCU: National Prisons Control Strategy Coordinator

The national salary range is £33,104 - £34,694, London salary range is £36,001 - £39,310. Your salary will be dependent on your base location
12 Months
Please note: Some of our MoJ Office locations, such as our Liverpool Justice Collaboration Centre, require higher levels of National Security Vetting. The MoJ is working to open more Justice Collaboration Centres and Justice Satellite Offices over time. Click here to learn more about where our currently open Justice Collaboration Centres and Justice Satellite Offices are, to identify where you may be based and understand National Security Vetting requirements of each location.
Band 5
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other

Overview of the job    

This role sits in the Security Risk Unit (SRU) in Security, Order and Counter-Terrorism (SOCT).

The Unit’s objectives are to ensure HMPPS is robustly managing its live and emerging security risks, developing a learning culture and ensuring those working in operational settings are knowledgeable and up-skilled to deliver effective security.

The Control Strategy is a vehicle through which the organisation can identify and prioritise its security risks and monitor the identified controls that aim to mitigate these risks.

The post holder will be responsible for supporting the design and implementation of the Control Strategy within HMPPS.

This is a national post, regular attendance to meetings in London and occasional travel across the HMPPS estate will be required.

The job holder will report to the Control Strategy Lead (Manager) and there is the potential to hold responsibility for managing a small team of staff.


The post holder will support the effective assessment and prioritisation of HMPPS security risks across a range of threat areas.

The post holder will identify new and developing controls from across the organisation and across the government that address priority risks.

The post holder will monitor and evaluate controls and assist with the regular publishing of the Control Strategy highlighting their progress to senior leaders across HMPPS and MoJ.

The post holder will work with control owners across the organisation to raise awareness and accountability of the identified controls and their management and mitigation of security risks.

The post holder will work to evaluate the extent to which controls are mitigating priority risks, as well as support the assessment of any displacement of the risk.

The post holder will develop and maintain stakeholder relationships with internal and external partners as a means of identifying control owners and levering their support to progress the mitigation of priority risks.

Responsibilities, Activities & Duties    

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

•    Contribute to the design and implementation of the HMPPS Control Strategy.
•    Identify security threats across prison and probation and how those threats manifest as risks.
•    Contribute to the development of the Local Control Strategy, to support individual establishments identify and prioritise their risks.
•    Contribute to the identification and assessment of security risks in Probation and Youth Custody Service.
•    Contribute to the development of the framework for the Local Control Strategy and Probation Control Strategy.
•    Collaborate with internal and external partners, in particular the National Intelligence Unit and Safety, to assess likelihood of identified threats manifesting.
•    Identify how vulnerable the organisation is to threats manifesting themselves across HMPPS.
•    Effectively organise and participate in multiple working groups to assure the accuracy of risk prioritisation.
•    Support the identification of effective controls to increase the organisational resilience to the priority risks.
•    Contribute to Control Strategy Coordination Board and Control Engagement Groups that feed into Control identification and management.
•    Engage and partner with stakeholders across to the organisation and across government, obtaining their endorsement of the product and cooperation as control owners.
•    Continuously review, enhance and embed the portfolio of risks and horizon scan for future control measures. Review and seek feedback from the necessary stakeholders to ensure work meets operational requirements and remains effective.
•    Work with control owners and the Security Assessment and Evaluation Committee to develop a framework for the evaluation of Controls.
•    Create briefings notes to building awareness to the SOCT SMT and Executive Management Committee, on the priority risks and the identified controls to ensure continuing development of resilience across HMPPS. These updates can inform investment decisions across the organisation.
•    Promote effective risk identification, use the Risk Resilience Methodology as a means of identifying and assessing new risks which could impact security across HMPPS and promote the importance of the Control Strategy findings in wider HMPPS delivery.

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.


•    Working Together
•    Changing and Improving
•    Delivering at Pace
•    Seeing the Bigger Picture


•    Experience of project and/or programme management techniques.
•    Awareness and understanding of evaluation techniques.
•    Experience of using and analysing multiple sources of information/data.


•    Demonstrated ability to research across a complex portfolio of themes/ areas of work.
•    Ability to research, develop and manage a quality service across a complex organisation, including the ability to design new products suitable to a specific operational context.
•    Strong communication (written and verbal), leadership and partnership working skills.
•    Problem-solving and decision making 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.

Interview dates TBC

12/01/2024, 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 - 82580.
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.

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

Working Together - 250 word limit
Delivering at Pace - 250 word limit
Seeing the Big Picture - 250 word limit
Changing and Improving - 250 word limit
A sift based on the lead behaviour, Delivering at Pace, 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.
Working Together
Delivering at Pace
Seeing the Big Picture
Changing and Improving
Strengths may also be assessed at interview but these are not shared in advance.
Additional Assessment(s)
Written Exercise

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.