83211 - Free Church

£36,001 - £37,729 pro-rata
12 Months
South East
HM Prison High Down, SM2 5PJ
Band 5
Part Time, Part Time/Job Share

This is a part time position of 9 hours per week

Overview of the job    

Job holders will provide faith/belief and pastoral care to prisoners and staff of their own faith/belief tradition and have an understanding/knowledge of other faith/beliefs as part of a multi- faith/belief chaplaincy team. Job holders will also be required to meet the pastoral needs of people of other faiths/beliefs and none.


The job holder will work with colleagues to ensure the delivery of PSI 05/2016 Faith and Pastoral Care for Prisoners or its successor policy framework and also the broader work of chaplaincy in delivering faith and non-faith-based courses. Will contribute to the process by which the Governor and Chaplain General/Head of Faith Services are assured that these policies are being delivered.

The job holder will engage with and build contacts with their own faith/belief community towards aiding the resettlement of offenders.

Takes responsibility for one’s own spiritual health and development, allowing time for private prayer/reflection, study and retreat.

This is a non-rotational, non-operational job with no line management or supervisory responsibilities.

Responsibilities, Activities and Duties    

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

•    provide guidance on their faith/belief system in the establishment providing advice, pastoral care and spiritual welfare to prisoners, staff and their families as requested, liaising with their Faith and Belief Adviser (FBA) or other FBA as appropriate;
•    plan and lead worship/meditation, prayer and faith/belief specific meetings. Be part of the provision of available and accessible chaplaincy care at all times;
•    facilitate and deliver opportunities for worship/meditation, study and religious programmes. Work collaboratively with other Chaplains, the Managing Chaplain, volunteers and external groups on the maintenance and provision of facilities for worship/meditation and prayer;
•    contribute towards the development of local policy, procedures and practice;
•    provide pastoral care to prisoners and help to provide support and bring resolution to crisis situations where required. Provide mentoring and personal support for other chaplains and volunteers including following incidents;
•    nurture Chaplaincy volunteers in their contribution;
•    work with the Official Prison Visitor (OPV) Liaison Officer in promoting the scheme within the prison ensuring all prisoners are aware of it and to assist where required OPV volunteers;
•    ensure their prison community is aware of relevant faith/belief events and coordinate establishment support for these. Acquire and distribute appropriate faith/belief literature, artefacts and materials;
•    contribute to training programmes and materials for staff and volunteers. Be part of the organisation and delivery of Faith Awareness Training for staff;
•    represent the chaplaincy team at establishment meetings, committees etc in the absence of the Managing Chaplain;
•    actively support the Assessment, Care in Custody and Teamwork (ACCT) process;
•    attend relevant boards/meetings and actively contribute either as chair or team member;
•    with the agreement of the Managing Chaplain and establishment senior management team and as required, take on additional roles; e.g. Family Liaison Officer, Family Services single point of contact, volunteer coordinator etc;
•    be proactive in forging links with their local faith/belief communities and other agencies, as relevant and consider ways in which these communities/agencies may become involved in supporting prisoners on release;
•    participate in developing ways for improving and achieving targets as required, undertake and ensure that all relevant administration, data collection and analysis including relevant targets are collated; and
•    assist in Probation Approved Premises (APs), with offenders on release into the community, those serving community sentences or other HMPPS funded community initiatives by agreement.

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.


•    Communicating and Influencing
•    Managing a Quality Service
•    Making Effective Decisions
•    Changing and Improving
•    Working Together
•    Delivering at Pace
Essential Experience    

•    Chaplains are required to meet the faith/belief eligibility requirements for their chosen faith/belief as outlined within the Group Profile.
•    An ability to fulfil all spoken and written aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.

Technical Requirements    

Must complete specific training to hold the qualifications required for area of specialism outlined on the relevant job description.

Faith/Belief Eligibility Requirements (January 2022)

Free Church:

•    All Free Church chaplains are trained faith practitioners in their own communities. They are accountable to and accredited by an eligible denomination as listed on the Free Churches Group website. They will either be a minister (lay or ordained) of a Free Church denomination which is:

o    a member of the Free Churches Group, or
o    listed by the HMPPS Free Churches Faith and Belief Adviser as an ‘Additional Denomination’.

Denominations listed as an “Additional Denomination” will satisfy all of the following:
▪    have a distinctive Free Church theology;
▪    be national members of either Churches Together in England or Cytun;
▪    have formally requested inclusion on the ‘Additional Denomination’ list;
▪    have agreed to abide by the “Joint Working Protocol for Prison Chaplains” established between the Free Churches Group, Churches together in England and Cytun.

•    Ordained Chaplains (including ordained deacons) will have completed a formal professional formation process appropriate to their denomination which satisfies that denomination of their ability to effectively practice and fulfil the skills and competencies required of an ordained minister. Where an ordained chaplain is appointed within the first two years of their ordination then the denomination will be required to demonstrate to the Free Churches Faith and Belief Adviser the additional support to be given during this crucial stage of ministry development.

•    Required qualifications for Prison Chaplains. All Free Churches Chaplains will be expected to hold a formal recognised qualification in theology or religious study, normally to UK University undergraduate Diploma standard.

•    Requirement for Continuing Professional Development (CPD). In order to maintain endorsement by the Free Churches Faith and Belief Adviser all chaplains will be required to demonstrate regular continuing reflection or training contributing towards their professional development as ministers. This will be recorded and assessed on an annual basis by the HMPPS Free Churches Faith and Belief Adviser.

Hours of Work (Unsocial Hours) Allowances    

•    If part time, hours to be confirmed.
•    Unsocial Hours Working will be confirmed by the Recruiting Manager and only paid where applicable.
•    Unsocial Hours Working.
This role requires working regular unsocial hours and a payment at the current approved organisation rate will be made in addition to your basic pay to recognise this.
Unsocial hours are those hours outside 0700 - 1900hrs Monday to Friday and include working evenings, nights, weekends and Bank/Public Holidays.

Unsocial Hours Working will be confirmed by the Recruiting Manager and only paid where applicable

Unsocial Hours potentially

This role requires working regular unsocial hours as part of the normal shift commitment and a 20% payment will be paid in addition to your basic pay to recognise this. Unsocial hours are those hours outside 0700 ‐ 1900hrs Monday to Friday and including working evening, nights, weekends and Bank/Public holidays.

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. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment


-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.


29/02/2024, 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 - 83211.

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

Changing and Improving - 250 word limit
Delivering at Pace - 250 word limit
Developing Self and Others - 250 word limit
Caring - 250 word limit

Interview stage assessments

There is 1 interview stage for this vacancy.
Changing and Improving
Delivering at Pace
Developing Self and Others
Strengths may also be assessed at interview but these are not shared in advance.
Additional Assessment(s)
Role Play

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.