67553 - Analytical Priority Projects (x 9), Data and Analysis, Ministry of Justice
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.
SEO Analytical Priority Projects, Data and Analysis, Ministry of Justice
1. Overview
We have several SEO roles available in the Analytical Priority Projects Unit within the Data and Analysis Directorate.
Roles are open to:
• Existing analysts from the Government Statistical Service (GSS), Government Social Research (GSR), Government Economics Service (GES), Government Operational Research Service (GORS), Data Science or either on level transfer or on promotion, and
• Other analysts or researchers that are not members of the professions listed above but possess and can demonstrate similar experience at the appropriate level. Badging opportunities will be available once in post for those who wish to apply.
We welcome applications from candidates based across the UK. Candidates will have the option of being based in the Leeds or London HQ offices (with flexible working arrangements available) or your nearest Justice Collaboration Centre or Justice Satellite Office. These are in Liverpool, Leeds, South Tyneside, Nottingham, Cardiff, Ipswich and Brighton. This will be discussed and agreed on the completion of background checks.
Interviews are likely to take place early February 2023 and will be held via MS Teams. We will keep a merit list for a year for those who successfully pass the interview board but who are not offered a post.
2. What you’ll do
We have 9 SEO analyst roles available across Analytical Priority Projects.
We have provided descriptions of the current SEO analytical roles available, however we are not asking you to select which role you are interested in at this stage. Should you be successful following an interview we will provide an opportunity discuss and select which roles you are and are not interested in. You will then be allocated a role.
a) Accredited Programmes team (3 posts). HM Prison and Probation Service (HMPPS) are world leaders in developing offending behaviour change programmes and there are currently 11 programmes delivered across prisons and probation. These programmes are the Department’s main rehabilitation offer and aim to change the thinking, attitudes and behaviours which may lead people to reoffend, and many are based on cognitive behavioural therapy (CBT) based approaches. One post is quantitative will entail supporting a Grade 7, to work closely with programme developers to design and conduct high-profile impact evaluations to assess intervention effectiveness in terms of proven reoffending and other treatment-related outcomes. The evaluations, using data linked from several datasets, will be conducted in-house using statistical techniques such as propensity score matching. Strong RStudio and statistical skills are essential and data linking experience is desirable. The other two posts will support a G7 to design and deliver a programme of research and evaluation to support the implementation of a new offending behaviour programme. This will include impact, outcome and process studies using variety of quantitative and qualitative methods delivered in-house and via external providers. Findings will be published and will build the evidence base for the new offer and future delivery of programmes and help the Department to deliver one of its corporate objectives to reduce reoffending. A strong track record of designing and delivering quantitative or qualitative evaluation is essential. Roles can be shaped to fit the skills and abilities of candidates along with the needs of the research team. Given the varied work within the team, there will be many opportunities for development.
b) The Domestic Abuse Polygraph Pilot team (1 post). Provisions were made for the use of a mandatory polygraph licence condition for those convicted of an eligible domestic abuse related offence in the Domestic Abuse Act 2021. This takes the form of a pilot three-year pilot which commenced in summer 2021 and is being delivered as a randomised controlled trial (RCT). The aim of the pilot is to evaluate whether polygraph is a beneficial tool for the management of offenders within this cohort. An impact evaluation and an economic evaluation have been externally commissioned and a process evaluation is being conducted in-house. The post holder will manage the externally commissioned portion of the project, undertaken the process evaluation and write up findings to a publishable standard. The post holder will have strong quantitative skills and feel confident in navigating large datasets and communicating technical information to a range of stakeholders. Experience of conducting qualitative fieldwork and analysis, and reporting and presenting findings is essential.
c) The Offender Health Projects team (1 post) provides the opportunity to work closely with Health and Justice stakeholders across Government to lead the delivery of a programme of analytical work. One of the roles includes monitoring and evaluation of prison Telemedicine. Telemedicine has been rolled out across the prison estate, facilitating the access to videocall healthcare appointments. Laptop devices are also available for accessing digital offending behaviour programme to address the substance misuse. This role will focus on bringing existing evidence and ongoing research together, whilst leading the design of monitoring and evaluation work to independently assess the effectiveness of Telemedicine. This high-profile evaluation project is included within the Departmental priorities, and the findings will inform our approach for reduce reoffending and improving offender health.
d) The Prison Safety and Environmental Surveillance team (2 posts) work on projects that build understanding of issues around violence and self-harm, drugs, and deaths and recently COVID-19. We focus on the key questions raised by our stakeholders across MoJ and HMPPS and use innovative analysis to answer them. Current work includes the evaluations of Incentivised Substance Free Living wings and adjudication outcomes, and economic support to business cases on IT systems and drug detection methods. Past projects have included analytical deep dives focussed on violence in prisons, creating and improving trajectories of violence and the development of a monitoring system to track observed incidence of COVID-19 and provide an early indication of possible outbreaks, using a reproducible analytical approach to update reports daily.
e) The Access to Justice and Cross-cutting team (2 posts). This team delivers analysis at pace for a variety of important, high-profile commissions in line with ministerial and government priorities. The team works closely with many teams in the Data and Analysis Directorate and the wider department and is made up of a mix of professions, skills and experience. It is highly respected by senior colleagues across MoJ and its arm-length bodies. Culturally, the team is hard-working and friendly, and values diversity and inclusion. The post holder will be expected to work energetically and enthusiastically to deliver priority analysis and communicate findings at pace and with impact to customers including senior leaders. No two days will be the same and projects will cover a mix of themes and analytical approaches, to quickly build skills and knowledge of departmental priorities. Recent projects have used the following analytical approaches: process and impact evaluations, statistical analysis and economic appraisal. Experience of using R is desirable.
3. About Data & Analysis
We are passionate about improving justice outcomes through innovative research, data and analysis.
In Data and Analysis, we provide high quality data and analysis helping to ensure strategic, policy, finance, corporate and operational decisions are based on robust evidence.
We create a culture in which people are empowered with the data and information to make excellent decisions; using cutting edge tools, techniques and collaboration; putting evidence at the heart of the justice system.
We are a multi-disciplinary team of around 500 staff that sits at the heart of the Ministry of Justice providing analytical support across a diverse and exciting agenda. We work in a dynamic and fast-paced context and our skills are in heavy demand across the Ministry of Justice. Our collaborations beyond government are seen as ground-breaking.
The Data and Analysis community is made up of analysts and specialists including: Social Researchers, Economists, Operational Researchers, Statisticians, Data Engineers, Data Scientists and other data specialists (such as data strategists, data dissemination, generalists and assurance experts).
Why work in Data and Analysis?
Do you have the passion, values, and ability to help us solve the biggest problems of the justice system?
In Data and Analysis, we want all our people to feel valued for who they are and for the work they do. We provide a warm, inclusive place to work and offer a wide range of flexibilities and benefits as part of our people offer to reward our staff.
What we offer
• Flexible working arrangements and a focus on equality of opportunity – including welcoming part-time and/or job-share arrangements, compressed hours, working from home or your nearest Justice Collaboration Centres or Justice Satellite Office.
• Career development – regular development and promotion opportunities across a wide range of roles, career development support, with a generous individual learning and development budget.
• Range of new areas of work and new tools and techniques – we pride ourselves on our excellent deployment of well-established analytical methods, but also our progress to date. Progress such as our ambitious and innovative transformation programme to leverage departmental data and drive evidence-based decision-making using cutting-edge tools and techniques (for example: experimentation, personalisation, artificial intelligence).
• Analysis is at the centre of the Department’s decision making – our transformation programme is focused on maximising our impact on departmental outcomes. The Ministry of Justice’s Senior Team and our Ministerial Team want all decisions to be evidence driven – your analysis will be key in influencing decisions and real-world impact
• Vibrant community – part of a multidisciplinary team that has a supportive culture and is looking to further develop the community with the help of everyone.
• See the frontline and what your work is influencing – regular opportunities to visit our front-line service providers, including courts, prisons, and probation to better understand the areas your analysis is affecting.
Analytical Priority Projects
Analytical Priority Projects (APP) is a multi-disciplinary unit of around 100 staff which sits at the heart of the Data and Analysis Directorate in the Ministry of Justice (MoJ). We provide analytical support across a diverse and exciting range of priority projects, helping the department to deliver its highest priorities. We do this by delivering varied analytical projects to the highest standards. The types of analysis we currently do in APP include research, trials, evaluations, options appraisal and business cases.
This is a particularly exciting time to join the Unit as it is undergoing an expansion and refreshing our delivery model in order to ensure MoJ is resourced to deliver its policy priorities. The results from the most recent Temperature Check Survey done in the Directorate, showed extremely positive results. For example:
• 80% agreed/strongly agreed with the statement “I feel included”
• 94% agreed/strongly agreed with the statement “I work well with my team members”
• 93% agreed/strongly agreed with the statement “I work well with my partners”
4. Who you are
The following experience and skills will be required:
• Have strong written and oral communication and interpersonal skills and the ability to explain complex technical data and analytical concepts and practices to non-technical stakeholders, including senior leaders and ministers.
• Strong analytical ability, robust quantitative data skills and good working knowledge of the main quantitative impact evaluation approaches, process and qualitative methodologies of relevance in their field of expertise.
• Manage partners’ expectations over time, dealing constructively with challenges and where appropriate adapting the analytical or data programme when requirements and circumstances change.
• Strong ability to plan, prioritise and lead an analytical project with challenging and competing timelines.
The following experience and skills are desirable:
• Knowledge and experience using statistical software such as RStudio.
• Experience in designing, scoping, delivering in-house or managing complex evaluations using statistical techniques such as propensity score matching.
• Experience managing external contractors.
• Knowledge of the evidence around the Criminal Justice System
5. How to apply
You’ll need to submit an anonymised CV and Statement of Suitability as part of your application. You will not be considered if you do not provide both.
Your CV should be no more than 2 pages long and should show us your work history and previous experience. It should be well structured, succinct and written in clear language.
Your Statement of Suitability should be no more than 750 words and should give us examples of how your skills and experience match those needed for this role. Consider giving an example for each bullet point, in the skills requirements ‘Who you are’ section and use work you have completed to demonstrate how you meet each one.
5a. Selection Process
There will be an initial sift of applicants through comparing submitted evidence against the ‘Who you are’ bullets. This usually takes two weeks, depending on the number of applications.
Those who make it through the initial sift will be invited to a Civil Service Success Profile interview. In the Civil Service we use Success Profiles to help us find the right person for the job. We will be using a mixture of methods to assess your abilities, strengths, experience, technical skills and behaviours. We highly recommend learning about Success Profiles and using the Situation, Task, Action, Result and Reflection (STARR) framework when structuring your answers.
The highest scoring candidates that pass the interview will be offered the roles. The whole process can take up to a month.
Behaviours
You will be assessed against the Civil service success profiles framework at interview stage:
• Managing a Quality Service
• Delivering at Pace
• Working Together
Please also refer to the CS Behaviours framework for more details at this grade
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/717275/CS_Behaviours_2018.pdf
For existing analysts from all professions, as well as the three civil service behaviours stated above, you will be assessed on two sets of professional competencies at interview
For external (non-Civil Service) candidates (and unbadged candidates within the Civil Service), as well as the three civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work.
Professional Competencies
Professional Competency (1) Knowledge & Skills
GSS - Data Analysis.
GORS - Knowledge and application of OR Skills and Techniques.
GES - Analysis of Data.
GSR - Knowledge and application of GSR technical skills
Professional Competency (2) Influence & Impact
GSS - Presenting and disseminating data effectively.
GORS - Achieving impact with analysis.
GES - Effective communication.
GSR - using and promoting social research
For more information regarding Professional Competency (2) please refer to the analytical profession internet links below. Please note that some aspect of the professional competency may overlap with the MoJ competencies listed above. We therefore recommend that in providing evidence for the professional competency, candidates focus on the technical and methodology aspects of the competencies that are specific to the profession. We will use evidence presented for the MoJ competencies in assessing the wider skills candidates have.
Government Statistician Group (GSG): Further information, including a user guide, can be found within the link below:
GSS Competency Framework 2021
Government Social Research Service (GSR): Further information can be found within the link below:
GSR Competency Framework 2022
Government Operational Research Service (GORS): Further information can be found within the link below:
GORS Competencies
Government Economic Service (GES): Further information can be found within the link below:
GES Professional Standards 2022
Applicants invited for Interview
You will be required to give a 5-minute presentation at interview. Details of this will be sent to those candidates who are invited for interview.
7. Further Information
If you require any additional information about the role, please contact: Diamond, Alana [HMPS] Alana.Diamond1@justice.gov.uk
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.
Flexible working hours
The Ministry of Justice offers a flexible working system in many offices.
Benefits
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.
There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.
Pension
The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
Training
The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
Networks
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 employees.
Support
- 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
- To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);
- To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
- To the Civil Service Commission (details available here)
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.
11/01/2023, 23:55 hours.
If you require any assistance please call 0845 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com Please quote the job reference - 67553.
If you require any additional information about the role, please contact: Diamond, Alana [HMPS] Alana.Diamond1@justice.gov.uk
To apply for roles in MOJ you will need to confirm your employment history for at least 3 years prior to the date of application so that pre-employment checks (BPSS) can be undertaken. If you have spent significant time abroad (a total of 6 months in the past 3 years) you would be required to give a reasonable account of the reasons why.
For some roles you will be required to successfully complete National Security Vetting at Counter Terrorism (CTC), Security Clearance (SC) or Developed Vetting (DV) level as a condition of appointment. To meet CTC/SC/DV requirements you will normally need to have been resident in the UK for at least 3/5/10 years prior to the date of application (The level of checks that are required are stated in the advert).
If you do not meet the above requirements, you may still be considered if, for example:
- You've been serving overseas with HM Forces or in some other official capacity as a representative of HM Government
- You were studying abroad
- You were living overseas with parents
In such cases you will need to be able to provide referee cover for the period(s) of residence overseas. The duration of overseas residence and the country of abode will also be taken into account.
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.
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
Interview stage assessments
For external (non-Civil Service) candidates (and unbadged candidates within the Civil Service), as well as the three civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work.
Professional Competencies
· Professional Competency (1) Knowledge & Skills
o GSS - Data Analysis.
o GORS - Knowledge and application of OR Skills and Techniques.
o GES - Analysis of Data.
o GSR - Knowledge and application of GSR technical skills
For more information regarding Professional Competency (2) please refer to the analytical profession internet links below. Please note that some aspect of the professional competency may overlap with the MoJ competencies listed above. We therefore recommend that in providing evidence for the professional competency, candidates focus on the technical and methodology aspects of the competencies that are specific to the profession. We will use evidence presented for the MoJ competencies in assessing the wider skills candidates have.
Government Statistician Group (GSG): Further information, including a user guide, can be found within the link below:
GSS Competency Framework 2021
Government Social Research Service (GSR): Further information can be found within the link below:
GSR Competency Framework 2022
Government Operational Research Service (GORS): Further information can be found within the link below:
GORS Competencies
Government Economic Service (GES): Further information can be found within the link below:
GES Professional Standards 2022
For external (non-Civil Service) candidates (and unbadged candidates within the Civil Service), as well as the three civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work.
· Professional Competency (2) Influence & Impact
o GSS - Presenting and disseminating data effectively.
o GORS - Achieving impact with analysis.
o GES - Effective communication.
o GSR - using and promoting social research
For more information regarding Professional Competency (2) please refer to the analytical profession internet links below. Please note that some aspect of the professional competency may overlap with the MoJ competencies listed above. We therefore recommend that in providing evidence for the professional competency, candidates focus on the technical and methodology aspects of the competencies that are specific to the profession. We will use evidence presented for the MoJ competencies in assessing the wider skills candidates have.
Government Statistician Group (GSG): Further information, including a user guide, can be found within the link below:
GSS Competency Framework 2021
Government Social Research Service (GSR): Further information can be found within the link below:
GSR Competency Framework 2022
Government Operational Research Service (GORS): Further information can be found within the link below:
GORS Competencies
Government Economic Service (GES): Further information can be found within the link below:
GES Professional Standards 2022
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.