Prisons System Performance

• 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., The first role sits in the Prisons Analysis Unit, focusing on prison capacity and system performance. As the prison system moves beyond acute capacity pressures, the analytical focus is shifting towards understanding how capacity, regimes and technology can improve performance and support long-term strategic decisions.

The second role sits in the Sentencing and Remand Analysis team, focusing on monitoring the implementation and impact of reforms under the Sentencing Act. This includes building data systems to track whether changes are working as intended, particularly in reducing demand for prison places and improving transparency to ministers, Parliament and the public.

Together, these roles provide a unique opportunity to contribute to a joined-up evidence base across sentencing policy, prison capacity and system performance., This is a high-profile, policy-facing role at the heart of prison system decision-making, with strong ministerial interest. The role offers the opportunity to work on a number of high profile projects such as:

• Building up the evidence linking between prison occupancy, overcrowding and prison performance, and utilising appraisal techniques to make recommendations for an optimal capacity rate
• Supporting the development of a long term prison estates strategy; providing analysis to inform future supply needs that balance cost and risks and ensure supply is aligned with future demand trends
• Coordinating evidence and analysis into the Independent Review of the Prison System, to ensure analytical products provided to the review team are robust and their implications well understood.
• Working with the other G7s in the team to develop an analytical strategy to improve our evidence base on prison regime impacts, and the role of technology in system performance

Role 2: Sentencing Act Monitoring (G7)

The Sentencing and Remand Analysis team provide analytical support to the remand and sentencing policy teams. We are a multi-disciplinary team of statisticians, economists and social researchers and provide data and analysis and research and evaluation to support remand and sentencing policy.

In this role you will lead the development of monitoring data for high profile changes to sentencing, remand and release being taken forward in the Sentencing Act in response to the Independent Sentencing Review. This role will help ensure the department has the necessary data to track whether the measures in the Sentencing Act have been implemented as intended and are effective in reducing demand for prison places. This work will inform Ministerial decisions, as well as informing Parliament and the public by making transparent and timely data available., * Working closely with policy and operational colleagues to identify and prioritise monitoring data to measure the implementation of the Sentencing Act measures.

• Leading a multi-disciplinary analytical team to build new data pipelines, automated processes and a Power BI dashboard to disseminate monitoring data.
• Building capability in the team to cover all aspects of the monitoring dashboard process.
• Working closely with other analytical teams to identify and fill existing data gaps and ensure that the right development work is being progressed.
• Working with external CJS partners, including Home Office, CPS and police, to identify their monitoring needs, including management of data sharing agreements., 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 examples that cover all the requirements in the '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:

• Delivering at Pace
• Working Together
• Leadership

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., 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). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

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: All successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) - See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity).

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location's respective pay scale (any legacy arrangements/locations will need to be amended).

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.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ's Flexible Working policy., 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 TBS Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion., 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 examples that cover all the requirements in the 'Who you are' section and use work you have completed to demonstrate how you meet each one. Evidence of Experience CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates Expected July 2026 Behaviours Delivering at Pace Working Together Leadership Technical

• 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

• 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

Other Assessments

Which assessment methods will be used? Presentation Level of security checks required DBS Basic Security Clearance (SC)

Do you have the passion, values, and ability to help us solve the biggest problems of the justice system?, Candidates must be able to show the relevant experience and skills and must meet the criteria for entry:

Grade 7 - must meet all of the following:

• You have significant work experience evidencing use of data and/or analytical skills. Time spent on an analytical PhD can count towards this.
• You have significant experience of managing projects
• You have experience of leading or managing a team, * Strong analytical capability - experience leading quantitative analysis, modelling or monitoring (e.g. R, Python, Power BI)
• Leadership and delivery - ability to manage multiple priorities, setting the agenda and leading teams to deliver at pace
• Strategic thinking - confidence working in complex, high-profile policy areas with ambiguity
• Stakeholder engagement - experience working collaboratively across teams and with external partners
• Communication skills - ability to clearly explain complex analysis to senior and non-technical audiences

Additional desirable experience:

• Economic appraisal and modelling (Role 1)
• Data pipeline development, dashboards and monitoring frameworks (Role 2)
• Knowledge of criminal justice system policy and data, Your work history should meet the following criteria: well structured, succinct, and written in clear language., * 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

The national salary range is £58,511 - £65,329, London salary range is £63,343 - £70,725 Your salary will be dependent on your base location, 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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised "cross-government" are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

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 www.www.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 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: see this map for more details. Alternative locations may be available and will be discussed and agreed on the completion of background checks. Interviews are likely to take place in July 2026 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. 1. About the MOJ Analytical Community We are passionate about improving justice outcomes through innovative research, data and analysis. We are comprised of a mixture of analytical teams sitting both in the central Analysis Directorate and in embedded policy directorates. 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 650 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 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 as an analyst in MOJ? In the MOJ analytical community, 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.