22196 - Head of Family Justice Economics at Ministry of Justice

About this role

This vacancy is only available to existing Civil Servant employees and employees of accredited non-departmental public bodies (NDPBs). Please review the "Eligibility" section before you apply.

### Salary
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

Job description

Do you have the passion, values, and ability to help us solve the biggest problems of the justice system?

Head of Family Justice Economics

- Overview

We have 1 role in the embedded analysis team within the Civil, Family and Tribunals policy Directorate.

This role is open to: Existing badged analysts from all professions ( GORS/GSS/GSR/GES) either on level transfer or on promotion.

You will be asked to supply evidence of your GES, GSR, GORS or GSS membership at application stage, this can consist of confirmation of passing the GES, GSR, GORS or GSS badging board or an email from your current line manager confirming your GES, GSR, GORS or GSS badged status. Applicants who do not provide this will be rejected .

Please note: this opportunity is only open to individuals currently employed within the Civil Service.

Minimum requirements to apply:

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

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 October 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.

- About the Civil, Family and Tribunals Directorate

The Civil, Family, Tribunals and Administration of Justice Directorate sits at the heart of the Department’s policy agenda. It is responsible for the cross-partner family and civil justice and tribunals systems as well as the administration of justice and irregular migration. We are areas of high ministerial interest and work closely with ministers and across-government to make sure that the government continues to deliver vital public services.

Family Justice Analysis is a multi-disciplinary team of social researchers, economists, operational researchers and statisticians. As part of the analytical restructure, the team is embedded in Civil, Family, Tribunals and Administrative Justice Directorate (CFTAJ).

We lead the Department's analysis across the family justice system. It is a varied, fast-paced and rewarding area to work in, with much of our work supporting Departmental and Ministerial priorities. Our work spans children in care proceedings (public law), private law children cases, domestic abuse, family court reform and system performance, providing the evidence needed to inform policy and operational decisions across government.

We work with colleagues across policy, analysis, data and other government departments including the Department for Education (DfE), Cafcass Cymru and Cafcass England to deliver impactful analysis to decision-makers.

What we offer

The directorate is friendly, inclusive and supportive and has adopted flexible working practices designed to ensure personal wellbeing and a genuine work/life balance.

- 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.

- What you’ll do

As Head of the Family Justice Economics Team, you will lead the provision of economic analysis across a diverse portfolio of family justice policies, ensuring that policy development is grounded in robust evidence and that Ministers are equipped to make informed decisions on complex and often sensitive issues.

You will play a leading role in shaping the evidence base for major programmes of family law reform, working closely with policy, legal and analytical colleagues across government. The role offers the opportunity to influence legislation, spending decisions and operational delivery, while developing innovative analytical approaches to support policy development in a high-profile area.

Current priorities include two of the most significant family law reform programmes in a generation: reform of cohabitation law and reform of weddings law. These reforms seek to modernise the legal framework governing family relationships, improve protections for vulnerable individuals and children, increase fairness and accessibility within the justice system, and support wider economic and social objectives. Subject to ministerial priorities, policy development is expected to move at pace as the department prepares for potential legislative change. These programmes have attracted significant ministerial, stakeholder and public interest and present a rare opportunity to shape reforms that could affect millions of families across England and Wales.

A key part of the role will be leading the economic evidence underpinning these reforms, including responsibility for developing and finalising the Impact Assessments for both the cohabitation and weddings reform programmes. You will oversee the appraisal of policy options, quantify impacts on individuals, businesses and the justice system, and provide clear advice to Ministers and senior officials on the costs, benefits and wider economic implications of reform. The postholder will also lead spending review and business planning analysis for Family Justice, ensuring robust evidence is available to support investment decisions and departmental priorities.

You will lead a small economics team, with direct line management responsibility for one HEO economist, while contributing to the wider leadership of Family Justice Analysis. You will support the professional development of colleagues, promote analytical excellence, and help ensure that economics continues to have a strong influence on policy making across the family justice system.

- Who you are

The following experience and skills will be required :

- A credible analyst who is able to work across boundaries to prioritise analytical effort and focus delivery on high-impact analysis that directly enables operational and/or strategic decision-making.
- A collaborative individual who thrives on bringing people together to solve problems, drive change and deliver impact.
- An excellent communicator who can translate complex technical challenges and opportunities in a transparent and compelling way, building support and momentum.
- Experience of delivering analytical projects that support policy development,
- Experience of delivering appraisal and impact assessment work in line with the Green Book, including assessing costs, benefits and wider economic impacts of policy interventions.
- Experience of working across professional and organisational boundaries, building effective relationships with policy, operational, legal and analytical colleagues to deliver shared objectives.
- Experience of providing analytical assurance and challenge, including engagement with external scrutiny bodies such as the Regulatory Policy Committee (RPC), HM Treasury or equivalent stakeholders.

The following experience and skills are desirable :

- Experience of developing Impact Assessments for legislative or regulatory reforms.
- Experience of spending review, business case or fiscal analysis
- Experience of analysing justice, public service or wider social policy issues.
- Experience of using a range of quantitative and qualitative evidence to address complex policy questions where evidence is uncertain or incomplete.

- How to apply

You’ll need to submit an anonymised work history and Statement of Suitability as part of your application. You will not be considered if you do not provide both.

Your work history should meet the following criteria: 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 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.

Please also refer to the CS Behaviours framework for more details at this grade.

Success Profiles: Civil Service behaviours - GOV.UK

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.

5b. Interview Process

Behaviours

You will be assessed against the Civil service success profiles framework at interview stage:

- Communicating and Influencing
- Managing a Quality Service
- Delivering at Pace

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.

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:

GSG-competency-framework-2021-reviewed-february-2023

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.

- Further Information

If you require any additional information about the role, please contact:

Kim Bishop / Natasha Trasi [email protected]

Additional Information

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). 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.

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.

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 (https://www.gov.uk/help-with-childcare-costs/tax-free-childcare) or Childcare Choices (https://www.childcarechoices.gov.uk/) . 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 Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected] (mailto:[email protected]) );
- To Ministry of Justice Resourcing team ( [email protected] (mailto:[email protected]) );
- To the Civil Service Commission (details available here (https://civilservicecommission.independent.gov.uk/recruitment/recruitment-complaints/) )

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.

Civil Service Nationality Rules

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 (https://eur01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.gov.uk%2Fsettled-status-eu-citizens-families&data=05%7C01%7Cchristopher.jeffery%40soprasteria.com%7C8a2293860362402c15da08dbf4cff146%7C8b87af7d86474dc78df45f69a2011bb5%7C0%7C0%7C638372946312587803%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&sdata=s%2BxUsev%2BGeeK%2FLgTUjpjfTJu%2FjpKQZ%2BQPJXNduvik3Q%3D&reserved=0)
- 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

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected]

Please quote the job reference 22196

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail [email protected]

Please quote the job reference 22196

### Specific membership requirements
Existing badged analysts from all professions (GORS/GSS/GSR/GES) either on level transfer or on promotion.

### Guidance for the Statement of Suitability
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.
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
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

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.