22385 - Head of Alternative Income, Access to Justice Analysis Team at Ministry of Justice

About this role

### 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?

G7 Head of Alternative Income, Access to Justice Analysis Team

Overview

We have 1 post in the Access to Justice Evaluation team, within the Analysis Directorate.

Role is open to:

Existing badged analysts from GES either on level transfer or on promotion.

You will be asked to supply evidence of your GES membership at application stage, this can consist of confirmation of passing the GES badging board or an email from your current line manager confirming your GES 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.

Specialist allowance

Due to the role(s) being analytical, those successful in recruitment will be eligible for a specialist allowance following an analytical interview based on the following values:

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

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 Analysis Directorate

We are passionate about improving justice outcomes through innovative research, data and analysis. In the Analysis Directorate, 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 300 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 in the Analysis Directorate?

In the Analysis Directorate, 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.

What you’ll do

This post is in the Alternative Income team, which is part of a broader Access to Justice Analysis team, and is a policy facing analytical role. The jobholder will be working hand in hand with policy to scope, design and deliver projects, provide briefing and other support across the full policy cycle.

The primary focus is supporting a major new Income on Lawyer’s Client Accounts (ILCA) project. ILCA is essentially a new tax on the legal sector derived from interest held on client accounts and is expected to raise significant funds per year. The money can then be used in other areas of the system for example early legal advice. ILCA is a major innovation for the justice system and the no.1 priority for MOJ for its legislative programme in the 3rd session. It is a high profile and complex scheme that requires careful analysis and modelling. As well as guiding the policy direction and supporting our internal and external comms the analytical work is a fundamental component of our business cases, consultations, and the full statutory processes.

The policy area and analytical remit also cuts across other areas including Legal Support which aims to help people with everyday justice problems (debt, employment, housing etc) at an early stage, often before they come into contact with the courts, and Dispute Resolution (DR), a major programme to streamline and improve processes across multiple jurisdictions including how disputes are routed into and through the justice system.

All the topic areas are still relatively new and involve a range of innovative analysis to tackle complex policy questions around what works for early legal advice and to understand impacts, costs, and benefits (including to individuals, MoJ, other services, wider economy and society). The role provides an excellent opportunity for a motivated individual to make a real difference in this area – where robust evidence is still lacking - by increasing the economic evidence base and taking the agenda forward.

The role has the potential to be shaped by the post holder and offers the chance to work independently, develop relationships with external experts and academics, and to build strong analytical leadership skills.

The post holder will be working to the G6 analytical lead (Cris Coxon) with technical and topic-based support from the Deputy Chief Economist. The job holder will have HEO management responsibilities, and the role will also connect to the Economics Hub for cross cutting projects and professional support.

Who you are

The job holder will:

- Take a leadership role to implement economic research and best practice.
- Lead cost benefit analysis and modelling to support policy making.
- Lead the economic input for briefings and submissions, business cases, governance boards and stakeholder advisory groups.
- Work with policy to help scope new projects and asses their promise.
- Work closely with analysts from across Data, Analysis and Policy Directorates, establishing links with external experts and academics.
- Communicate analysis in clear way to help improve our narrative on the benefits of investing in Access to Justice topics.
- Manage HEO staff and support their and wider professional development. Potential

Essential skills and experience

- Evidence of analytical leadership ability
- An understanding of economic techniques and their practical application
- Strong organisational and project management skills
- Interpersonal and communication skills
- Ability to think laterally to solve new analytical challenges.

Desirable skills and experience

- An appreciation of the Access to Justice agenda and research issues.
- Experience of working closely with policy teams.
- Staff management skills.

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.

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.

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.

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 GES - Analysis of Data.

- Professional Competency (2) Influence & Impact

o GES - Effective communication.

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 Economic Service (GES): Further information can be found within the link below:

GES Professional Standards 2022

Applicants invited for Interview

The Grade 6 SLT have requested that hiring managers select either a presentation or an on-the-day skills test. (A bank of tests will be available from the recruitment team, including different kinds of tests for assessing different skills – e.g. social research oral briefing tests and GORS-style problem structuring tests)

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:

Cris Coxon [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 22385

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

### Specific membership requirements
Role is open to:

1. Existing badged analysts from 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 GES - Analysis of Data.
Influence & Impact
o GES - Effective communication.

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.