About this role
### Salary
The national salary range is £35,335- £37,847. London salary range is £40,014 - £42,859. 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?
6x HEO Analytical roles in Probation and Reduced Reoffending Analysis (Ministry of Justice)
- Overview
We have up to six permanent HEO roles in Probation and Reduced Reoffending Analysis, an embedded analytical function within the Probation and Reduced Reoffending policy Directorate. This is an exciting time to join the team in a fast-paced and fascinating policy area that regularly attracts public, Parliamentary, and Ministerial interest. Our work both for offenders in the community and within prison, is critical to improving rehabilitation and reducing the chances of reoffending.
As a Directorate, we make a real difference: our policy has a tangible impact on the services provided for people who come into contact with the criminal justice system, whether that’s at court, in custody or in the community. This is a big part of why we’re so engaged in the work we do.
Reoffending is one of the big social policy challenges of our time. 80% of offenders are reoffenders and reoffending is estimated to cost society £23 billion a year (adjusted to 24/25 prices). The Reducing Reoffending Policy division leads work across Government to address the factors that can help to rehabilitate and improve outcomes for people in the criminal justice system, for example through providing access to mental health support and substance misuse treatment; securing accommodation; and helping them find employment.
Roles are open to:
- Existing badged analysts from all professions ( GORS/GSS/GSR/GES) either on level transfer or on promotion.
- Other candidates that are not members of GSS, GORS, GSR, professions 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.
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:
- HEO London: £1000
- HEO National: £1500
Minimum requirements to apply:
Candidates must be able to show the relevant experience and skills and must meet the criteria for entry:
HEO grade – must meet at least one of the following:
- You possess a numerate degree or a degree that has an analytical, statistical or research element, with a 2:2 or above, or as a higher degree (e.g. MSc, PhD).
- Alternatively, you have significant experience evidencing use of data and/or analytical skills (outside of a part-completed Civil Service degree apprenticeship).
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 Probation and Reduced Reoffending Analysis
Probation and Reducing Reoffending Analysis (PRRA) is an analytical function within the Probation and Reducing Reoffending Directorate. PRRA provides high-quality evidence, research, evaluation, data and analysis to support policy, operational and strategic decision-making across probation services and reducing reoffending interventions. The team's work helps the department understand what works to reduce reoffending, improve rehabilitation outcomes and deliver effective services for people in contact with the criminal justice system.
PRRA is a multidisciplinary analytical community comprising over 80 analysts including social researchers, statisticians, operational researchers, economists, data scientists and data engineers. The function is organised across five analytical areas: Probation Analysis, Health Employment Drugs Research and Analysis, Accommodation and Justice Data Lab Analysis, and Offending Behaviour Interventions Evidence. Together, these teams deliver a broad programme of monitoring, performance reporting, economic analysis, research and evaluation, supporting priorities such as probation delivery, accommodation, health and substance misuse, employment and education, accredited programmes, and wider reducing reoffending policy.
Our work is highly visible and frequently informs decisions made by ministers, senior leaders and operational partners across the Ministry of Justice, HMPPS and wider government. We work in a fast-paced environment where robust evidence, analytical innovation and collaboration are at the heart of improving outcomes and reducing crime
- What you’ll do
Health Employment Drugs Research and Analysis x 2
The postholder will sit within the G7 led Drugs and Offender Health Research team and support the development of evidence on substance misuse and offender health interventions. The postholder will lead and contribute to research and evaluation projects across a varied portfolio, including drug testing in prisons, wastewater monitoring, recovery-focused prison environments, medication to manage problematic sexual arousal, and the department’s contribution to the cross-government Drug Strategy. Working closely with policy, operational and external stakeholders, the role involves commissioning and managing research, undertaking analysis, providing evidence-based advice, and communicating findings to support decision-making across MoJ and partner organisations.
The postholder will sit within the G7 led Employment Research team , supporting the development of evidence on offender employment outcomes and evaluation of ongoing interventions to support offenders into employment post release from custody. Analytical work includes conducting qualitative interviews with senior stakeholders, HMPPS staff, prisoners, and people on probation, alongside analysis and synthesis of different evidence types (e.g. administrative, survey, quantitative data). Working closely with policy, operational and external stakeholders, the role involves commissioning and managing research, undertaking analysis, providing evidence-based advice, and communicating findings to support decision-making across MoJ and partner organisations.
Reducing Reoffending Priority Projects Analysis (HEO)
The postholder will sit within the G7 led Reoffending, Evidence, Coordination and Analysis Project (RECAP) team and will support on cross cutting and priority projects building our evidence base on what works to reduce reoffending. Main activities will involve: supporting on the scoping planning, and delivering a mixture of short and long-term commissioned analytical projects in-house, developing and maintaining productive relationships with a wide range of stakeholders including analytical, policy and operational colleagues to advise on robust and proportionate approaches to using data and analysis, and effectively communicating complex analysis to technical and non-technical stakeholders. Example areas that the role could include are cross-government reoffending strategy, family relationships and reoffending, and innovative approaches to measure an individual's desistance.
Probation Interventions Analyst
The postholder will sit within the G7 led Community Research & Analytical Projects team and will support on cross cutting and priority projects to support policy and operational leads to improve delivery of community interventions. Main activities will involve: support for scoping planning, and delivering a mixture of short and long-term commissioned projects in-house, developing and maintaining productive relationships with a wide range of stakeholders including analytical, policy and operational colleagues to advise on robust and proportionate approaches to using data and analysis, and effectively communicating complex analysis to technical and non-technical stakeholders. Example areas that the role could include are targeting of interventions within revised community operating models and analysis to monitor and assess utilisation of intervention capacity for prison leavers and those on community sentences.
Community Support Analyst
The postholder will sit within the G7 led Community Support Analysis & Research team and will support quantitative analysis as part of a multi-year evaluation of new Community Support contracts, which represent a significant redesign of probation rehabilitation services. Main activities will include analysis and synthesis of different evidence types (e.g. administrative, survey, quantitative data), using coding skills to produce output and dashboards from large and complex datasets and effectively communicating complex analysis to support and improve service delivery across MoJ and partner organisations. Example areas that the role could include are cluster analysis of treatment pathways, assessing early reoffending impacts and supporting development of an innovative new measure of desistance.
Prison Education Analyst
The postholder will sit within the G7 led Analysis & Data of Education in Prisons Team and will support quantitative analysis to support management of multi-year contracts.
Education is a key part of rehabilitating prisoners to be able to turn their lives around. You will be working to improve the effectiveness of the education we deliver in prisons by using digital and performance data to analyse the impacts of investment across the country and understand what good looks like. Within a multidisciplinary team, you will use these insights with our operational and programme colleagues to help drive improvements to the current generation of education provision and to design the next generation of education provision. Example areas that the role could include are analysis of digital tools to improve education delivery within prisons in both current and future generation of education systems, using data to understand and improve utilisation of education contracts and investigation and reporting on KPIs and Benefits to understand current performance.
Why work as an Analyst at the MOJ?
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.
- Who you are
The following experience and skills will be required :
- Be adept at identifying and utilising appropriate methodologies in projects, delivering quality outcomes to deadline and identifying risks.
- Working with partners around analytical options and to evaluate their relative merit, dealing constructively with challenge.
- Experience of working with colleagues to adapt the analytical programme when requirements and circumstances change.
- Be skilled in maintaining effective relationships with diverse stakeholder groups.
- Have good written and oral communication and interpersonal skills and the ability to explain data and analytical concepts and practices to non-technical stakeholders.
- Strong analytical ability - in particular robust data skills and good working knowledge of the main quantitative, qualitative and/or evaluative research methodologies of relevance in their field of expertise.
The following experience and skills are desirable :
- Quantitative analytical skills including working level use of R and Github
- 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. In your statement, please indicate the role(s) you wish to be considered for. 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.
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
- 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 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:
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 these roles, please contact:
[email protected] or [email protected] or [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 role: 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.
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.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.
For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos .
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.
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 .
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 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 22430
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 22430
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:
· HEO London: £1000
· HEO National: £1500
### 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. In your statement, please indicate the role(s) you wish to be considered for. 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.