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
People & Capability Group
People & Capability supports the Ministry of Justice (MoJ) to have the people, skills and capability it needs to deliver its priorities. We provide people services across the Justice family and work with leaders, managers and employees to build an inclusive, capable and high-performing organisation.
The Capability Team is responsible for ensuring colleagues across MoJ can access high-quality learning and development opportunities that build the skills needed now and for the future.
Information about the MoJ and its priorities can be found at www.gov.uk/government/organisations/ministry-of-justice/about
About the Apprenticeship Team
Apprenticeships are an important part of the MoJ's approach to building workforce capability, providing opportunities for both new and existing employees to develop skills and gain recognised qualifications.
The MoJ makes a significant annual contribution through the Apprenticeship Levy – approximately £19m in 2025/26. The Apprenticeship Team works across the Department to help ensure this investment supports organisational capability priorities, provides a positive experience for learners and delivers high-quality outcomes and value for money.
About the Role
The Apprenticeship Programme Officer plays a key role in ensuring that the MoJ apprentices receive a high-quality learning experience and that apprenticeship providers deliver the standards and outcomes expected by the Department.
You will manage relationships with a portfolio of apprenticeship providers, using performance information, learner feedback and regular engagement to understand how provision is performing and identify emerging risks or issues.
Working with providers, learners and line managers, you will explore the causes of problems and work collaboratively to resolve them, escalating significant performance, quality or contractual concerns to an Apprenticeship Manager where appropriate.
You will use evidence and insight to identify trends, recommend improvements and contribute to evaluation of the apprenticeship offer. You will help ensure that the experience of learners and managers informs how the service develops and that apprenticeship provision delivers effective outcomes and value for money.
This is a varied role combining stakeholder and provider management, analysis, problem solving, learner support and continuous improvement.
The role can be based anywhere in the UK and travel when appropriate will be required to support the delivery of the programme.
Key Responsibilities
Provider Performance and Relationships
- Manage effective day-to-day relationships with a portfolio of apprenticeship providers, acting as the principal point of contact for routine provider performance and learner issues.
- Ensure agreed management information and performance data is received from providers in line with contractual requirements, following up missing, incomplete or late information.
- Plan and coordinate regular provider performance meetings, ensuring that risks, issues, actions and areas for improvement are identified, recorded and followed through.
- Review provider performance information to identify emerging trends, risks or areas of concern and take appropriate action.
- Work with Apprenticeship Managers where issues require contractual intervention or formal escalation.
- Build constructive relationships with providers while providing appropriate challenge where performance or learner experience falls below expected standards.
Learner Experience and Support
- Monitor learner progress and experience, using data, feedback and engagement with learners and managers to identify potential barriers to successful participation and completion.
- Work with learners, line managers and providers to understand issues and agree proportionate solutions.
- Provide guidance to learners and managers about apprenticeship processes and expectations, escalating complex or sensitive matters where appropriate.
- Ensure the needs and experiences of different learner groups are understood and considered when identifying service improvements.
- Coordinate engagement and information activity that helps colleagues understand apprenticeship opportunities and make effective use of them.
Insight, Evaluation and Improvement
- Analyse provider and learner information to identify patterns, risks and opportunities for improvement.
- Use learner, manager and provider feedback alongside performance information to assess the quality and effectiveness of provision.
- Develop clear recommendations for improvements to apprenticeship delivery, processes and learner experience.
- Contribute to evaluation of apprenticeship provision, helping the team understand outcomes and impact as well as participation and activity.
- Present findings and recommendations clearly to colleagues and stakeholders, adapting communication to the audience.
- Work with colleagues to implement and review improvements, using evidence to understand whether changes have achieved the intended result.
Programme Development and Delivery
- Lead and coordinate the delivery of multiple projects, programmes and events, ensuring priorities, milestones and outcomes are achieved effectively.
- Develop and implement innovative initiatives that expand apprenticeship opportunities and support organisational growth and strategic objectives.
- Monitor and report on programme performance, providing insights, managing risks and issues, and driving solutions to maintain successful delivery.
- Collaborate with virtual, cross-functional and external stakeholders to deliver impactful interventions, events and engagement activities.
Working Across the Apprenticeship Service
- Work closely with Apprenticeship Managers and administrative colleagues to ensure effective end-to-end management of learners and providers.
- Manage competing priorities and multiple areas of work, identifying and escalating risks where necessary.
- Contribute to the continuous improvement of apprenticeship processes and the overall apprenticeship service.
- Support effective use of public money by identifying opportunities to improve utilisation, outcomes and value from apprenticeship provision.
Perso n Specification
Essential Criteria
We are looking for someone who can demonstrate:
- Experience of building effective relationships with customers, stakeholders, suppliers or external providers, including providing constructive challenge where appropriate. (Assessed at interview)
- Experience of using management information, feedback or other evidence to understand performance, identify issues and recommend improvements. (Assessed at sift)
- Strong problem-solving skills, including the ability to explore underlying causes and work with others to achieve effective solutions. (Assessed at Interview)
- Strong written and verbal communication skills, with the ability to explain information clearly and adapt your approach to different audiences. ( Assessed at sift & interview)
- The ability to manage competing priorities, work with a good degree of autonomy and deliver a high-quality service. (Assessed at Interview)
Desirable Criteria
It would be helpful, but is not essential, if you have:
- Experience of working with apprenticeshi ps or apprenticeship providers.
- Experience of supplier, provider or contract performance management.
Desirable criteria will not normally be scored at sift but may be used to differentiate between otherwise closely matched candidates.
Application and Assessment Process
You will be assessed against the Civil service success profiles framework .
You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
Sift
Experience
Please provide an anonymised copy of your CV.
Statement of Suitability - Please provide details of your experience and how you meet the requirements of the job description and essential criteria in 500 words.
If we receive a high number of applications, an initial sift may be undertaken against the lead behaviour, Communicating and influencing.
Candidates will be assessed against the essential criteria and the following behaviours:
- Communicating and influencing – lead behaviour
- Managing a Quality Service
- Making Effective Decisions
- Working Together
If we receive a high number of applications, an initial sift may be undertaken against the lead behaviour, Communicating and Influencing.
Please refer to the CS Behaviours framework for more details, including by grade:
https://www.gov.uk/government/publications/success-profiles/success-profiles-civil-service-behaviours#why-we-assess-behaviours
Interview
Candidates invited to interview will be assessed against a combination of the essential criteria, Civil Service behaviours, experience and strengths relevant to the role.
Interviews will be conducted remotely using Microsoft Teams.
At interview you will be assessed using the below behaviours and strengths from the Success Profiles.
:
- Communicating and influencing – lead behaviour
- Managing a Quality Service
- Making Effective Decisions
- Working Together
In addition, you will also be asked strength-based questions.
If you have any questions regarding the role, please contact – Afsana Begum [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 24057
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 24057
A sift based on the lead behaviour, Communicating and Influencing, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.
### Guidance for the Statement of Suitability
Please provide details of your experience and how you meet the requirements of the job description and essential criteria in 500 words.
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here (https://www.gov.uk/government/publications/success-profiles/success-profiles-strengths).
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.