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We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Overview of role

Prisons and Probation Ombudsman (PPO) Research Assistant (EO/ Band D)

The PPO is an independent Arms-Length Body (ALB) of the Ministry of Justice which investigates:

• complaints made by prisoners, young people in detention, offenders under probation supervision and individuals detained under immigration powers
• deaths of prisoners, young people in detention, residents in approved premises and individuals detained under immigration powers
• deaths of recently released prisoners that occur within 14 days of release from prison (except homicide)

The Ombudsman receives around 4,500 new complaints a year, of which around half are assessed as eligible for investigation. The number of deaths in custody requiring investigation is generally between 300 and 350 per year.

The PPO’s ‘Research, Data and Analysis Team’ was set up to undertake collective analysis of PPO investigation evidence. The team has been vital in moving the PPO beyond focusing on learning from individual cases to being able to identify wider themes and patterns in our evidence base. This analytical work has enabled the PPO to quantify its work and contribute to the conversation on a wide range of issues affecting the services in our remit. Our annual report, learning lessons bulletins, and thematic reports are our most ‘visible’ analytical output – and are available to view on our website.

The team will be made up of an SEO (Band B) Head of Research, three HEO (Band C) Research Officers and four EO (Band D) Research Assistants, plus an EO (Band D) assistant to the research team. Research Assistants will report to one of our Research Officers and to the Head of Research.

This post offers an exciting opportunity to contribute towards and deliver the Ombudsman’s research and data strategy and represents a great entry point to the civil service. It would suit someone who is looking to develop practical social-research skills and experience including survey research and of working with large datasets and using quantitative-focused statistical packages to undertake data analysis, though applicants with some existing experience e.g. survey methodology, qualitative fieldwork, evaluation/ mixed methods researchers are welcomed. Strong time management is important given the regular turnover of our reports and the variety of work the post holder would need to do in our small but busy team.

A demonstrable interest in the Criminal Justice System is preferable (see below for details of requirements on skills and experience).

The PPO is based at the HM Government hub at 10 South Colonnade, Canary Wharf, London. Currently, staff are expected to attend the office two days a week (based on full time hours), with the rest of the time spent working at home, on investigation visits or in commuter hubs. You will usually have flexibility to decide which days of the week you work in the office to enable you to manage your office attendance around your personal circumstances. There will be occasions when you will be required to attend the office (for example, office or function-wide meetings).

If you are successful, you may need to attend the office more frequently in your first six weeks, to undertake key training and induction activity.

The salary range is £29,664 – £31,200

External candidates joining the Civil Service will be expected to join on the minimum salary for the band. Successful candidates who are already at HEO will keep their base salary on transfer. Allowances do not transfer. Successful candidates joining on promotion will start on either the minimum of the salary range or receive a 10% increase to their current base salary, whichever is higher.

Role and Responsibilities – EO (Band D) Research Assistant

The post holder may be responsible for the following:

General analytical support

• Analyse PPO investigation evidence (case files) and research databases to produce learning and recommendations for services in remit
• Produce management information summaries for monthly performance management meetings (includes collating, checking and cleaning data, preparing tables)
• Provide analytical support for the annual reporting cycle
• Give analytical support for Freedom of Information and other external data/ information requests
• Other tasks requiring analytical skill sets as required

Stakeholder feedback

• Manage PPO stakeholder feedback surveys (various recipients)
• Set up & analyse datasets of responses
• Write reports of findings and comparison with previous years
• Disseminate findings to internal stakeholders

Experience

Desirable

• A first or upper-second class Honours degree or post-graduate qualification in a relevant social science (e.g. Sociology, Psychology, Criminology or similar) with a substantial social research methods component.
• Experience of using MS Office applications, specifically Word, Excel, OneNote and Outlook.
• SPSS and/or R skills (or similar software where skills are transferrable).
• Demonstrable interest in the criminal justice system

Technical & other skills

Essential

Desk based analysis of qualitative and quantitative data.
Survey research.

The Application and Interview Process

The PPO is a Disability Confident Committed Employer, and we ensure our recruitment process is inclusive and accessible. Please complete the application information on reasonable adjustments and disabilities if relevant. Further information on the types of reasonable adjustment that can be provided can be found at https://www.civil-service-careers.gov.uk/reasonable-adjustments/

Recruitment process:

We will review your application based on the behaviours set out below and a statement of suitability, which should cover your suitability for the role based on the post holder requirements above. If we receive a high number of applications for the post, we may complete an initial sift on the “Delivering at Pace” behaviour. We may not review the rest of the application for any candidate who does not meet the required mark for this behaviour, which we have set at four out of seven.

Furthermore, to be considered for an interview, a candidate will need to score a minimum of four out of seven on each behaviour. If we receive a high number of high scoring applications, we reserve the right to increase this minimum benchmark.

If you are invited for interview, you will be asked questions relating to the same behaviours as well as strength-based questions relating to the role.

To be considered appointable, you will need to score a minimum of 12 out of 21 for the behaviour questions, and a minimum of eight out of 16 for the strength questions. If we receive a high number of high scoring interviewees, we reserve the right to increase this minimum benchmark.

Recruitment across the Civil Service changed from July 2019 with the introduction of Success Profiles. Further guidance can be found at https://www.gov.uk/government/publications/success-profilesand the Government Social Research framework at https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/951178/Government_Social_Research_Technical_Framework_v2_Nov_2020__2_.pdf

When answering questions about the behaviours, you might want to use the STAR approach to help you to present your evidence more successfully. This approach provides structure and focus to your answers.

The STAR approach stands for:

Situation – briefly describe the context and your role.

Task – the specific challenge, task or job that you faced.

Action – what you did, how and why you did it.

Result – what you achieved through your actions.

You should keep the situation and task parts brief, concentrating on the actions you took and the result. If the result was not entirely successful describe what you learned from this and what you would do differently next time. STAR may help you to cover all the points you need to make.

When using STAR, you should use one specific example per behaviour and you should explain what you did rather than others.

Delivering at Pace

Regularly review the success of activities in the team to identify barriers to progress or challenging objectives. Identify who and what is required to ensure success, set clear goals and areas of responsibility and continually assess workloads considering individual needs. Follow relevant policies, procedures and legislation to complete your work. Ensure colleagues have the correct tools and resources available to them to do their jobs. Have a positive and focused attitude to achieving outcomes, despite any setbacks. Regularly check performance against objectives, making suggestions for improvement or taking corrective action where necessary. Ensure that colleagues are supported where tasks are challenging.

Communicating and Influencing

Communicate clearly and concisely both orally and in writing. Take time to consider the best communication channel to use for the audience, including making the best of digital resources and considering value for money. Interact with others in an enthusiastic way. Express ideas clearly and with respect for others. Listen to and value different ideas, views and ways of working. Respond constructively and objectively to comments and questions. Handle challenging conversations with confidence and sensitivity.

Working Together

Develop a range of contacts outside own team and identify opportunities to share knowledge, information and learning. Show genuine interest when listening to others. Contribute to an inclusive working environment where all opinions and challenges are listened to and all individual needs are taken into account. Ensure it is clear that bullying, harassment and discrimination are unacceptable. Offer support and help to colleagues when in need, including consideration of your own and their wellbeing. Change ways of working to aid cooperation within and between teams in order to achieve results.

A reserve list may be held for a period of 12 months from which further appointments can be made should further vacancies become available.

Salary

£31,169 - £32,760

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). 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, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

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.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.

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 GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
• Paid paternity, adoption and maternity leave.
• Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We 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 Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am – 6pm) or e mail [email protected]);
• To Ministry of Justice Resourcing team ([email protected]);
• To the Civil Service Commission (details available here)

The Civil Service embraces diversity and promotes equal opportunities. 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 SSCL Recruitment Enquiries Team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.