The ISC is an innovative approach to delivering the sentence of the Court through a multi-disciplinary partnership approach. It is a unique opportunity to work intensively with a small caseload of people under supervision in collaboration with ISC Crown Court Judges.
The Government committed in the Sentencing White Paper (2020) to pilot problem-solving approaches in up to five courts in England and Wales. This was extended as part of the Sentencing Act 2026 to include Inner London Crown Court focused on a prolific cohort of offenders.
ISCs differ from traditional courts in that they extend the authority of the court beyond case processing. They put the judge at the centre of rehabilitation and compliance, alongside a multi-disciplinary team ranging from probation and police to health professionals and broader service providers. ISCs encompass a range of supportive interventions tailored to address the individual’s criminogenic needs, with the aim of reducing offending behaviour.
The Prolific ISC pilot is intended to provide an intensive community order or suspended sentence order as a robust and rehabilitative alternative to custodial sentences. It will combine intensive supervision and interventions to address underlying issues linked to offending, delivered by a multi-agency team.
The post holder will lead a team to deliver the full range of offender management tasks with offenders under supervision including assessment, sentence implementation and producing reports; utilising service procedures and practice directions to underpin professional judgement. They will be required to work in collaboration with a range of partnership agencies, Chair/Co Chair partnership meetings and attend the ISC Board. The role is a unique and exciting opportunity for the post holder to showcase their skills in leading, developing and delivering positive outcomes for a cohort of People on Probation with a robust, intense and innovative community alternative. It will require excellent skills in working in partnership with a variety of stakeholders as well as forging strong links with SPO colleagues within the London PDUs and Courts. The successful applicant will also work closely with the judiciary, the MOJ ISC Probation Policy Team and will represent the London Probation ISC Pilot at training/learning events.
The Prolific ISC pilot has a broad range of aims covering justice, health and wellbeing, including:
i.to reduce the frequency and harm of re-offending
ii.to increase offender engagement and compliance with their community sentence
iii.to reduce the use of short-term custody, and
iv.to increase judicial confidence in more robust community options, compared to standard court processes and disposals, particularly (though not exclusively) for repeat and prolific offenders.
The Probation Service is responsible for the overall supervision and management of people on probation through the ISC pilot. Probation will be responsible for preparing the Pre-Sentence Report (PSR) which will include collaborative assessments with substance misuse services and other relevant service providers, ensuring timely progress reports are provided to the court and maintaining a close relationship with both people on probation and partners.
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.
Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS 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 HMPPS’ 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, plus public holidays. Leave for part-time and job share posts will be calculated on a pro-rata basis
Pension
The National Probation Service is covered by the Local Government Pension Scheme (LGPS) run through the Greater Manchester Pension Fund (GMPF). Please visit www.gmpf.org.uk for further information.
Please note: Any current Civil Servant who is a member of the PCSPS, by accepting an offer of employment to the National Probation Services will be opted out of the PCSPS and auto enrolled into the Local Government Pension Scheme.
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.
Eligibility
All candidates are subject to security and identity checks prior to taking up post
Support
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
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 Planand 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:
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.
MoJ:
If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk
Please quote the job reference: 19985
HMPPS
If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk
Please quote the job reference: 19985
In addition this post attracts a London allowance payment which will be discussed at interview.
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.
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