of role
Prisons and Probation Ombudsman – HEO (Band C) Research Officer Job Description
The Prisons and Probation Ombudsman (PPO) is an Arm’s Length Body (ALB) of the Ministry of Justice. We have three key duties:
The Research, Data and Analysis Team supports the Ombudsman to make a fairer and safer justice system by providing data summaries and insightful analysis. The team has been vital in moving the PPO beyond focusing on learning from individual cases to being able to identify themes and patterns across our evidence base. Our bulletins and thematic reports – our most ‘visible’ analytical output – are available to view on our website.
The team is made up of one Grade 7 Head of Research, two HEO Research Officers and four EO Research Assistants. The Research Officers report to the Head of Research. Once established in post, you will be expected to support and eventually line-manage some of the EO Research Assistants.
This post offers an exciting opportunity to contribute towards and deliver the Ombudsman’s research and data strategy. It would suit someone with experience of survey research and of working with quantitative-focused statistical packages to undertake data analysis, though applicants with broader experience e.g. qualitative fieldwork, evaluation/ mixed methods researchers are welcome. Strong time management is important given the variety of work the post holder would need to do in our small but busy team.
Previous experience of the Criminal Justice System is preferable but not essential (see below for more details of requirements on skills and experience).
The PPO is based at the HM Government hub at 10 South Colonnade, Canary Wharf.Staff are expected to work at least three days of the week at the London office, with the rest of the time spent working at home or at commuter hubs.
While you will usually have some 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, team meetings, office or function-wide meetings) or visit establishments belonging to our services in remit on particular days.
Please note that the PPO is unable to offer home working contracts or allow you to permanently work at any other location, other than 10 South Colonnade, for the required office attendance days.
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.
Interviews will be held virtually using Microsoft Teams.
The salary range is £40,014 - £42,859, though we expect this to increase imminently. You will also receive a Data and Analysis allowance of £1,000.
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.
The post holder may be responsible for the following:
Thematic reports
Stakeholder feedback
General analytical support
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/
of post holder requirements
Experience
Essential
Desk based analysis of qualitative and quantitative data.
Desirable
Project management of research or analytical projects.
Project or programme evaluation.
Survey research.
Qualitative fieldwork delivery.
Criminal justice sector research or analysis.
Criminal justice sector – operational role/s.
Technical and other skills
Essential
Experience of working with statistical packages.
Excel (intermediate skills minimum).
Report writing.
Data visualisation.
Hold an undergraduate degree at a minimum of 2:1, (or 2:2 with a postgraduate degree). The degree must contain substantial social research methods training (comprising around one third of modules taken on the course) including quantitative research methods and at least three of the following: systematic/literature reviews; qualitative methods; interpretation of data and presentation of results; study design, hypothesis testing and application of ethics to research.
OR
Hold an undergraduate degree at a minimum of 2:1, (or 2:2 with a postgraduate degree), in any subject, or a degree equivalent (e.g. an advanced Certificate or Diploma from MRS), plus have at least 4 years’ social research practice experience. Social research practice experience consists of experience working in a research agency, market research agency or specialist research team. To enter the GSR through this route you must make explicit the breadth and depth of your research experience and skills, which must include quantitative research methods and three of the following: systematic/literature reviews; qualitative methods; interpretation of data and presentation of results; study design, hypothesis testing and application of ethics to research.
Please see full eligibility information:
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/961188/GSR_Membership_Guidance_Jan_2021.pdfRecruitment 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/
This is a three-stage process.
Stage 1:
If we receive a high number of applications for the post, we may complete an initial sift on the “Managing a Quality Service” 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 the next stage of the recruitment campaign, a candidate will need to score a minimum of two out of three on their statement of suitability.If we receive a high number of high scoring applications, we reserve the right to increase these minimum benchmarks.
The CV will not be scored but will be used to give context to the statement of suitability.
Stage 2:
If you pass the written application sift, you will be invited to take part in a GSR knowledge test (assuming that you are not already a badged GSR member or that you cannot provide proof of having taken and passed another GSR test within the past 12 months).If you pass the knowledge test, you will then be invited for interview.
Stage 3:
Those who meet the required level at the application stage and who have passed the GSR knowledge test will be invited to a short final interview.During the interview, you will be assessed against competencies from the GSR Technical Framework, as well as the Civil Service Behaviours ‘Managing a Quality Service’, ‘Changing and Improving’ and ‘Developing Self and Others’. You will also be assessed against strength-based questions relating to the role.
Further details on these GSR Technical Framework competencies and Civil Service Behaviours are found below.
To be considered appointable, you will need to score a minimum of 20 out of 35 for the GSR competency and behaviour questions, and a minimum of six out of 12 for the strength questions.If we receive a high number of his scoring interviewees, we reserve the right to increase these minimum benchmarks.
Civil service behaviours
As part of the recruitment process, you will be required to provide evidence of the following behaviours for sifting. The same behaviours will be tested at interview, along with some scenario questions and some strengths that are required for the role. Further details on Success Profiles recruitment 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
You might want to use the STAR approach to help you to present your evidence (behaviour) more successfully.This approach provides structure and focus to your answers.
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. It may help you approach drafting your application in a positive way and ensure that you cover what you personally have done. Make sure you focus on your strengths. One example per behaviour would be best practice to use the full STAR explanation within the required word count.
Managing a Quality Service
Develop, implement, maintain and review systems and services to ensure delivery of professional excellence. Work with stakeholders to set priorities, objectives and timescales. Successfully deliver high quality outcomes that meet the customers’ needs and gives value for money. Identify risks and resolve issues efficiently. Involve a diverse range of colleagues, stakeholders and delivery partners in developing suggestions for improvements. Establish ways to find and respond to feedback from customers about the services provided.
Changing and Improving
Work with others to identify areas for improvement and simplify processes to use fewer resources. Use technology where possible to increase efficiency. Encourage ideas for change from a wide range of sources. Clearly explain the reasons for change to colleagues and how to implement them, supporting individuals with different needs to adapt to change. Encourage an environment where colleagues know that they can challenged decisions and issues safely. Take managed risks by fully considering the varies impacts changes could have on the diverse range of end users.
Developing Self and Others
Identify capability gaps for self and team. Ensure development objectives are set and achieved to address any gaps and enable delivery of current and future work. Take time to coach, mentor and develop other colleagues to support succession planning. Promote inclusiveness by respecting different personal needs in the team and use these to develop others. Reflect on own work, continuously seek and act on feedback to improve own and team’s performance.
GSR Technical Skills
GSR Using and Promoting Social Research
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
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.
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 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: 21193
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: 21193
Data and Analysis allowance of £1,000
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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