This vacancy is only available to existing Civil Servant employees and employees of accredited non-departmental public bodies (NDPBs). Please review the "Eligibility" section before you apply.
The national salary range is £42,914 - £46,182, London salary range is £49,325 - £53,081. Your salary will be dependent on your base location
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
Cross Government
Leeds, London
Region
London, Yorkshire and the Humber
Closing Date
16-Oct-2026
Post Type
Permanent
Civil Service Grade
SEO
Number of jobs available
2
Reserve List
12 Months
Job ID
22865
Job description
The Vulnerabilities and Criminal Law Unit and the Violence Against Women and Girls and Victims Unit within the Victims and Criminal Courts Directorate are recruiting permanently for two SEO roles.
This campaign is open to current civil servants on level transfer and suitable candidates on promotion.
Candidates are reminded that to be eligible for this campaign; you must still be employed as a civil servant at the point of accepting the role. If you resign or your FTA contract ends before you are made and accept an offer, you will become ineligible and you will be withdrawn from the process.
Successful candidates will have the option to be based at one of the following locations:
· 102 Petty France, London
· 5 Wellington Place, Leeds
Occasional travel between the two locations may be required. We offer a hybrid working model, allowing for a balance between remote work and time spent in your base location (102 Petty France or 5 Wellington Place Leeds).
At the MoJ we believe and promote alternative ways of working, these roles are available as:
· Full-time, part-time or the option to job share
· Flexible working patterns
We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity
Existing Civil Servants will have their salary calculated in accordance with the Department’s pay on transfer / pay on promotion rules.
MoJ is the largest government department, employing over 90,000 people with a budget of approximately £10 billion. Each year, millions of people use our services across the UK - including at 500 courts and tribunals, and 133 prisons in England and Wales.
Further information can be found at https://www.gov.uk/government/organisations/ministry-of-justice
We are recruiting for two SEO Policy Advisers in the Criminal Courts and Victims Directorate in the Ministry of Justice. There are two vacancies.
· Role 1: Is in the Criminal Special Measures Policy Team
· Role 2: Is in the Sexual Offences Policy Team
More information on each role is provided below.
The Criminal Special Measures Policy Team sits within the Vulnerability and Criminal Law Policy Unit.
Criminal special measures are adaptations that help vulnerable and intimidated witnesses to give their best evidence. These include giving evidence from behind a screen, via a live video link, pre-recording evidence or use of a communication specialist called an intermediary to adapt language and process for the witness. The special measures regime has been established for over 25 years and we are focused on ensuring its continued successful implementation while refining it so it continues to work for victims and witnesses in the future.
The Vulnerability and Criminal Law Policy Unit is responsible for a number of other important areas, including the integrity of the criminal law extending to violent, non-violent and sexual offences, government policy on provision of state compensation for victims of violent crime, and the law protecting the person and property of people who lack mental capacity.
In the role in the Criminal Special Measures Policy Team, you will be responsible for:
· Taking through parliament as part of the Courts and Tribunals Bill, clauses to clarify and strengthen the operation of special measures, based on recommendations from the Law Commission.
· Leading the updating and publication of the Achieving Best Evidence guidance which sets out the process for police interviews of vulnerable witnesses and includes advice on interview planning and preparation, trauma-informed practice and witness support.
· Flexibly supporting on other priority policy work across vulnerability and criminal law policy. In the past, this has included rapidly implementing measures to the law following the National Audit on Group-based Child Sexual Exploitation and Abuse, implementing AI intimate image offences, introducing measures to criminalise animal sexual abuse and working on the updating on the Mental Capacity Code of Practice.
· Upholding the Government's position on special measures, clearly and sensitively drafting responses to correspondence from victims, stakeholders and MPs, and briefing ministers and senior officials.
· Working closely with His Majesty’s Courts and Tribunal Service, the police, Crown Prosecution Service, National Crime Agency, victim support sector and academics to review and implement policy on the giving of evidence by vulnerable and intimidated witnesses.
The Sexual Offences Policy Team sits within the Violence Against Women and Girls and Victims Policy Unit.
The Sexual Offences Policy Team develops and implements evidence-based policies to improve the experience of the criminal justice system for victims of rape and other sexual offences. The work of the team underpins a key pillar of the Government's Violence Against Women and Girls Strategy. This is a high-profile policy area with significant ministerial and stakeholder interest.
The Violence Against Women and Girls and Victims Policy Unit is responsible for policy and strategy relating to victims, including victims of rape and domestic abuse, in the justice system. We work with operational, judicial and third sector stakeholders to design and deliver improvements to the justice system’s response these crimes and lead on systemic, multi-agency reform work to improve support and outcomes for victims and witnesses, to help them rebuild and recover from the impacts of crime and enable better justice outcomes.
In the role in the Sexual Offences Policy Team, you will be responsible for:
· Overarching policy relating to rape and sexual offence cases at court;
· Delivering on the government’s commitment to introduce specialist rape courts;
· Supporting governance structures set up to deliver and implement policy changes;
· Developing a strong network of colleagues across the Ministry of Justice, H M Courts and Tribunals Service, Crown Prosecution Service, Home Office and Judicial Office. Bringing third-sector organisations into policy development and managing relationships with external stakeholders;
· Developing a robust understanding of data to support policy development and delivery, working closely with analytical colleagues;
· Upholding the Government's position on sexual offences policy, clearly and sensitively drafting responses to correspondence from victims, stakeholders and MPs, and briefing ministers and senior officials;
· Flexibly supporting on other priority policy work across the Team/ Unit and supporting the corporate objectives of the Unit.
We are looking for capable, experienced and motivated candidates with strong policy development, drafting and stakeholder management skills, who are looking to develop through work on a range of high profile and priority projects.
These roles involve regular engagement with policy relating to the experience of victims. The roles can include exposure to sensitive and distressing material, including details of criminal behaviour, such as details of sexual offences. Applicants should consider whether they feel comfortable working with such subject matters on a regular basis.
Essential:
· Strong analytical and problem-solving skills, with the ability to assess complex information, identify key issues and risks, and develop evidence-based solutions and recommendations.
· Experience of leading the development and delivery of policy, including translating evidence into policy proposals, engaging stakeholders, securing decisions and supporting successful implementation. Candidates must be able to respond to changing pressures and priorities.
· Ability to understand complex issues and communicate them effectively to a range of audiences, including senior officials and external stakeholders.
· Strong stakeholder management, communication and influencing skills, with the ability to build consensus and maintain effective relationships across government and with external organisations.
· Strong strategic thinking skills, with the ability to understand the wider policy and organisational context while maintaining attention to detail and focus on delivery.
Desirable:
· Understanding of the criminal courts and criminal justice system
· If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.
· Candidates applying from HMPPS should note that the Ministry of Justice does not have the same conditions of employment as HMPPS. It is the candidate’s responsibility to ensure they are aware of the terms and conditions they will adopt should they be successful.
· The MoJ is proud to be Level 3 Disability Confident. Disability Confident is the approach through which we offer guaranteed interviews for all people with disabilities meeting the minimum criteria for the advertised role as set out in the job description.
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 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.
You will be asked to provide a CV during the application process to assess any demonstrable experience, career history and achievements that are relevant to the role.
Behaviours
During the application process you will be asked to provide an example of how you have met the following behaviours:
· Seeing the big picture (Lead)
· Making effective decisions
· Leadership
· Working Together
Please also refer to the CS Behaviours framework for more details at this grade:
Success Profiles: Civil Service behaviours - GOV.UK
Should we receive a large number of applications, we will sift primarily on the lead behaviour – Seeing the Big Picture. Successful applicants will then be invited to an interview, testing both behaviours and strengths.
Please note that interviews will be carried out remotely.
At interview you will be assessed against behaviours where you will be asked to provide examples of how you have demonstrated them. In addition, you will also be asked strength-based questions.
The following Behaviours will be tested at interview:
· Seeing the big picture
· Making effective decisions
· Leadership
· Working Together
It may help to use one or more examples of a piece of work you have completed or a situation you have been in and use the WHO or STAR model to explain:
· WHO - What it was? How you approached the work/situation? What the Outcomes were, what did you achieve? Or
· STAR - What was the Situation? What were the Tasks? What Action did you take? What were the Results of your actions?
Please also refer to the CS Behaviours framework for more details at this grade:
Success Profiles: Civil Service behaviours - GOV.UK
It is difficult to prepare for strength type questions. However, you can think through your answers, focus on your achievements and aspects you enjoy and decide how these can be applied in the organisation and role. While strengths questions are shorter and we do not expect a full STAR response, the panel is interested in your first reaction to the question and information or reasoning to support this. Further information on Civil Service Strengths can be found via this link Success Profiles: Strengths - GOV.UK
Interviews are expected to take place October 2026.
At interview candidates will be asked if they have a role preference. While preferences will be considered, the final role offered to each of the top two candidates will be decided by the business.
If you would like to know more about this role, please do get in touch with amy.waghorn@justice.gov.uk and tom.henwood@justice.gov.uk
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.
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.
The MoJ offers a range of benefits:
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.
The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
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.
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.
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.
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.
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.
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
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
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 22865
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
A sift based on the lead behaviour, Seeing the Big Picture, 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.
Behaviours Application Form Question Word Limit
250
Seeing the Big Picture
Making Effective Decisions
Leadership
Working Together
We will assess your experience for this role via the following methods
CV or Work History
Evidence of Experience
CV or Work History
Interview Dates
Interviews are expected to take place October 2026.
Seeing the Big Picture
Making Effective Decisions
Leadership
Working Together
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here.
Baseline Personnal Security Standard (BPSS)
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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