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.
General Information
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.
Location
Leeds, London.
Region
London, Yorkshire and the Humber.
Closing Date
22-Jun-2026.
Post Type
Permanent.
SEO
Number of jobs available: 6.
Reserve List
12 Months.
Job ID
18537.
Senior Policy and Implementation Adviser (up to 6 posts available)
SEO
CJS Strategy and Reform Directorate
The CJS Strategy and Reform Directorate is recruiting permanently for 5 SEO Senior Policy and Implementation Adviser roles. This campaign is open to current civil servants on level transfer and suitable candidates on promotion.
Information Session:
If you would like to find out more about the role and what it is like working in our team, we will also be hosting a candidate information session on Friday 19 June 2026 at 1 pm. Please join via the link below.
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).
Ways of Working
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
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.
Existing Civil Servants will have their salary calculated in accordance with the Department’s pay on transfer / pay on promotion rules.
The Ministry of Justice (MoJ)
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.
The Work of the CJS Strategy and Reform Directorate
The government is pursuing major reforms across criminal justice this parliament – including criminal courts reform, sentencing reform, police reform and the Safer Streets mission. The Criminal Justice System Strategy and Reform Directorate has been set up to strengthen the MoJ’s capacity to work cross‑system to deliver this change.
The CJS Strategy and Governance Unit holds responsibility for cross‑CJS strategic thinking, collaboration and the overall governance of the CJS. This includes the day‑to‑day running of the Criminal Justice Board (CJB, chaired by the Deputy Prime Minister) and the Criminal Justice Action Group (CJAG, chaired by the Permanent Secretary).
The CJS Reform and Implementation Unit has responsibility for working across government to drive forward the implementation of CJS reform. The unit is working to ensure reforms are delivered collaboratively and impactfully, as a unified package. It is also providing targeted leadership and support to cross‑cutting reform initiatives.
Senior Policy and Implementation Adviser – the roles
There are a number of roles available within the directorate. As the teams and directorate are new, it can be expected that role specifications will develop over time and not be exhaustive.
These roles will be fast paced, stretching and varied, offering an opportunity to work in a high‑profile area that has significant interest from both ministers and senior officials within both the MoJ and the wider criminal justice system landscape. The postholder will need to quickly form a clear picture of the criminal justice system, the tensions in the system and the challenges it faces.
Individuals will be asked if they have any preference on role but the expectation is that staff will be flexible and may need to carry out work across the unit whilst the portfolio settles.
Responsibilities
- Supporting the development of cross‑CJS strategic thinking, driving forward reform of senior governance forums, and working within a programme management environment to drive forward the implementation of cross‑system reforms.
- Establishing strong working relationships with both MoJ teams and wider cross‑CJS teams representing the appropriate areas of policy and operational work.
- Supporting the growth and development of the directorate.
Skills and Experience
- Experience of policy development and implementation.
- Demonstrated ability to establish and maintain excellent stakeholder relationships.
- Ability to work towards important deadlines and milestones in a challenging and high‑profile environment.
- Excellent written and verbal communication skills.
- Proactive attitude and a drive for learning and personal development.
- Experience engaging with a range of internal and external stakeholders, including Cabinet Office, No10, other government departments and operational partners.
- Knowledge of the CJS and familiarity with the landscape of CJS reform across government.
- For some roles, experience of strategy development.
- For some roles, experience of managing governance forums.
- For some roles, experience of programme or portfolio management.
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.
Application Requirements
You will be asked to provide a CV during the application process in order to assess any demonstrable experience, career history and achievements that are relevant to the role.
You will also be asked to upload a Statement of Suitability of no more than 750 words stating what you would bring to the role, with reference to the Skills and Experience listed above.
Should we receive a large number of applications, we will sift primarily on the Statement of Suitability. Successful applicants will then be invited to an interview, testing both behaviours and strengths.
Interview Process
Please note that interviews will be carried out remotely.
Behaviours
- Working Together (Lead)
- Seeing The Big Picture
During the interview you will be asked by the interview panel to provide examples of how you meet the Civil Service behaviours listed above. 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 (see Annex A for more detail).
Presentation
You will be required to give a 5‑minute presentation at interview. Details of this will be sent to those candidates who are invited for interview.
Interviews are expected to take place July 2026.
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 or a Justice Satellite Office – 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).
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.
Benefits
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.
- 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 directly 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.
- Family Friendly policies – opportunities to work reduced hours or job share.
- Flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
- Paid paternity, adoption and maternity leave.
- Free annual sight tests for employees who use computer screens.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles.
Civil Service Nationality Rules
This job is broadly open to the following groups:
- 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).
- 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.
A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.
Interview Stage Assessments
Interview Dates: Expected July 2026.
Behaviours
- Working Together
- Seeing the Big Picture
- Making Effective Decisions
Strengths
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here.
Other Assessments
Which assessment methods will be used? Presentation.
Security Checks
Baseline Personal Security Standard (BPSS).
Use of Artificial Intelligence (AI)
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 candidate guidance for more information on appropriate and inappropriate use.
