15472 - Business Administrator Specialist (BAS) Safer Custody Analyst - Part Time 18.5 hours

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

Salary £33,275 pro-rata Working Pattern Part Time, Part Time/Job Share, Flexible Working Vacancy Approach Cross Government Location Stockton-on-Tees Region North East Closing Date 23-Mar-2026 Business Unit Holme House Post Type Permanent Civil Service Grade EO Number of jobs available 1 Reserve List 12 Months Job ID 15472

Descriptions & requirements

Job description

Overview of the job

This is a specialist administrative job in an establishment.

Summary

The job holder will provide support to the Safer Custody and Security Intelligence Departments. This will be through:

•             Assisting Safer Custody leads in the delivery of an effective Safer Custody focused intelligence and information system

•             Work alongside current Security teams to ensure focus is given to issues linked to Safer Custody of all types.

They will be responsible for maintaining administration systems effectively and efficiently within specified timescales for the establishment

This is a non-operational job with no line management responsibilities. This role is rotational.

Responsibilities, Activities and Duties

The job holder will be required to carry out the following responsibilities, activities and duties and it is expected that this role will work alongside current post holders within Security Intelligence teams:

•             Analyse and evaluate information from a wide range of sources to support and inform decision making in the identification, reduction and prevention of Safer Custody issues and the management of related incidents. Where required, undertake further analysis on IRS and Mercury systems that require it when concerns are raised in relation to safer Custody topics.

•             Use information, data and trend analysis to actively ensure all staff in the establishment understand the position of safer custody issues both within the establishment, with comparator establishments and around the prison estate.

•             Produce a monthly Safer Custody Intelligence Report and disseminate it as required within the establishment, collating feedback, before presenting the report at the monthly Safer Custody Meeting and within security meeting forums. The report will cover all strands of safer custody to include Self Harm, Violence, Self – isolation, ACCT management etc to meet establishment priorities

•             Regularly update line management regarding local, regional and national safer custody issues and any intelligence received which affects current delivery and prisoner support mechanisms.

•             Make sure that all relevant intelligence and recording systems are updated, maintained, used appropriately and that staff involved in recording information are trained in its use as required

•             Check safer custody information received from all sources, determine level of importance and recommend responses and solutions where necessary

•             Collate and distribute monthly objectives from Safer Custody departments

•             Deliver in-house training in information gathering related procedures (such as IRS & SIR) which will include both induction training for new starters and some specific on-going training which reinforces the need for all staff to understand the importance and impact of all Safer Custody themes.

•             Liaise with other establishments, Law Enforcement groups and external agencies and to disseminate intelligence information linked to Safer Custody issues in line with local and national policies.

•             Provide advice and guidance to the Safer Custody and Security Managers on current trends and issues.

•             Brief & Liaise with all functional departments in relation to understanding and supporting Safer Custody objectives

Undertake other administrative tasks including:

•             Organise, produce and maintain accurate records for the area of work

•             Act as contact point for all communications to the Team, prioritise and distribute to the appropriate person or relevant department in the establishment

•             Complete monitoring returns for the area of work

•             Input requisitions on the finance database for purchases in the area of work

•             Co-ordinate any awareness sessions for the area of work

•             Prepare paperwork for checking by their manager, conducting initial checks as required

•             Correspond with relevant stakeholders and agencies to ensure that they are aware of information and that it is adequately shared

•             Maintain and check establishment databases, manual filing systems and logs of information with responses within timescales, producing reports as required

•             Collate information on relevant Service Delivery Indicators (SDI’s)

•             Arrange any meetings including the preparation of paperwork, minutes and action points

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.

An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.

Behaviours

•             Changing and Improving

•             Communicating and Influencing

•             Working Together

•             Managing a Quality Service

•             Making Effective Decisions

Technical Requirements

Job holders must complete specific training in their administrative specialism once they take up post.

When transferring to a Young Persons establishment the job holder will be required to successfully undertake an assessment to demonstrate suitability to work with Young People.

Ability

•             Able to deal effectively and assertively with staff at all levels

•             Able user of MS Word and MS Excel

•             Information collation and analysis

Hours of Work (Unsocial Hours) Allowances

37 Hour Week

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.

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.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.

Benefits

Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment

Pension

-The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.

Work Life Balance

HM Prison & Probation Service  (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers

Training

HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles

Eligibility

-All candidates are subject to security and identity checks prior to taking up post

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist

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 Transformative Business Services (0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk); 
• To the Civil Service Commission (details available here)

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 Plan and 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:

• UK nationals
• nationals of the Republic of Ireland
• 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) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
• 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
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

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.

Contact Information 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

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 15472

Job Description Attachment

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Application form stage assessments

Behaviours Behaviours Application Form Question Word Limit 250 Working Together Communicating and Influencing Changing and Improving

Interview stage assessments

Interview Dates To be confirmed Behaviours Working Together Communicating and Influencing Changing and Improving 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. Level of security checks required DBS Enhanced

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.