Programming and Deployment Advisor

The Judicial Office (JO) reports to, and is accountable, to the Lady Chief Justice (LCJ). It was established in 2006 to provide support to the LCJ and to the wider judiciary in upholding the rule of law and in delivering justice impartially, speedily and efficiently, following the Constitutional Reform Act 2005., In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.

The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HM Courts & Tribunals Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions.

We are an Arm's Length Body sponsored by the Ministry of Justice. This creates an interesting and complex environment in which to work where we agree our priorities with the senior judiciary and receive our funding to deliver them from the Ministry of Justice. The Judicial Office has been through a period of significant growth resulting from an expansion of our remit and responsibilities.

See JO staff talk about working here: https://design102.wistia.com/medias/uhgtmbtnlv

Judicial HR

Judicial HR is accountable for delivering the right judicial office holders with the right skills, in the right place, at the right time, and supports the Lady Chief Justice and Senior President of Tribunals in their responsibilities for the welfare and conduct of the judiciary. We also support and advise the advisory committees that carry out key functions on behalf of the Lord Chancellor in relation to the magistracy.

We are not a typical HR team in that everything we do needs to meet the, often complex, needs of the judiciary who are office holders and not employees or Civil Servants. This provides us with an interesting set of HR challenges. It also provides us with unique opportunities to work with the judiciary at all levels and gives us ample opportunity to broaden our HR skills sets and use our HR and business insights to be curious and creative about doing things differently and continuously learn.

The Team

The Strategic Judicial Resourcing team is one of five teams that sits within the Centre of Expertise. The team is headed by a G7 and covers two main areas: Programming and Deployment (1 SEO and 1 HEO), and Attraction and Outreach (1 SEO and 1 HEO). This role sits under Programming and Deployment. The remit of the team is currently under review, so there may be an opportunities to lead on work from the wider teams.

All members of the team work closely with the senior judiciary, a range of colleagues from across JO and partner organisations to ensure that the senior judiciary have confidence that the size, shape, skills and capabilities of the judiciary meet the planning needs for the judiciary.

The role

The Programme and Deployment Advisor will be required to work collaboratively across JO, the Ministry of Justice (MoJ), HMCTS and with the Judicial Appointments Commission (JAC) to support delivery of the right judges in the right place at the right time. You will be responsible for understanding where the judicial capacity gaps are and proposing the best way to fill these gaps; finding the right balance through JAC recruitment, flexible deployment opportunities and/or Sitting in Retirement. You will be alert to areas of concern in resourcing and strategic objectives that will impact future recruitment and ensure these are reflected when designing recruitment programmes with others in this space.

The role would suit someone with strong organisation and communication abilities, and who is comfortable adapting and alerting others to changing priorities. You will use your ability to build strong relationships with a range of stakeholders and judges to develop and shape proposals to ensure the courts and tribunals are resourced for consideration by the senior judiciary/officials.

There are currently no line management responsibilities directly attached to this role. There is, however, an expectation for our people at manager level, to demonstrate inclusive leadership through inspiring team members and in creating an environment when everyone feels able to contribute equally., Reporting to the Programming and Deployment Manager, you will:

• Work closely with HMCTS/MoJ/JAC colleagues to ensure responsibilities, accountabilities and hand-off's remain in place to deliver the right judges in the right place at the right time by being an active member of the Joint Delivery Group.
• Oversee the JAC Recruitment Programme, ensuring that leadership exercises are sequenced in a timely manner and risks to delivery are flagged to senior managers within the team.
• Draft advice for the senior judiciary and senior officials on a range of resourcing related matters, in particular Senior Circuit Judge assessments for SPJ consideration.
• Be aware of emerging trends and how they could potentially impact on the JAC Recruitment Programme and flexible deployment/ cross-assignment and recruitment requirements.
• Maintain a log of flexible deployment, additional authorisation, cross ticket and cross assignment EOIs and produce regular reports to show how deployment opportunities are supporting short term capacity gaps within resourcing.
• Work closely with JO Private Offices and Chamber President Offices to understand future recruitment needs through JAC recruitment and deployment.
• Provide secretariat support for the Judicial Resourcing Group (senior officials group).
• Build and maintain close working relationships with various members of the judiciary, and delivery partners in HMCTS, MoJ, JAC and across all parts of the JO.
• Supporting on outreach and attraction events as required., As part of the application process, you will be asked to provide a C.V, a Statement of Suitability in no more than 750 words and evidence against the lead competency, 'Seeing the Bigger Picture'.

Your Statement of Suitability should outline your skills, experience, and achievements, providing evidence of your suitability for the role, with particular reference to the Essential Criteria (listed above).

Should a large number of applications be received, an initial sift may be undertaken using the lead Behaviour, 'Seeing the Big Picture'.

Feedback will not be provided at this stage.

Interview stage

All applicants that progress to interview will be assessed on Behaviours, Strengths and Experience through Success Profiles. The Behaviours tested during the interview stage will be:

• Seeing The Big Picture
• Working Together
• Delivering at Pace
• Communicating & Influencing, 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.

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., 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.

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., Seeing the Big Picture Experience We will assess your experience for this role via the following methods CV or Work History, Statement of Suitability Statement of Suitability Guidance for the Statement of Suitability Your Statement of Suitability should outline your skills, experience and achievements, providing evidence of your suitability for the role, with particular reference to the Essential Criteria (outlined above). Evidence of Experience CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates Expected: W/C 13th or 20th April 2026 Behaviours Seeing the Big Picture Working Together Communicating and Influencing Delivering at Pace 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 Standard Counter Terrorism Check (CTC)

• Strong analytical skills; Ability to obtain, analyse, interpret and present information from a range of sources and use it to provide advice and recommendations.
• Strong planning and organisational skills; To be able to manage a varied workload and to plan/re-prioritise effectively to respond to competing demands.
• Good oral and written presentation skills; Confident and credible when presenting to varied audiences including internal audiences, cross-government audiences and senior stakeholders.
• Good stakeholder management skills; Ability to develop effective working relationships and work closely with others (including the senior judiciary, HMCTS, MoJ and JAC colleagues) to deliver against commitments.
• Ability to work collaboratively and proactively with others across teams and organisations, with strong influencing skills to ensure that stakeholders prioritise issues that are important to the judiciary.

Desirable Criteria

• Experience of working with the judiciary. The role requires a good understanding of the judiciary so that proposals and recommendations are relatable to the complex environment. If you do not have this, you will be willing to gain this on appointment, with support from the Head of Team.

Security clearance required: CTC

The national salary range is £35,335 - £37,847, London salary range is £40,014 - £42,859. Your salary will be dependent on your base location, 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.

Eligibility

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.

Support

• A range of 'Family Friendly' policies such as opportunities to work reduced hours or job share.
• Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
• For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
• Paid paternity, adoption and maternity leave.
• Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.