Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
External
Location
Stockton-on-Tees, Yarm
Region
North East
Closing Date
29-Jul-2025
Business Unit
DDC North East
Post Type
Permanent
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
7830
Descriptions & requirements
Overview of the job:
This is a permanent, non-operational role with no prisoner case-level responsibilities.
The role will sit within Prison Group Director (PGD) management structures, however, a heavy focus on and presence in establishments will be required (usually with time split between 1-3 prisons depending on complexity and demand at each establishment and local housing landscape) with the expectation that post holders will travel as and when required.
There are no line management responsibilities as part of this role, and we do not expect the post holder to have operational experience, although this may be advantageous when working within the establishment.
Summary:
This role is an exciting opportunity to contribute towards the Government’s commitment to eliminate rough sleeping by the end of 2023/24. The post holder will be responsible for a cluster of 1-3 prisons, splitting their time flexibly between the prisons in their portfolio.
Prisons that release low numbers to the UK will fall under the ‘consultancy’ category; for these, post holders will be expected to offer ad-hoc housing advice but these prisons will not form part of their cluster.
The post holder will identify areas for improvement with respect to access to accommodation for prison leavers and will work in partnership with key strategic housing stakeholders, probation commissioned rehabilitative services (CRS), and Homelessness Prevention Teams (HPTs) to implement sustainable change. You will ensure that work between each prison and relevant HPTs continues to integrate, and that senior leaders across the agency are supported to improve the quality and use of data.
In order to offer informed support and guidance to Governors and their teams, the Strategic Housing Specialist will be required to understand, amongst other aspects, the security category of their base prison and the geographical locations to which prisoners will be released. Prison familiarisation training will be provided to ensure successful candidates have the fundamental knowledge they need to be effective in their roles.
Responsibilities, Activities and Duties:
The job holder will be required to carry out the following responsibilities, activities and duties:
• The Strategic Housing Specialist will be responsible for co-ordinating the strategic response of 1-3 prisons to improve housing outcomes for prison leavers and people in prison. They shall strengthen and support partnership working between the prison, all relevant housing stakeholders and other key resettlement agencies. They will identify existing structures/partnership working to address homelessness from custody in the region, and work to develop new solutions to homelessness from custody.
• They will champion delivery of the Homelessness Reduction Act (HRA) and Duty to Refer (DtR), Offender Pathway (Wales) within the prison. This to include:
o Working with partners to ensure referrals under the DtR are as efficient and effective as possible.
o Design and deliver (or coordinate the delivery of) training related to homelessness within the prison and relevant statutory criminal justice agencies, so staff understand accommodation issues, increase their knowledge around the HRA and DtR, can identify related needs and have the knowledge to respond appropriately.
o Promote the HRA and DtR amongst prisoners to address unhelpful myths, set realistic housing expectations and encourage engagement with the commissioned rehabilitation service, prison housing stakeholders, and local authorities.
o Developing pre-release assessments with Local Authorities in response to DTRs, through telephone, video and in-person assessments.
• Promote the work of the Accommodation Commissioned Rehabilitative Services (CRS) within the prison and support these services by representing the prison on any joint engagement with external partners, such as local authorities or HPTs or local homelessness board. Contribute towards Accommodation CRS becoming successfully embedded into the prison and promote their work to the prison’s Senior Leadership Team. Help to find solutions to issues that arise in relation to practical challenges in service delivery and an understanding of the role of CRS with all relevant staff groups. This role will act as an enabler and will not manage, or duplicate efforts of, the Accommodation CRS.
• When working within a Probation Region delivering the Community Accommodation Service - Tier 3(CAS3) temporary accommodation provision:
o Ensure processes are in place to make sure the Duty to Refer has been discharged appropriately and that all other accommodation options have been fully explored before a CAS3 referral is made.
o Work with the Regional Probation team and their Homelessness Prevention Taskforce to maximise use of the accommodation offer for those at risk of homelessness, so that they can access interim accommodation at the point of release.
o When working within a Probation Region which is not delivering the Community Accommodation Service Tier 3 (CAS Tier 3) work with the prison and in particular the Heads of Reducing Reoffending and the Resettlement Team to support them in ensuring that strategic and operational links are made with the relevant Regional Homelessness Prevention Team.
• Support and upskill staff across the agency (including CPPs and POMs) to ensure accommodation needs are identified and addressed appropriately, to understand relevant referrals and troubleshoot any issues which may arise.
• Promote work within the prison to help prepare prison leavers to sustain accommodation in the community, in line with the Prime Minister’s accommodation target, such as developing and delivering training solutions on tenancy readiness or prisoner’s housing rights.
• Support prisons, PGDs, and relevant partner agencies (such as HPTs) to improve the quality and use of data where it relates to prisoners and housing outcomes, including the use for research and service design and provision.
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.
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 aMoJoffice 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 withthe 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.
-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
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
-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
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 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 .
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
A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.
2999-Strategic-Housing-Specialist-JD-v1.0.pdf(Job Description Attachment)
A sift based on the lead behaviour, Changing and Improving, 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.
250
Changing and Improving
Seeing the Big Picture
Communicating and Influencing
Experience
We will assess your experience for this role via the following methods
Statement of Suitability
Evidence of Experience
Statement of Suitability
Interview stage assessments
Interview Dates
Interviews expected w/c 25th August 2025
Behaviours
Changing and Improving
Working Together
Making Effective Decisions
Seeing the Big Picture
Communicating and Influencing
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 .
Use of Artificial Intelligence (Al)
You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability 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.
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