teaching within prison jobs

Salary

£55,457 - £61,003

Working Pattern

Full Time

Vacancy Approach

External

Location

Haverhill, Newmarket

Region

East of England

Closing Date

18-Dec-2025

Business Unit

Highpoint

Post Type

Permanent

Civil Service Grade

SEO

Number of jobs available

1

Reserve List

12 Months

Job ID

12227

Job description

Overview of the job

This is a functional management job within an establishment.

Responsible for delivering high-quality education, skills and work provision, in line with prisoner need and aligned with regional, national and Ofsted standards and frameworks, to support prisoners into employment upon release.

This is either an operational or non-operational job with line management responsibilities. If operational, please see technical requirements. This role is non-rotational.

Summary

The job holder will be responsible for setting and leading the strategic direction for all of education, skills and work within the prison. This will involve developing a cont approach to all areas of Education, Skills and Work, ensuring that sequencing of activities is purposeful and directed towards maximising prisoners’ opportunities to access employment, education and training on release.

The job holder must ensure that all Education, Skills and Work activities are structured around the 5 pillars of the Ofsted Education Inspection Framework, supporting other function heads within the prison to maximise this approach in areas of prisoner residence and social interaction.

They will work with education providers, prison industries and local private enterprise to make the most appropriate use of workshops and all other prisoner places of work, providing prisoners with the learning and skills required to compete for and achieve employment within the local labour market.

As a member of the Senior Management Team (SMT), the job holder will contribute and implement their Function’s objectives as defined in the establishment’s Business Plan.

Responsibilities, Activities and Duties

The job holder will be required to carry out the following responsibilities, activities and duties:

• Responsible for setting and leading the strategic direction for all of education, skills and work within the establishment.
Responsible for creating effective approaches to learning and teaching in line with HMPPS’ education vision and values, as well as regional and national directives and developing a co
• nt, evidence-based, strategy for all education, skills and work so that the learning, skills and qualifications gained in prison work to maximise opportunities for employment on release.
• Responsible for delivery of the following related functions/pathways in a prison in line with national frameworks and guidance, and in a way which meets user needs. This will include, but not be limited to, Education,
• Work in strategic partnership with the Head of Reducing Reoffending and other Head of Functions across each of their respective responsibilities to maximise education, skills and work opportunities, to reduce reoffending and support with effective prisoner resettlement.
• Work with the Governing Governor to maximise Release on Temporary License (ROTL): and develop strategy to support higher volumes of prison leavers into employment on release.
• Responsible for managing the quality of education, skills and work (ESW) provision using Ofsted’s Education Inspection Framework criteria, including providing guidance and expertise to the prison’s senior leadership team to ensure the requirements of Ofsted’s inspection framework are prioritised.
• Responsible for leading on inspections, including preparation, and driving forward the delivery of actions arising from them. This includes Standard Audit, His Majesty Inspectorate of Prisons (HMIP), OFSTED/Estyn, Action Plans and Managing Quality of Prison Life (MQPL) surveys.
• Responsible for ensuring that a culture of employment is maintained within the prison, and responsible for prisoner outcomes in relation to employment post release.
• Responsibility for guiding the Prison Employment Lead (PEL) to embed this culture, utilising the Employment Hub (EH) and maximising the prison’s relationships with New Futures Network, Probation Service, Community Rehabilitation Service providers and other education/employment stakeholders and networks who support prison leavers.
• Responsible for ensuring the delivery of Prison Industries, Retail, Catering and PE Services (IRCPE), New Futures Network and local private enterprise work within prison workshops.
• Responsible for the line management and development of staff within the function, including creating a culture of high expectations and taking appropriate action when performance is unsatisfactory.

Neurodiversity, Employment on Release, Work in Prison/Industries, Farming & Gardens. Dependant on operational accreditation, will undertake some or all other operational management tasks including, but not exclusively:

• Acting as the Governor's representative by chairing adjudications and taking charge of day-to-day establishment operations as Duty Governor.
• Promoting the Prison Service policy in all activities and behaviours e.g., promote decency, safety, diversity and inclusion and reducing re-offending agendas.

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 (w specified in Wales) Welsh.

Behaviours

• Leadership
• Working Together
• Changing and Improving
• Making Effective Decisions

Experience

• Experience of operating at a middle or senior level in a Primary, Secondary, or Post-16/Adult education setting; including community and voluntary sectors.
• Detailed knowledge of OFSTED/Estyn’s EIF (Education Inspection Framework) and further education and skills criteria.
• Experience of working collaboratively with a range of stakeholders including senior leaders, external organisations, staff and students.
• Significant experience of developing and delivering effective and engaging curricula for a wide range of learners.
• Experience of using data to set clear education outcomes and monitor progress towards these.
• Experience of implementing change within an educational context.
• Knowledge and understanding of how Ofsted/Estyn’s Education Inspection Framework apply to a prison setting.
• Knowledge and understanding of OFSTED/Estyn’s further education and skills criteria for prisoners with Additional Learning Needs and how these apply in the prison context.
• Experience of implementing strategies to support learners secure meaningful ‘next steps’ (e.g., further training, employment).

Please note role holders may be required to complete further training once they take up post.

Technical requirements

• PGCE, Cert Ed or Level 5 in Education and Training.

If Operational

Must be successfully accredited by passing the Head of Function Assessment Centre (HFAC), or prior to 2016 be accredited as an Operational Manager (or in post as a G5 prior to 1999).

W HFAC accreditation was gained from 2018, the Incident Management Silver Command (IMSC) assessment must also be passed to be eligible for operational Head of Function roles.

• Successful completion of the workbook.
• 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

• Demonstrable evidence of innovation and impact in an educational context.
• Strong written and excellent verbal and non-verbal communication skills.

Hours of Work (Unsocial Hours) Allowances

37 hour working week.

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements w 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, w 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. T 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 wver 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

• T 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
• )

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 wver 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

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 12227

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 12227

• 3093 HOFC Education, Skills & Work JD v1.0 (3).pdf (Job Description Attachment)
  
  

Select new file

Behaviours Application Form Question Word Limit

250

Leadership

Working Together

Changing and Improving

Making Effective Decisions

We will assess your experience for this role via the following methods

CV or Work History, Experience Questions, Statement of Suitability

Experience Questions Application Form Question Word Limit

250

Evidence of Experience

CV or Work History, Experience Questions, Statement of Suitability

Technical Questions Application Form Question Word Limit

250

Specific qualification requirements

PGCE, Cert Ed or Level 5 in Education and Training.

Interview Dates

Expected January 2026

Leadership

Working Together

Changing and Improving

Making Effective Decisions

Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed .

DBS Standard

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. W 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.