Regional Employment Broker, New Futures Network

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

£55,457 - £61,003

Working Pattern

Full Time, Flexible Working

Vacancy Approach

Cross Government

Location

National - Wales Only

Region

National - Wales Only

Closing Date

22-Dec-2025

Business Unit

Director of NOMS Wales

Post Type

Permanent

Civil Service Grade

SEO

Number of jobs available

1

Reserve List

12 Months

Job ID

12503

Descriptions & requirements

Job description

Overview of the job

The role of New Futures Network (NFN) Regional Employment Broker is to create employment opportunities for prisoners in custody, through release on temporary licence (ROTL) and on release from custody. This will be achieved by building strong relationships between Prison Governors and Commercial employers within their designated regions.

The Employment Brokers will be directly managed by the Prison Group Director (PGD) but will be centrally supported by the NFN Hub to ensure that the national approach remains commensurate with Ministerial direction. The Hub will provide up to date labour market intelligence that will drive targeted commercial engagement in Industry sectors w skills gaps and vacancies are the most acute. Skills gaps will be identified on both a National and Regional basis.

The Regional Broker will be responsible for working with Employers, Governors and Regional Executive Teams to inform and shape training and education curriculums within establishments to match employer requirements and maximise prisoner employment pathways.

The NFN Central Hub will target 5 key sectors which will be reviewed annually. A senior Sector Ambassador from a commercial background will be appointed within each sector and will advocate NFN delivery, provide expertise within their field and unlock potential contacts and engagement on a National and Regional level.

In line with the above model, Regional Employment Brokers will also assume expertise in one of the designated 5 Sectors linking in with the Hub Sector

Ambassador. This will ensure that across the national network of Regional Brokers, expertise is in place to guide and take forward initiatives with key employers on a national basis.

To offer informed judgement to Commercial Stakeholders on prisoner employment placements through ROTL or release, the Regional Employment Brokers will be required to understand the Security category of prisons within their Region, the activities, education and training delivered t.

Employment Brokers should also understand the activity capacity within the prisons in their designated regions and remain alive to potential commercial opportunities that could sit within such sites. Should such opportunities be identified the Business Development arm of NFN should be notified to take forward and develop new initiatives.

Having developed and strengthened relationships between establishments and key employers the Regional Broker will hand on day to day running of engagements to the most appropriate point of contact within the establishment. They will however continue to assess and measure employment outcomes and report this data into the Hub.

W outcomes or engagements with external stakeholders are being adversely affected the Regional Employment Broker will flag this with Establishments, address and resolve. W resolution cannot be achieved they will escalate to PGD and NFN Hub for resolution.

The Regional Broker will need to develop a good underpinning knowledge of Probation Service delivery and key contacts within. This will ensure that flexible working arrangements that meet the needs of the employer and employee can be set post release. W employment outcomes are adversely affected post release, this should flagged by the Employment Broker and signposted to the relevant point of contact within the Probation Service for resolution. The Employment Broker must remain positioned and maintain the positive relationships with key employers.

The roles will be regionally based with the expectation that post holders will travel as and when required.

The post holder will have line management responsibility for staff at a local level.

This is a non-operational post.

Summary

The New Futures Network (NFN) is a national network, created to increase the number of prisoners in employment on release and working in prisons in England and Wales.

New Futures Network will operate a 'Hub and Spoke' Model.

The Regional Employment Brokers will act as the 'Spokes', they will be supported and directed by the HQ NFN 'Hub' and improve employment opportunities by:

• Targeting employment sector bodies and large and small employers within their designated regions to promote the benefits of employing ex-prisoners on release.
• Building partnerships between employers and prisons, linking the work prisoners do in custody with jobs on release.
• Identifying and feeding back messages from employers about the training and development that prisoners will need.

The Employment Brokers will develop employment pathways for prisoners by strengthening relationships between employers and Governors. Once such initiatives are developed they will be cascaded to key establishment personnel to deliver and maintain. W employment outcomes are adversely affected it is the Employment Broker's responsibility to identify and address issues or escalate to the NFN Hub and PGD for resolution.

Responsibilities, Activities & Duties

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

• Develop and maintain strong relationships with Governors of Establishments, national and local employers and Probation counterparts within Region.
• Develop relationships and explore prisoner employment opportunities working with Chambers of Commerce, Business in the Community, Local Enterprise Panels, Police and Crime Commissioners and Regional Criminal Justice Boards.
• Develop and maintain strong relationships with Resettlement providers, Department of Work & Pensions Job Centre Plus staff, Prison Work Coaches and Across the Gate services.
• Liaise with the NFN Hub to maintain an up to date Market Intelligence picture, remain positioned on the key skills gaps within industry nationally and regionally driving employment engagement aligned to these areas.
• Support Governors within the region/areas of responsibility to ensure that delivery in the workshops supports the needs of potential employers including the delivery of transferable to meet employer needs.
• Introduction of the Prisoner Apprenticeship Pathway to potential employers.
• Take responsibility for providing expertise in one of the five key Industry Sectors set by the NFN Hub. Liaise with the Sectors Ambassadors in this field to unlock potential within Region.
• Form part of a network of Regional Brokers able to engage, identify and support employment opportunities nationally for prisoners released to other parts of the country.
• Be familiar with regional prisons security category activities and capacity within Region. Remain alive to new commercial opportunities within establishments linked to key industry sectors and signpost to the NFN Business Development Team.
• Work with Privately Contracted Prison within your Region and engage with Long Term High Security and Female Estate 'Employment Brokers or counterparts' to maximise employment opportunities.
  Form part of your Regional Prison Group SMT and contribute to development of the Regional Business Plan/Delivery Plan. Attend SMT meetings and communicate NFN delivery w- required.
• Attend/Chair relevant meetings or Governance Boards within Region.
• Ensure data is effectively captured and communicated to the NFN Hub, particularly around employment outcomes.
• Have a detailed understanding of the Accommodation and Banking support services available centrally and be able to signpost to support prisoner employment opportunities.
• Line manage staff as requested and endorsed by regional PGD/NFN Hub.
• Be familiar with contract management principles and NFN Codes of Practice.
• Remain alive to financial and training opportunities that will improve employability on release. Be familiar with the Dynamic Purchasing System (DPS) and its ability to deliver bespoke training to meet employer need.

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.

Behaviours

• Leadership
• Communicating and Influencing
• Working Together
• Managing a Quality Service

Experience

• Experience of working with senior officials.
• Experience of working across stakeholder groups and Other Government Departments and excellent influencing skills, showing the ability to deal effectively with conflict and deliver objectives.
• Has experience of setting goals and achieving targets.
• Has commercial experience and has an understanding of contact management.
• Has knowledge or experience of working with project management methodology.
• Experience of implementing change.

Ability

• Ability to engage at Senior Management level cross government policy and strategy on behalf of New Futures Network NFN.
• Ability to communicate NFN strategic direction and priorities to providers and partners.
• Ability to translate high level policy into clear thinking to support Regions to implement deliverable strategies.
• Resilience under pressure, ability to articulate and defend strategic decisions on behalf of NFN.
• Strong written and excellent verbal and non-verbal communication skills.
• Strong team building and working skills.

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.

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 Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-);
• To Ministry of Justice Resourcing team (resourcing-management-);
  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:

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)
• 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)

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 Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-

Please quote the job reference

HMPPS

If you require any assistance please call Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-

Please quote the job reference

For further information on the role please contact Sian Hibbs via email on

Job Description Attachment

• 2598-Regional-Employment-Broker,-New-Futures-Network-JD- (Job Description Attachment)

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Application form stage assessments

Behaviours

Behaviours Application Form Question Word Limit

250

Leadership

Communicating and Influencing

Working Together

Managing a Quality Service

Experience

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

CV or Work History

Evidence of Experience

CV or Work History

Interview stage assessments

Interview Dates

Expected week commencing 19th January

Behaviours

Leadership

Communicating and Influencing

Working Together

Managing a Quality Service

Strengths

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

Other Assessments

Which assessment methods will be used?

Presentation

Level of security checks required

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.

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