Regional Corruption Pursue Manager

General Information

Salary
£37,417 \- £39,214
Working Pattern
Full Time
Vacancy Approach
External
Location
Leyland, Liverpool
Region
North West, Yorkshire and the Humber
Closing Date
19\-Oct\-2026
Business Unit
Security Group
Post Type
Permanent
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
22996

Descriptions \& requirements

Job description
HMPPS Band 5

HMPPS’s efforts to tackle corruption are integral to delivering safe and secure prisons and probation. HMPPS has worked with

MoJ to identify that a new approach is needed to ensure we remain resilient to this key operational threat.

HMPPS has developed a future strategy for tackling corruption in HMPPS based on four key objectives:

• ‘Protect’ against corruption by building an open and resilient organisation;


• ‘Prevent’ people from engaging in corruption, strengthen professional integrity;


• ‘Pursue’ and punish those who are corrupt; and


• ‘Prepare’ for corruption, reducing its impacts on our teams.

These objectives will need to be delivered at every level through prisons and probation, in particular strengthening our resilience on the front line. The Directorate of Security is taking forward improvements, including restructuring the Counter\-Corruption Unit (CCU), to provide senior operational leaders, prisons and probation teams with an improved counter\-corruption service.

The role sits in the newly restructured Counter\-Corruption Unit.

Its objectives are to support prisons and probation to manage corruption threats, in particular supporting ‘pursue’ activity on corruption cases.

The core service to be provided by the regional CCU is to support prisons and probation to effectively pursue corruption reports to clear, proportionate and timely outcomes. The level of service is to be assessed and prioritised according to policy and guidance, but may include providing prisons and probation with enhanced analytical support, expert advice on how to progress cases, logistical and coordination support. The team will also be responsible for supporting prisons and probation on the effective management of known corruptor prisoners in custody and under supervision in the community to prevent them from corrupting staff.

In line with HMPPS policy, the post holder will be responsible for supporting the relevant Regional Corruption Purse Lead to deliver a high\-quality counter\-corruption service to prisons and probation in their SOCT region. The RCPM will also be responsible for working in partnership with other regional teams in the Directorate of Security, HR services and law enforcement.

The job holder will report directly to the Regional Corruption Purse Lead, who in turn reports to the Head of the Operational Intelligence Team.

The post holder will have line management responsibility for a Corruption Pursue Officer and will be expected to have a working relationship with the regional counter\-corruption analyst.

This is a regional post, and the successful candidate will be based at their nearest public sector HMP establishment from the following list:

HMP Liverpool, 68 Hornby Road, Liverpool, L9 3DF

HMP Altcourse, Brookfield Drive, Fazakerley, Liverpool, L9 7LH

HMP Wymott, Ulness Walton, Leyland, PR26 8LW

Frequent travel to the following prison and probation establishments will be required:

HMP Liverpool, HMP Altcourse, HMP Wymott, and geographically mirroring PDU’s.

Travel will also be required to regional offices and law enforcement partners’ offices along with occasional travel outside the region (e.g. to London).

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

• Working with the national CCU team to develop a detailed and expert understanding of the corruption evidence based on the nature of the threat, (e.g. drivers of corruption, prevalence, escalation, risk/impact, effective interventions) and using this as a basis for all practice.


• Having a strong and contemporaneous understanding of the operational context in prisons and probation, including pressures, priorities, risks and opportunities to better tackle corruption.


• Having a strong understanding of the relevant legal and policy frameworks relating to corruption, security and HR, and making sure these are followed when providing services to prisons and probation, and that these are shared with and championed when working with delivery partners.


• Under the direction of the RCPL, to support prisons and probation to progress corruption cases in line with policy. This may include supporting RCPLs who lead on most complex and highest profile cases, or independently leading on lower risk cases.


• On the direction of the RCPL, the post holder may also be asked to: support prisons and probation in assessing and understanding their risks to corruption and develop mitigation strategies; work with prisons and probation to understand capability gaps and signpost wider capability opportunities, best practice and guidance, or deliver some briefing sessions as appropriate; and support light touch research to inform our evidence base on corruption, including interviewing former staff who have been convicted of corruption related offences, or other information to support assessing performance.

Develop* and effective working relationships with key stakeholders, in particular with Security Mangers, Deputy Governors, Governing Governors, Divisional Managers, HR Business Partners and HR.

• Develop and maintain a wider network of stakeholders, including in other SOCT regional teams (e.g. NIU, SOCU, JEXU), law enforcement (local forces and ROCUs), contract managers and contracted providers.


• Supporting the RCPL to understand and manage the case load of the region, including by: maintaining accurate and up to date case records in line with the CCU’s case management system; and, regularly developing reports based on case management data (e.g. number of cases open, length of case) to identify areas for review and intervention.


• Supporting the RCPL to set clear objectives and expectations for the team in line with policy documents and deliver a high quality service, including by: ensuring individual and RCPO’s objectives and activity is aligned and prioritised to the policy and operational risk/need; and contributing to a positive culture of continuous improvement and innovation to improve services.


• Line management of the RCPO.

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.

Afull driving licence is a requirement of this role.

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 satisfac

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