23 Oct

Intelligence Researcher Sensitive Unit Jobs Vacancy at Ministry Justice London

Intelligence Researcher Sensitive Unit
Ministry Justice
London ENG
23 Oct, 2018 30+ days ago

Ministry Justice London urgently required following position for Intelligence Researcher Sensitive Unit. Please read this job advertisement carefully before apply. There are some qualifications, experience and skills requirement that the employers require. Does your career history fit these requirements? Ensure you understand the role you are applying for and that it is suited to your skills and qualifications.

Follow the online directions, complete all the necessary fields, and provide all relevant information so your application is submitted correctly. When you click the 'Apply this Job' button (open in new window) you will be taken to the online application form. Here you will be asked to provide personal and contact details, respond to employment-related questions, and show how you meet the key selection criteria.

Intelligence Researcher Sensitive Unit Jobs Vacancy at Ministry Justice London Jobs Details:

Overview of the job

  • The post holder will work in the Sensitive Intelligence Unit (previously the Confidential Unit). This unit forms part of the National Intelligence Services & Assessments (NISA) team.
  • This role will play a crucial part in making the most sensitive intelligence actionable through various analytical techniques.
  • The researcher will support the Intelligence Analysts in developing the intelligence picture on a range of threats and risks impacting on their geographic or thematic area.
  • The post holder will obtain, evaluate, prepare and supply information for the Intelligence Analysts, in line with priorities for the Sensitive Intelligence Unit. They will also disseminate the intelligence product in compliance with relevant legislation, codes of practice, standards, procedures and guidelines.
  • This post holder will report to an Intelligence Analyst in the unit. The post is a flexible resource within the function and the post holder may be asked to undertake work for another Unit to respond to changes in priorities.
  • This post will be based in Victoria, London. Occasional travel to prison establishments, prison regional offices, law enforcement partners’ offices and other partner agencies may be required.


  • This is a key support role in the intelligence analytical function. The post holder will be expected to provide high quality intelligence research to the Intelligence Analysts.
  • The post holder will need to obtain and work with large volumes of information in both written and numeric form, some of which will be held in bespoke databases. They should be confident in organising information, using software where appropriate to do this. They will also require strong numerical and written skills and an eye for detail so that information is presented accurately.
  • The post holder will need to build productive relationships with a range of internal and external partners in order to obtain relevant information when it is needed and manage and respond to expectations of intelligence customers.
  • The post holder will also require strong administrative skills and the ability to manage and prioritise their own workload.
  • The post holder must act with the highest levels of personal and professional integrity and champion these qualities in others. They must be vetted to Security Check (SC) standards to begin the position and will be required to undertake Developed Vetting (DV) once in post.

Responsibilities, Activities & Duties

You will be required to provide research support for the Intelligence Analysts in the Sensitive Intelligence Unit, and expected to carry out the following responsibilities, activities and duties:

  • Obtain and evaluate information relevant to intelligence questions from a range of sources, in line with a collection plan agreed with the Intelligence Analyst. This may include, for example: interrogating various HMPPS datasets, researching ‘open source’ information, identifying relevant research (including HMPPS, wider government and academic sources), seeking expert opinion and information held by partner agencies.
  • Prepare and supply information to the Intelligence Analyst. This will require organising information, using software where appropriate. Activities may include, for example: cross-referencing data sets, producing graphs, tables and charts, writing summaries of source documents and providing extracts of databases.
  • Establish and maintain a catalogue of source information relevant to intelligence questions.
  • Creating intelligence reports from raw data/information.
  • Maintain a catalogue of intelligence products and a database of intelligence customers. Disseminate intelligence products in line with handling requirements and in compliance with relevant legislation, codes of practice, standards, procedures and guidelines.
  • Identify and pursue opportunities to enhance the intelligence picture by seeking new sources of information and maintaining good working relationships with internal and external partners who can supply information.
  • Handle all information and intelligence in line with HMPPS policies, and relevant legislation.
  • Take an active role in HMPPS intelligence analyst community, supporting own and colleagues’ professional development.
  • Various intelligence specific training courses will be provided for the successful candidate.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The role is new and developing. The Job holder is therefore 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.


For the purposes of selection, the following competencies will be measured:

Setting Direction:

  • Making Effective Decisions

Delivering Results:

  • Managing a Quality Service

Engaging People:

  • Leading and Communicating

HMPPS Specific Skills and Behaviours:

  • Acts with Integrity

In the event of a high number of applications, HMPPS reserve the right to sift on the lead competency only (Making Effective Decisions).

Essential Skills, Qualifications, Accreditation & Registration

MS Word and Excel

Strong numeracy and literacy skills

Hours of Work (Unsocial Hours) Allowances


Additional Information

Working Arrangements & Further Information

Some of MoJ’s, including HMPPS, 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 working hours for this post are 37 hours per week excluding breaks which are unpaid.

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.


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. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment


  • 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

Childcare Vouchers

  • HMPPS offers a childcare vouchers scheme. The scheme enables staff to take part of their salary in the form of Childcare Vouchers. This is known as a Salary Sacrifice. The vouchers can then be used to help meet the costs of any form of registered or approved childcare for children aged 0-16. The vouchers are exempt from tax and National Insurance contributions


  • 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 provide 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 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.

The Civil Service embraces diversity and promotes equality of opportunity.

There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria.

Interview dates
Expected November 2018

Contact information

Closing Date: 6th November 2018 at 23:55 hours

If you require any assistance please call 0845 241 5358 (Monday to Friday 8am-6pm) or email moj-recruitment-vetting-enquiries@sscl.gse.gov.uk Please quote job reference

For further information please email simon.thomson@noms.gsi.gov.uk

Level of security checks required
Security Clearance (SC)


You will be required to provide statements describing your skills and experience relevant to each of the stated competencies below. We recommend that you structure your example as Situation, Task, Action and Result.

For further details on civil service competency framework see https://www.gov.uk/government/publications/civil-service-competency-framework

In the event of a large number of applications, a sift on the lead competency may take place. If this happens, the lead competency will be the first one listed in the advert.
During the application or interview process, you may be asked to undertake an additional assessment. If this is applicable this will be listed in the advert or when you are invited to interview.

if you feel that your application has not been treated in line with the Civil Service Recruitment Principles, please contact SSCL (Moj-recruitment-vetting-enquiries@sscl.gse.gov.uk) in the first instance
Competence 1
Making Effective Decisions

Competence 2
Managing a Quality Service

Competence 3
Leading and Communicating

Competence 4
Acts with Integrity


Effectiveness in this area means consistently acting in a principled, open and conscientiousness manner, and challenging unacceptable behaviour. Those who work in establishments must achieve a balance between excessive distance and familiarity with prisoners whilst dealing with prisoners in a way that is firm and fair. At a senior level it is about promoting a culture in which personal integrity thrives at all levels of the organisation.

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