Fixed Term Recall Co-ordinator (Ref: 20163)

This position is based at HMYOI Low Newton, Durham, DH1 5YA

Job Summary

Please refer to Job Description

The Fixed Term Recall Coordinator will operate across multiple functional areas of the business. The job holder provides support to the senior team within their functional business area to assist in the successful service delivery, including making recommendations regarding operational and administrative requirements.

Building on the existing foundations of the FTR unit at HMP Low Newton, the role will coordinate and support policy-to-practice implementation, governance, performance tracking, and capability building, ensuring a consistent, evidence-led approach to managing short-term recall cohorts.

The initiative directly supports the new Sentencing Act 2026 mobilisation, specifically through improved recall management, stabilisation, and through-the-gate outcomes, while creating a replicable model for regional/national rollout.

The jobholder will act as an interface between the senior leadership team and teams across the function and internal and external stakeholders on a range of issues.

This is a non-operational post although the job holder is required to develop an understanding of His Majesties Prison & Probation Service policies and procedures at a regional and national level as well as an understanding of wider Civil Service policies and procedures as relevant.

The jobholder will report directly to the Head or Custodial Manager of the functional area and will not have line management responsibilities within their designated functional area.

The Fixed Term Recall Coordinator will operate across multiple functional areas of the business. The job holder provides support to the senior team within their functional business area to assist in the successful service delivery, including making recommendations regarding operational and administrative requirements.

Building on the existing foundations of the FTR unit at HMP Low Newton, the role will coordinate and support policy-to-practice implementation, governance, performance tracking, and capability building, ensuring a consistent, evidence-led approach to managing short-term recall cohorts.

The initiative directly supports the new Sentencing Act 2026 mobilisation, specifically through improved recall management, stabilisation, and through-the-gate outcomes, while creating a replicable model for regional/national rollout.

The jobholder will act as an interface between the senior leadership team and teams across the function and internal and external stakeholders on a range of issues.

This is a non-operational post although the job holder is required to develop an understanding of His Majesties Prison & Probation Service policies and procedures at a regional and national level as well as an understanding of wider Civil Service policies and procedures as relevant.

The jobholder will report directly to the Head or Custodial Manager of the functional area and will not have line management responsibilities within their designated functional area.

Person specification

Please Refer To Job Description

Behaviours

We'll assess you against these behaviours during the selection process:

• Managing a Quality Service
• Changing and Improving
• Communicating and Influencing
• Working Together

Alongside your salary of £34,440, HM Prison & Probation Service contributes £9,977 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).

• Access to learning and development
• A working environment that supports a range of flexible working options to enhance your work life balance
• A working culture which encourages inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%
• Annual Leave
• Public Holidays
• Season Ticket Advance

For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.

Link: the MOJ

Artificial intelligence

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. Where 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 (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Strengths.

the MOJ

Feedback will only be provided if you attend an interview or assessment.

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Strengths.

Security

Successful candidates must undergo a criminal record check.

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Successful candidates must undergo a criminal record check.

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

Open to UK nationals only.

Working for the Civil Service

The Civil Service Code (opens in a new window) 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 (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

The Civil Service Code (opens in a new window) 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 (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job Contact

• Name : SSCL Recruitment Enquiries Team
• Email : ***email_hidden***
• Telephone : View phone number on uk.workus.org

Recruitment team

• Email : ***email_hidden***

Further information

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. If you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL (View email address on uk.workus.org) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: