Senior Probation Officer Returner Scheme - East

This is a rolling campaign; applicants cannot reapply within a six-month period.

This scheme is open to former, qualified senior probation officers who have left the Civil Service within the last five years.

If you are a former qualified senior probation officer who has left the Civil Service less than 5 years ago, and have completed your probationary period and training, we would like you to consider returning to the Probation Service and joining your former colleagues, to keep the public safe and rehabilitate people on probation.

Should you meet the eligibility criteria, and your application is accepted by the Probation Service, we can offer you a fast-track return to the service with no requirement to undertake a lengthy application form, interview and repeat any entry level training or assessment process.

When considering applications, we take into account a range of relevant factors such as business need, location availability and any previous employment history.

We will contact you to discuss your potential work base location, subject to passing pre-employment checks.

Please note:

Former civil servants do not have the right to return. It is at the discretion of the Probation Service whether to reinstate former civil servants. This Returners Scheme utilises Exception 5 of the Recruitment Principles, which provides a mechanism for former civil servants to return, without necessarily going through fair and open competition again.

Further information can be found here:
Home
- Civil Service Commission ()

NB:
The Probation Alumni Network is for Probation and Senior Probation Officer roles.

Former civil servants who were previously appointed on merit on the basis of fair and open competition may be re‑appointed (to a permanent or fixed‑term appointment) within a maximum of five years of leaving the Civil Service.

Civil Servants can return to a role that is the same grade as when they left, or lower.

Civil servants cannot return on promotion under Exception 5.

Civil Servants can return within 5 years of leaving their last post.

Through resignation or retirement in the last 5 years and who, before leaving, had successfully completed their probationary period.

During the application process, you'll need to choose a probation region. If your application meets the eligibility criteria, we'll subsequently get in touch with you to talk about your designated work base.

Please only indicate preferences where you are prepared to work. We will therefore endeavour to offer you a vacancy within a 60-minute commute of your home location.

Full or part-time either permanent or temporary contract –temporary contracts are available for three, six or nine months.

Flexible contractual terms.

We are offering temporary contracts on a three, six- or nine-month basis with the opportunity to extend the contract up to a maximum of two years, should you wish to do so and if there is a continuing requirement for your services.

As a temporary member of staff, you will receive the full range of Civil Service benefits other than permanent tenure. You will be automatically enrolled for pension although you may opt out. You will be entitled to 25 days' leave per annum, pro rata.

You will be subject to pre-employment checks, including an Occupational Health Review, and security vetting which all successful candidates are required to pass. The level of security checks required is Enhanced Level 2, including DBS Enhanced.

Once in your role, you will require access to the multi-agency ViSOR database, and you will therefore be required to undertake Non-Police Personnel Vetting (NPPV) Level 2.

This is routine and will apply to anyone who has been absent from the service for more than 28 days.

At the point of return, an individualised training needs analysis will be completed to identify training that has been completed and to schedule any relevant training that is required.

£44,100 + London allowance of £4,250 for London, Staines, and Watford base location where applicable.

Higher starting salaries (in line with current policy) can be considered on a case‑by‑case basis.