Railway Policing and Crime Policy Manager

Job summary

Can you lead complex policy development in a fast-paced environment, balancing immediate operational challenges with long-term reform to improve safety and security across the railway network?

Do you have the leadership, stakeholder management and programme delivery skills to build strong partnerships, drive change, and deliver high-quality outcomes in a high-profile policing and crime policy role?

If so, we’d love to hear from you!

The Land Transport National Security division sits within the Public Transport Strategy and Security Directorate, which is part of the wider Public Transport and Local Group. We are responsible for the security of the domestic and international rail networks and for road transport, which entails setting security policy and regulations and monitoring compliance. We are also the operational link with the British Transport Police, working with them on counter-terrorism and broader crime and safeguarding on the railways.

An exciting opportunity has arisen for an experienced manager and leader to head up the team responsible for crime and policing policy for the UK’s railways, including leading the department’s operational relationship with the British Transport Police (BTP).

This is a high-profile, fast-moving role for someone who enjoys solving difficult problems and turning ideas into action. You will balance urgent operational issues with longer-term policy and reform, often working across organisational boundaries and with incomplete information. We are looking for someone who can quickly establish priorities, exercise sound judgement, create momentum and see work through to a practical outcome.

Joining our department comes with many benefits, including:

• Employer pension contribution of 28.97% of your salary. Read more about Civil Service Pensions here

• 25 days annual leave, increasing by 1 day each year of service (up to a maximum of 30 days annual leave), plus 8 bank holidays a privilege day for the King’s birthday

• Flexible working options where we encourage a great work-life balance.

Read more in the Benefits section below!

Find out more about what it's like working at Department for Transport Central - Department for Transport Careers

Job description

This is a high-profile, fast-moving role for someone who enjoys solving difficult problems and turning ideas into action. You will balance urgent operational issues with longer-term policy and reform, often working across organisational boundaries and with incomplete information. We are looking for someone who can quickly establish priorities, exercise sound judgement, create momentum and see work through to a practical outcome.

As the Railway Policing and Crime Policy Manager, you will provide leadership for rail crime and policing policy at a time of significant reform across both the rail and policing landscapes. The renationalisation of the railways and wider police reform agenda create important opportunities to strengthen accountability, improve coordination across the system, and shape a more coherent approach to preventing and responding to crime on the railway. They also bring challenges, including navigating a changing stakeholder environment, balancing operational pressures with longer-term reform, and ensuring that crime and policing considerations are embedded effectively in new rail structures.

This varied role provides a challenging and rewarding opportunity to influence high-profile policy, support the development of future rail and policing arrangements, and make a tangible contribution to improving safety and confidence for passengers, staff and the wider public.

Your responsibilities will include, but aren’t limited to:

• Lead policy development in rail crime to improve the safety of passengers and rail staff, including by acting as an operational contact with the BTP.
• Lead the implementation of schemes to improve the security culture in the rail transport sector.
• Develop legislative and regulatory options to strengthen the policing and governmental response to crime on the railway.
• Provide task management and leadership of your team (currently one SEO and one HEO).
• Oversee divisional input into major event and resilience
• Play a leadership role in incident response, both within and outside your immediate remit.
• Lead on the client relationship and governance processes required to successfully manage externally delivered programmes.

For further information on the role, please read the role profile. Please note that the role profile is for information purposes only - whilst all elements are relevant to the role, they may not all be assessed during the recruitment process. This job advert will detail exactly what will be assessed during the recruitment process.

Person specification

We are looking for a highly motivated, enthusiastic individual with the energy and willingness to lead their team, challenge the status quo, consider and implement changes to existing practices and to focus on delivering high quality outcomes for passengers.

You will be comfortable moving between immediate operational demands and strategic policy questions, resetting priorities when circumstances change while maintaining progress on the work that matters most. This role represents an excellent opportunity to show leadership in an area of high Government priority and to lead an expert and well-motivated team.

To be successful in this role you will need to have the following experience:

• Demonstrable track record of leading teams and developing people to achieve high performance.
• Significant experience in delivering and managing complex policy interventions or work programmes.
• Strong project and programme management skills, including the implementation of robust governance arrangements.
• Ability to think strategically, identify new opportunities, and develop innovative or alternative approaches to challenges.
• Proven capability to build and maintain strong collaborative relationships with a wide range of internal and external stakeholders.
• Experience working within the policing, safeguarding, and security environment is desirable.
• Experience in the development of legislation is advantageous.
• Candidates must either already hold, or be willing to obtain, Developed Vetting (DV) clearance prior to taking up the post.

Working hours, office attendance and travel requirements

Full time roles consist of 37 hours per week.

Whilst we welcome applications from those looking to work with us on a part time basis, there is a business requirement for the successful candidate to be able to work at least 30 hours per week.

Occasional travel to other offices will be required, which may involve overnight stays.

This role is suitable for hybrid working, which is a non-contractual arrangement where a combination of workplace and home-based working can be accommodated subject to business requirements.

The expectation at present is a minimum of 60% of your working time a month will be spent at either your designated workplace (one of the locations cited in the advert) or, when required for business reasons, in another office/work location/visiting stakeholders. Your designated workplace will be your contractual place of work. There may be occasions where you are required to attend above the minimum expectation.

If you have a question about hybrid working, part time/job share hours, flexible working, travelling for work, or require a reasonable adjustment, please contact the Vacancy Holder during the recruitment process to avoid possible disappointment later in the process should your working arrangements not be compatible with the requirements of the role (see below for contact details).

Visa Sponsorship

DfTc does not offer Visa Sponsorship for this role.

Behaviours

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

• Leadership
• Working Together
• Seeing the Big Picture
• Changing and Improving

Technical skills

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

• Policy Profession Standards and Descriptors: Strategy 1.1. - Policy Context and Purpose Level 1 - Developing
• Policy Profession Standards and Descriptors: : Democracy 2.1. - Working with Ministers Level 1 – Developing

Benefits

Being part of our brilliant Civil Service means you will have access to a wide range of fantastic benefits:

• Employer pension contribution of 28.97% of your salary. Read more about Civil Service Pensions here

• 25 days annual leave, increasing by 1 day each year of service (up to a maximum of 30 days annual leave).

• 8 Bank Holidays plus an additional Privilege Day to mark the King’s birthday.

• Access to the staff discount portal.

• Excellent career development opportunities and the potential to undertake professional qualifications relevant to your role paid for by the department, such as CIPD, Prince2, apprenticeships, etc.

• Joining a diverse and inclusive workforce with a range of staff communities to support all our colleagues.

• 24-hour Employee Assistance Programme providing free confidential help and advice for staff.

• Flexible working options where we encourage a great work-life balance.

Find out more about the benefits of working at DfT and its agencies.

Things you need to know

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, Experience and Technical skills.

The selection process for this role will be:

Stage 1: Sift of CV and personal statement

Stage 2: Policy Exercise

Stage 3: Interview

You must be successful at each stage to progress to the next stage.

Stage 1: Sift

At sift, you will be assessed against the following Success Profile elements:

Experience – you will be asked to provide a CV (unlimited wordcount) and personal statement (1000 word count). Please provide evidence of your Experience of the following:

• Demonstrable track record of leading teams and developing people to achieve high performance.
• Significant experience in delivering and managing complex policy interventions or work programmes.
• Proven capability to build and maintain strong collaborative relationships with a wide range of internal and external stakeholders.
• Ability to think strategically, identify new opportunities, and develop innovative or alternative approaches to challenges.

The sift will take place on 26th October 2026.

Stage 2: Policy Exercise

At assessment stage, you will be invited to complete a written policy exercise. The assessment will take place online via Microsoft Teams. You will be assessed against the following Success Profile elements:

1. Technical

• Policy Profession Standards and Descriptors: Strategy 1. - Policy Context and Purpose Level 1 - Developing
• Policy Profession Standards and Descriptors: : Democracy 1. - Working with Ministers Level 1 – Developing

The assessment stage will take place week commencing 09 November 2026..

Guidance will be provided if you are invited to the assessment.

Candidates successful at assessment stage will be invited to interview.

Stage 3: Interview

At interview stage, you will be assessed against the following Success Profile elements:

• Behaviours - Leadership, Working Together, Seeing the Big Picture, Changing and Improving.
  

The interviews will take place from the 23rd November 2026.

This interview will be conducted online via Microsoft Teams. Further details will be provided to you should you be selected for interview.

You can find out more about our hiring process, how to apply, and application and interview guidance on our careers site.

Please note that we will try to meet the dates set out in the advert. There may be occasions when these dates will change.

Further information on the selection process

We will also hold a 12-month reserve list for this role, which may lead to potential opportunities beyond the role you applied for.

During your application, you should indicate which location(s) you wish to be considered for and, if successful, you will be placed on an individual list of candidates for each location. Candidates will be held on that list and drawn from it in merit order. We advise you to carefully consider which locations you wish to be considered for. If you decline an offer for a location you have expressed a preference in or have expressed an interest in more than one location and accept an offer, you will be withdrawn from any lists you may be held on. We may also offer candidates a location that they have not expressed a preference for where we have the requirement to do so but this will again be done on the basis of your place in the overall merit order and, in this event, you will not be removed from the list if you decline.

Appointments for this position will be made in order of merit. If you are successful in the selection process but there are no further available posts for the advertised role, you may be contacted to discuss an offer for a lower graded role (with similar experience and responsibility requirements).

Reasonable Adjustments

As a Disability Confident Leader employer, we are committed to ensuring that the recruitment process is fair, accessible and allows all candidates to perform at their best. If a person with a visible or non-visible disability is substantially disadvantaged, we have a duty to make reasonable changes to our processes.

Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need during the recruitment process. For instance, you may need wheelchair access at an interview, or if you’re deaf, a Language Service Professional.

If you need a reasonable adjustment so that you can complete your application, you should contact Government Recruitment Service via dftrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.

Document Accessibility

This job advert contains links to the DfT Careers website. Our website provides useful guidance and information that can support you during the application process. If you are experiencing accessibility problems with any attachments on this advert or the information on our website, please contact the email address in the 'Contact point for applicants' section.

Further Information

For more information about how we hire, and for useful tips on submitting your application for this role, visit theHow We Hire page of our DfT Careers website. You can find detailed information about the recruitment process and what to expect when applying for a role.

Pre-employment Checking

If you are unsuccessful in the selection process, your application may be considered for a lower graded position if your demonstrated skills and experience meet the requirements of the alternative position. Candidates will be considered in order of merit.

If your application is successful but you have been dismissed from the Civil Service, your application could be removed at the pre-employment checking stage depending on the nature of the dismissal.

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.

All external applicants and current employees of accredited non-departmental public bodies (NDPBs) will be required to undergo a Social Media Check. A Social Media Check is a review of your publicly available online activity, typically across platforms like LinkedIn, Facebook, X (formerly Twitter), Instagram, and others. The purpose is to identify any public posts or content that could raise concerns for employers, such as:

• Hate speech or discriminatory behaviour
• Threats or acts of violence
• Illegal activity or substance misuse
• Sexually explicit material
• Extremist views or affiliations

Importantly, this check does not involve hacking into your accounts or accessing private messages. It only considers content you have chosen to make public. Employers use this kind of screening to help ensure their workplace remains safe, inclusive, and aligned with company values. It’s not about judging your personality or lifestyle - it’s about checking for potential red flags that might affect the role or company culture. If you have questions or concerns about the social media check, we would be happy to explain in more detail what’s being looked at and how your data is handled securely and fairly.

For further information on National Security Vetting please visit the Demystifying Vetting website.

Feedback

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

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.Successful candidates must meet the security requirements before they can be appointed. The level of security needed is developed vetting (opens in a new window).

See our vetting charter (opens in a new window).People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

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)

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.

Diversity and Inclusion

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

Apply and further information

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).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 : Elliot Morgan
• Email : Elliot.morgan@dft.gov.uk

Recruitment team

• Email : dftrecruitment.grs@cabinetoffice.gov.uk

Further information

If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance, you should contact Government Recruitment Services via email: dftrecruitment.grs@cabinetoffice.gov.uk
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: Visit the Civil Service Commission website Here

Attachments

Role Profile Opens in new window (pdf, 232kB)