Victim Caseworker – Progression Model

The Early Release Victim Caseworker is a dedicated full-time role within Catch22 Victim Services, supporting victims across N&S counties through the early release scheme. The caseworker provides timely, trauma-informed, face-to-face support and acts as a named point of contact for victims.

Working closely with the Victim Contact Scheme and Probation, the caseworker provides advocacy, safety planning and risk management support, alongside guidance on early release processes and licence conditions. The role prioritises urgent needs, including recalls and emerging risks, and helps victims access coordinated support. It also promotes appropriate restorative justice opportunities through the established RJ service, respecting victims’ choices and avoiding duplication.

The proposed full-time caseworker sits within Catch22’s Victim Services division and the Safer Futures hub, as part of the PCC Surge Funding proposal. Catch22 provides operational management, supervision, safeguarding oversight and quality assurance. The role works across both counties, with co-location within Probation and close links to the Victim Contact Scheme.

Key relationships include probation practitioners, Catch22 colleagues, the established RJ team, PCC representatives and other criminal justice and community partners. The caseworker supports clear referral pathways and coordinated victim support, while respecting each partner’s responsibilities.

The planning assumption is 5–16 releases per month, not a fixed victim caseload. The number of victims per release, case complexity, vulnerability and support needs remain uncertain. Extensive travel and face-to-face visits also affect capacity. The caseworker and manager will review demand and workload, protecting availability for urgent early release support and undertaking other multi-crime casework only where capacity allows

A good standard of education, including GCSE English and maths or equivalent.

A relevant qualification in victim support, criminal justice, social care or a related field, or equivalent practical experience.

Knowledge of victim-centred, trauma-informed practice and the ability to apply it to assessment, advocacy and personalised support.

Understanding of early release, licence conditions and recalls, and the roles of Probation and the Victim Contact Scheme.

Those interested in applying for this opportunity should review the Job Description & Person Specification to find out more. If you have any questions about the role or recruitment process, please see our contact information on the Candidate Help Page.

• Salary: £29,326.00 per annum

The salary shown reflects the band for this role, with the final offer taking account of experience and relevant skills.

• Hours of work: Full time, 37.5 hours per week
• Contract: Fixed Term
• Flexibility: Blended approach of office working, home working, and occasionally supporting with visits across Norfolk and Suffolk with co-location within Probation. Office based at either Oak Lodge Business Centre, School Lane, Little Melton, NR9 3LB or Suffolk Enterprise Centre, 44 Felaw Street, Ipswich, IP2 8SJ
• Closing Date: 30th of November 2026 (Could close earlier if sufficient quality applications received)
• Interviews: TBC

To Apply: Please provide your CV and cover letter, along with the completion of the screening questions to express your interest in this role.

Screening: Successful admission to post subject to enhanced DBS check, police vetting check, and employer Right To Work in the UK check. Please note, in the interest of safer recruitment and ensuring that applicants are a right fit for the role, submitted applications must contain a CV, satisfactory responses to the screening questions, and information detailing interest in the role, to be considered for this position.

*Vetting and Clearance Requirements: NPPV 2 (Police Vetting), Enhanced DBS check.

Unless otherwise stated, interviews will be arranged as suitable candidates are identified, so early application is strongly advised.

AI generated applications are not acceptable and could lead to a disqualification of your current and future applications across Catch22 jobs. In order to ensure that applications are fair, genuine, and representative of the candidate applying, our teams may use a number of tools to identify occurrences where candidates have not given an honest response during the application process.

At Catch22 we value equality, diversity and inclusion. We are wholeheartedly committed to the principle of equality of opportunity, both as an employer and as a provider of services. Diversity and Inclusion is part of what we do every day, working to deliver our vision to build a strong society where everyone has good people around them, a purpose, and a good place to live.

Catch22 Safer Futures requests no contact from agencies or media sales

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Catch22 is committed to rigorous safeguarding and safer recruitment practices; ensuring that every individual within the organisation has been safely and appropriately checked.

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Unless otherwise stated, interviews will be arranged as suitable candidates are identified, so early application is strongly advised.

We aim to review applications as quickly as possible. However, due to the volume of interest we receive, we may not be able to contact all applicants individually. If you have not heard from us within two weeks of the closing date, please assume that your application has not been successful this time.

At Catch22 we value equality, diversity and inclusion. We are wholeheartedly committed to the principle of equality of opportunity, both as an employer and as a provider of services. Diversity and Inclusion is part of what we do every day, working to deliver our vision to build a strong society where everyone has good people around them, a purpose, and a good place to live.

Catch22 is committed to rigorous safeguarding and safer recruitment practices; ensuring that every individual within the organisation has been safely and appropriately checked.

Catch22’s Commitment to Ban the Box

Catch22 is proud to have “Banned the Box”. This means that we do not ask for candidates to disclose criminal convictions at the application stage. Instead, we invite disclosures at interview stage, and encourage them at the offer stage. Please see our statement of commitment on hiring people with convictions for more information.