62488- HMP Berwyn - PEI - Level Transfer
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Career Transition Service.
Recruiting managers identifying vacancies must first check with their local HRBP or work force planning committee and/or discuss with the Career Transition Service (CTS), members of staff who have been declared surplus and may be suitable for the post. You must consider these individuals before advertising and should appoint a surplus member of staff is s/he meets the requirements of the post, or could be developed to meet them within a reasonable period.
Please note: All vacancies will have a default Merit List for a maximum period of 12 months.
Where more than one applicant meets the minimum criteria for the role, you should place the unsuccessful candidates on a merit list. If the successful candidate withdraws or fails security checks you can call up these candidates. If there are further vacancies for the same role in the following 12 months, you can take candidates from the Merit List without running a further recruitment campaign. If candidates had the same overall score the panel needs to agree an order of recall. You can share this Merit list with other managers recruiting for vacancies with the same scoring criteria.
Whenever a NPS London salary band is selected on the vacancy form the following wording must be inputted alongside the salary range in the salary field on Oleeo (plus a London Weighting Allowance of £4,126)
We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.
Overview of the job
This is an operational job in an establishment
Summary
The job holder will be a Prison Officer who will have additional specialist Physical Education Instructor training to carry out this job.
They will supervise and support prisoners in a secure custodial setting, ensuring all services are provided to a high standard and that security and control are maintained at all times.
They will also be deployed as a Supervising Officer where required
This is an operational job with no line management; however they will have supervisory responsibilities for staff.
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
- Initiate, develop and deliver physical education programmes and activities for prisoners. Customise programmes for individual prisoners as appropriate
- Deliver gym inductions including health and safety and equipment usage.
- Deliver pre-planned accredited education activities and manual handling training to prisoners, adhering to Office for Standards in Education (OFSTED) guidelines
- Interview and allocate prisoners onto courses. Carry out initial risk and health assessment of prisoners and liaise with healthcare to ensure that they receive a medical check-up where required and assist with the rehabilitation of sports injuries
- Regularly review Individual Learning Plans (ILPS) set and monitor targets to challenge prisoners
- Have regular contact with awarding bodies regarding courses and certification
- Identify opportunities for and manage prisoners participation in external activities, events and award schemes
- Act as internal verifier for internal courses
- Provide fitness training for staff and contribute to ‘Well Being’ Days
- Conduct regular equipment checks and maintain logs.
- Order new equipment when required and ensure all repairs are completed on existing equipment
Undertake other tasks including:
- Supervise, manage and control prisoners decently, lawfully, safely and securely whilst carrying out all activities
- Exercise the powers of a Constable
- Conduct searches on prisoners, staff and visitors as required
- Undertake external escorts
- Undertakes ‘first on scene’ incident response
- Maintain and update systems in line with local agreements
- Prepare relevant documentation for managers for verification / quality checking purposes
- Attend and contribute to relevant meetings as required
- Complete and update Personal Emergency Evacuation Plan
- Establish, develop and maintain professional relationships with prisoners and staff
- Understand and comply with national/local policies and legislation
When required act as a Supervising Officer as per the following job descriptions:
- SO : Safe, Decent and Secure / YP
- SO : Operations / YP
- SO : Special Unit
- SO : Category A Escorts
- SO : Nights / YP
- SO : Regime
- SO : PEI
The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The Job holder is 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.
An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.
Behaviours
- Delivering at Pace
- Leadership
- Communicating and Influencing
- Working Together
- Managing a Quality Service
Essential Experience
Must be competent in custodial procedures, including dynamic risk assessments.
Technical requirements
- Successful completion of POELT and probation period
- Must have Custodial Care National Vocational Qualification (NVQ) 3
- Must be trained in restraint techniques
- Must complete Physical Education Instruction qualification, and must also pass a fitness test
Working Arrangements & Further Information
The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.
For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.
Some of MoJ’s 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.
Benefits
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
Pension
-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
For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers
Training
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 provides a variety of training appropriate to individual posts
-All staff receive security and diversity training and an individual induction programme into their new roles
Eligibility
-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 the 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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order
- To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);
- To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
- To the Civil Service Commission (details available here)
The Civil Service embraces diversity and promotes equal opportunities. As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.
You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.
We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.
This role requires working regular unsocial hours as part of the normal shift commitment and a 17% payment will be paid in addition to your basic pay to recognise this. Unsocial hours are those hours outside 0700 ‐ 1900hrs Monday to Friday and including working evening, nights, weekends and Bank/Public holidays.
Please ensure your selection below matches the Success Profiles elements in your job description.
You can only sift and/or interview on criteria that you have selected in the vacancy template.
You must assess all of the Success Profiles criteria you have selected and must not introduce additional criteria into the assessment process.
Behaviours are the actions and activities that people do which result in effective performance within a job role. These can be assessed at sift and interview.
- If Behaviours are selected for assessment at sift, the areas below will appear on the candidate's application form to collect a written response, with both the questions and candidate responses pulling through to sift evaluation forms.
- If Behaviours are selected for assessment at Interview, the Behaviours selected will appear on interview evaluation forms.
- If both stages are selected, both of the above will appear.
More guidance on using Behaviours can be found here.
Experience
Experience is the knowledge or mastery of an activity or subject gained through involvement in or exposure to it. Experience is most often required for recruitment to senior roles or roles in the professions. Experience looks less at the length of Experience that a person may have, but more at the quality of the Experience. More information regarding Experience can be found here.
You can assess Experience at sift, interview or both during the recruitment process.
The items you select below will adjust the candidate's application form, asking them to provide evidence of the required Experience for the role.
Should you choose to assess the candidate's Experience at sift or interview, this will adjust sift and interview feedback forms to reflect the areas of experience entered below.
By selecting Application the text you enter will be presented to candidates in their application form, and they will be required to provide a written response. Both question and response will be available to view on the Sift form.
If assessing at Interview, the text entered below will be presented on the Interview Evaluation forms.
Experience - Other
Strengths
Interview Panel Diversity – Important Note for Vacancy Managers
Creating an ethnically and gender diverse interview panel for your vacancy.
One of the key objectives in MoJ’s inclusive recruitment guidance is to build a diverse workforce that represents the society we serve. One way we are seeking to address this is through diverse interview panels to ensure a fairer and more diverse selection process.
When creating an interview panel please ensure, as a mandatory requirement, that your panel is gender diverse and, where possible, an ethnic minority or a disability representative is included.
Please ensure that ALL panel members have completed relevant training courses and possess a strong familiarity with published guidance materials.
Note for HMPPS Vacancy Managers only: HMPPS Vacancy Managers can request a diverse panel member through Business Support Services via the Diverse Panels Application. Further details and information are contained within the guidance document, this can be found within the HMPPS “Vacancies and Hiring People” section of the intranet. The Diverse Panels request form can be found within the guidance document.
If you have any queries regarding this, please contact the Inclusive recruitment team - Inclusiverecruitment@justice.gov.uk, who will be able to help you or direct you further.
Please confirm your panel has met the mandatory requirements of a diverse interview panel and you have read the relevant supporting documents.
Pre-Employment/Security Check Requirements
Enhanced Baseline Standard (EBS)
All candidates offered a role in HMPPS will undergo Enhanced Baseline Standard checks before they take up their post. These include verification of identity; nationality and immigration status; employment history verification (3 years) and criminal record checks.
Some roles in HMPPS require higher level checks. Wrongly classifying roles at advert stage will lead to delays in on-boarding. For advice please contact your Vetting Contact Point (VCP)
Your vacancy will be reviewed by SSCL prior to advertising. This review will take up to 48 hours (excl weekends).
For assistance, please call the SSCL Contact Centre on 0345 241 5359 or email MOJ-Recruitment-Vetting-Enquiries@gov.sscl.com.
It is not possible to amend an advert once it is live.
This Vacancy is closed to applications.