82510 - Health, Safety and Fire Advisor

12 Months
Yorkshire and the Humber
HM Prison Humber, HU15 2JZ
Band 4
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other
Health and Safety

Overview of the job    

This is a non-operational specialist role based within establishments and line managed via the Senior Health Safety and Fire Advisor within the PSP (North/South/LT&HS) HSF&L Team.

The role supports national plans and systems for the effective management of HSF risk through the provision of first line monitoring and support for establishment(s) and by the co-ordination and operation of relevant establishment(s) administration and management systems.

There are no line management responsibilities.


The job holder will co-ordinate HSF management systems within identified establishment(s) in line with national policy, arrangements and standards.

The post is the liaison and co-ordination point for health, safety and fire management in establishment(s), providing first line advice, information, administration, training and support to the SMT, managers, staff, prisoners, contractors and visitors. The job holder will undertake the role, having access to all work areas, plant and equipment within the establishment.

The post holder will report to the Senior HS&F Advisor in the regional HSF Team. Support for other establishments in the region may be required on an ad hoc basis as required by the Senior HS&F Advisor, Principle HSF&L Advisor and/or the Head of Health, Safety, Fire and Litigation (North/South/LT&HS).

Responsibilities, Activities and Duties    

The job holder will be required to carry out the following responsibilities, activities and duties:

Health, Safety & Fire

•    The administration and management of accident, assault, near miss and fire incidents on the Sphera system.
•    Responsible for the ongoing quality assurance of information, statements and records relating to these incidents that are uploaded to Sphera, including an annual validation programme agreed by the Principle HSF&L Advisor, Head of HSF&L and national policy section(s).
•    To advise and support Managers in the completion of Sphera accident/near miss Investigations and daily occupiers fire safety checks for all buildings within establishments.
•    The administration and management of the DSE training and assessment software system; undertaking individual DSE assessments for acute cases and advising Managers when ergonomic assessments are necessary in complex cases.
•    The administration and management of alternative footwear queries following the national hierarchy.
•    The management, monitoring and review of the establishment HS&F Continuous Action Plan.
•    To provide initial support and guidance to Managers and Staff on all HS&F matters.
•    To notify the Governing Governor of any dangerous conditions requiring immediate action.
•    To complete and record a monthly compliance check for all RPE sets held within the establishment.
•    Responsible for the production, review and monitoring of Building Fire Risk Assessments (BFRAs) within the relevant establishments. Documents must be current and recorded on the approved format. Remedial action plans must be developed, kept current, raised and discussed at the appropriate levels (Governor, HSF&L Sponsor, SMTs, Service Delivery Managers etc.).
•    To complete the RSET/ASET and Pre Release Movement Times (PRMT) for all Residential Buildings within the establishment.
•    To complete the PHASE Checklists or equivalent reports in draft for the Senior HS&F Advisor to supplement and validate in accordance with the national reporting timetable.
•    To undertake Fire Incident Investigations, record findings on Sphera and provide recommendations to the Responsible Person.
•    To conduct frequent and regular safety tours of the establishment as part of a quality assurance process; where possible in conjunction with establishment Head of Functions, Managers and Union H&S representatives.
•    To complete an establishment Monthly Assurance Report for the Senior HS&F Advisor to supplement and validate prior to being submitted to the establishment SMT and Principle HSF&L Advisor.
•    To routinely conduct quality assurance inspections of all TFM related HS&F matters i.e. Asbestos; Legionella and Fire Safety.
•    To advise and support Managers in the completion of the following:
Safety Tours
DSE Training
Daily Occupiers Fire Checks
Hot and Cold debriefs for HS&F Incidents
Establishment HS&F documentation and information
Compliance with HS&F policy and procedures
•    Refer potential RIDDOR incidents to the relevant functional manager and to the PSP (North/South/LT&HS) HSF&L Team, and where agreed to submit RIDDOR incidents to the HSE.
•    To submit Planet FMs or New Work Requests and EIPs for all unsafe conditions that are identified and highlighted through the completion of BFRAs and to encourage all staff to actively report unsafe acts and conditions.
•    To routinely monitor via the People Hub the establishment sickness and attendance absence cases for RIDDOR and days lost due to accidents.
•    To routinely monitor via the People Hub the establishment planning, co- ordination and effectiveness of Immunisation Clinics.
•    To routinely monitor via the People Hub the establishment compliance with the First Aid assessment of need.
•    To routinely monitor via the People Hub the establishment compliance with Initial and Refresher RPE Training to national requirements and standards.
•    To routinely monitor the production and distribution of the Establishment Arson List.
•    To routinely monitor and support the People Hub in the organisation, delivery and maintenance of records of RPE Training to all operational personnel; and to be a member of a team of establishment RPE trainers delivering RPE training at other locations.
•    To routinely monitor the adequacy of HS&F Contingency Planning and to assist those responsible with the development and testing of HS&F contingency plans.
•    To routinely monitor for any changes in Plant, Premises and Processes within the establishment, ensuring this is raised with the Functional Manager and the Senior HS&F Advisor where necessary.
•    To routinely monitor People and Business Hub data to ensure the records maintained for HS&F are accurate.
•    To advise and support Managers in the completion and maintenance of national and local risk assessments and the risk assessment process.
•    To advise and support Managers in the completion of Managers Workplace Inspections and Safety Tours.
•    To advise and support Managers in the completion of Fire Evacuation Exercises, assist managers in the recording of the event and dissemination and sharing of lessons learnt.
•    To advise and support Managers in the completion of Personal Emergency Evacuation Plans (PEEPs) for all persons within the establishment as necessary.
•    To support the Senior HS&F Advisor who will interpret and present enforcement reports to SMT, Health, Safety, Fire and Litigation (HSF&L) Committee and draft and seek approval for suitable action plans and report on progress against these plans to SMT and HSF&L Committee via PSP (North/South/LT&HS) HSF&L Team.
•    To support establishments in maintaining a sufficient number of RPE sets on site so that the HMPPS Cell fire SSOW can be effectively implemented.
•    To provide support to the Governor and Senior HS&F Advisor in the planning and follow-up of senior management safety tours.
•    To assist with the identification of training needs and reporting identified needs via functional managers and PSP (North/South/LT&HS) HS&F team.
•    With the Senior HS&F Advisor act as the establishment point of contact for internal auditors and enforcement bodies.
•    To assist and support the planning and co-ordination of scheduled visits from enforcement bodies e.g. CPFIG/HSE audits in liaison with the Senior HS&F Advisor and PSP (North/South/LT&HS) HSF&L team.
•    The organisation of familiarisation visits with the local Fire and Rescue Service to monitor operational procedures, maintenance of water supplies and access for fire service vehicles.
•    To monitor progress of the CPFIG Action Plan highlighting significant concerns to the establishment HS&F Sponsor.
•    The preparation and management of HS&F promotional campaigns and newsletters.
•    To have regular liaison with the Senior HS&F Advisor on progress and issues within establishment.
•    To have regular liaison with the Health, Safety and Fire Sponsor on progress and issues within establishment.
•    To have frequent liaison with Establishment Heads of Function (including Security and Safer Custody) to ensure there are no conflicts of interest developing on matters relating to HSF risk.
•    To have regular liaison with the PSP (North/South/LT&HS) HSF&L team, to ensure that Directorate and national priorities and actions for HS&F are fed into relevant establishment management forums and processes and to highlight progress and concerns.
•    Frequent liaison with the Fire and Rescue Service (FRS) to facilitate the implementation of the local establishment fire contingency plans in association with the FRS operational firefighting procedures.
•    To attend the Directorate and PSP (North/South/LT&HS) Safety Practitioner’s Team meeting and establishment meetings as necessary.
•    To deliver HSF&L training for the establishment, including:
HS&F Induction for all new or transferring staff, on-site contractor staff and sub-contractors and other third parties as appropriate in line with national Health and Safety Arrangements.
Local Fire Marshall Training.
To ensure the provision of other relevant training at first line level such as stress awareness, principles of risk assessment, accident reporting etc.
•    Assist Regional Litigation Teams in the collation of relevant information and documentation including risk assessments, accident reporting/investigation, photographs etc.
•    Assist the Senior HS&F Advisor to disseminate litigation learning within the relevant establishments via discussions with Governors, HSF&L Sponsors, SMTs and through wider training and briefings.

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.

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

Essential Experience    

•    Good IT skills ensuring that related electronic systems are accurately populated.
•    Able user of MS Word and MS Excel.
•    Basic training and presentation skills.
•    Information collation and analysis.

Technical Requirements    

•    The post holder is required to hold or complete within 2 years of appointment:
a minimum of NEBOSH General Certificate or equivalent;
and the HMPPS Fire Risk Assessment qualification.
•    Appointees are also required to complete the RPE Training Qualification and will be expected to gain this qualification immediately on appointment.
•    It is expected that post-holders will achieve Associate membership of IOSH within 2 years of appointment via successful completion of the NEBOSH Certificate or equivalent and subsequently achieve Technical Membership within 2 to 5 years subject to F/T status.
•    It is expected that post holders will achieve Technician Grade of the Institute of Fire Engineers within 2 years of appointment via successful completion of the HMPPS Fire Risk Assessors course.
•    Will be expected to be formally trained in Sphera Administrator Use and formally trained in Cardinus Administrator Use immediately on appointment.


•    Able to deal effectively and assertively with staff at all levels.
•    Able to work to tight deadlines and prioritise workload in line with demand.

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.


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


-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


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


-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

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.

To be confirmed

03/01/2024, 23:55 hours.

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com. Please quote the job reference - 82510.
Please note the successful applicant will need to undertake a Disclosure and Barring Security Check for this post.

Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.

if you feel that your application has not been treated in line with the Civil Service Recruitment Principles, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance

We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.

Application form stage assessments

Changing and Improving - 500 word limit
Making Effective Decisions - 500 word limit
Communicating and Influencing - 500 word limit
Working Together - 500 word limit
Managing a Quality Service - 500 word limit

Interview stage assessments

There is 1 interview stage for this vacancy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit : https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidate's will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment.

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) https://www.gov.uk/settled-status-eu-citizens-families

· 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) https://www.gov.uk/government/publications/nationality-rules

This Vacancy is closed to applications.