About this role
All
staff have a responsibility to safeguard and promote the welfare of children.
The post holder must undertake the appropriate level of training and is
responsible for ensuring that they understand and work within the safeguarding
policies of the organisation.
Job description
Overview of the job
This is an operational job in an establishment.
Summary
The job holder will be a Prison Officer who will have undergone selection and received additional specialist training in Use of Force (UOF) and Restraint in order to fulfil the role and support the establishment with issues involving the UOF and restraint.
The job holder will have responsibility for the delivery of young people (YP) specific UOF and restraint training and subsequent staff assessments. They role will also encompass all elements monitoring UOF and restraint that informs and enables the development of future operational practice at both a local and national level.
This is an operational job with no line management; however they will have supervisory responsibilities for staff.
All staff have a responsibility to safeguard and promote the welfare of children. The post holder must undertake the appropriate level of training and is responsible for ensuring that they understand and work within the safeguarding policies of the organisation.
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
• Deliver YP specific UOF/restraint training directly to staff including, but not limited to, roll-out, refresher and as part of the Initial training process. The training will consist of all elements within the YP UOF/restraint syllabus including the physical techniques, medical advice and aspects of behaviour management.
• Review learning outcomes, assess staff competency levels and understanding based on their observation and questioning of learners during training (and on an ongoing basis where warranted as a result of investigating an incident).
• Monitor staff application and use of force in practice, identifying and addressing training needs, processes (i.e. debriefing, data collection) and governance arrangements (i.e. use of force/safeguarding committees).
• Play a role in the establishment’s restraint minimisation strategy, ensuring that it both informs and reflects YP UOF/restraint policy and practice.
• Review all use of force paperwork to ensure the appropriate details are included and that the reports are consistent with the close circuit television (CCTV) footage where available.
• Review, and potentially play a role in any investigation, use of force incidents, including incident reports and CCTV footage, working with safeguarding colleagues and external agencies (i.e. LSCB, advocates and YJB performance monitors).
• Review local serious injuries and warning signs and symptoms information, help deliver any recommendations made as a result of investigation, and inform senior managers/colleagues of the outcome of any actions taken as a consequence.
• Analyse local restraint data to help understand practice, and identify and address any issues or areas for improvement (i.e. staff training needs).
• Play a part in supporting the Governor alongside other relevant colleagues to fulfil their duties regarding: o Minimising restraint.
o Developing robust governance arrangements and effective processes to monitor use of force within the establishment. o The investigation of restraint-related
incidents/complaints and referral of child protection issues to appropriate external agencies.
• Attend use of force/safeguarding/behaviour management meetings or appropriate forums that monitor use of force
and behaviour management issues within the establishment.
• Provide an input into the behaviour management plans for individual young people.
• Play a role in conducting and monitoring the delivery and outcomes of restraint debriefs with staff and young people.
• Provide advice and guidance to staff post incident in completing use of force paperwork correctly if required.
• Provide advice and support to the Duty Governor and Orderly Officer in the event of a pre-planned intervention.
• Provide advice to the Silver Command in the event of an incident requiring the command suite opening.
• Report concerns, observations and information relevant to the UOF/ restraint syllabus to the HMPPS YP national team and Governor. These are issues that have a wider implication than at a local level and might include subjects such as:
o The safety and effectiveness of physical techniques.
o The national risk of injury matrix. o Effective practice in de-escalation methods.
o The content and delivery of training
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.
• The job holder must successfully complete specialist training in Young People specific Use of Force/restraint training.
• Performance and competency of UOF Specialists will be continually assessed by the national team.
• When transferring to a Young Persons establishment the job holder will be required to successfully undertake an assessment to demonstrate suitability to work with Young People.
Hours of Work (Unsocial Hours) Allowances
37 hour working week (standard).
HMPPS Staff on closed pay structures only:
Additional Conditioned Hours Pensionable (ACHP)
Staff moving from a closed 39 hour pay structure will be eligible for the two protected pensionable additional committed hours (ACHP). They will work a 39 hour week consisting of the standard 37 hour week and a further 2 additional hours (ACHP) paid at plain time pensionable rate.
Unsocial Hours Working:
This role requires working regular unsocial hours and a payment at the current approved organisation rate will be made in addition to your basic pay to recognise this.
Unsocial hours are those hours outside 0700 - 1900hrs Monday to Friday and include working evenings, nights, weekends and Bank/Public Holidays.
Additional Information
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 full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the HMPPS’ Flexible Working policy.
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 Transformative Business Services (0345 241 5358 (Monday to Friday 8am - 6pm) or e mail [email protected] (mailto:[email protected]) );
- To Ministry of Justice Resourcing team ( [email protected] (mailto:[email protected]) );
- To the Civil Service Commission (details available here (https://civilservicecommission.independent.gov.uk/recruitment/recruitment-complaints/) )
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 TBS Recruitment Enquiries Team.
For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos .
Diversity & Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy .
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 is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.
MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.
Civil Service Nationality Rules
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 (https://eur01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.gov.uk%2Fsettled-status-eu-citizens-families&data=05%7C01%7Cchristopher.jeffery%40soprasteria.com%7C8a2293860362402c15da08dbf4cff146%7C8b87af7d86474dc78df45f69a2011bb5%7C0%7C0%7C638372946312587803%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&sdata=s%2BxUsev%2BGeeK%2FLgTUjpjfTJu%2FjpKQZ%2BQPJXNduvik3Q%3D&reserved=0)
- 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
Reserve list
A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.
### Contact Information
MoJ:
If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected]
Please quote the job reference
HMPPS
If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail [email protected]
Please quote the job reference
Allowance
Unsocial hours allowance.
This role requires regularly working unpredictable and unsocial hours and be on call to attend their place of work at anytime. A 20% 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 include working evening, nights, weekends and Bank / Public holidays.
Successful completion of POELT and probation period.
• Must be trained in restraint techniques.
• The job holder must successfully complete specialist training in Young People specific Use of Force/restraint training.
• Performance and competency of UOF Specialists will be continually assessed by the national team.
• When transferring to a Young Persons establishment the job holder will be required to successfully undertake an assessment to demonstrate suitability to work with Young People
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here (https://www.gov.uk/government/publications/success-profiles/success-profiles-strengths).
Use of Artificial Intelligence (Al)
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 for more information on appropriate and inappropriate use.