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Welcome to the EuroPris Knowledge Management System. The table below shows questions and responses from European National Agencies. Select a question for more information or use the filters on the left to narrow down questions based on Agency or Category.
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Introduction: Prison system in Lithuania is not as attractive as other law enforcement agencies in terms of employment conditions, therefore Lithuania faces difficulties filling in the vacancies in the prison system. Seeking to improve the situation and find the best solutions we would kindly ask you to share your experience and practice in this field.
Der Justizvollzug in Niedersachsen präsentiert sich potentiellen Bewerberinnen und Bewerbern mit interessanten beruflichen Rahmenbedingungen und einer attraktiven individuellen Arbeitsplatzgestaltung. Eine bedarfsgerechte Ausbildung und Einarbeitung, vielseitige und wechselnde Einsatzmöglichkeiten, ein hohes Maß an Eigenverantwortung, die Rotation auf verschiedenen Arbeitsplätzen, regelmäßige Weiterbildungschancen, Gesundheitsförderung, differenzierte Personalentwicklungskonzepte und eine laufbahnspezifische Führungskräfteentwicklung führen zu einer gegenwärtig insgesamt noch zufriedenstellenden Bewerberlage und positiven Außendarstellung.
If yes, what are your solutions to this problem?Um mehr potentielle Bewerberinnen und Bewerber anzusprechen, präsentiert sich der niedersächsische Justizvollzug auf öffentlichen Veranstaltungen und betreibt in den Anstalten Öffentlichkeitsarbeit. Durch die öffentliche Präsenz sollen neue potentielle Bewerberinnen und Bewerber auf die Berufe im Justizvollzug aufmerksam gemacht werden. Der niedersächsische Justizvollzug nimmt zum Beispiel jedes Jahr an der Veranstaltung „Tag der Niedersachsen“ teil und gestaltet einen Ausstellungsstand. Des Weiteren finden vereinzelnd kulturelle Veranstaltungen und Ausstellungen in den Justizvollzugseinrichtungen statt. Konzerte oder Kunstaustellungen, zu denen externe Besucher eingeladen sind, werden durch die Justizvollzugsbedientete organisiert, auch um ein positives Image des Berufs zu vermitteln. Auch nutzt der niedersächsische Justizvollzug unterschiedliche Plattformen, um vakante Stellen auszuschreiben. Stellenangebote werden nicht nur in der Tagespresse sowie einschlägigen Fachzeitschriften, sondern auch über Homepages der Justizvollzugseinrichtungen, auf Ausbildungsmessen, im Karriereportal Niedersachsen sowie des Bildungsinstitutes des nds. Justizvollzuges kommuniziert. Dabei sollen zukünftig auch moderne Medien, wie soziale Netzwerke, genutzt und durch z.B. Imagefilme den jungen Menschen die Attraktivität der Arbeit im Justizvollzug vermittelt werden. Zudem werden zur Rekrutierung von geeigneten Fachkräfte (Psychologen/ -innen sowie Sozialarbeiter/ -innen) Studierende bereits an den Universitäten gezielt angesprochen und auf das Arbeitsfeld Justizvollzug aufmerksam gemacht. Für Psychologen werden am eigens hierfür eingerichteten Studienschwerpunkt „Rechtspsychologie“ Stipendien vergeben.
In what ways do you promote the attractiveness of the profession?Im niedersächsischen Justizvollzug gibt es verschiedene attraktive Berufe, welche unterschiedliche Karrieremöglichkeiten bieten. Die Motivationsgrundlage einer Bewerberin / eines Bewerbers ist somit individuell für den einzelnen Berufszweig zu betrachten. Neben den unter Punkt 1 benannten attraktiven Arbeitsbedingungen ist für alle Berufszweige im Justizvollzug die Beschäftigung im Landesdienst mit der Möglichkeit einer Verbeamtung auf Lebenszeit eine attraktive Rahmenbedingung und hebt sich dadurch zu alternativen Beschäftigungsangeboten ab. Ferner können bestimmte hauptberufliche Tätigkeiten in einem bestimmten zeitlichen Umfang auf die Probezeit angerechnet werden, sodass sich diese verkürzen kann. Eine vorangegangene hauptberufliche Tätigkeit wirkt sich auch positiv in der Besoldung aus. Für die Nachwuchsgewinnung im Bereich Justizvollzugsfachwirtinnen und -fachwirte sowie Bereich Diplom- Vollzugs- und Verwaltungswirtinnen (FH) bzw. -fachwirte stellen der Vorbereitungsdienst im Beamtenverhältnis auf Widerruf und die Zahlung von Anwärterbezügen während der Ausbildung / des Studiums einen weiteren Anreiz dar.
How do you encourage young people to choose a career as a prison officer?Der niedersächsische Vollzug präsentiert sich durch seine Öffentlichkeitsarbeit als offen und kommunikativ. Es werden unterschiedliche Quellen genutzt, um auf die Berufe im Justizvollzug aufmerksam zu machen. Durch die Aufklärung über die Berufe und eine Darstellung der einzelnen Aufgaben in den unterschiedlichen Tätigkeiten sind die Berufe transparent, wodurch der Interessent genau sehen kann, was sie / ihn im Justizvollzug an Aufgaben erwartet. Durch die offene Kommunikation und Darstellung kann die Barriere für die Entscheidung einen Beruf im Justizvollzug auszuüben überwunden werden. Inhaltlich wurde die Ausbildung im Justizvollzug modernisiert und der Aufgabenkreis der Justizvollzugsfachwirtinnen und -fachwirte seit längerem auch um den behandlerischen Aspekt erweitert. Die Bediensteten leiten Behandlungsgruppen und führen aktiv Gespräche, die die Resozialisierung der Gefangenen fördern.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?Im niedersächsischen Justizvollzug gelten die folgenden gesetzlichen Bestimmungen: Niedersächsisches Beamtengesetz (NBG) Niedersächsisches Besoldungsgesetz (NBesG) Niedersächsische Laufbahnverordnung (NLVO)
How do you motivate the employees?Für die und Mitarbeiter und Mitarbeiterinnen im Justizvollzug gibt es individuelle Weiterbildungsangebote, welche auf die Bedürfnisse der einzelnen Tätigkeiten ausgerichtet sind. Die Fortbildung der Bediensteten hat einen sehr hohen Stellenwert im niedersächsischen Justizvollzug und wird in den einzelnen Justizvollzugsanstalten gefördert. Zudem sollen Trainee-Programme, Supervisionsangebote, spezielle Kriseninterventionsteams und gezielte Personalentwicklungsmaßnahmen zu einer erfolgreichen Bindung des Personals an den Justizvollzug beitragen.
No. The number of professionals per internal person has increased in recent years
If yes, what are your solutions to this problem? In what ways do you promote the attractiveness of the profession?Promoting a model of public quality prison function, made up of qualified persons, with a vocation of service, which shares the principles and values of the prison services, with a framework of adequate remuneration and labor conditions.
How do you encourage young people to choose a career as a prison officer?We do not carry out any kind of informative action to publicize the public penitentiary function and promote it.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?Law 30/1984, of August 2, of urgent measures for the reform of the public function. - Royal Legislative Decree 5/2015, of October 30, approving the consolidated text of the Basic Statute of Public Employees Act. - Legislative Decree 1/1997 of 31 October, which approves the recasting in a single text of the precepts of certain legal texts in force in Catalonia in matters of public function. - Decree 28/1986, of 30 January, of the Staff Selection Regulation of the Administration of the Generalitat of Catalonia.
How do you motivate the employees?- With the establishment of a framework of adequate working and remuneration conditions. - With the design of a professional career plan that promotes vertical and horizontal professional promotion. - With the Training Plan of updating and deepening for professionals of criminal execution.
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There are a continued shortage of officers and employees in the Latvian prison system, e.g. in 2016 the average vacancies amounted to 7.5% of the total number of staff.
If yes, what are your solutions to this problem?By carrying out the Order No.676 signed by the Cabinet of Ministers on 27th December 2013 "Regarding the Concept about the new salary system for the Ministry of the Interior establishments and the Latvian Prison Administration officers with special service ranks", starting 1st January 2016 – partly, and starting 1st January 2017 – fully, the new system of remuneration took effect. In the result of which the officer remuneration was raised, thus increasing the number of persons interested in this profession. The Latvian Prison Administration (hereinafter – LPA) regularly collaborates with the State Employment Agency of Latvia, registers the vacant positions and places information on the Agency homepage. In addition, LPA posts the vacant medical personnel positions on the Latvian Physicians Association homepage and regularly renews the information about vacant positions on the LPA homepage.
In what ways do you promote the attractiveness of the profession?With the intermediation of media and social networks, a positive LPA image is being constructed. Activity of LPA is promoted and prestige is built by regularly offering interviews with the LPA management and long–time employees, as well as by informing the society about new projects regarding improving prisoner resocialisation work and developing the infrastructure of imprisonment places.
How do you encourage young people to choose a career as a prison officer?Every year in Latvia are organised "Shadow days" for secondary school students, where the teens have the chance to gain insight about the work in imprisonment places. Also, during the "Lawyer day" aspiring lawyers get the opportunity to find out more about the work of imprisonment places as a criminal sentence – deprivation of liberty – execution institution, and to gain insight regarding the essence and meaning of resocialisation.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?Employment and service of officers is governed by: • the Law On the Career Course of Service of Officials with Special Service Ranks Working in Institutions of the System of the Ministry of the Interior and the Prisons Administration; • Cabinet Regulation No. 288, Adopted 28 May 2013 "The physical requirements of the officials with special service ranks in Institutions of the System of the Ministry of the Interior and the Prison Administration"; • Cabinet Regulation No.970, Adopted 21 November 2006 "Regulations on the required health status and psychological characteristics and the procedure of determining the health status and psychological characteristics for the officials with special service ranks in Institutions of the System of the Ministry of the Interior and the Prison Administration and the candidates for positions of officials with special service ranks "; • Cabinet Regulation No. 733, Adopted 7 July 2009 " Regulations Regarding the Amount of the Knowledge of the Official Language and the Procedures for Examination of the Knowledge of the Official Language for the Performance of Professional Duties and Duties of Office, Receipt of the Permanent Residence Permit and Obtaining of the Status of a Long-term Resident of the European Union and the State Fee for Examination of the Fluency in the Official Language".
How do you motivate the employees?Awards to be Granted to Officials are noted in Section 24 Part 1 of the Law On the Career Course of Service of Officials with Special Service Ranks Working in Institutions of the System of the Ministry of the Interior and the Prisons Administration: "(1) An official may be granted the following awards for exemplary fulfillment of the duties of service or good work results: 1) gratitude; 2) gratuity or another valuable prize; 3) supplementary leave of up to 10 calendar days; 4) a certificate of honour, a certificate of gratitude or a lapel badge (insignia) of the Ministry of the Interior or the Institution; 5) the successive special service rank – prior to the term; 6) a personal firearm or non-firearm weapon." Other types of officer and employee motivation are noted in the Law On Remuneration of Officials and Employees of State and Local Government Authorities. According with Section 3 Part 4 of the previously mentioned Law, a State or local government authority may, within the framework of the financial resources granted to it, provide remuneration for officials (employees) in the following cases: 1) shortening of the duration of a working day for one hour before holidays, 2) one paid holiday on the first day at school because of commencement of school–time of a child in Grade 1–4; 3) not more than three paid holidays because of entering into marriage; 4) one paid holiday on the day of graduation, because an official (employee) or their child is graduating from an educational institution; 5) gratuity which amount within the calendar year is not above the monthly remuneration of the official (employee), granted due to an important accomplishment (event) for the person or government institution, taking into consideration official's (employee's) contribution to the accomplishment of the goals of the institution; 6) benefit, max 50% of the amount of monthly remuneration, once every calendar year for each dependent disabled child under 18 years of age; 7) benefit, max 50% of the amount of monthly remuneration, once every calendar year when leaving for the annual paid vacation, taking into consideration the length of employment in the State or Municipal institution, work fulfilment results and other criteria set by the State or municipal institution. The vacation benefit cannot be transferred to the next calendar year and when ending employment (service, work relationship) it is not compensated in the case when the annual vacation is not used. Section 16 of the Law On Remuneration of Officials and Employees of State and Local Government Authorities states the cases in which a bonus can be granted and the maximum amount of the bonus. " Section 16. Bonuses (1) Officials (employees), except the officials referred to in Section 5, 6 and 13 of this Law may be awarded in cases and in accordance with the procedures referred to in Paragraph two and three of this Section. Not more than 15 per cent of the amount of resources granted for remuneration may be used during a calendar year for disbursement of bonuses. (2) A bonus may be disbursed for the officials (employees), except officials with special service ranks of the Ministry of the Interior system institutions and the Prisons Administration once a year in accordance with the annual assessment of activity and its results the amount of which may not exceed 120 per cent of the monthly salary. The amount of bonus for the State direct administration institutions and procedures for disbursement shall be determined by the Cabinet, but for other State or local government authorities - by the officials (authorities) determined in the regulatory enactments regulating the activity of these authorities. (3) Not more than twice a year in accordance with the procedures and criteria determined by the State or local government authority an official (employee) may be awarded for work quality and work contribution in fulfilment of tasks planned for the relevant period by the relevant authority or unexpected and extraordinary tasks, as well as for courageous and self-denying behaviour in performing the duties of office (work, service). The amount of the each time bonus may not exceed 120 per cent of the monthly salary. (4) An official with a special service rank of the Ministry of the Interior system institutions, official of the institution of pre-trial investigation to whom this Law applies, as well as an official of a local government police may be awarded in accordance with the procedures and criteria specified in the State authority in addition to that which is specified in Paragraph three of this Section for prevention or disclosure of such crime, which has caused or may cause substantial damage. The amount of the each time bonus may not exceed 120 per cent of the monthly salary."
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The Prison System of the Republic of Croatia has a shortage of employees in certain Departments (mostly health employees and prison officer) in some Penitentiary Institutions.
If yes, what are your solutions to this problem?a)Announcement of an Internal Call to State Administration Officers of the Prison Administration System of the Ministry of Justice for Expression of Interests for Transfer and Schedule of vacant posts. b)Publication of a Public Invitation to Civil Servants outside of the Prison Administration for Expression of Interests for Transfer and Schedule to the available positions. c)Publishing an Intern's job vacancy ad. d)Put the Health Departments of the Penitentiary Institutions in the competence of the Ministry of Health (Equalization of the conditions of the Health Employees in the Penitentiary Institutions with those in Public Health). e)Promoting jobs in the Penitentiary Institutions for the purpose of filing in for a sufficient number of candidates, among whom an adequate selection could be made: psychological testing and profiling of candidates. For the position of the Prison Officer mentioned above, it is necessary to introduce following criteria: adequate physical ability and adeguate educational level-completed a minimum of four years of secundary school. f)Publication of a Public Tender in accordance with the Civil Service Admission Plan and Clause 2 for 1 (for 2 left, 1 new employee can be employed). g)Publication of a Public Tender for Additional Admission to the Civil Service.
In what ways do you promote the attractiveness of the profession?Unless informing the public about the activities carried out through the official website of the Ministry of Justice, we have no elaborate methods of promoting different professions within the Prison System.
How do you encourage young people to choose a career as a prison officer?There is no incentive activity strategy.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?General: Law on Civil Servants Specifically for the Prison System: Law on Execution of Prison Sentences and Ordinance on Training of Employees in Penitentiaries and Prisons of the Prison Administration of the Ministry of Justice, Administration and Local Government.
How do you motivate the employees?a) The assessment b) Remuneration for the overtime work c) Advancing The acquisition data from the Psychosocial Support Service for Employees have provided the following results on the most powerful motivators for work and job satisfaction (Prison Officers, mostly secundary school): Pattern- 182 workshop participants , open questions 1.Quality management (manager competent, professional, good organizer, talking to his subordinate, respects their opinion, understanding, righteous and honest, clear rules)=84,50% 2.Interpersonal relationships (honesty, trust, mutual support, companionship, teamwork, humor)=41% 3.Praise / reward (price a job well done and recognized for the effort, enable progress for merit, justness and consistence in awarding -praise, day off when you need, holidays, etc.)=34,10% 4.Benefits (personal income, overtime compensation)=14,80% 5.Advancement in service (opportunity for advancement / promotion on merit and objective criteria)=13,10%
The Schedule of Positions is not completely covered, causing some staff shortage in some prisons
If yes, what are your solutions to this problem?The solution is for more public employees entering the system by the Public Employment Offer.
In what ways do you promote the attractiveness of the profession?This profession is a highly demanded one, with a large number of candidates applying for the positions and participating in the selective processes.
How do you encourage young people to choose a career as a prison officer?It is a profession very well known in certain areas, with a high demand, so it is not necessary to encourage young people to choose this career.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?Since our employees are public employees, their entire recruitment and selection process is legislated by the provisions of the EBEP (Law 7/2007) and RD 364/95 of 10 March.
How do you motivate the employees?The first motivation is, logically, to have a permanent and lifelong job. The motivation for applying/obtaining other positions is the economic remuneration. Finally, the professional promotion that each one can achieve by means of the professional career and/or professional promotion, through measures of family-personal life conciliation, social action, service commissions for health or security reasons.
No. More than 1200 people applied for the 175 vacancies at the University College of Norwegian Correctional Service KRUS in 2017. The University College is the only institution in Norway which educates prison officers
If yes, what are your solutions to this problem? In what ways do you promote the attractiveness of the profession?The University College every year participate at educational fairs, in order to make the education known and to recruit the best possible applicants. They have also produced a leaflet and other information material on prison education.
How do you encourage young people to choose a career as a prison officer?See question 3
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?Regulation on recruitment of prison officers under training Available from: https://lovdata.no/dokument/SF/forskrift/2011-09-30-979/KAPITTEL_3#KAPITTEL_3 (only in Norwegian) Some requirements: • Completed upper secondary education • Applicants who are 25 years or older and do not meet the educational requirements may be assessed on the basis of their qualifications in Norwegian, English, and social science subjects. • Demonstrate the maturity and personal qualities it takes to work in the correctional service. • 20 years or older • Pass a fitness test • Adequate health • Spotless police record • Driving licence category B
How do you motivate the employees?Norwegian society in general and the Correctional Service put a lot of emphasis on involving the employees. This is done through various bipartite and tripartite committees involving all levels of the Correctional Service. All activities within the Correctional Service are to be in accordance with our values: Openness, Respect, Professionalism and Commitment. This will, in our opinion, create a good working environment. Our Operation Strategy 2014-2018 (can be downloaded in English from http://www.kriminalomsorgen.no/index.php?cat=265199) outlines the principles which we are to follow in order to ensure a robust working environment with implementation capacity: Collaboration The strategy will be put into practice by people who will embody our values and ensure that we fulfil our social mission. The essence of good collaboration is successfully helping each other perform well. At the same time we must make demands on, and have expectations of, each other so that each of us can take active responsibility for achieving our goals. Good collaboration is closely linked to culture, management, organisation and control. Goals ■ As an employee I take responsibility for achieving our goals and helping myself and others perform well ■ As an employee I live up to our values Measures ■ We will draw up a HR strategy ■ We will draw up and incorporate criteria for good collaboration ■ We will have an active intranet as an information base ■ We will revitalise our ethical guidelines in line with our values ■ We will develop good forums for interaction ■ We will develop new tools for performance assessment interviews
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For the education as Prison Officer which lasts three years we find it difficult to attract qualified applicants.
If yes, what are your solutions to this problem?The Danish Prison and Probation Service has followed through with various ad campaigns. These campaigns consist of newspaper advertising and online advertising on desktop and mobile devices. In order to reach out to as many as possible, we also use the social media. Furthermore we arrange “Open House” in various institutions and we also participate in job fairs.
In what ways do you promote the attractiveness of the profession?We collaborate with other governmental and private workplaces if they go through periods of many redundancies fx the Royal Mail.
How do you encourage young people to choose a career as a prison officer?We participate in those education fairs where students from High Schools attend. Thus we will get an early chance of reaching out and increase their knowledge about an education at the Danish Prison and Probation Service.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?The Civil Servants Act.
How do you motivate the employees?Our primary motivation for employees is to be an organization with a strong value base, as part of all praktice. In addition, employees are motivated by the present leaders who recognize and follow up on the task solution.
The SPS is an attractive employer with high numbers of applicants attracted to Prison Officer jobs across Scotland. With high levels of interest in Prison Officer careers it is believed that the approach by SPS attracts highly skilled staff at the required levels.
If yes, what are your solutions to this problem?n/a
In what ways do you promote the attractiveness of the profession?SPS use a variety of advertising approaches to increase the diversity of their applicant pool. Approaches include engagement with Higher and Further Education, working closely with armed forces careers partners and local/national media advertising.
How do you encourage young people to choose a career as a prison officer?There is an age restriction for those joining SPS as a Prison Officer of 18. The average age of Prison Officer new recruits is 28 years old. To attract a diverse age range of applicants SPS incorporates different approaches to attraction as outlined above. To attract young people SPS recognises that alternative / more modern approaches to reach out to young people is required and focuses heavily on social media. Adverts also contain images of younger people.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?Civil Service Management Code and Civil Service Recruitment Principles
How do you motivate the employees?There are many differing views on how organisations motivate their staff. SPS offer good terms and conditions of employment including employee savings plans and flexible working. SPS also invest heavily in learning and development.
Yes, we do. We have met difficulties filling in the vacancies of prison guards in some regions (Tallinn Prison and Viru Prison).
If yes, what are your solutions to this problem?We have used regional coefficient in salary politics. In regions, where we have met difficulties filling in the vacancies of prison guards, the salary is 30% higher. A 30% coefficient was established to the pay of the prison officers of Viru Prison in order to motivate existing prison officers to move to Ida-Viru County as well. The overall rise in the pay of prison officers and the regional coefficient has increased interest in working in Viru Prison. Some guards rotate from other prisons to these regions to earn more. Prisons hire guards without special education and then refer them to College of Justice to pass the preparatory service. Their salary will be retained for the period of studies (9 months). We pay a bonus to the officials who recommend successfully candidates to recruit.
In what ways do you promote the attractiveness of the profession?Working in the Prison Services is a part of widespread national defense. We are looking for candidates, who are motivated to do it. We are looking for these people in organizations dealing with the idea of national defense - Defense League, Defense Forces, Police et cetera. To make the recruitment process for candidates less stressful, prisons organize recruitment interviews in a group (2-3 candidates). They can pass together the trial day, physical test and if it’s possible, they can work in the same unit in prison. When the new guard or senior guard starts to work, he or she will be supervised during 1 month by tutor, who usually is the colleague from the same unit with special training.
How do you encourage young people to choose a career as a prison officer?We have preliminary prison officer training for secondary school students in every prison. Students from Tartu, Tallinn and Jõhvi (Viru) region can join and take part of our courses. They get to know prison officers work and learn officers’ everyday life. They also study self-defense and learn how to use prison officers’ weapons. After finishing preliminary training students are more aware of work conditions in modern prisons and what the job requires from them. Many preliminary training students have joined Estonian prison service after finishing secondary school and have went to study as prison officers or correctional officers. To share the information about Prison Service and different possibilities of working in prison we cooperate with gymnasiums. We organize seminars for teachers and school management, we organize prison visiting tours.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?A person who wishes to commence service or work in a prison or commence studies in the area of specialization of a prison officer shall submit a form concerning personal data to the Department of Prisons of the Ministry of Justice or a prison. The form concerning personal data requests data which allow assessing the person's suitability for the position. Persons who have been convicted of intentionally committed criminal offences, regardless of deletion of data concerning punishment, have served imprisonment sentences, regardless of deletion of data concerning punishment or who is a suspect or an accused in a criminal proceeding shall not be employed in prison service. A prison officer shall comply with the education, work experience and physical condition requirements established for performance of the duties of a prison officer and the requirements established for the person's knowledge, skills and personal characteristics. A citizen of the Republic of Estonia who has at least secondary education, full active legal capacity and who is proficient in Estonian to the extent established by law or on the basis of an Act may be appointed to a position of a prison officer. The required Estonian language proficiency level is C1, proficiency of Russian language is preferred. Upon appointment of a prison officer to office, the obligation of completing the preparatory service for prison officers corresponding to the official rank may be imposed on the officer. Preparatory service for prison officers consists of practical and theoretical professional training.
How do you motivate the employees?Prisons make payment to Prison Officer’s Voluntary Pension Fund (monthly 15% of salary) According to the Imprisonment Act incentives may be awarded to prison officers or other persons for outstanding performance of employment duties or civil duty or for long-time excellent service. The following incentives may be awarded to persons: expression of thanks; grant of additional paid holiday in the annual amount of up to 10 calendar days; grant of a monetary award; a valuable gift; award of a certificate of honour; award of a prison officer's cross of merit; award of a prison officer's service medal. Traditions, like the contest and award of the best guard and the best young guard. Sports facilities in prisons, free on charge (Mixed Martial Arts, Yoga, Pilates, CrossFit, et cetera) Prison officials are allowed to exercise in Prison gym for 1,5 hours per week
Suomessa ei pääosin ole pulaa vankiloiden henkilökunnasta. Ajoittain on vaikea rekrytoida erityishenkilöstöä, esim. psykologi.
If yes, what are your solutions to this problem?Teemme yhteistyötä oppilaitosten ja opiskelijoiden kanssa. Yritämme rakentaa positiivista työnantajakuvaa, että vankila olisi hyvä työpaikka.
In what ways do you promote the attractiveness of the profession?Osallistumme erilaisiin tapahtumiin, tiedotamme ja teemme yhteistyötä oppilaitosten, opiskelijoiden ja muiden viranomaisten kanssa. Käytämme sosiaalista mediaa tiedottamiseen ja kerromme millaista työtä vankilassa tehdään.
How do you encourage young people to choose a career as a prison officer?Kerromme vankilatyön sisällöistä, valtiosta työnantajana ja turvallisuustyön merkityksestä yhteiskunnassa. Sosiaalisen median käyttöä pidetään tärkeänä. Yritämme kertoa nuorille, että vankilatyö on merkityksellistä työtä ja se on turvallinen työpaikka.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?Valtion virkamieslaki ja laki Rikosseuraamuslaitoksesta.
How do you motivate the employees?Kuvaamme hyvän työsuorituksen ja palkitsemme onnistumisesta. Teemme urapolkuja, jotka antavat mahdollisuuden edetä vaativampiin tehtäviin onnistumisten kautta.
Suomessa ei pääosin ole pulaa vankilatyöntekijöistä. Ajoittain on vaikea palkata joitakin asiantuntijoita, esim. psykologi.
If yes, what are your solutions to this problem?Teemme yhteistyötä oppilaitosten ja opiskelijoiden kanssa. Avoimista työpaikoista ilmoitetaan laajasti ja monipuolisesti.
In what ways do you promote the attractiveness of the profession?Teemme yhteistyötä oppilaitosten ja opiskelijoiden kanssa. Tiedotamme vankilatyön sisällöistä ja työpaikan hyvistä puolista. Sosiaalista mediaa käytetään tiedottamiseen aktiivisesti.
How do you encourage young people to choose a career as a prison officer?Nuorille tarjotaan tietoa vankilatyöstä monien kanavien kautta, mm. sosiaalinen media ja messut. Myös yhteistyö oppilaitosten kanssa on tärkeää. Valtiotyönantajan hyviä puolia kerrotaan ja virkamiehen uran mahdollisuuksia kuvataan nuoria kiinnostavissa tilanteissa ja välineissä.
Can you list the legislation which regulates the recruitment of new employees in the prison system of your country?Valtion virkamieslaki ja laki Rikosseuraamuslaitoksesta.
How do you motivate the employees?Määritämme hyvän työsuorituksen ja palkitsemme niistä. Korostamme onnistumisen kokemusten merkitystä, koska rahallinen palkitseminen ei aina ole mahdollista. Oman työn merkityksestä koko yhteiskunnan hyvinvoinnille ja turvallisuudelle käydään keskusteluja. Näin henkilökunta ymmärtää oman työn merkityksen koko yhteiskunnalle.
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