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Governors are responsible for ensuring violence reduction measure are implemented in establishments. SPS adopts a Zero Tolerance approach to violence which is implemented and practiced locally. A local Communications Strategy on the reduction of violence is publicised widely throughout establishments. This includes poster campaigns and staff and prisoner awareness activities. A monthly Tactical Tasking & Co-ordination Group ought to incorporate the Violence Reduction Group (VRG). If not, a separate VRG meeting ought to be established. Local use of the Anti-Bullying Strategy is reviewed regularly. Data about violence is captured and analysed to allow the measurement of trends. Early indicators of conflict are identified and managed as soon as is possible. Early trends in violence are identified and problem profiles produced and acted on. Staff training is targeted to include Control & Restraint Phase 1, Breakaway Techniques, Alarm Awareness, De-escalation, Conditioning Training and any other training identified locally. Prisoner and visitor induction sessions include information on the SPS Zero Tolerance Approach to Violence, including the consequences and sanctions applicable. Induction emphasises the personal responsibility of prisoner. Optimum use is made of CCTV within the code of practice to improve identification of perpetrators and victims. Use of other technological aids, where practicable and feasible, is made.What kind of normative documents regulate the measures or how these measures were regulated (order/decision/internal procedure/recommendation guide)?
Tactical Tasking and Co-ordination Groups seek to assist managers in working out how and where to best target scarce resources to achieve maximum return through the use of intelligence assessment and profiling tools and in doing so deliver:- • A reduction of all types of violence; • Maintenance of secure custody and good order; • Prevention and detection of crime; • Sharing of intelligence with other Law Enforcement Agencies:- and • Prevention and management of incidents.How such post-incident situations have been managed so far?
With regard to TTCG’s playing an active part in an Anti-Violence Policy in establishments, Governors should consider:- Prevention • Investigation and analysis to be carried out into violent incidents that will assist in the development of approaches which assist prisoners to address their violent behaviour. • Post incident analysis should be carried out specifically formatted to report on triggers, patterns, hot spots and any other key factors. Intelligence • Increase of comprehensive incident reporting to include whether or not the victim, offender or both were under the influence of an illicit substance prior to the incident. • Continue to commission intelligence products to target victims, offenders and problematic locations. • Enhance Covert Human Intelligence Source tasking and maximise intelligence gathering. • Enhanced active information sharing with the Police to identify risks to individuals and groups on admission. Enforcement • Targeting of prisoners known to carry weapons with intelligence led searching of their person and cell areas. All searches must be compliant with SPS Searching Policy. • Effective use of the Custodial Sentences and Weapons Act.Which data do you think is relevant to this topic?
Indicators of success are:- • Reducing trend of assaults/fights. • Fewer acts of wilful damage of prison property, which can be an indicator of underlying violence. • Reduced levels of self-harm, data established analysis of Prevention of Suicide documentation. • Reduced levels of bullying. • Prisoners reporting that they feel safer. • Staff reporting that they feel safer. • Evidence of Intelligence led interventions and preventions. • Increased police involvement in successful prosecution of individuals involved in violence. • Increased levels of visitor satisfaction.
Prevention is carried out primarily through training, professional practices, simulations, action protocols and with material and technical means.What kind of normative documents regulate the measures or how these measures were regulated (order/decision/internal procedure/recommendation guide)?
We have a general Instruction for all the penitentiary centers, to which the protocols must be adapted to each center (the structure, dimension and allocation is not the same and must be adapted). We are currently working on a new tool, the Penitentiary Action Guides (we have 5 elaborate ones) that try to harmonize the most complex actions or that have a greater impact on safety.How such post-incident situations have been managed so far?
The directors of the centers must review and analyze the incidents of their centers in an ordinary way. With respect to the most important or serious incidents, the SG of Centers and Penitentiary Management conducts investigations and incident analysis where the aspects to be improved are detailed, a plan of action is agreed upon and its implementation is monitoredWhich data do you think is relevant to this topic?
Regarding the personnel indicated in point 1. Regarding inmates, it is advisable to work with indicators that allow us to identify and anticipate possible problems. At the same time, it is advisable to know the level of risk presented by the inmates at each moment of the fulfillment of their conviction and to adapt their intervention according to the needs derived from this risk. This last evaluation facilitates a correct internal classification and increases security by implementing more resources where needed.
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All staff within The Swedish Prison and Probation Service starts their employment with a basic education. It is different in length in relation to the service in question. Staff working in the prison, close custody and National Transport Unit receives the longest examining basic education (20 weeks/full-time) before they are offered a potential recruitment. In their training, they receive knowledge of evidence-based methods and approaches that reduce the risks of threats, violence and serious incidents. The student is trained in physical self protection with focus on how to release themselves if exposed to violence and self-defense in relation to the principle of proportionality. Furthermore the focus during their training is to learn how to deal with their own and other's outer and inner stress/pressure. This is followed up after completion of the basic education, and then practiced regularly at the workplace in the guidance of specially trained staff. In the basic training of personnel within the prison, close custody and National Transport Unit the principles of what is called the RBM (Risk, Need and Responsitivity) is very important. It is fundamental for the quest of preventing crime and in the prevention of violence. Principles, formulated by Don Andrews, James Bonta and Robert Hoge at Carleton University in Ottawa, Canada, is a summary of the characteristics of the most successful evidence-based efforts to prevent recidivism. In the Swedish Probation Service they use the principles of RBM more structured by using the risk assessment method RBM-B and KrimStics (Strategic Training Initiative In Community Supervision). During the basic training to prison wardens in prison, close custody and national transport unit, the students receive knowledge of the nature of violence, how it manifests itself and how to manage it in relation to the clients various problems. Even topics as ethics, morality and human rights are important components in personnel ground training. The content of all education in The Swedish Prison and Probation Service is nationally defined and standardized. Furthermore, there are special education programs for staff handling very demanding inmates or work with specific client groups.What kind of normative documents regulate the measures or how these measures were regulated (order/decision/internal procedure/recommendation guide)?
How staff should react to violent incidents is governed in The Swedish Prison and Probation Service rules, regulation and Handbook. All documents are decided nationally. It is formulated who is responsible, who makes decisions and how the staff in The Swedish Prison and Probation Service shall organize themselves and what responsibility rests on the individual employee in various types of incidents and how to handle it. At several locations in The Swedish Prison and Probation Service there are Special Forces stationed. The Special Forces are capable of intervening in the event of major disorders, such as riots or hostage taking. The Special Forces work both within the current establishment and/or strengthening an another establishment within The Swedish Prison And Probation Service. In The Swedish Prison and Probation Service there is also a number of specially trained negotiators who can be activated at specific crisis situations. All staff that works directly among the clients has been trained to handle violent situations and staff with specific responsibility has been trained to be able to carry out its mission. How to handle incidents is practiced regularly at the local workplace. In The Swedish Prison and Probation Service it is important to work properly with systematic work environment formulated by the Swedish authority of Work Environment. The systematic work environment is about investigating, implementing and follow up the activities in the workplace in such a way as to prevent ill-health and accidents at work and ensure that a satisfactory working environment is achieved. The Swedish Prison and Probation Service strive to be an attractive employer that offers a safe, secure, stimulating and responsive work-environment for all employees. Working among clients within The Swedish Prison and Probation Service can sometimes be a workplace where there is a risk of violence, threats and other potentially traumatic events. Therefore, The Swedish Prison and Probation Service have developed a quality emergency support for the psychological and social care for those kinds of events, to minimize the risks for mental ill-health.How such post-incident situations have been managed so far?
As part of the incident management The Swedish Prison and Probation Service provide Crisis-support to the employees. The theoretical starting point for the Crisis-supported within The Swedish Prison and Probation Service activities is psychological first aid. Examples of events/incidents that may warrant Crisis- support is threatening and violent situations, witnessing suicide or attempted suicide, deaths, road accidents, escape, fire, hostage situation or riots. The Swedish Prison and Probation Service also offers external staff support by a hotline number or mail. Staff support means that you can get help if you need professional guidance or support to resolve a problem or a question. The service is free and also includes the family of the employee. The Swedish Prison and Probation Service use an incident reporting system that gather all incidents that occur in all parts of the Swedish Prison and Probation Service. The system help The Swedish Prison and Probation Service to continuously improving the preventive safety work since The Swedish Prison and Probation Service can get a clear picture of the number of hostile events and throw that information give priority to the interventions in the right areas. The system also forms the basis for external reporting.Which data do you think is relevant to this topic?
An important component of The Swedish Prison and Probation Service work in reducing violent situations is that the staff is well educated and trained for their work tasks. A big part of being prepared for daily work in prison, close custody, The National Transport service, The International Transport service and The Probation Service is being clear with what The Swedish Prison and Probation Service refers to as Dynamic Safety. Dynamic safety covers in short; an adaptation of the physical security environment so that technology and equipment interact optimally to ensure a safe and secure environment. Creating healthy relationships to the clients and always having personnel available where clients are located and reside. A high level of knowledge of both the local unit instructions (routines) and the overall regulatory framework must be maintained. To make sure that the Dynamic Safety work can be conducted effectively and safely also requires that inmates is placed on the correct institution from both a security perspective as a treatment perspective – Risk, Need, Responsitivity (RBM). We would particularly want to highlight the importance of a good approach in relation to clients as a key to avoid encountering violence or having to use violence in the work among clients. When The Swedish Prison and Probation Service is talking about a good approach to clients we referred to qualitative relationships between staff and client through the effective use of authority (clear, fair, consistent information, avoid dominance by power), pro-social modelling and positive reinforcement, problem-solving training and skill training and use of social resources. And it must be mentioned the importance of a continuous strategic work environment in combination with good recruitment and professional development of the staff which is essential to reduce the risks of violence.
The Irish Prison Service has a comprehensive Conflict Management syllabus which includes interpersonal skills designed to de-escalate conflict situations. This programme also includes control and restraint training for dealing with violent offenders.What kind of normative documents regulate the measures or how these measures were regulated (order/decision/internal procedure/recommendation guide)?
Irish Prison Service Policy, Protocol documents, Control & Restraint Manual, supported by Standard Operating Procedures regulate the management, decision making and reporting of risk.How such post-incident situations have been managed so far?
The Irish Prison Service has Critical Incident Stress Management (CISM) procedures in place, which are supported by peer to peer support, and Staff Support Officers who are trained in this area.Which data do you think is relevant to this topic?
IPS Policy and Protocol documents, Health, Safety and Welfare at Work Act and other statutory obligations, designed to provide and staff with a safe working environment. The Irish Prison Service also has a well established Staff Security Protocol which comes into effect in the event of a member of staff being subjected to verified threat or attach outside of the workplace but directly related to their duties of employment.
The school for prison staff in Gotha is responsible for education and training (Anti- violence training etc.). Furthermore every prison has the possibility to offer advanced training courses on this topic.What kind of normative documents regulate the measures or how these measures were regulated (order/decision/internal procedure/recommendation guide)?
The prison system in Thuringia has an own crisis intervention team. Every person can participate in courses of the crisis intervention team voluntarily.How such post-incident situations have been managed so far?
The main prison staff is offering a talk and a low threshold service.Which data do you think is relevant to this topic?
The training program of the school for prison staff in Gotha is relevant to this topic
Daily instruction of employees and officers, regular personnel training, in addition, employees and officers of the Latvian Prison Administration central board, imprisonment places and Training centre take part in courses and workshops organized by other institutions.What kind of normative documents regulate the measures or how these measures were regulated (order/decision/internal procedure/recommendation guide)?
Internal normative acts: • Cabinet Regulation No.423, Adopted 30 May 2003 "Internal regulations of imprisonment place"; • Cabinet Regulation No.800, Adopted 27 November 2007 "Internal regulation of investigation prison"; • 28 February 2007 Order No.1/12–1.kart. "Procedures for detainee and inmate monitoring in imprisonment places"; • 10 May 2014 Internal regulations No.1/114–n.–7 "Procedures for imprisonment place security"; • 14 June 2016 Internal regulations No.1/14–n.–9 "Procedures for prisoner transfer and security in treatment facility outside imprisonment place"; • 10 May 2014 Internal regulations No.1/14–n.–8 "Procedures for preparing, issuing, registering, keeping, annulling and destroying permanent pass, single pass or single unified list for visiting imprisonment place, and provides conditions for passes".How such post-incident situations have been managed so far?
In all cases the following are carried out: - departmental examination; - internal examination; - Criminal procedure proposal.Which data do you think is relevant to this topic?
All data necessary for carrying out the examination.
On the basic level we are obligated to follow the Health and Safety at Work Act. Rights and duties of employers and workers with regard to safe and healthy work and measures for ensuring safety and health at work are framed in the Act. For every working place there is also Risk Assessment document prepared, where possible risks are specified. All prison staff, especially judicial police officers, is familiarized with legislation through basic training as well through specialised course about health and safety at work.What kind of normative documents regulate the measures or how these measures were regulated (order/decision/internal procedure/recommendation guide)?
Internal procedure for Prison System is set in Instructions about the Risk and also in book on Self-protection behaviour on working place.How such post-incident situations have been managed so far?
Every case is dealt individually, because of the wishes and needs of employees and according to possibilities to react. In some cases we move person from one working position to another but with special attention not to be victimised in any sense. In the case of suspicion of criminal offence we report the case to Police. If there is a need to receive psycho-social support or in case of court procedure also law advice support is provided to employees.Which data do you think is relevant to this topic?
In the year 2016 we noted 23 attacks and 7 attempts of attacks on prison staff. Attacks did not cause serious injuries to staff members.
Norwegian Correctional Service put a lot of emphasis on giving our staff a proper training, and all prison officers are trained at the University College of Norwegian Correctional Service in Lillestrøm. Recruits undergo a two-year education. Among the compulsive modules are safety guidelines, collaboration, dynamic security, communication and conflict resolution and psychology. The University College of Norwegian Correctional Service also offers courses and seminars open for all employees in the Correctional Service in topics such as handling of conflicts and safety and risk assessment. Both the curriculum at KRUS and the courses offered are every year subject to revision and evaluation.What kind of normative documents regulate the measures or how these measures were regulated (order/decision/internal procedure/recommendation guide)?
The Norwegian Working Environment Act regulates how both public agencies and private companies are to prevent unwanted incidents from happening. Section 1-1 a states that the purpose of the Act is to “to secure a working environment that provides a basis for a healthy and meaningful working situation, that affords full safety from harmful physical and mental influences and that has a standard of welfare at all times consistent with the level of technological and social development of society”. Section 4-3 (3 and 4) state that: “(3) Employees shall not be subjected to harassment or other improper conduct (4) Employees shall not be subjected to harassment or other improper conduct and Employees shall, as far as possible, be protected against violence, threats and undesirable strain as a result of contact with other persons.” Together with safety representatives at the different units, the employer is committed to undertake a risk assessment of possible scenarios and implement necessary measures to prevent unwanted incidents from happening, such as training, organizational measures or use of safety equipment. The Norwegian Working Environment Act also requires employers to have procedures on how to follow up staff who has been subject to violence or threats. Serious incidents will be reported to the police. If a serious threat is posed against a member of staff or his/her family, it is the responsibility of the prison/probation office where the employee works to implement the appropriate security measures. All units are required to have compiled guidelines for how such a situation should be handled (relocation, personal security alarm, blocked address) etc.How such post-incident situations have been managed so far?
In accordance with existing rules and regulations.Which data do you think is relevant to this topic?
Staff is trained by the Training Institute for Prison and Probation Services on how to handle a threatening person. This situations area also trained in prisons. If a staff member is threatened she/he writes a threat notification, which will be dealt with by the unit or by the region administration depending on the case. In serious cases a threat evaluation is done in cooperation with the police. The staff member threatened and her/his family will be provided technical and functional protection. Statistics are compiled on the cases and the measures taken.What kind of normative documents regulate the measures or how these measures were regulated (order/decision/internal procedure/recommendation guide)?
Guidelines on managing threatening situations upon Criminal Sanctions Agency staff. Law on occupational safety.How such post-incident situations have been managed so far?
Successfully.Which data do you think is relevant to this topic?
All the information (both public and confidential) regarding the threatener in official registers and otherwise known is important when a threat evaluation is drawn up.
Supported by the Justice Programme of the European Union