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Able to communicate (both orally and in writing) in the Maltese and English languages; a) in possession of three (3) ‘O’ level Passes (not below Grade 5 or C) or a comparable qualification at MQF level 3 in any three (3) subjects or an appropriate, recognized comparable qualification. Preference will be given to candidates in possession of passes in Maltese & English; OR b) in possession of a School Leaving Certificate at MQF level 1, having successfully completed Form V and have at least two (2) years work experience preferably in Carpentry, Blacksmith, Electrical & Plumbing, Mechanical & Masons. Preference will be given to applicants in possession of Passes at SEC Grade 7 or above and/or necessary licenses; OR c) have served in a disciplined force (that is, a Naval, Military or Air Force, Police Force, Prison Service, Civil Protection or Detention Service) for not less than 24 (twenty four) months and be in possession of a Certificate for Meritorious Service from the Head of the respective Disciplinary Force.What kind of medical, psychological and physical requirements are required in order to become staff member?
The minimum standards of the Physical Efficiency Test will comprise the following three components: 1 Mile Run Age Males Females 18 - 31 10 mins 12 mins 32 + 10.5 mins 12.5 mins Push-Ups (Repetitions) Age Males Females 18 - 31 15 10 32 + 13 8 Sit-Ups (Repetitions) Age Males Females 18 - 31 25 20 32 + 20 15 Candidates must at least attain the minimum standard in each component of the Physical Efficiency Test to be considered as having gained a pass in the Physical Efficiency Test.What are the requirements for staff members in active employment?
N/AWhat kind of methods do you use to assess these requirements (question 1, 2 and 3)?
A Selection Board appointed by the Director General Correctional Services.What is the method for revising the working capacity of staff members with an impaired health condition?
A diploma of higher secondary education is required. However, someone who does not hold a diploma of higher secondary education can apply for a position if he or she holds a so-called boarding pass for penitentiary surveillance assistant ‘level C’.What kind of medical, psychological and physical requirements are required in order to become staff member?
Before a person is employed, he or she must undergo a prior health assessment by Empreva. On the basis of this medical examination, Empreva decides whether the person concerned is medically fit for the job. Medical confidentiality applies to the reasons for this decision. There are no physical conditions (e.g. height). There are no sports tests.What are the requirements for staff members in active employment?
The staff members have to undergo an annual occupational health examination. An annual TB test (tuberculin skin test or X-ray) is also obligatory. Staff members are vaccinated against hepatitis and tetanus. If a staff member has been absent for more than four weeks due to illness or due to a workplace accident, an occupational health examination will be carried out within eight days of resumption of work. An occupational health examination will also be carried out when a staff member takes up a new position involving other risks. A staff member who has been ill for a long time can ask for a consultation with the occupational physician before resuming work. A staff member who is pregnant may not continue to occupy an unauthorized post. The advice of occupational physician is binding for pregnant staff members. There are no physical conditions or physical/sports tests for the staff members in active employment either. The compulsory basic training of all new penitentiary security assistants includes the module ‘conflict and aggression management’. This module consists of seventeen hours of physical training (self-defence and handcuffing techniques). The techniques are repeated twice a year during a four-hour session. The staff members do not have to undergo an additional medical examination prior to this physical training. Staff members can follow a specific training to become intervention team member on a voluntary basis. This is a ten-day training with nine days of physical training. The practical part of the training includes self-defence techniques, handcuffing techniques and cell removals as a team with intervention equipment. If the staff members succeed in the training, they will become members of the intervention team of their institution. Only from then on can they use the intervention equipment. Because this is a safety function, the staff members have to undergo an additional medical examination by the occupational physician before they start the training. In order to keep their skills up to standard, they have to attend a three-day refreshment session every year.What kind of methods do you use to assess these requirements (question 1, 2 and 3)?
Medical examinations carried out by Empreva.What is the method for revising the working capacity of staff members with an impaired health condition?
Medical examination by the occupational physician, who gives advice to the employer. If possible, adaptation of the workplace. Persons who are declared unfit to continue performing security functions can participate in an exam with a view to transitioning to an administrative position. If the person concerned passes the exam, he or she can be employed in an administrative position.
Completed upper secondary education 20 years or older Demonstrate the maturity and personal qualities it takes to work with offenders Spotless police record Driving licenceWhat kind of medical, psychological and physical requirements are required in order to become staff member?
Pass a fitness test Adequate health Get approved through an interview held by The Board of AdmissionsWhat are the requirements for staff members in active employment?
They are under the national law for employes of the goverment.What kind of methods do you use to assess these requirements (question 1, 2 and 3)?
After the deadline around 500 applicants are invited for a recruitment assessment day The assessment day involves the following: A written assignment Fitness test Interview The Board of Admissions makes the final selection of candidatesWhat is the method for revising the working capacity of staff members with an impaired health condition?
There is a collaboration between the employee and the employer, and in some cases together with the doctor and the occupational health service.
Not less than secondary education for prison staff members. Educational requirements for higher ranking officers and civil servants depend on the position they are applying to.What kind of medical, psychological and physical requirements are required in order to become staff member?
Before becoming uniformed staff members pre-recruiters have their health status examined at the Central Medical Examination Commission (CMEC), where they also have to pass a psychological test, and they pass physical fitness tests. Medical fitness requirements are described in the Compendium of Health Requirements approved by the Health Minister. There are 3 levels of physical fitness: pre-recruiters have to meet the 2 level requirements, officers on the reserve list – 3 level requirements, uniformed staff – depending on their functions. Scores decline by different levels and different age groups of uniformed staff. Fitness tests for uniformed staff: 1. Shuttle running 10x10 or running 100 m (both men and women); 2. Push-ups 1,5 min or pull-ups (men); 3. Push-ups 1,5 min (women); 4. Running 1000 m or 3000 m (men); 5. Running 1000 m or 2000 m (women)What are the requirements for staff members in active employment?
Uniformed staff is subject to thorough medical examination once per two years. Physical fitness tests are to be passed annually.What kind of methods do you use to assess these requirements (question 1, 2 and 3)?
See answers aboveWhat is the method for revising the working capacity of staff members with an impaired health condition?
A uniformed staff member is sent to CMEC for examination: 1. when he/she is no longer able to carry out his/her duties due to trauma, illness or other health disorder and this is justified by a Healthcare Medical Advisory Commission’s conclusion; 2. in case the professional risk increases; 3. in case of health disorder, when this disorder is directly related to his/her professional duties.
Educational requirements and qualifications can vary depending on the post or role within the Service e.g. prison officer, management or support function. For a prison officer the recruitment process consists of four assessments (psychometric testing, application assessment, competency based interview and fitness test), and is designed to assess the following essential requirements: • Experience in a people facing environment, demonstrating strong interpersonal skills. • Excellent communication skills and team working abilities. • An awareness of and commitment to the SPS Vision and Values. • Resilience demonstrated through patience and considerate interactions.What kind of medical, psychological and physical requirements are required in order to become staff member?
As part of the entry requirements to join the SPS, there is a fitness test, which is based on an assessment of functional capability for the work of a Prison Officer. The criteria have been developed and collectively agreed as the result of risk assessment and professional advice from SPS Physical Education Instructors (PEI’s), Head of Health & Safety and Occupational Health Advisors. These fitness standards are for potential employees and are based on the physical demands that are intrinsic to the job of Prison Officer. The SPS seeks to ensure that potential employees can operate effectively and safely in the workplace. These standards apply only to pre-employment selection for staff in operational bands C to E. Fitness test standards Potential employees who may be employed in operational roles bands C to E will be required to sit and pass an Occupational Fitness Test as part of the pre-employment selection process. These tests are necessary to assess capability in carrying out tasks that are intrinsic to the job of Prison Officer. Aerobic Run Simulates a response to an alarm. Treadmill x 600 Metre at 6.4 mph or 10.3 km/hr, time to be completed 3 mins 45 seconds. (includes 15 seconds at beginning to bring speed up to required standard) Grip Strength To hold an implement( e.g. stave) or to restrain a prisoner in locks. A measured value using a grip dynamometer, testing both dominant and non-dominant hand. Standard – Dominant Hand 32kgf Non-dominant Hand 30kgf Dyno 2 Seated Bench Press To test for upper body strength as required, for example, in the restraint/holding of a violent prisoner or as part of a 3 person team. A seated Bench Press, using a Dyno 2 Trainer which measures pushing force. Standard: 34k Push Dyno 2 Seated Bench Pull A seated Bench pull, using a Dyno 2 trainer which measures pulling force. Standard: 34k Pull Shield Hold To test upper body endurance by holding a riot shield for a sustained period. A 120cm riot shield held by both hands Standard: 1 minuteWhat are the requirements for staff members in active employment?
The purpose of Lifestyle Screening is: • The promotion of general health in individuals; • To promote a feeling of wellbeing and being valued within an organisation; • To provide anonymised statistical results which allow an employer to prioritise health promotion initiatives. Process A standardised Lifestyle Screening process has been developed in conjunction with our Occupational Health Providers (OHP). This consists of a personal, confidential health interview and assessment conducted by an experienced Occupational Health Nurse. It will generally be carried out in the place of employment. The assessment aims to: • Identify existing and potential individual health problems, providing advice on appropriate action, including referral to the GP if necessary; • Provide information and advice to staff aimed at reducing the risk of existing and potential health problems on an individual basis; and • Provide SPS management with anonymised health information, which assists in the further development of a proactive Occupational Health Strategy. Lifestyle Screening in the SPS is designed to provide advice about general levels of health and wellbeing in order to support our aim of maintaining a personal work-life balance and the effective delivery of the employee’s role in the organisation. Lifestyle Screening will be universally applied to all SPS staff. The screening process will consist of the following: Lifestyle Questionnaire: The Lifestyle Questionnaire gives a holistic i.e. physical, psychological and social, assessment of the employee’s health which helps the individual and the Occupational Health Nurse identify aspects of lifestyle which may be putting a person at risk of future health problems. The questionnaire takes about 15 minutes to complete and asks for information about personal and family medical history, weight, blood pressure and cholesterol levels and about lifestyle areas such as diet, exercise, smoking, alcohol consumption and stress. At the end of the consultation the Nurse will provides with a confidential report regarding health status. All confidential medical information provided will be treated in the strictest confidence and this information will not be released to SPS Management without the consent of the individual employee. Blood pressure check: Blood pressure is measured with an upper arm or wrist monitor. High blood pressure affects over 16 million people in the UK. The higher the blood pressure, the greater the risk of stroke, heart attack and heart failure. High blood pressure rarely has any symptoms. The only way to know about high blood pressure is to have it measured. It can be treated and sometimes prevented and there are many things that can be done to help lower it. Heart rate: This check involves measuring the resting heart rate. Body Mass Index check: Body mass index (BMI) is measure of body fat based on height and weight that applies to both adult men and women. A rise in sedentary lifestyles means the number of people who are obese has tripled. People who are overweight or obese have a greater chance of developing high blood pressure, high blood cholesterol, type 2 diabetes, heart disease, stroke, and certain cancers. Even a small weight loss (just 10 percent of your current weight) will help to lower risk of developing those diseases. Lung Function Test: Lung function tests are performed to diagnose breathing problems and to monitor how well lungs are working. Non Fasting Blood Cholesterol Test: This test is optional as it is invasive i.e. requires a blood sample to determine cholesterol levels. The higher the results the greater risk of heart attack, heart disease and stroke. As well as carrying out lifestyle screening, the Occupational Health Nurse will provide lifestyle advice on areas such as diet, exercise, smoking and alcohol consumption. Lifestyle Screening is administered by our Occupational Health Providers every 3 years. Lifestyle Screening provides a snap shot of the individual’s general wellbeing however, this does not replace regular consultations with a GP. Indeed the individual will be advised of any issues that may arise from the health screen and advised, by our Occupational Health Providers, to discuss these further with a GP. If required our Occupational Health Providers will also arrange a follow up appointment with the individual.What kind of methods do you use to assess these requirements (question 1, 2 and 3)?
See Qs 2 & 3.What is the method for revising the working capacity of staff members with an impaired health condition?
The overriding objective of the Lifestyle Screening process is to help build and maintain a healthy workforce, a healthy workplace and a healthy organisation. Therefore, as a process, it has been designed to provide a series of clearly defined procedures for the employee, the employer and the Occupational Health Provider to engage in. Results from the Lifestyle Screening process will be fed back to our Occupational Health Provider. If the screening results indicate the individual requires Occupational Health Provider follow up, an appointment will be made with an Occupational Health Nurse or Doctor. The employee will be given further advice regarding aspects of lifestyle, which may be putting the individual at risk of future health problems. As part of this process, the employee may be advised to attend a GP or an evaluation of the individual’s ability to fulfil his/her full contractual role.
The Swedish Prison and Probation Service uses a competence-based method for recruitment, which aims to assess candidates in an objective manner from predefined requirement profiles. There are over 200 different job descriptions within the organisation and most of them have a predefined requirement profile. However, the majority of our staff are prison officers and the general requirements profile are; Secondary school. University/college education in relevant subjects (or similar) is a good merit. Personal and social skills such as; ability to co-operate, stable, good judgement, integrity, clarity and distinctiveness, personal maturity. Driving licence. Share the common values of The Swedish Prison and Probation Service which means a holistic view, respect for the individual and the belief that an individual has the ability to grow. A security check precede all employments where an assessment of the individual’s awareness of security and confidentiality is determined.What kind of medical, psychological and physical requirements are required in order to become staff member?
The Swedish Prison and Probation Service requires in general that the prison staff need good physical status to be able to intervene physically if the situation so requires.What are the requirements for staff members in active employment?
The Swedish Prison and Probation Service has large in-house academy with both regular courses and e-learning. All staff members are required to pass the basic training which differ in length in regards to job title. The main purpose of basic training is to prepare employees both theoretically and practically for the correctional work. The aim is also to strengthen the personal skills and develop the personal qualities that our mission requires. Prison officers have a basic training of two years including workplace training. Some parts of basic training are reoccurring during employment such as CPR, fire protection training, handling medicine, and legitimate self-defences training.What kind of methods do you use to assess these requirements (question 1, 2 and 3)?
Certificates of educational qualifications and driving licence shall be checked during first interview and copies are saved for those how become staff members. Other qualification in questions 1 and 2 are assessed during recruitment using a competence-based interview method. Questions in regards to physical health and status are part of the interview. The security check consists of both a security interview and a check for criminal record. For a large number of job positions a security check is also performed in cooperation with the Swedish Security Service. Prison officers are assessed during all basic training. The structural assessment combined with results of the examinations determines whether the Prison officer will be permanently employed. The final examinations for Prison officers are oral, written and/or practical. Other training courses are examined in the end of the training session, written, oral or practical depending on the course.What is the method for revising the working capacity of staff members with an impaired health condition?
Swedish health and safety legislation requires that the employer to work actively to prevent work related injuries and have a responsibility of rehabilitation if an employee have an impaired health conditions that prevents him/her to perform normal duty. Rehabilitation plans are set up with the aim to get the employee back to ordinary work. If this is not possible relocation to other assignments can be necessary, but it requires an individual assessment where a number of factors must be taken into account The Swedish Prison and Probation Service conducts health checks for personnel with night duty before starting night duty and then every third year. This is performed by occupational health service. If an employee would fail the health check he/she will be allocated to daytime duty.
According with Section 7 Part 1 Clause 2 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 (hereinafter – Law on the Career Course of Service), Persons shall be accepted into service who have at least a general secondary education. According with Cabinet Regulation No.810, adopted 13 December 2016 "Regulations on position classification of the Ministry of the Interior and the Prisons Administration officers with special service ranks" (hereinafter – Regulation No.810) in Annex 2 there is noted the field of the necessary education. Type of position and the necessary education field (by topic): a) Imprisonment place security (for officer positions) – Law, computer science, engineering and technologies, civilian and military security, social and behavioural sciences, social welfare, humanitarian sciences, commercial sciences and administration. b) Imprisonment place security (for instructor positions) – Civilian and military security, professional further education (2nd or 3rd level professional qualification "Imprisonment place senior supervisor" or "Imprisonment place junior inspector"); c) Prisoner supervision (for officer positions) – Law, computer science, engineering and technologies, civilian and military security, social and behavioural sciences, social welfare, humanitarian sciences, commercial sciences and administration. d) Prisoner supervision (for instructor positions) – Civilian and military security, professional further education (2nd or 3rd level professional qualification "Imprisonment place senior supervisor" or "Imprisonment place junior inspector"); e) Detainee social rehabilitation and inmate resocialisation – Law, civilian and military security, social and behavioural sciences, social welfare, humanitarian sciences, commercial sciences and administration. f) Court decision execution – organization and control (for officer positions) – Law, civilian and military security, social and behavioural sciences, social welfare, humanitarian sciences, commercial sciences and administration; g) Court decision execution organization and control (for instructor positions) – Civilian and military security, professional further education (2nd or 3rd level professional qualification "Imprisonment place senior supervisor" or "Imprisonment place junior inspector"); h) Imprisonment place safety – Law, civilian and military security, social and behavioural sciences, pedagogical education and educational sciences, social welfare, humanitarian sciences; i) Latvian Prison Administration criminal investigation – Legal science However, Cabinet Regulation No. 322, adopted 13 June 2017 "Regulations On Latvian Education Classification" (hereinafter – Regulations No.322) Section 1 denotes the Latvian Education Classification, including descriptions of knowledge, skills and competences for the Latvian qualification for framework structural levels.What kind of medical, psychological and physical requirements are required in order to become staff member?
Candidate health examination is carried out according with Cabinet Regulation No.970, adopted 21 November 2006 "Regulations about the necessary health condition and psychological characteristics, and the examination procedure of the health condition and psychological characteristics for officials with special service ranks and officer occupation candidates working in institutions of the system of the Ministry of the Interior and the Prisons Administration" (hereinafter – Regulation No.970). According with Section 2 of the Regulation No.970, person who wants to apply for service (hereinafter – candidate) undergoes health condition examination according with the procedure and requirements set for the candidates. Officer, who applies for a specific position, undergoes health condition examination according with the procedure and requirements set for the officers. Physical preparedness examination is carried out according with Cabinet Regulations No.288, adopted 28 May 2013 "Physical preparedness requirements for the Ministry of the Interior Institution and the Latvian Prison Administration officers with special service rank" (hereinafter – Regulation No.288), where the physical preparedness requirements are set according with officer's gender, age and position.What are the requirements for staff members in active employment?
According with Section 4 of the Law on the Career Course of Service "Mandatory Requirements for Service", such person may serve: 1) who is a citizen of Latvia; 2) whose physical fitness complies with the requirements specified by the Cabinet; 3) whose health condition and psychological characteristics comply with the requirements specified by the Cabinet; 4) who has not been punished for an intentional criminal offence - irrespective of extinguishing or expungement of the criminal record; 4.1) who has not been convicted of an intentional criminal offence by releasing from a punishment; 4.2) who has not been held criminally liable of committing an intentional criminal offence, except the case when an official has been held criminally liable but the criminal proceedings against him or her have been terminated on the grounds of exoneration; 5) who has not been put under guardianship. In addition the person must also comply with the requirements noted in Section 7 of the Law on the Career Course of Service: 1) who comply with the mandatory requirements specified for service in Section 4 of this Law; 2) who have at least a general secondary education; 3) who have knowledge of Latvian to such extent, which is necessary for the performance of professional duties and the duties of office; 3.1) who have perfect reputation; 4) who are not retired from service in the system of the Ministry of the Interior or the Prisons Administration due to the application of a disciplinary punishment - retirement from service - to them.What kind of methods do you use to assess these requirements (question 1, 2 and 3)?
Whether the officer meets the requirements or not is evaluated according with the requirements of the Regulation No.970 – by sending the candidate for health examination; and according with the requirements of the Regulation 288 – by organizing tests for candidate physical ability examination, as well as requesting information from the relevant institution.What is the method for revising the working capacity of staff members with an impaired health condition?
According with Section 27 of the Regulation 970 – officer is sent to the following health examinations: 1. compulsory regular health examination – once per year; 2. planned repeated health examination – if in previous examination it is determined that it must be carried out repeatedly, and there has been set a time limit when the repeated examination must be carried out; 3. non-regular health examination: 3.1. based on institution's decision about the necessity of examination, in the cases when there are significant changes to officer's conditions of service to such where there are higher requirements for health condition and psychological characteristics; 3.2. based on officer's application, if there is a reason to think that the completion of officer's service duties can have negative effect on the officer's health. According with Section 30 of the Regulation No.970 – after receiving the results of officer health condition and examination, the evaluation committee issues appropriate decision: 1. meets the requirements for service and position; 2. does not meet the requirements for position, meets the requirements for service in other (noted which) respective occupation group positions; 3. does not meet the requirements for service. If in the committee's decision it is noted that officer's heath condition does not meet the requirements for service, then the officer is retired from service according with Section 47 Part 1 Clause 3 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 (due to the health condition inappropriate to the specified requirements).
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As per the most recent 2019 recruitment campaign, in order to be eligible for selection as a Recruit Prison Officer, an applicant must on or before 21st March 2019: Educational Qualifications Applicants must have achieved: (i) in the Established Leaving Certificate a minimum of grade D3 (O6 from 2017 onwards) at Ordinary level, or C3 (F5 from 2017) at Foundation Level, in at least 5 subjects*; or (ii) a Merit in the Leaving Certificate Applied programme; or a minimum of a Level 5 Major award on the National Framework of Qualifications (NFQ); or A recognised relevant qualification (minimum Level 5 on the NFQ), which in the opinion of the Public Appointments Service is acceptable in terms of standard, level and volume of learning. *A Pass or above in the Links Modules subject may be counted as one subject Note: A combination of two or more exam sittings may be permitted in determining eligibility.What kind of medical, psychological and physical requirements are required in order to become staff member?
Before submitting an application, candidates are encouraged to complete a realistic job preview questionnaire. This is to assist candidates in deciding if a career in the Irish Prison Service is right for them. At a later stage, Recruit Prison Officers are required to complete an on-line pre-employment health questionnaire and undergo a pre-employment medical examination. If deemed fit at this pre-employment medical examination, they must then undertake a Physical Competency Test (PCT), which is administered by the Irish Prison Service. The PCT aims to assess the level of fitness, strength and manual dexterity as well as the level of confidence in simulated exercises, in Recruit Prison Officers.What are the requirements for staff members in active employment?
All staff are required to provide regular and effective service on a sustained and ongoing basis and comply with the terms and conditions of the 1998 Employment Act where ‘’It is an occupational requirement for employment in the Garda Síochána, Irish Prison Service or any emergency service that persons employed therein are fully competent and available to undertake, and fully capable of undertaking, the range of functions that they may be called upon to perform so that the operational capacity of the Garda Síochána or the service concerned may be preserved.”What kind of methods do you use to assess these requirements (question 1, 2 and 3)?
The selection process for the Recruit Prison Officer will comprise a number of stages. These may include one or more of the following: • Completion of an online Assessment Questionnaire; • Online and/or paper-based assessment test(s); • Shortlisting; • Presentation exercise; • Work sample exercise; • Group exercise; • Language tests (oral and/or written), • Interview(s); • Physical Competence test • Medical Examination • Reference checks • Any other tests/exercises deemed appropriateWhat is the method for revising the working capacity of staff members with an impaired health condition?
It is an occupational requirement for employment in the Irish Prison Service that persons employed therein are fully physically capable of meeting the challenges of the job and are available to fully undertake the range of functions that they may be called upon to perform. Employees absent on sick leave are routinely referred to the Office of the Chief Medical Officer (CMO) to obtain up-to-date medical advice. In the event that the Chief Medical Officer indicates that an employee is not yet fit for the full range of operational duties or contractual hours, s/he may be accommodated for a maximum of 3 months under the Irish Prison Service Accommodations Policy (Rehabilitative/Restricted Duties). This can only be considered where the CMO has advised that the officer is likely to be fit to carry out full duties in that timeframe. An employee may be accommodated in a restricted role (maximum of 3 months) if a suitable post within the prison is available. The Irish Prison Service does not have capacity to accommodate staff on longer periods of these duties as there are very limited posts available. In the event, that a suitable post cannot be identified or is not available, the employee is required to remain on sick leave until such time as s/he fit for full duties. While the Irish Prison Service endeavours to provide reasonable accommodations, within the constraints provided by the prison environment, it should be noted that there is no onus on the Service to provide such accommodations and this is reflected in the employment equality legislation, i.e., section 37 of the Employment Equality Acts 1998 - 2015: “It is an occupational requirement for employment in the Garda Síochána, Irish Prison Service or any emergency service that persons employed therein are fully competent and available to undertake, and fully capable of undertaking, the range of functions that they may be called upon to perform so that the operational capacity of the Garda Síochána or the service concerned may be preserved.”
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Currently there are no academic qualification requirements to become a prison officer but applicants are required to undergo numeracy and English tests at the assessment which equates to a level 2. Going forward, under the prison officer apprenticeships the proposed educational level required will be a 3.What kind of medical, psychological and physical requirements are required in order to become staff member?
Please see attached advice sheet. Candidates who successfully become prison officers ,will need to pass the same standard fitness test, as undertaken on their recruitment day every 12 months as p[art of their terms and condition of employment, if they joined the service after April 1st 2001. Candidates have 3 attempts to pass the recruitment fitness test, before they can reapply to undertake another recruitment campaign after a minimum of 6 months.What are the requirements for staff members in active employment?
If referring to physical and psychological fitness requirements this is as per the attachment, although eye sight tests and hearing tests are not tested at regular intervals when in-service unless an issue is reported, which will result in a referral to Occupational Health. Annual physical fitness tests are conducted by the Staff fitness team for staff employed after 2001. These are a range of physical exercises performed in a gymnasium environment.What kind of methods do you use to assess these requirements (question 1, 2 and 3)?
3rd party Occupational Health provider for health assessments.What is the method for revising the working capacity of staff members with an impaired health condition?
Referral to 3rd party Occupational Health provider. Annual Staff fitness Test.
The minimum educational qualification is secondary school with passed school leaving exam.What kind of medical, psychological and physical requirements are required in order to become staff member?
Physical requirements: the applicant must pass examination of physical capabilities composed of sit-ups, pull-ups, broad jump, 100 m run, Cooper test. Physical demandingness is given by the age of the applicant. Health condition: applicants are evaluated according to the Act no. 73/1998 Coll. on State Service of Members of the Police Force, the Slovak Intelligence Service, the Corps of Prison and Court Guard and the Railway Police as amended and according to the internal regulation – Order of Director General on Admission of Citizens to the Service Relation of Officers of the Corps of Prison and Court Guard Medical requirements depend on the planned position. Medical requirements are stricter in case of functions included to direct service (as compared with functions for execution of specialized activities).What are the requirements for staff members in active employment? What kind of methods do you use to assess these requirements (question 1, 2 and 3)?
Assessment of medical fitness is stated in the internal regulation – Order of Minister of Justice No. 1/2009 on Medical Assessment Activity in the Corps of Prison and Court. During the admission process, the applicant has to pass several expert examinations. The applicant has also to declare that he/she is not a disabled person cardholder. Results of the examinations are then assessed by a medical examiner in compliance with abovementioned Ministerial Order. Psychologists in determined prisons ensure psychological examinations of applicants for service relation. The aim is to examine areas of intellectual, performance and personal assumptions including interests and self-evaluation or identification of risk factors for the service in the Corps, e.g. risk factors in personal, family and social history. The examination is done by two psychologists of the Corps, whereas the results are evaluated by an examining board. The basis for psychological examination is a determined battery of tests supplemented by projective standardized psycho-diagnostic methods; if necessary, also by other additional psycho-diagnostic methods. In written result of the examination there is stated if the applicant meets or does not meet the conditions of mental fitness for service. If the applicant requests in writing for consultation, a psychologist of the Corps provides him/her such consultation connected with oral interpretation of the results. Results of the psychological examination are considered valid 12 months from the date when the psychological examination was performed; based on this no further examination is performed during this period except for cases of justified instigation against conclusion of the psychological examination. After admission to the Corps, prison governor can order a control psychological examination of a prison officer, if there are changes in his/her behaviour and performance that doubt his/her reliability and capability for state service. Request for such examination is submitted to prison governor by the superior of such prison officer. This examination is performed by a clinical psychologist determined for this activity in prison hospital. He/she is eligible to request for conciliar medical examinations according to the issue addressed with recommendation of exploration of the health state. After assessment of the background papers and results of the psychological examination and based on the issues addressed and contra-indications the clinical psychologist works out a medical opinion on mental fitness for service and sends it to the prison governor who ordered the examination. In the conclusion, there is stated if the prison officer: a) is mentally fit for service, b) is mentally not fit for service. Competence for service in terms of reliability and integrity is proven by the draft copy from the criminal record and lustration in police databases (also draft copy from the driver´s card) + report on reputation of the citizen from the place of residence (it is required from the municipality).What is the method for revising the working capacity of staff members with an impaired health condition?
Health state of prison officers is re-evaluated every year during preventive medical examinations when the doctor assesses health state of the prison officers and determines the health classification on the basis of anamnesis, physical examination and laboratory parameters. In case of a change of the health state the doctor submits the medical documentation of the prison officer to the medical examiner. If necessary, the examiner makes a change of the health classification and determined the work restrictions resulting from the health state of the prison officer. Please send me your answers until 16 May 2019 if it is possible. Thank you very much for your cooperation in advance.
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