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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: In the context of the recent report on the Culture and Organisation in the Irish Prison Service (IPS), the Irish Prison Service is undertaking a review of its selection and assessment processes for promotion competitions. As part of this Review, the Irish Prison Service wishes to include an international benchmarking component in order to ensure that it is availing of all best practice options. To this end, it would be very helpful if you could answer the question below in this short questionnaire.
The organizational model of employees in the Catalan Prison System combine two categories: • Civil Servants (the big majority of the staff) include the ranks of Prison Guards, Administrative personnel and Treatment area (educators, social workers, health professionals, psychologists, teachers, etc) • Personnel with labor contract (for the rank of vocational training, art and sport monitors)
Are prisons managed and/or coordinated by a central body? If so, please indicate whether this is a Government Ministry or an Executive agency.• Prisons in Catalonia are managed by the General Directorate of Prisons Services under the Catalonian Department of Justice
Are prisons run on a day-to-day basis by State employees or contracted-out to the private sector? If is a combined hybrid model, please indicate.• State employees
Are staff typically employed on a permanent/pensionable basis, or on time limited contracts?• On a permanent basis
Is there open recruitment to some or all ranks in the prison service in your country, or just at basic trainee/entry level? Is so please indicate which ranks are included/excluded.• Open recruitment at entry level: Guards / Administrative / Treatment area (educators, teachers, doctors, psychologist, et….)
Possible models for running recruitment and promotions processes may include Centrally by independent public body; Centrally by Prisons Service HQ; Decentralised to individual prisons; Outsourced to private sector agency; or possibly a Combined hybrid mod• Centrally by the Department of Justice in coordination with the General Directorate of Prison Services and the Center for legal Studies
Are recruitment/promotions run on the basis of a competency model with an established framework? If so would it be possible to share a copy of the framework?• Yes, recruitment/promotions run on the basis of a competency model with an established framework composed by 4 phases: Public competition (tests) Competition for posts (based on merit) Selective course Test period
If a competency based approach is NOT employed, could you give a brief indication of the approach adopted?• In these cases there is also a selective process to assess merits and knowledge
Do organisational values form a discrete/identifiable part of the assessment process?• Yes
Does a knowledge based assessment form a discrete/identifiable part of the process?• Yes
Recruitment of staff in the prison system is implemented by a competition under the Ministry of Interior Law and Civil Servants Act.
Are prisons managed and/or coordinated by a central body? If so, please indicate whether this is a Government Ministry or an Executive agency.Prisons are managed by General Directorate "Execution of Sentences" under the Ministry of Justice.
Are prisons run on a day-to-day basis by State employees or contracted-out to the private sector? If is a combined hybrid model, please indicate.Prisons are managed only by State employees.
Are staff typically employed on a permanent/pensionable basis, or on time limited contracts?Staff is employed on a permanent basis.
Is there open recruitment to some or all ranks in the prison service in your country, or just at basic trainee/entry level? Is so please indicate which ranks are included/excluded.On a trainee level are recruited people who won a competition for position which requires compulsory initial training till being trained.
Possible models for running recruitment and promotions processes may include Centrally by independent public body; Centrally by Prisons Service HQ; Decentralised to individual prisons; Outsourced to private sector agency; or possibly a Combined hybrid modAccording to the type of a position, competitions are carried out by General Directorate "Execution of Sentences".
Are recruitment/promotions run on the basis of a competency model with an established framework? If so would it be possible to share a copy of the framework?Whwn recruited on a position, competitors should fulfill the following requirements: age, education, length of service, physical preparation, psychological and medical suitability.
If a competency based approach is NOT employed, could you give a brief indication of the approach adopted? Do organisational values form a discrete/identifiable part of the assessment process?Yes.
Does a knowledge based assessment form a discrete/identifiable part of the process?During recruitment, GDES assesses the competitors knowledge via specialized techniques.
SPS grading structure is detailed in the table below. The entry level for all operational job roles is at Pay Band C, Operations Officer. There are promotion routes to move between Pay Bands. This is managed nationally through a programme of national promotion boards directed by the SPS workforce planning team and governed by a Workforce Panning and Management Group. Pay Band Job Role C Operations Officer (Entry level) D Residential Officer / Vocational Instructor / Throughcare Officer / Programmes Officer / Catering Officer / Physical Education Instructor E Operational First Line Manager (First line management) F Operational Unit Manager – (Middle management) G Senior Operational Manager – Head of a Function such as Operations / Offender Outcomes (Senior Management) H Deputy Governor or Governor of a smaller establishment I Governor in Charge
Are prisons managed and/or coordinated by a central body? If so, please indicate whether this is a Government Ministry or an Executive agency.SPS is an Executive Agency of Scottish Government.
Are prisons run on a day-to-day basis by State employees or contracted-out to the private sector? If is a combined hybrid model, please indicate.The SPS employs approximately 4,500 staff. Using an asset-based approach, we work to empower those in our care to unlock their potential and transform their lives. The SPS estate includes 15 establishments (prisons and young offender’s institutes) in addition to a training college, a central storage facility and an administrative headquarters. Thirteen prisons are publicly managed and two are privately managed. The Scottish prison estate includes a range of prison sizes and ages. The newest of Scotland’s prisons was opened in 2014 while the oldest were built in the 19th Century. In 2016-2017 SPS’ largest prison (HMP Barlinnie) held a daily average of 1,165 people while its smallest prison (HMP Dumfries) held a daily average of 117 people.
Are staff typically employed on a permanent/pensionable basis, or on time limited contracts?Staff are typically employed on a permanent / pensionable basis.
Is there open recruitment to some or all ranks in the prison service in your country, or just at basic trainee/entry level? Is so please indicate which ranks are included/excluded.SPS recruit new Prison Officer at the entry level, Pay Band C, Operations Officer. SPS introduced a management development programme in 2014 SPS to recruit a new generation of leaders. There programme has an extended development programme over a period of 18 months to equip aspiring middle managers with skills and knowledge you need to be an effective manager in the SPS. There has been two programmes to date employing 14 aspiring managers.
Possible models for running recruitment and promotions processes may include Centrally by independent public body; Centrally by Prisons Service HQ; Decentralised to individual prisons; Outsourced to private sector agency; or possibly a Combined hybrid modCentrally by national Workforce Planning Team.
Are recruitment/promotions run on the basis of a competency model with an established framework? If so would it be possible to share a copy of the framework?Competency approach using the SPS behavioural competency framework.
If a competency based approach is NOT employed, could you give a brief indication of the approach adopted?Not applicable.
Do organisational values form a discrete/identifiable part of the assessment process?Values are assessed as part of the Trainee Manager programme. There are plans to introduce values based assessment as part of all SPS recruitment.
Does a knowledge based assessment form a discrete/identifiable part of the process?Knowledge is assessed as part of the overall assessment process.
Pursuant to the new Regulation on internal organisation of the Ministry of Justice (Official Gazette 98/2017), the prison system in the Republic of Croatia has been organised within the Directorate for Prison System and Probation of the Ministry of Justice. The Directorate for Prison System and Probation consists of a Central Office and the Probation Sector, and of 25 penal bodies (7 penitentiaries, 14 prisons, 2 juvenile correction institutions and 2 centres) and 14 probation offices. The Prison System Directorate is headed by the state secretary in charge and assistant minister of justice. The penal bodies are managed by managers/directors who have the authorities of heads of state bodies, but are responsible for their work to the minister of justice, the state secretary in charge and assistant minister.
Are prisons managed and/or coordinated by a central body? If so, please indicate whether this is a Government Ministry or an Executive agency.Penal bodies are managed by managers/directors who are civil servants (State employees), however in regard of management of penal bodies they have the authorities of a head of a state body. They are responsible for their work to the minister of justice, the state secretary in charge and assistant minister. The assistant minister competent for the prison system manages the Directorate for Prison System, which is an organisational unit of the Ministry of Justice.
Are prisons run on a day-to-day basis by State employees or contracted-out to the private sector? If is a combined hybrid model, please indicate.Penal bodies are managed by managers/directors who are civil servants (State employees). Also, at posts in penal bodies civil servants and governmental employees are assigned/employed as State employees.
Are staff typically employed on a permanent/pensionable basis, or on time limited contracts?Employees of the security department (judicial police) of the Prison System Directorate are employed on a permanent basis exclusively, and for these posts there is no possibility of work on time limited contracts. For other employees of the Prison System Directorate there is a possibility of work on time limited contracts, on the basis of admission to civil service for a limited time, however the majority is employed on a permanent basis.
Is there open recruitment to some or all ranks in the prison service in your country, or just at basic trainee/entry level? Is so please indicate which ranks are included/excluded.In the Prison System Directorate of the Ministry of Justice recruitment is carried out based on a public vacancy announcement pursuant to the Plan of admission to public service. There is a possibility of employee relocation from other state bodies. Employees of the judicial police that are admitted as trainees can be recruited exclusively by way of public announcement.
Possible models for running recruitment and promotions processes may include Centrally by independent public body; Centrally by Prisons Service HQ; Decentralised to individual prisons; Outsourced to private sector agency; or possibly a Combined hybrid modThe manager/directors and assistants to the manager/director and managerial staff in penal bodies are assigned to their respective posts by the minister of justice, whereas employees of the judicial police are admitted to civil service by the assistant minister of the Prison System Directorate, and they are assigned to their post by penal body managers/directors under approval of the assistant minister for penal system affairs. Other employees in penal bodies are admitted to civil service by manager/directors, and assigned to their post by penal body managers/directors under approval of the assistant minister. Indicated system is a combination between decision-making and carrying out procedures in the Central Office of the Prison System Directorate of the Ministry of Justice and in penal bodies.
Are recruitment/promotions run on the basis of a competency model with an established framework? If so would it be possible to share a copy of the framework?The promotion and recruitment system is still not strictly linked to the competency model, however competencies are established by testing the candidates when they are admitted to the civil service. Furthermore, candidates who are promoted need to have good evaluations that are partly based also on their competencies.
If a competency based approach is NOT employed, could you give a brief indication of the approach adopted?Admission to the civil service is carried out pursuant to the Plan of admission to public service that is adopted by the Ministry of Public Administration for the current year, in line with proposals from state bodies. In compliance with the said Plan, vacancies are publicly announced. Persons applying for the vacancy announcement undergo testing, at which the candidate shall prove his/her knowledge, competencies and skills that are required for performing the service. Promotion in the civil service is realised through assignment of the civil servant to a higher post within the same category, or through transfer to a post of a higher category. A civil servant can be promoted in a regular or extraordinary procedure. At the promotion the latest obtained evaluations are taken into account, provided that there is a vacant post prescribed by the ordinance on internal order to which the civil servant can be assigned, and provided that he/she fulfils the requirements for assignment to this post. The methods and requirements for promotion and the method of carrying out public vacancy announcements are regulated in more detail by a Government regulation. Please note that a civil servant is not automatically entitled to promotion, but this constitutes a possibility only. The framework for promotion consists of the Civil Servants Act (Official Gazette: 92/05, 142/06, 77/07, 107/07, 27/08, 49/11, 150/11, 34/12, 49/12 - consolidated text, 37/13, 38/13, l/15, 138/15 – Decision of the Administrative Court of the Republic of Croatia - USRH and 61/17), Regulation on requirements and methods of promotion (Official Gazette 77/07, 142/11 and 105/15), and the framework for admission to civil service consists of the Civil Servants Act and the Regulation on vacancy announcement and recruitment through public vacancy advertisements and internal notices in the civil service (Official Gazette 78/17).
Do organisational values form a discrete/identifiable part of the assessment process?An interview with candidates is an integral part of the procedure for admission to civil service, and the purpose of the interview, among others, is to establish whether the candidate is appropriate for performing the tasks of the post in line with the organisational values, and the knowledge, competencies and skills that are required for performing the service are established.
Does a knowledge based assessment form a discrete/identifiable part of the process?All candidates who fulfil the formal requirements of a public vacancy announcement undergo verification of knowledge, competencies and skills; this procedure consists of two parts, i.e., testing and an interview with the respective vacancy announcement commission; the first 10 best ranked candidates according to the test results undergo the interview with the commission.
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The general direction Penitentiary Institutions (DG PI) consists of a number of central departments: - the regional directions (three regional directions subdivided according to the three main regions of the country); - the direction Management Support; - the direction Strategic Coordination (which consists of a Communication and Strategic Planning service); - the direction Judicial Assistance; - the direction Core Business (which consists of the Psychosocial service, the Medical Care service and the Research and Development service); - the direction Coordination Buildings, Logistic Security and Sustainable Development; - the direction Budget, Management and Logistics; - the direction Personnel and Organization; - the direction ICT. At the head of the general direction is a director-general. He is responsible for the final results of the organization. As a member of the direction committee of the FPS Justice (the Federal Public Service Justice, of which the DG PI is a part), he sets and coordinates the strategic and operational objectives for the DG PI to realize the objectives of the FPS. He is responsible for the development of modern penological concepts and is in charge of the departments of the general direction to ensure an efficient and effective management of the institutions and a transparent enforcement of the custodial sentences and measures.
Are prisons managed and/or coordinated by a central body? If so, please indicate whether this is a Government Ministry or an Executive agency.Yes, the above-mentioned regional directions manage the prisons. They are executive agencies.
Are prisons run on a day-to-day basis by State employees or contracted-out to the private sector? If is a combined hybrid model, please indicate.Government staff ensures the daily functioning of the prisons, except for some nurses who are employed through temporary contracts.
Are staff typically employed on a permanent/pensionable basis, or on time limited contracts?Most of the employees are tenured civil servants. Some employees have contracts, however all are open-ended contracts. Fixed-duration contracts are no longer used. We also have a number of mandates (A5 prison governor, regional director and director-general). Ratio: 9,140 employees/7,917.00 FTE (tenure), 847 employees/711.10 FTE (contract)
Is there open recruitment to some or all ranks in the prison service in your country, or just at basic trainee/entry level? Is so please indicate which ranks are included/excluded.1. Can be employed as surveillance and technical staff through recruitment: Level C: penitentiary surveillance assistant and penitentiary technical assistant (basic level); Level B: for the job of technical or surveillance expert, promotion is preferred. Theoretically, it is possible through recruitment, however, this has not occurred to date. 2. Other levels and grades For level C or B (e.g. nurses, social workers, administrative staff...) and grade A1 (direction level), external recruitment is used. Jobs with grade A2, A3, A4 and A5 are recruited through promotion.
Possible models for running recruitment and promotions processes may include Centrally by independent public body; Centrally by Prisons Service HQ; Decentralised to individual prisons; Outsourced to private sector agency; or possibly a Combined hybrid modAn independent public organization. Selor, the recruitment agency of the federal government, organizes the screening procedures for the federal government using the standard screening for both tenured and contractual jobs and promotions (level C, B and A). The direction committee of the DG EPI is competent for the promotions to grade A2, A3, A4 and A5.
Are recruitment/promotions run on the basis of a competency model with an established framework? If so would it be possible to share a copy of the framework?Yes. The competence model of the federal government is the “5 + 1”-model that consists of five clusters of generic competencies (“5”) and a cluster of technical competencies (“1”). More information can be found via the following link: https://fedweb.belgium.be/nl/over_de_organisatie/ontwikkeling_en_ondersteuning/medewerkers/competentiemanagement
If a competency based approach is NOT employed, could you give a brief indication of the approach adopted?Not applicable. The above-mentioned model is used for all HR processes in the federal government.
Do organisational values form a discrete/identifiable part of the assessment process?Yes, our value charter is comprised of seven values that unite us and which we want to propagate even in the HR processes, including selection and recruitment. -> Respect, Integrity, Cooperation, Professionalism, Fairness, Customer focus, Social involvement. During the selection and promotion processes, the values are assessed in the form of competencies or are part of the motivation.
Does a knowledge based assessment form a discrete/identifiable part of the process?Yes, knowledge is a part of the “technical expertise” within the competency model. For each recruitment process, the “recruiting service” determines the required technical knowledge, which is communicated to the “potential” candidates beforehand.
Latvian Prison Administration (LPA) is a state administration institution under the Ministry of Justice. LPA consists of central board, imprisonment places and the Training Centre. The Director General manages LPA. The Director General gives tasks to the Deputy Directors, advisor of the Director General, the Heads of departments under direct subordination, Heads of imprisonment places, the Head of Training Centre. They then carry out the tasks given by the Director General. Deputy Directors give tasks to the Heads of departments of central board under direct subordination. Head of department of central board manages the work of the department and gives tasks to the officials, civil servants and employees of the department. Head of imprisonment place manages the work of the imprisonment place and gives tasks to Deputy Heads of imprisonment place, Heads of departments of the imprisonment place, officials, civil servants and employees.
Are prisons managed and/or coordinated by a central body? If so, please indicate whether this is a Government Ministry or an Executive agency.Imprisonment places are managed and coordinated by the Latvian Prison Administration central board. Central board is a structural unit of LPA that is directly managed by the Director General of the LPA.
Are prisons run on a day-to-day basis by State employees or contracted-out to the private sector? If is a combined hybrid model, please indicate.Latvian Prison Administration personnel consists of officials with a special service rank, general state civil servants and employees.
Are staff typically employed on a permanent/pensionable basis, or on time limited contracts?Latvian Prison Administration personnel is employed on permanent basis.
Is there open recruitment to some or all ranks in the prison service in your country, or just at basic trainee/entry level? Is so please indicate which ranks are included/excluded.Latvian Prison Administration announces an open recruitment for all vacancies in imprisonment places.
Possible models for running recruitment and promotions processes may include Centrally by independent public body; Centrally by Prisons Service HQ; Decentralised to individual prisons; Outsourced to private sector agency; or possibly a Combined hybrid modThe current personnel selection and vacancy/job promotion processes can include combined hybrid module.
Are recruitment/promotions run on the basis of a competency model with an established framework? If so would it be possible to share a copy of the framework?Personnel selection and vacancy/job promotion processes are not carried out on the basis of a competency model with an established framework.
If a competency based approach is NOT employed, could you give a brief indication of the approach adopted?During the personnel selection process it is determined if the candidate meets the requirements set for service/job. The compulsory requirements set for service/job for officials with a special service rank, general state civil servants and employees are noted in the normative acts of the Republic of Latvia.
Do organisational values form a discrete/identifiable part of the assessment process?Organizational values are an identifiable part of the process.
Does a knowledge based assessment form a discrete/identifiable part of the process?Knowledge based assessment is a discrete part of the process.
The Norwegian Correctional Service is responsible for carrying out remands in custody and penal sanctions in a way that takes into consideration the security of all citizens and attempts to prevent recidivism by enabling the offenders, through their own initiatives, to change their criminal behavior. The agency is governed by the Norwegian Ministry of Justice and Public Security. The Correctional Service is organized into a hierarchy consisting of the Directorate of Correctional Service, a regional level, consisting of five regional administrations and a local level with individual prison and probation offices. The directorate is responsible for the professional and administrative management of the service. In addition, it is responsible for decisions in some individual cases, for example with respect to transfer to the home country of offenders who are foreign nationals. At regional level, a Director exercises the professional and administrative leadership. Each region is responsible for the execution of sentences within its regional boundaries and is charged with ensuring the coherent use of resources and effective cooperation with other regions. The regions have the freedom to establish priorities relevant for their respective situations, within the boundaries set by legislation, overall-policy and budgets. The directors at regional level have frequent meetings with the directorate. Prisons and probation units are responsible for day-to-day operations at local level. Each prison is headed by a Governor and each probation office is headed by a Chief Probation Officer.
Are prisons managed and/or coordinated by a central body? If so, please indicate whether this is a Government Ministry or an Executive agency.See question 1
Are prisons run on a day-to-day basis by State employees or contracted-out to the private sector? If is a combined hybrid model, please indicate.The Correctional Service is employed by State employees.
Are staff typically employed on a permanent/pensionable basis, or on time limited contracts?Typically on a permanent/pensionable basis
Is there open recruitment to some or all ranks in the prison service in your country, or just at basic trainee/entry level? Is so please indicate which ranks are included/excluded.There is open recruitment to all ranks in the prison service.
Possible models for running recruitment and promotions processes may include Centrally by independent public body; Centrally by Prisons Service HQ; Decentralised to individual prisons; Outsourced to private sector agency; or possibly a Combined hybrid modThe unit which has the vacancy will handle the process themselves. A prison, for example, recruits its own staff. The employment board consists of both representatives for the employer and trade union representatives. The exception is when a unit is to recruit a new executive leader. In such cases the recruitment is handled by the organizational level above. If for example a prison is to hire a new Governor, the regional level will run the process.
Are recruitment/promotions run on the basis of a competency model with an established framework? If so would it be possible to share a copy of the framework?Yes, recruitment/promotions are run on the basis of a competency model with an established framework. The Personnel Handbook for State Employees states the rules and regulations in connection to recruitment and promotions. The Handbook is available at https://lovdata.no/dokument/SPH/sph-2017 (only available in Norwegian)
If a competency based approach is NOT employed, could you give a brief indication of the approach adopted?N/A
Do organisational values form a discrete/identifiable part of the assessment process?All activities within the Correctional Service, also the recruitment process, are to be in accordance with our values: Openness, Respect, Professionalism and Commitment.
Does a knowledge based assessment form a discrete/identifiable part of the process?Yes. In our Operations Strategy 2014-2018, one of the sub-points under the value “professionalism” states: “We have professional integrity based on knowledge”. Our Operation Strategy 2014-2018 may be downloaded in English from http://www.kriminalomsorgen.no/index.php?cat=265199.
The employment procedure starts with announcement of job vacancy. A special commission is set up to check applications for job vacancies. This commission set the selection criteria that are the same for all applicants and invites candidates for interviews. The criteria are based on legal framework. Finally, a selection decree is issued to selected candidate.
Are prisons managed and/or coordinated by a central body? If so, please indicate whether this is a Government Ministry or an Executive agency.All Slovenian prison facilities are governed by one authority. A mode of facilitation is done from Head Office. Prison Administration of the Republic of Slovenia is body operating inside the Ministry of Justice.
Are prisons run on a day-to-day basis by State employees or contracted-out to the private sector? If is a combined hybrid model, please indicate.All prisons are run on a day-to-day basis by State employees only. We do not have any other model.
Are staff typically employed on a permanent/pensionable basis, or on time limited contracts?Typically staff is employed on a permanent basis. Exception is when workers cover cases of maternity leave or long-term sick leaves.
Is there open recruitment to some or all ranks in the prison service in your country, or just at basic trainee/entry level? Is so please indicate which ranks are included/excluded.We have open recruitment for all ranks in the prison service.
Possible models for running recruitment and promotions processes may include Centrally by independent public body; Centrally by Prisons Service HQ; Decentralised to individual prisons; Outsourced to private sector agency; or possibly a Combined hybrid modThe appointment commission which verifies the applied candidates is composed by members of the Head Office and as well from the authority of the facility where candidate apply for a job.
Are recruitment/promotions run on the basis of a competency model with an established framework? If so would it be possible to share a copy of the framework?The Civil Servants Act sets out the procedures and conditions for the occupation of individual posts.
If a competency based approach is NOT employed, could you give a brief indication of the approach adopted?/
Do organisational values form a discrete/identifiable part of the assessment process?In the process of verification and testing of candidates special attention is also given to values that are highlighted in the prison system and as such are assessed with candidates.
Does a knowledge based assessment form a discrete/identifiable part of the process?Each part of the candidates’ examination has to be marked. The commission is obliged to give a transparent assessment.
The organisational model of prisons, including young offender institutions and secure training centres for young people, is currently in a state of transition. All prison institutions are headed by a governor who is directly accountable for all staff working within his or her establishment and is the legal custodian of all the prisoners committed by the courts. The governor reports directly to a group director who has responsibility for a number of establishments based either within a geographical area or which are grouped together functionally. Functional group management is used for all women’s prisons, long term and high security establishments and for young people under the age of 18 (in the latter case this is being developed into a separate youth custody service). Functional group directors report to an executive director with wider relevant responsibilities. There is a separate executive director for Wales who is responsible for both prisons and probation within the principality. The majority of prison group directors, responsible for adult male prisoners report to the executive director for prisons. Prisons operated under contract by the private sector are headed by a director and are overseen by a deputy director with similar authority to a public sector group director and, in turn report to an executive director. Each of the executive directors are members of the HM Prison and Probation Service (HMPPS) Board and report to the Chief Executive Officer (CEO). The CEO is responsible to the Permanent Secretary within the Ministry of Justice and to Ministers.
Are prisons managed and/or coordinated by a central body? If so, please indicate whether this is a Government Ministry or an Executive agency.Prisons and young offender institutions are managed by HM Prison and Probation Service which is an executive agency of the Ministry of Justice, a UK Government department of state. Prisons in other jurisdictions of the United Kingdom (Scotland, Northern Ireland, the Channel Islands and the Isle of Man) are the responsibility of devolved or separate authorities.
Are prisons run on a day-to-day basis by State employees or contracted-out to the private sector? If is a combined hybrid model, please indicate.Since 1992, there has been a hybrid model with the majority of establishments run directly by state employees while others have been contracted out to private sector operators (prior to 1992 the state operated all establishments directly). Within public sector run establishments there has been an increasing degree of contracting out of services such as prisoner escorts and court conveyance, prisoner retail services, education and, most recently, facilities management. Health care for prisoners is provided through the National Health Service, which includes drug treatment and rehabilitative services and mental health.
Are staff typically employed on a permanent/pensionable basis, or on time limited contracts?Almost all staff are employed on a permanent basis. UK law requires the provision of a pension to permanent employees. Within the public sector all employees are classed as civil servants and entitled to the full range of benefits in support of sickness absence and pension. The private sector offers a similar if slightly less generous provision in most instances.
Is there open recruitment to some or all ranks in the prison service in your country, or just at basic trainee/entry level? Is so please indicate which ranks are included/excluded.The law pertaining to the permanent Civil Service of the United Kingdom requires that all appointments must be on the basis of fair and open competition on merit. As a result all entry level appointments are openly advertised and filled on a competitive selection basis. Routinely, promotion to a higher rank or grade will require further competitive selection with more rigorous assessments used for selection between ranks seen as career gateways such as promotion to first line manager or to the first in-charge position within a prison. Selection for individual posts within ranks may be filled by open internal competition, but managed appointments are also frequently used to provide career development and manage experience. There is currently one external / direct entry scheme into the prison service. This is a new scheme that was launched earlier this year. It is aimed at experienced managers who will enter at Head of Function level. It is currently targeted to London and the South East only. We are looking to recruit 25 per annum onto the programme, with the intention of them being eligible for Deputy Governor (2nd in-charge) posts within 3 years.
Possible models for running recruitment and promotions processes may include Centrally by independent public body; Centrally by Prisons Service HQ; Decentralised to individual prisons; Outsourced to private sector agency; or possibly a Combined hybrid modAll operational recruitment and promotion processes are run by the HMPPS National Assessments Team who are responsible for the design, evaluation and delivery of entry and promotion assessments. The team is part of the HR Directorate. On passing the relevant assessment, candidates then have to apply for promotion boards locally within individual establishments for specific roles.
Are recruitment/promotions run on the basis of a competency model with an established framework? If so would it be possible to share a copy of the framework?All current national assessments are based on the Civil Service Competency Framework incorporating HMPPS Specific Skills and Behaviours. There are a number of pilots underway looking at site specific values based interviewing as one element of the selection and assessment process but these have yet to be evaluated.
If a competency based approach is NOT employed, could you give a brief indication of the approach adopted?N/A
Do organisational values form a discrete/identifiable part of the assessment process?Not at present but this is an area we are looking to explore in the future.
Does a knowledge based assessment form a discrete/identifiable part of the process?The assessments at the more senior levels will include understanding of prisons operational knowledge as part of the assessments, for example how a policy works rather than the minute detail of it. Some exercises will require candidates to know the impact of the subject on establishments and what can and can’t be done to reduce the risk.
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