The job holder has responsibility for improving prison leavers’ employment outcomes by assessing the work readiness of prisoners and matching them to suitable jobs; working with employer engagement colleagues, DWP and other partners to promote jobs and training opportunities from the prison Employment Hub.
Summary
HMPPS have invested significantly in a variety of activities that give prisoners the opportunity to develop work skills and gain experience.
Employment is managed as part of the Education, Training and Employment pathway, which alongside Finance, Benefit and Debt and a range of support services, provides prisoners with the skills and knowledge to live a law-abiding life after leaving prison.
A key aspect of this service is to support prison leavers into meaningful, sustained employment on release by working with employers in the community.
The New Futures Network (NFN) is a national network of employment brokers and industry leads, who work to establish relationships with a range of sector-based employers. The specific aim is to increase the number of prison leavers entering into employment on release. In order for these employers to benefit from the potential labour pool that exists within Prisons in England and Wales, it is essential that work ready candidates are identified pre-release.
The role of the Prison Employment Lead (PEL) is to identify work-ready prisoners and match them to jobs through face-to- face interventions.
The Prison Employment Lead will principally be responsible for:
Identifying work ready candidates.
Referring prisoners to work readiness support.
Matching work ready candidates to suitable vacancies supplied by the New Futures Network, DWP and other employment.
This is a non-operational job with line management responsibilities. This role is non-rotational.
Responsibilities, Activities And Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
The role of the PEL is to improve employment outcomes for prison leavers. In order to achieve this, they will:
Engage with stakeholders within the prison to establish a system that identifies work ready prisoners and highlights actions needed to support prisoners to achieve work readiness.
Work with prison staff and DWP Prison Work Coaches to match work ready candidates to job opportunities from the New Futures Network (NFN), DWP Employment Advisers and National Employer and Partnership Team.
Support contracted IAG and Education providers to ensure the prison induction process properly:
promotes employment, education and skills training opportunities to prisoners upon arrival at the prison
effectively captures information relating to prisoner education, work experience and skills
encourages prisoners to develop personal and social skills that improve employability
Manage an Employment Hub which centralises employment support services within the prison and promotes live vacancies to prison leavers within the resettlement period.
Champion innovations in employment and industry focused recruitment practices, such as hospitality/construction drives etc.
Work in partnership with the Prison’s Strategic Employment Advisory Boards to improve systems that support prisoners to develop employability, ensuring they meet commercial needs/standards of employers.
Contribute to the Local Partnership Agreement (LPA) with DWP detailing the responsibilities of the PEL, Prison Work Coaches and DWP Employment Advisers and how they will work together at the prison.
Organise regular opportunities for NFN, DWP and other stakeholders to bring employers into the prison and facilitate prisoner forums.
Work in partnership with Community Offender Management (COM) to ensure prison leaver information is supplied to relevant agencies post release in order to remove duplication.
Liaise with COM to ensure prison leavers who require further support on release are signposted to Education, Training and Employment Commissioned Rehabilitative Services (CRS) who can continue to support them on their journey towards meaningful, sustained employment.
The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.
An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.
Person specification
Please Refer To Job Description
Behaviours
We'll assess you against these behaviours during the selection process:
Communicating and Influencing
Working Together
Managing a Quality Service
Changing and Improving
Alongside your salary of £34,862, HM Prison & Probation Service contributes £9,447 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
Access to learning and development
A working environment that supports a range of flexible working options to enhance your work life balance
A working culture which encourages inclusion and diversity
A Civil Service pension with an average employer contribution of 27%
Annual Leave
Public Holidays
Season Ticket Advance
For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.
Link: https://justicejobs.tal.net/vx/candidate/cms/About the MOJ
Selection process details
This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours and Strengths.
https://justicejobs.tal.net/vx/candidate/cms/About the MOJ
Feedback will only be provided if you attend an interview or assessment.
Security
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality Requirements
This job is broadly open to the following groups:
UK nationals
nationals of the Republic of Ireland
nationals of Commonwealth countries who have the right to work in the UK
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window)
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window) .
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. I you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL ([email protected]) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints