POM – Prison Offender Manager (Case Worker – Offender Supervisor) – 37870
£24,619 - £27,381
We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity
Overview of the job
This is a non- operational job in an establishment.
The job holder will contribute to and lead the assessment of prisoners and prepare, implement, review and evaluate their sentence plans with them. The job holder will build effective, appropriate and supportive relationships with prisoners, with the aim of reducing re-offending
The job holder will have undergone selection and additional training to carry out this specialist delivery job as an offender Supervisor to prisoners.
This is a non-operational job without line management responsibilities.
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
- Interview prisoners on arrival within prescribed timescales, set and review targets with prisoners and update case management notes on the prison database
- Use the Offender Assessment System (OASys) to identify risks and manage offenders appropriately
- Lead the sentence planning meeting in order to prepare appropriate plans
- Co-ordinate information for Parole Board reports and hearings
- Liaise with prisoners and other departments and agencies to action the sentence plan, gather and exchange information and understand/investigate conflicting opinions on prisoner progress
- Encourage and support prisoner to participate in education, interventions and workshops as defined within the sentence plan. Develops strategies to assist prisoners to overcome reluctance to attend
- Liaise with probation service and case workers regarding Release on Temporary Licence (ROTL), Home Detention Curfew (HDC) and transfers to other prisons. Make recommendations to Governor on suitability for early release. Inform relevant agencies of release dates and address of prisoners considered a risk on release
- Engage with Indeterminate Sentence Prisoners (ISP) within the specific timescales as required and complete relevant paperwork
- Highlight any prisoner who gives significant concerns by their behaviour to the Offender Management Unit manager or Orderly Officer. Concerns may be for a variety of issues for example any prisoner who has presented in the past risk of suicide or self harm, or if there are any outstanding concerns with regards to victims or further offences and racial harassment
- Obtain further information if required from outside agencies to complete a comprehensive OASys report
- Send relevant pre-course information to all those attending review
- Arrange dates, venues and special needs arrangements for the Post Programme Progress Reviews
- Chair post programme review in accordance with guidelines
- Produce and distribute post programme review minutes, ensuring these minutes reflect compliance with audit baselines
- Contribute to and attend Multi-Agency Public Protection Arrangements (MAPPA) Boards and work with all relevant external agencies to protect the public when releasing prisoners under MAPPA
- Liaise with the Foreign National department or UK Border Agency regarding foreign national prisoners as appropriate
- Complete lifer and ISP paperwork as directed by manager in compliance with standards and set timescales
- If working in a YOI or Juvenile estates facilitate multi agency planning meetings which are inclusive of Young people and their parents/carers to assess needs and risks posed by the Young person to him/herself or others during custody and upon release into the community
- Act as the establishment Resettlement Manager by forging, developing and maintaining the links between the programmes, the progress or otherwise made by the participants, and the prisoner’s ongoing path through the Offender Management (OM) model
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 the confidence through the medium of English or (where specified in Wales) Welsh.
Job holders will complete specific training in OAsys for assessors and Offender Supervisor Foundation once they take up post.
Hours of Work (Unsocial Hours) Allowances
18.5 hour working week
Working Arrangements & Further Information
Some of MoJ’s, including HMPPS, terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on ‘modernised’ terms in their current post or onto ‘unmodernised’ MoJ terms if they are on ‘unmodernised’ terms at their current post. Details will be available if an offer is made.
Standard working hours for this post are 37 hours per week excluding breaks which are unpaid.
If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.
The Loan/Secondment is subject to the approval of the selected candidate’s Business Unit, which should be obtained before confirmation of appointment.
-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.
Bank, Public and Privilege Holidays
You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment
-The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.
Work Life Balance
-HM Prison & Probation Service (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ
Season Ticket Advance
-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work
For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers
-HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes
-There are opportunities to access promotion programmes and HMPPS provide a variety of training appropriate to individual posts
-All staff receive security and diversity training and an individual induction programme into their new roles
-All candidates are subject to security and identity checks prior to taking up post
-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS
-All staff are required to declare whether they are a member of a group or organisation which HMPPS considers to be racist
Working for the Civil Service
The Civil Service Code 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.
The Civil Service embraces diversity and promotes equality of opportunity.
There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria.