Safer-Custody-Analyst – 40592
£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 specialist administrative job in an establishment.
The job holder will provide support to the Safer Custody and Security Intelligence Departments. This will be through:
- Assisting Safer Custody leads in the delivery of an effective Safer Custody focused intelligence and information system
- Work alongside current Security teams to ensure focus is given to issues linked to Safer Custody of all types.
They will be responsible for maintaining administration systems effectively and efficiently within specified timescales for the establishment.
This is a non-operational job with no line management responsibilities.
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties and it is expected that this role will work alongside current post holders within Security Intelligence teams:
- Analyse and evaluate information from a wide range of sources to support and inform decision making in the identification, reduction and prevention of Safer Custody issues and the management of related incidents. Where required, undertake further analysis on IRS and Mercury systems that require it when concerns are raised in relation to safer Custody topics.
- Use information, data and trend analysis to actively ensure all staff in the establishment understand the position of safer custody issues both within the establishment, with comparator establishments and around the prison estate.
- Produce a monthly Safer Custody Intelligence Report and disseminate it as required within the establishment, collating feedback, before presenting the report at the monthly Safer Custody Meeting and within security meeting forums. The report will cover all strands of safer custody to include Self Harm, Violence, Self – isolation, ACCT management etc to meet establishment priorities
- Regularly update line management regarding local, regional and national safer custody issues and any intelligence received which affects current delivery and prisoner support mechanisms.
- Make sure that all relevant intelligence and recording systems are updated, maintained, used appropriately and that staff involved in recording information are trained in its use as required
- Check safer custody information received from all sources, determine level of importance and recommend responses and solutions where necessary
- Collate and distribute monthly objectives from Safer Custody departments
- Deliver in-house training in information gathering related procedures (such as IRS & SIR) which will include both induction training for new starters and some specific on-going training which reinforces the need for all staff to understand the importance and impact of all Safer Custody themes.
- Liaise with other establishments, Law Enforcement groups and external agencies and to disseminate intelligence information linked to Safer Custody issues in line with local and national policies.
- Provide advice and guidance to the Safer Custody and Security Managers on current trends and issues.
- Brief & Liaise with all functional departments in relation to understanding and supporting Safer Custody objectives
Undertake other administrative tasks including:
- Organise, produce and maintain accurate records for the area of work
- Act as contact point for all communications to the Team, prioritise and distribute to the appropriate person or relevant department in the establishment
- Complete monitoring returns for the area of work
- Input requisitions on the finance database for purchases in the area of work
- Co-ordinate any awareness sessions for the area of work
- Prepare paperwork for checking by their manager, conducting initial checks as required
- Correspond with relevant stakeholders and agencies to ensure that they are aware of information and that it is adequately shared
- Maintain and check establishment databases, manual filing systems and logs of information with responses within timescales, producing reports as required
- Collate information on relevant Service Delivery Indicators (SDI’s)
- Arrange any meetings including the preparation of paperwork, minutes and action points
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.
Delete or use the following wording as appropriate:
An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.
- Changing and Improving
- Communicating and Influencing
- Working Together
- Managing a Quality Service
- Making Effective Decisions
Job holders must complete specific training in their specialism once they take up post.
When transferring to a Young Persons establishment the job holder will be required to successfully undertake an assessment to demonstrate suitability to work with Young People.
- Able to deal effectively and assertively with staff at all levels
- Able user of MS Word and MS Excel
- Information collation and analysis
Hours of Work (Unsocial Hours) Allowances
37 hour 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.