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Health and Safety

Senior Health, Safety, Fire Advisor – 60348
£42,626 – £51,154


We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit:

Overview of the job

This is a functional management job within a small, PSP HSF team, line managed by the Principle Health, Safety, Fire and Litigation Advisor. The post-holder is responsible for supporting the delivery of national HSF priorities and plans via advice, influence, training and monitoring across a small group (or formal cluster) of establishments. The post-holder will be expected to divide their time mainly between the relevant establishments.


Reporting to the Principle Health, Safety, Fire and Litigation Advisor, the job holder will be responsible for the provision of Health, Safety and Fire advice, support, monitoring and reporting in relevant establishments. They will also specialise in a particular HSF&L area within their Directorate. They will lead for their establishment group on relevant incident investigation and casework management and provide their service in line with nationally determined priorities and plans for HSF&L.

This is a non-operational job which has line management responsibilities for the BAS: HS&F Advisor role.

Responsibilities, Activities and Duties

The job holder will be required to carry out the following responsibilities, activities and duties:

  • In line with national procedures for development and approval of same, the post-holder will support and advise the relevant groups in the updating, consulting on and seeking approval of relevant local HSF&L documentation such as the local components of national HS arrangements documents and non- generic parts of risk assessments.
  • To monitor and report on the presence and quality of relevant H&S documentation within relevant establishments such as risk assessments and the extent to which they are effectively implemented and achieve suitable levels of control. This includes fire risk assessments and the extent to which the controls it specifies are being implemented and maintained.
  • To engage actively with GAA internal and external audit processes.
  • To engage actively with the managers, processes and forums with significant impact on HSF risk such as: violence reduction strategy groups, safer custody groups, staff rostering programs, adjudication activity, attendance management, offender management.
  • To advise relevant establishment health, safety, fire and litigation sponsors, SMTs and governors of the effectiveness of their current HSF controls and associated HSF&L issues.
  • To ensure that relevant establishments are consulted about and/or informed of prospective changes in national policy and practice through formal, recorded channels and structures such as SMTs, H&S Committees, Whitley Councils and both union and non-union safety representatives.
  • To monitor and report the HSF&L performance of the relevant establishments by ensuring that workplace inspection programs are in place and carried out and that systemic findings of inspections are collated and reported.
  • Undertake regular governance and assurance site visits focusing on HSF matters and provide reports and feedback to Governors and HSF&L Sponsors identifying critical performance and any associated issues via visit reports.
  • Provide professional support to BAS: HS&F Advisor and other key staff for the HSF Management System such as immunisation, litigation, first aid and NOMIS reporting. Ensure the production of associated Oracle and/or Sphera reports on individual establishment performance levels for Executive Directors, PGDs and national data analysis.
  • To report on relevant establishments’ HSF&L performance by: undertaking PHASE analysis and reporting; by analysis and reporting of Sphera, hub and litigation data; by reporting on the relationship between accidents, assaults and occupational ill-health on sickness absence levels; by analysing other suitable sources such as training, audit and HMCIP reports.
  • To liaise regularly with the OHAs and HRBP(s) for relevant sites to co-ordinate immunisation, stress and MSD activity as agreed with same and to receive information on patterns of occupational illness and absence within the establishment.
  • To attend establishment HSF&L committees (the establishment HSF&L sponsor or governor will chair the committee) to provide advice and support to same and will provide each committee with a report on progress on plans and performance for the period since the last committee and present relevant reports and information.
  • To maintain the HSF&L risk register for relevant establishments and update same via PHASE and other sources and present and discuss the register at relevant meetings.
  • To provide oversight and guidance on appropriate litigation casework for the relevant establishments in liaison with other Reform Groups and national litigation management functions. Provide advice and support to establishment SMTs on lessons learned from litigation cases in order to assist in the prevention of reoccurring incidents.
  • To draft, and seek approval for the annual performance and assurance report and to prepare and present regular reports for senior management on relevant topics.
  • To assist relevant establishment staff in ensuring that relevant HSF&L training needs are identified and transferred appropriately to local people plans and monitor and report on progress against same.
  • To deliver a range of HSF&L training within the relevant establishments both in response to ad-hoc needs agreed within the establishment and as directed by the Principle Health, Safety, Fire and Litigation Advisor. Specifically this must include: a) HSF Management Training, b) Stress Awareness and Management Training, c) Fire awareness, d) RPE use, e) Sphera Training, f) Hazard Identification and Workplace Inspection Training, g) litigation awareness, h) risk assessment, i) accident reporting and investigation and other relevant specialised training relating to HSF&L risk management.
  • To actively engage with internal and external contract works planning and implementation forums including attendance at pre-contract and ‘420’ meetings and to make appropriate visits and inspections of construction works whether contractor or HMPPS controlled. To engage BAS: HSF Advisor in this process and to report appropriately within the relevant establishment and to Principle Health, Safety, Fire and Litigation Advisor.
  • To actively engage with the management of on-site service providers to develop joint arrangements for effective HSF&L management and to propose these for authorisation by the senior management of both the service provider and the establishment. To report systematically the progress and performance of these arrangements in regular management reports.
  • To provide support and advice to HMPPS Service Managers overseeing maintenance delivery contracts on the HSF&L requirements for premises, plant and equipment inspection, testing and maintenance and the HSF&L aspects of the service providers’ service operation.
  • To participate actively in, and lead in certain cases, groups set up to maintain and develop HSF&L such as stress management groups, risk assessment groups etc.
  • To develop particular specialisms, as determined by national priorities and agreed with the Principle Health, Safety, Fire and Litigation Advisor, on which they will lead within the relevant Directorate and act as a source of additional knowledge to their team and associates.
  • To assist in the identification and assessment of first aid needs for the relevant establishment and monitoring and reporting the extent to which relevant establishments are meeting national and locally assessed needs.
  • To provide support to the Principle Health, Safety, Fire and Litigation Advisor in matters related to both regional and national developments in HSF&L.
  • To carry out peer audits/inspections of other HMPPS offices/establishments as part of a Directorate program and provide feedback via the Principle Health, Safety, Fire and Litigation Advisor.
  • To carry out directly and/or co-ordinate investigations into relevant incidents including remotely via Sphera and email and ensure that serious incidents including near misses are reported thoroughly and lessons shared and learnt amongst relevant departments and establishments, including reports to establishment SMTs, PGDs and Principle Health, Safety, Fire and Litigation Advisor.
  • To actively monitor Sphera for new incidents, check the quality and range of information submitted and correct or obtain as required and to co-ordinate and control appropriate subsequent Sphera action requests.
  • The post holder is responsible for ensuring the quality control of Sphera data and records including the annual validation programme agreed by the Head of Health, Safety, Fire & Litigation (North/South/LT&HS) and national policy sections for the relevant Prison Group(s). All relevant documentation must be uploaded on to the system in a timely manner before records are closed.
  • To liaise with outside agencies and relevant stakeholders in respect of Health, Safety and Fire issues for the relevant establishments under the supervision of the Principle Health, Safety, Fire and Litigation Advisor.
  • Responsible for the management of BAS: HS&F Advisor staff within each of their establishments. This includes staff performance, development and annual appraisal through to sickness absence management.
  • Responsible for maintaining professional membership via CPD and for monitoring/supporting HS&F staff in achievement of mandatory qualifications and professional membership.
  • To ensure the establishment immunisation programme is delivered and to report on the relevant establishments’ immunisation programmes via the OHA and establishment immunisation co-ordinator and mandated recording system.
  • Responsible for the production, review and monitoring of Building Fire Risk Assessments within the relevant Prison Groups. Documents must be current and recorded on the approved format. Remedial action plans must be developed, kept current, raised and discussed at the appropriate levels (Governor, HSF&L Sponsor, SMTs, Service Delivery Managers etc.).
  • The post holder must meet on a regular basis with PSP Litigation Caseworkers to discuss litigation cases within their Prison Group(s), to provide advice/support, identify relevant issues and learning outcomes and disseminate learning within the relevant establishments via discussions with Governors, HSF&L Sponsors, and SMTs and through wider training and briefings. Assist PSPLTs in the collation of relevant information and documentation including risk assessments, accident reporting/investigation, photographs etc.
  • To provide support, leadership and guidance for the BAS: HS&F Advisor.
  • Deliver and implement projects as directed by the Principle Health, Safety, Fire and Litigation Advisor.
  • Attend relevant boards/SMT meetings, producing reports on HSF&L performance/assurance and actively contribute.

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 holde


  • Changing and Improving
  • Making Effective Decisions
  • Communicating and Influencing
  • Working Together
  • Managing a Quality Service

Technical Requirements

The post holder is required to hold a minimum of NEBOSH General Certificate or equivalent.

Once appointed the post holder must successfully complete:

o    the NEBOSH Diploma or equivalent (within 3 years of appointment);

o    the HMPPS Fire Risk Assessment qualification (within 1 year of appointment);

o    the HMPPS RPE Training Qualification (immediately upon appointment).

Chartered membership of IOSH must be achieved within 2 years of completing NEBOSH Diploma or equivalent.


£42,626 - £51,154

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

Some of MoJ’s 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.


Annual Leave

-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

Childcare Vouchers

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 provides 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 the 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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

The Civil Service embraces diversity and promotes equal opportunities. As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: