NORTHERN IRELAND PRISON SERVICE

Candidate Information Booklet

PRISONER CUSTODY OFFICER (PCO)

Northern Ireland Prison Service (NIPS )

IRC200755

Completed Application Forms must be returned to HRConnect no later than 12 noon (UK time) on

Friday 3rd April 2015

2 | P a g e

Communication between HRConnect and you

HRConnect will issue electronically as many competi tion communications as possible, you should therefore check your email acc ount to make sure that you don’t miss any important communications in rela tion to this competition. There may, however, still be a necessity to issue s ome correspondence by hard copy mail.

Contents:

Page

Foreword 3

Background 4

Job Description 5

Key Responsibilities 8

Eligibility Criteria 10

Assessment Process 11

Interview Guidance 15

Selection process 16

Annex A 20

Annex B 22

Annex C 24

3 | P a g e

FOREWORD Thank you for your interest in becoming a Prisoner Custody Officer (PCO). The Northern Ireland Prison Service (NIPS) is an Executive Agency of the Department of Justice (DOJ) and has responsibility for holding in secure and humane confinement persons who have been given into custody by the Courts. NIPS operates under the direction and control of the Justice Minister, within a statutory framework based on the Prison Act (Northern Ireland) 1953 and the Prison and Young Offenders’ Centre Rules (Northern Ireland) 1995. The Prisoner Escorting and Court Custody Service (PECCS) is part of the Northern Ireland Criminal Justice system with responsibility for the transfer and supervision of prisoners to and from Courthouses across Northern Ireland and for supervising them while there. The overriding priority of PECCS and its PCOs is to ensure the security, safety and respect for all those in their care and custody. PCOs play an important role within the Criminal Justice System. PCOs may, in the future have an opportunity to move to different roles such as Custody Prison Officer working in the Prison Establishments throughout Northern Ireland. Please read through the information contained within this booklet and if you believe you have the qualities and skills to fulfil the requirements of this role I encourage you to submit an application. Very best wishes in your application. Sue McAllister Director General NI Prison Service

4 | P a g e

BACKGROUND About the Northern Ireland Prison Service (NIPS) NIPS Statement of Purpose and Strategic Priorities Our core Statement of Purpose is to: Improve public safety by reducing the risk of re-offending through the management and rehabilitation of offenders in custody. NIPS is an executive agency of the Department of Justice (DOJ) which is a part of the Northern Ireland Civil Service (NICS). It is responsible for the operation and delivery of services within the Northern Ireland prison system. The Service operates under the direction and control of the Department of Justice, within a statutory framework based on the Prison Act (Northern Ireland) 1953 and the Prison and Young Offenders’ Centre Rules (Northern Ireland) 1995. Prisoner Custody Officers are recruited under section 2(2) of the Prison Act (Northern Ireland) 1953 and appointed under the terms of sections 118 – 125 of the Criminal Justice and Public Order Act 1994. The provisions of sections 126,127 and 128 of the Criminal Justice and Public Order Act 1994 also apply. NIPS comprises of three main prison establishments and the Prisoner Escorting and Court Custody Service (PECCS). PECCS – a prisoner transport and prisoner escorting service for adult males and females and for young people and children within the Criminal Justice System. The PECCS transport mostly comprises of cellular vehicles which hold and deploy from Maghaberry prison. PECCS also has responsibility for the safe operation of the cell holding areas in each Courthouse throughout Northern Ireland and for producing prisoners in court rooms when required. Maghaberry Prison - a high security prison, housing adult male long-term sentenced and remand prisoners in separated and integrated conditions. Magilligan Prison - a medium security prison, housing shorter-term sentenced adult male prisoners. This establishment also has low security accommodation for selected prisoners nearing the end of their sentence. Hydebank Wood Prison and Young Offenders Centre - a medium to low security establishment accommodating male remand and sentenced young offenders between the ages of 16 and 21 and all female prisoners including young offenders and female immigration detainees. The main administrative centre for NIPS, Prison Service Headquarters , is located on the Stormont Estate, Belfast. NIPS Training College is currently located in Millisle. Further details on the Northern Ireland Prison Service are available at www.dojni.gov.uk/ni-prison-service.

5 | P a g e

JOB DESCRIPTION There are currently a number of permanent positions available to fill vacancies across a range of working hours per week. A limited number of temporary contracts may also become available during the lifetime of this competition. Hours of Work PCOs are employed in the following job roles based on a set number of hours per week:

• Position 1: 20 hours per week in a court environment.

• Position 2: 35 hours per week in a court environment. This position may include occasional driver / escort duties subject to operational needs.

• Position 3: 40 hours per week from the PECCS base in the Maghaberry Prison complex. This is a driver / escort position.

• We would also be interested in anyone who would be willing to take a position on a temporary basis, covering a period of maternity leave for example. Please note however that there is no guarantee that a temporary position would arise during the lifetime of the competition.

You will be asked on your application form to select which position(s) you wish to be considered for. Please note that your rostered hours may include weekends and public / privilege holidays for which you will receive your normal hourly rate of pay. You will normally be required to work your contracted hours between 0700-1900 hours for 40 hour and 35 hour contracts. For 20 hour contracts you will normally be required to work your contracted hours between 0900-1500 hours. Mobility A PCO is a mobile grade. This means that while a court may be designated as being your home station you may subsequently be required to transfer to any court in any area in order to meet operational needs. Leave Annual leave entitlement for PCOs is calculated in hours. Therefore, in addition to Public and Privilege Holidays, the successful candidate will be entitled to the equivalent of: 40 Hour Week - 25 days of 8 hours [200 hours], rising to 30 days [240 hours] after 5 years’ service;

6 | P a g e

35 Hour Week - 25 days of 7 hours [175 hours], rising to 30 days [210 hours] after 5 years’ service; 20 Hour Week - 25 days of 4 hours [100 hours], rising to 30 days [120 hours] after 5 years’ service Your annual leave will be pre-detailed by management to match session times. Salary The hourly rate for all PCO positions advertised is £9.07. Allowances As a PCO you are entitled to receive a supplementary risk allowance of £2000.00 per annum and a boot allowance of £92.80 per annum. Mileage As a PCO you are not entitled to claim payment of mileage from your home to your home court station. For travel to other locations on official duty you are entitled to claim 45 pence per mile in excess of the mileage from your home to your home court station (providing you have insurance cover to do so). Where travel to another location is regular it is subject to taxation. Location PCOs are based at courts throughout Northern Ireland and at Maghaberry Prison and Magilligan Prison. Court Areas PCOs employed on 20 and 35 hours contracts may be required to work in the following court locations.

COURTS AREA CURRENT COURTS Ballymena Antrim; Ballymena; Coleraine Newry Newry; Armagh Newtownards Newtownards; Downpatrick Londonderry Londonderry; Magherafelt; Limavady Omagh Omagh; Enniskillen; Strabane; Dungannon Craigavon Craigavon; Lisburn Laganside Laganside

All court facilities and their operational management, including any Courthouse closures and future changes in courts areas are the responsibility of the Northern Ireland Court Service. Applicants should therefore be aware that the Northern Ireland Courts and Tribunal Service have recently commenced a public consultation exercise to consider the views of the general public on the closure of a number of courthouses throughout Northern Ireland. Should any of the Courthouses under

7 | P a g e

consideration close it is anticipated that the current court business conducted will be transferred to another court district. In such circumstances NIPS (PECCS) will transfer staff according to these changes. Further information on the Northern Ireland Courts and Tribunal Service consultation can be found at http://www.courtsni.gov.uk/en-GB/Publications/Public_Consultation/Pages/default.aspx Probation Successful candidates will be required to serve a one year probationary period during which suitability for the role will be assessed; conduct, attendance and performance will be monitored and employment will be terminated where the required standards are not met within the probationary period. Training / Induction All PCOs are required to possess the appropriate knowledge and skills to enable them to effectively and efficiently perform the duties required of them in whichever area they are employed. All successful candidates will be required to attend and successfully complete, up to, a 10 week induction course at the Prison Service College and undertake any other training as determined. This will include training in the Use of Force, Control and Restraint techniques. In order to be certified to carry out the duties of a PCO individuals must complete and achieve a satisfactory performance in all areas of training as set by NIPS. Part-time staff must be prepared to work full-time hours to facilitate training requirements and familiarisation in post. Successful candidates must hold a full current driving licence at the closing date of the competition. Successful candidates for driving and escorting positions will be required to complete the driver training provided in order to attain the required level of licence to drive the range of prison vehicles. Uniform A uniform is provided for all new staff. Fitness/Other Checks Those successful at interview will be required to undergo both a Counter Terrorist Check (CTC), and an Enhanced AccessNI check and checked against barred list. In addition they will also be required to undertake a compulsory occupational health assessment to ensure fitness for the post. Details of the fitness criteria are outlined at Annex B. Outside employment in the Reserve Forces & Voluntar y Work While employed by NIPS you must seek permission from NIPS to undertake Secondary Employment or to join the Emergency or Voluntary Rescue Services.

8 | P a g e

KEY RESPONSIBILITIES The main duties of a PCO include:

• the secure supervision of prisoners while on court premises;

• under taking designated duties in court within the court proceedings (to include the roles of dock officer, assistant dock officer, etc.);

• completion of the necessary documentation in connection with the conveyance of prisoners to and from courts;

• secure escort and supervision of prisoners when in transit between establishments and court venues;

• the secure supervision of prisoners while on all external escorts, including hospital and PSNI productions and UK and international transfers;

• driving appropriate secure vehicles in a safe manner;

• adherence to safer custody policies and procedures; and

• responding to all emergencies in accordance with local contingency plans, operational instructions and section seven of the Security Manual.

The job of a Prisoner Custody Officer (PCO) is a varied one. In the context of being employed within the Prisoner Escorting and Court Custody Service’ (PECCS) it falls into two distinct areas:

1. Escorting prisoners to and from Courts, hospitals, airports, police stations and other establishments and;

2. Ensuring the safe and secure control of persons in custody at courts, this includes staffing of court docks and the running of the court custody area.

Vehicle escorts arrive at the PECCS Base and draw escort equipment including handcuffs, keys and the relevant paperwork for the escort. The vehicle may be transporting anywhere between one and twelve prisoners dependant on the court and type of vehicle being used. The driver and escorting officer will carryout routine safety checks that deploys the vehicle for use. If moving between Prison Establishments and Courts, documentation relevant to the movement will be checked and rechecked as part of this process. You may be driving to any of the seventeen courts around the country and the longest of these journeys would take around ninety minutes.

9 | P a g e

On arrival at court the Escort and Driver join with the staff deployed directly to the court, to form the team covering the court and custody area. A Senior Officer is responsible for the days detail which includes covering the reception desk and recording information of the movement of prisoners, staff and legal representatives coming in and out throughout the Court day. You may be detailed duty in the cell area and be responsible for the safety secure movement of persons in custody; you will be required to interact with legal representatives, police and other representatives of the judicial system. If detailed to court duty you will interact with people coming into the dock from the custody area and also from the body of the court. This is sometimes stressful for the person before the court as he/she may never have been in this situation before. Good people skills are an essential tool which can reduce the likelihood of incidents arising from unexpected sentences. The courts you are detailed to vary. Youth Courts and Magistrates Courts are busy bustling places and deal in the main with less serious breaches of the law. You will also find yourself working in Crown Courts where on some occasions long and protracted cases go on for weeks or months. You may be there for just a day, or for the duration of the case, in any event these will be the most serious cases coming before the judicial system. In a Crown Court as in every court, one officer will be I/C (In Charge) in due course that could be you. Other officers may be sitting in the dock beside the prisoner or prisoners, these officers are responsible for maintaining secure and safe control of these persons whilst they are in custody or before the court. We work as a team and although you are detailed to one job you may throughout the day be redeployed to another. The court situation is a fluid one and very open to change. As a PCO you will also be deployed to escort persons in custody to and from medical appointments at hospital and other medical locations. These may be of short duration or be an all day job. You will also be deployed to escort persons in custody between establishments. This also includes on occasion the movement of people between Northern Ireland and England, Scotland, Wales and Ireland. We are also responsible for International transfer of prisoners, which on the last two occasions involved a team escorting from Japan and to Spain. As a valued member of the team you will receive initial training which is essential to you and will quickly gather the experience you need to enjoy this interesting and challenging job. THE GENERIC COMPETENCY FRAMEWORK FOR THE ROLE OF PC O IS AT ANNEX A.

10 | P a g e

ELIGIBILITY CRITERIA Candidates must by the closing date for applications:

1. have 5 GCSE including English and Mathematics both at Grade C or above or equivalent;

2. have a full Category B current driving licence and have access to a means of transport for work purposes*;

3. be in good health (a medical examination will be necessary);

4. be able to demonstrate good communication skills;

5. be observant and diligent;

6. be able to work as a member of a team;

7. be able to use initiative to deal with demanding situations and craft workable solutions; and

8. be systematic, have a methodical approach and have good problem solving skills

*Candidates for PCO positions 1 (20 hours), 2 (35 hours) and 3 (40 hours) as well as the temporary contract must have a full Category B current driving licence and have access to a means of transport for work purposes. Candidates for Position 3 will be required to undertake PCV training, if they do not already hold a full Category D licence or Category D1 licence.

11 | P a g e

ASSESSMENT PROCESS The assessment for this competition will comprise several stages as outlined below.

Online Application

• Read the Candidate Information Booklet and fully consider and ensure you meet the eligibility requirements and commitment needed.

• If you wish to apply, complete your online application at www.nicsrecruitment.gov.uk.

• You will be asked for some preferences (including working hours) when completing your application. Please make the appropriate choices.

• Please note that candidates can be placed at any location therefore if you are offered and do not accept a post due to its location no other offers will be made.

Invigilated Test

• Within 2 weeks of the closing date for applications you will receive an invite to attend an assessment session in Stranmillis, Belfast.

• It is anticipated that these sessions will take place during week commencing 11th May 2015.

• Please note that we are unable to accept reschedule requests therefore you should ensure that you are able to attend the date and time provided to you.

• In order to gain admittance to the invigilated test, you must bring appropriate identification documents and will also be required to provide evidence (in the form of original documents / certificates) of how you meet the eligibility requirements.

Formal Screening of Applications

Interview

• Formal screening of the top performing applicants will take place to ensure that you meet the eligibility criteria and statutory requirements for working within the NIPS (nationality, age, etc).

• Applications deemed invalid at this stage will be withdrawn from the competition. • Candidates who didn’t score highly enough to progress through to interview stage

will be notified.

• If you scored high enough in the invigilated test and your application was deemed valid you will be invited for an interview.

• The interviews will be based on the competencies as outlined within this booklet. • The number of applicants that proceed to interview will be based on the anticipated

number of posts available. Further interviews may be conducted later should further vacancies arise during the lifetime of this competition.

Merit List • If you passed the interview you will be placed on an order of merit list. • The top scoring candidates will start the security clearance and medical processes. • As vacancies arise candidates will be offered these in merit order based on their

preferences.

12 | P a g e

STAGE 1 – INVILIGATED TEST – ALL APPLICANTS Following the submission of your application, the first stage of the assessment process will be the completion of 2 tests. The test will assess the following elements:

• Verbal Comprehension – The will measure your ability to interpret and understand written information.

• Numerical Reasoning – This will assess basic reasoning skill with numbers. Questions may involve decimals, fractions and graphs.

Applicants will receive an email inviting them to the test session within 2 weeks of the closing date for applications. Please check your email and junk mail folders during this time to ensure you receive the email. It is anticipated that the testing will take place during week commencing 11th May 2015 in Stranmillis, Belfast. Please note that reschedule requests cannot be accommodated outside of these dates. The time allowed for the tests is as follows: Verbal – 18 minutes to answer 40 questions. Numerical – 15 minutes to answer 24 questions. The assessment practice leaflet attached separately will enable you to try some practice questions and give you an indication of the types of questions asked during the assessment process. In order to gain admittance to the invigilated test, applicants must bring appropriate identification documents and will also be required to provide evidence (in the form of original documents / certificates) of how they meet the eligibility requirements Applicants must bring the following original docume nts and photocopies to their invigilated test:

• Qualification Certificates & Full Driving Licence (Showing that the applicant meets the eligibility criteria).

• Photographic ID (e.g. valid Passport or valid Driving Licence). • Proof of Address (e.g. recent utility bill or bank statement). • Proof of Nationality (Passport or Birth Certification accompanied with proof

of National Insurance number - NI number card or payslip). • Documents to satisfy AccessNI check (See annex C).

Please note: You may use the same document to satisfy more than one check. e.g. You may use your passport as a document from group 1, photographic ID and proof of nationality. Assessments will then be marked and the top perform ing applicants will proceed to the next stage.

13 | P a g e

STAGE 2 – FORMAL SCREENING OF APPLICATIONS Following the testing, HRConnect will complete a formal screening of the top performing applicants which will ensure that your application is valid. These checks will ensure that applicants meet the age and nationality requirements for the role, that the qualification stated meets the eligibility requirements and that the candidate holds the appropriate Driving Licence. Applications deemed invalid at this stage will be withdrawn from the competition and applicants will be issued with correspondence. STAGE 3 – INTERVIEW The top performing and valid candidates from the invigilated test will be invited to the final assessment stage, which will consist of a competency based interview on the core competences for PCO. The number of applicants that proceed to interview will be based on the anticipated number of posts available. Further interviews may be conducted later should further vacancies arise during the lifetime of this competition. Core Competence Framework The NIPS has a Core Competence Framework, which is grade specific and describes what people need to do in order to be effective at work. It is not enough to just have the knowledge and skills to do our jobs. Competence is about what people actually do, it is about how you apply or demonstrate the knowledge and skills whilst carrying out your tasks. Demonstrated competence is observable and measurable. The core competences requirements for this grade are categorised under: 1. Personal Responsibility 2. Achieving a Safe Secure Environment and Results 3. Respect for Others 4. Effective Communications

5. Team Working Further detailed information on the above core competences can be found at Annex A. Interview questions will be designed to test the applicant’s knowledge and experience in the above areas and award marks accordingly. The evidence you use may relate to your achievements and/or experiences in any kind of setting, for example, work, education or leisure and must, of course, be factual. Further guidance on preparing for the interview can be found on page 15.

14 | P a g e

Interview availability It is intended that interviews for this post will take place in Belfast from week commencing on 15th June 2015. Reschedule requests will only be considered in very exceptional circumstances. If having received your invitation, you decide to withdraw from the competition, please inform HRConnect as soon as possible, ideally within 48 hours of receiving your invitation. This timeframe will assist us in the timely rescheduling of panels. BEFORE YOU APPLY, ASK YOURSELF …… CAN YOU COMMIT?

• You may be required to work additional hours at sho rt notice. • Your working schedule may include seasonal holidays and bank

holidays. • You must wear a uniform at all times whilst on duty . • You must successfully complete a challenging traini ng programme with

regular and ongoing assessment. • You will be required to deal with individuals who a re volatile and often

unpredictable. • You will be required to work in challenging environ ments and deal with

complex and difficult situations. • You will be required to display a high degree of mo tivation, be

conscientious, resilient, and act with a high degre e of integrity. • You will be responsible and accountable for your ow n actions or

omissions. • You must act professionally both on and off duty at all times. • You must in the course of your duties treat members of the public,

colleagues, and those in your custody with resp ect and recognise the need for fairness, impartiality and confidentiality .

• You must not discriminate against any prisoner or c olleague on the basis of gender, sexual orientation, age, race, rel igion, political or other opinion, disability or, in the case of a prisoner, the type of offence alleged or committed by that prisoner.

• You must respect the human rights of those in your care and ensure compliance with Human Rights legislation.

• You are required to manage PECCS resources efficien tly and effectively at all times.

15 | P a g e

INTERVIEW GUIDANCE FOR APPLICANTS If this is your first experience of a competence-ba sed interview, bear in mind that it does not require you to:

• Talk through previous jobs or appointments from start to finish; • Provide generalised information as to your background and experience; or • Provide information that is not specifically relevant to the competence the

question is designed to test. A competence-based interview does however require y ou to:

• Focus exclusively, in your responses, on your ability to fulfill the competences required for effective performance in the role; and

• Provide specific examples of your experience in relation to the required competence areas.

In preparation for the interview you may wish to th ink about having a clear structure for each of your examples, such as:

• Situation – briefly outline the situation; • Task – what was your objective, what were you trying to achieve; • Action – what did you actually do, what was your unique contribution; • Result – what happened, what was the outcome, what did you learn.

The panel will ask you to provide specific examples from your past experience in relation to each of the competences. You should therefore come to the interview prepared to discuss in detail a range of examples which best illustrate your skills and abilities in each competence area. You may draw examples from any area of your work / life experiences.

16 | P a g e

SELECTION PROCESS The Merit Principle Appointments to the NIPS are made under the ‘merit principle’, where the best person for any given post is selected in fair and open competition. The selection panel will assess candidates against the interview criteria. Those candidates who meet the required standard(s) and pass mark will be deemed suitable for appointment. The selection panel will then list those suitable for appointment in order of merit with the highest scoring applicant ranked first. HRConnect will allocate a candidate (or candidates) to a vacancy (or vacancies) in the order listed dependent on their contract preference. Making your application The application form is designed to ensure that applicants provide the necessary information to determine how they meet the competition requirements and the eligibility/shortlisting criteria. Guidance for Applicants • The space available on the application form is the same for all applicants and

must not be altered. • We will not accept CVs, letters, additional pages or any other supplementary

material in place of or in addition to completed application forms. • Applicants must complete the application form in either typescript font size 12, or

legible, block capitals using black ink. • Applicants must not reformat application forms. • Information in support of your application will not be accepted after the closing

date for receipt of applications. • HRConnect will not examine applications until after the closing deadline; • Do not use acronyms, complex technical detail etc. Write for the reader who may

not know your employer, your branch or your job. • Write down clearly your personal involvement in any experience you quote. Write

“I” statements e.g. I planned meetings, I managed a budget, I prepared a presentation. It is how you actually carried out a piece of work that the panel will be interested in.

• The examples you provide should be concise and relevant to the criteria. This is very important as the examples which you provide may be checked out at interview and you may need to be prepared to talk about these in detail if you are invited to interview. It is your unique role the panel are interested in, not that of your team or division.

17 | P a g e

Application Form Submission • Please refer to the Candidate Information Booklet before completing an

application. • All parts of the application form must be completed by the applicant before this

application can be considered. Failure to do so may result in disqualification. • All applications must be received by the advertised closing date. Late applications

or applications will not be accepted. • Only the employment history and eligibility sections will be made available to the

panel. • Applicants are encouraged to submit online applications • When completing the online application, your information is saved as you move

through the pages. You may leave the application at any time, providing you have clicked on the 'Save & Continue' button. Once your application has been submitted the option to edit will no longer be available.

• Please note - the session timeout for the online application is 40 minutes, if you do not save or change page within this time you will automatically be logged out and any unsaved work will be lost.

• Please do not attempt to reformat application forms as this will result in disqualification.

Changes in personal circumstances Please ensure HRConnect are informed immediately of any changes in personal circumstances. Communication between HRConnect and you HRConnect will issue electronically as many competition communications as possible, you should therefore check your email account to make sure that you don’t miss any important communications in relation to this competition. There may, however, still be a necessity to issue some correspondence by hard copy mail. Further appointments from this competition Where a further position in the NIPS is identified which is considered broadly similar to that outlined in this candidate information booklet, consideration will be given to filling the position from this competition. Disability Requirements We will ask on the application form if you require any reasonable adjustments, due to disability, to enable you to attend any part of the assessment process. Details of any disability are only used for this purpose and do not form any part of the selection process. If you have indicated on your application that you have a disability and are successful in the selection process and are being considered for appointment, you may be required to outline any adjustments you consider necessary in order for you to take up an appointment. If you wish to discuss your disability requirements further, please contact HRConnect.

18 | P a g e

Equal Opportunity Monitoring Form So that we can comply with Fair Employment legislation, you must complete the equal opportunities monitoring form. It also allows us to monitor the effectiveness of our policy of equal opportunities in employment and effectiveness of our recruitment advertising. Please note, this form is regarded as part of your application and failure to complete the form in full and return it will result in disqualification . The Northern Ireland Prison Service is an equal opportunities employer. We welcome applications from all suitably qualified persons. However, as women and Roman Catholics are known to be under-represented in our workforce, we would particularly welcome applications from these groups. All appointments will be made on merit. Assessment Information It is HRConnect policy that all candidates invited to attend for assessment bring sufficient documentation to satisfy the eligibility criteria and the Nationality and Vetting requirements. Further details regarding acceptable documentation will be issued with an invitation to attend for assessment. You should ensure that these documents are readily available. Nationality Requirements HRConnect must ensure that you are legally entitled to work in the United Kingdom. Applicants must be either:

(i) A UK national; or (ii) A Commonwealth citizen; or (iii) A British Protected Person; or (iv) An EEA national; or (v) A Swiss National; or (vi) A person who is not an EEA or Swiss national, but is a family member of

an EEA national who has moved to the UK from another EEA Member State for an approved purpose.

For further guidance on Nationality requirements please see Annex C. Advice on Nationality for (i), (ii) and (iii) above may be obtained from the Home Office website, www.ind.homeoffice.gov.uk.

19 | P a g e

Vetting Procedures 1. Counter Terrorism Check (CTC) For PCO posts in NIPS, the level of vetting is CTC. To facilitate this you will be required to provide the following: a) Your passport; OR b) A document verifying your permanent National Insurance number (e g P45,

P60 or National Insurance card) AND your birth certificate which includes the names of your parents (long version);

c) Other acceptable documents are listed on www.ind.homeoffice@gov.uk; d) A specimen signature at any assessment event and have this validated

against passport, driving licence, application form etc. We will carry out a Criminal Record Check on all candidates through AccessNI. The category of AccessNI check required for these posts is an Enhanced Disclosure. For more information, the address of the AccessNI website is: http://www.accessni.gov.uk/. Those candidates who are being considered for appointment will be contacted by HR Connect, normally after interview and, will be asked to complete the AccessNI application form. This can be downloaded from the AccessNI website. Guidance notes of the completion of the form are also included on the website. Please note that a request to complete this form should not be seen as a guarantee of an offer of appointment. Failure to complete the above form and return it within the specified time will be regarded as ‘no longer interested in the position’ and your application will be withdrawn. The AccessNI code of practice can be found at www.nidirect.gov.uk/accessni. Criminal Record information is subject to the provisions of the Rehabilitation of Offenders (NI) Order 1978. The Rehabilitation of Offenders (Exception) Order ( NI) 1979 applies to the Northern Ireland Prison Service. You should therefo re not withhold information about a previous conviction, caution or fixed penalty ticket on the grounds that it is for other purposes spent under t he Rehabilitation of Offenders Order (NI) 1978. Please note that a crim inal record will not necessarily be a bar to obtaining a position.

20 | P a g e

ANNEX A GENERIC COMPETENCY FRAMEWORK FOR THE ROLE OF PRISON ER CUSTODY OFFICER (PCO) IN THE NORTHERN IRELAND PRISON SERVICE 1. Personal Responsibility Effective Behaviour People who are effective are likely to….

• Display a high degree of motivation and commitment by taking personal responsibility for delivering results. Perform duties in a conscientious manner and act with a high degree of integrity.

• Be open to change and take personal responsibility for challenging and improving existing practices.

• Take personal responsibility for own development and encourage and support the development of others.

2. Achieving a Safe Secure Environment and Results Effective Behaviour People who are effective are likely to….

• Contribute to an orderly and safe secure environment. Continually observe and be alert to changes in the work environment. Consider safety and security at all times.

• Understand how their job contributes to and delivers services provided by the Prisoner Escorting and Court Custody Service (PECCS) in the overall context of the Criminal Justice system and organise work accordingly to meet individual, team, and unit objectives.

• Remain independent and objective when dealing with challenging situations and when making decisions.

3. Respect for Others Effective Behaviour People who are effective are likely to….

• Demonstrate equality of opportunity by treating others equally no matter what their race, religion, position, background, status or appearance or any other aspect of their social identity. Challenge discriminatory behaviour and uphold human rights and foster diversity.

• Show respect for opinions and circumstances of others, treat people with dignity at all times and act diplomatically and confidentially when helping to address the needs of others.

• Positively engage, support, influence and motivate others by using interpersonal skills and demonstrating empathy and understanding.

21 | P a g e

4. Effective Communications Effective Behaviour People who are effective are likely to….

• Communicate information effectively both verbally and in writing, use language and a style of communication that is appropriate to the situation and people being addressed. Make sure that others understand what has been communicated.

• Engage with others and receive ideas, views and information to achieve understanding and build rapport.

5. Team Working Effective Behaviour People who are effective are likely to….

• Demonstrate the ability to build relationships and to support each other achieve common goals.

• Break down the barriers between individuals or groups and establish strong working relationships.

• Proactively address relationship issues to ensure that any problems are resolved.

22 | P a g e

ANNEX B FITNESS CRITERIA The role of a Prisoner Custody Officer (PCO) in NIPS is both physically and psychologically challenging, requiring a level of physical fitness that ensures duties are carried out effectively and safely, without undue stress or risk of injury. Activities that place a high demand on physical fitness are generally infrequent, but when required they are often critical to success. The failure of a PCO to perform a given duty because of a lack of physical fitness could have serious, even fatal consequences for the officer, his or her colleagues, prisoners and the public. Certain conditions may be incompatible with work within NIPS for example those causing sudden and unexpected loss of consciousness or dizziness or significant restriction of physical fitness or mobility. However, each case will be considered on its own merits in compliance with relevant disability legislation. All candidates must be physically and psychologically capable of under taking the work of a PCO. Fitness testing may be carried out on a periodic / regular and ongoing basis in the future. The following health standards must be met by all candidates in order for them to be deemed fit to work as a PCO: Candidates should be of a good physique and be reasonably fit. Candidates should have a body mass index (BMI) within the range of 19-30. A BMI outside the 19-30 range may not in itself be a bar to employment unless, functional ability is impaired. Blood pressure must be within acceptable limits. Where a candidate indicates on their health declaration that they suffer from an ongoing medical condition they are required to include with their health declaration a medical report from their GP/Consultant indicating the nature of the condition and any likely impact on functional ability to work as a PCO. Insulin dependent diabetics may be accepted if their GP / Specialist confirms that they can demonstrate long-term stability of their diabetic control without significant hypoglycemic episodes. An individual with a history of significant hypoglycemic episodes may be rejected. An individual with a history of impaired awareness of hypoglycemia may be rejected. Candidates will have to get their GP / Specialist to complete a diabetic form and return this with their health declaration. Tuberculosis (TB) immunity will be established at pre-employment assessment, candidates must submit a completed TB immunity letter with their health declaration, candidates must also comply with any additional tests required to establish TB immunity.

23 | P a g e

All candidates will be offered Hepatitis B vaccination on taking up post. This will be carried out by NIPS Occupational Health Service (OHS during the training period and in the first few months of work placement. Failure to meet the PCV Category D or D1 licence health standards will be a bar to employment as a PCO. As a result, the vision standards that apply are those that relate to the D1/D licence requirement, check the DVA website for the current standard. If candidates have a medical condition relevant to driving that may be a bar to holding that category of licence – they should provide medical reports to support their application in regard to how they satisfy the D or D1 licence standards. Normal colour vision is required. Candidates should enclose with their health declaration form an opticians report indicating that they meet the visual standard. Candidates should note that for PRK, Lasik, Lasek, ICRS, and cataract surgery a period of at least 6 weeks after surgery should be allowed before candidates can be accepted. Radial keratotomy, arcuate keratotomy, corneal grafts and any other surgical procedures that result in a significant weakening of the cornea are not acceptable. The candidate is responsible for any costs incurred obtaining the reports mentioned above. Failure to enclose the necessary reports will result in applications being returned.

24 | P a g e

ANNEX C Nationality (i) ‘UK National’ means a person who is a British citizen (including persons from the Channel Islands and the Isle of Man), a British subject under Part IV of the British Nationality Act 1981 having the right of abode in the UK or a British Dependent Territories citizen acquiring his/her citizenship from connection with Gibraltar. (ii) ‘Commonwealth Citizen’ means any person who has the status of a Commonwealth citizen under the British Nationality Act 1981, not covered by the ‘UK Nationality’ definition above. This includes British Dependent Territories citizens (other than Gibraltarians), British Overseas citizens, and from 1986 those persons in the category British National (Overseas). (iii) ‘British Protected Person’ means a member of any class of persons declared to be British Protected Persons by Order in Council under the British Nationality Act 1981, or by virtue of the Solomon Islands Act 1978. (iv) ‘EEA National’ means a national of one of the following countries: Austria Finland Latvia Portugal Belgium France Liechtenstein Romania Bulgaria Germany Lithuania Slovakia **Croatia Greece Luxembourg Slovenia Cyprus Hungary Malta Spain Czech Republic Iceland Netherlands Sweden Denmark Ireland Norway United Kingdom Estonia Italy Poland N.B. nationals from Switzerland also have the same free movement and employment rights. ‘Family member of an EEA or Swiss national’ means: (i) That national’s spouse*; or (ii) A direct descendant (child, grandchild etc.) of that national or his/her spouse who is under 21 years of age or is their dependent; or (iii) A dependent relative in the ascending line (parent, grandparent etc) of the EEA national or his/her spouse. *Note: ‘Spouse’ does not include a party to a marriage of convenience and in the case of EEA national vocational students; family members are restricted to spouses and dependent children only. **Croatian nationals who want to work in the UK must obtain authorisation prior to commencing employment. They require a certificate of sponsorship and must also apply for an accession worker card before they can commence employment. There are no provisions for Croatian nationals to take up low –skilled work. Further guidance on nationality can be obtained at www.ind.homeoffice.gov.uk