NORTHERN IRELAND PRISON SERVICE

Candidate Information Booklet

Custody Prison Officer (CPO)

&

Night Custody Officer (N CO)

Northern Ireland Prison Service (NIPS )

IRC204679

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

Friday 13th November 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 (CPO) 8

Key Responsibilities (NCO) 10

Eligibility Criteria 12

Assessment Process 13

Interview Guidance 17

Selection process 18

Annex A 22

Annex B 24

Annex C 26

3 | P a g e

FOREWORD Thank you for your interest in becoming a Custody Prison Officer (CPO) and/or Night Custody Officer (NCO). The Northern Ireland Prison Service (NIPS) is part of the Department of Justice and plays a vital role in helping to build a safer community in Northern Ireland. Our core purpose is to keep people safe and secure while they are in prison and to work with them so they can address their offending behaviour and play a positive role when they are released. I have worked in prisons for over 30 years. While it can be a challenging job, it is also hugely rewarding. By working with prisoners on a daily basis you can build trust and make a real difference to their lives, the lives of their families and the wider community. You will also join a dedicated and professional team which will support you throughout your career. As you gain experience and skills you will also have the opportunity to become a Senior Officer and ultimately a Governor. Please take time to read through the information in this booklet and if you believe you have the qualities and skills for this role I would encourage you to apply to join our Service. I would like to wish you the very best with 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. NIPS comprises of three main prison establishments and the Prisoner Escorting and Court Custody Service (PECCS). 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 College - a medium to low security establishment accommodating male remand and sentenced young offenders between the ages of 18 and 21 and all female prisoners including young offenders and female immigration detainees. 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. The main administrative centre for NIPS, Prison Service Headquarters , is located on the Stormont Estate, Belfast. NIPS Training College is currently located in Millisle (but this is under review) and PECCS at Maghaberry. 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 across both disciplines (CPO and NCO). Please note that you will be asked when submitting your application to indicate which position(s) you wish to be considered for. It is vitally important to only select the position(s) that you are able to commit to in terms of working pattern (day or night working). Salary Custody Prison Officer £18,925 - £26,005 per annum Night Custody Officer £22,299 per annum Annual Leave The annual leave year starts on 1 February and ends on 31 January of the following year. For staff joining NIPS after the annual leave year has started, entitlement for the remainder of the year will be calculated on a pro rata basis. Custody Prison Officer Annual Leave Entitlement The annual leave allowance is the equivalent of 37 days (25 days annual leave and 12 Public and Privilege Holidays) and is allocated in hours. Night Custody Officer Annual Leave Entitlement The annual leave allowance is the equivalent of 25 Days and 12 bank holidays and is allocated in hours. Location CPO’s and NCO’s must be willing to serve in any Prison / Young Offenders Establishment in Northern Ireland now or in the future. Currently these are:

• Maghaberry Prison – near Moira • Magilligan Prison – near Limavady • Hydebank Wood College – near Belfast but may include additional facilities

as and when developed throughout Northern Mobility As a CPO you will be a mobile grade and can be required to transfer to a location anywhere within Northern Ireland, both on a permanent basis or for a period of time on detached duty.

6 | P a g e

NCOs are currently classified as a non-mobile grade which in practical terms means we will try to accommodate a posting for you, within the limitations of the prison estate that is within reasonable travelling distance of your home. You may however be asked to transfer to another prison establishment to accommodate business needs. Allowances CPOs and NCOs are entitled to receive a supplementary risk allowance which is currently £2000.00 per annum. Probation Successful applicants will serve a one year probation period during which suitability for the post will be assessed and conduct, attendance and performance monitored Employment will be terminated where the required standards are not met within the probationary period. Working Patterns CPO The shift pattern is based on a 39 hour week (currently under review) which will include evenings, weekends and public / privilege holidays. The actual hours worked per week will vary and may include nights as they will be calculated across your assigned shift cycle. A shift will start when you are on post and will end when you leave your post. Time spent travelling to and from your post while inside or outside the prison perimeter will not be included. No additional payments or premiums will be paid for working weekends or public and privilege holidays. Shift patterns will change from time to time. NCO The shift pattern is based on an average 44 hour week and will include weekends and public/privilege holidays. The actual hours worked per week will vary as they will be calculated across your assigned shift cycle. Some shifts may be designated as standby periods where you must attend for work or training if required. Although the majority of your working hours will be covering night time periods, training will be ongoing and will require some daytime attendance. A shift will start when you are on post and will end when you leave your post. Time spent travelling to and from your post while inside or outside of the prison perimeter will not be included. No additional payments or premiums will be paid for working weekends or public and privilege holidays. Uniform You will be provided with a uniform which you must wear at all times while on duty and when required to do so. Staff uniforms are not currently worn at Hydebank Wood College.

7 | P a g e

Fitness / Other Checks Those successful at interview will be required to take a compulsory occupational health assessment to ensure fitness for the post. Also they must undergo a Counter Terrorist Check (CTC), and an Enhanced AccessNI check and checked against barred list. 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. Training / Induction All successful candidates will complete initial training at the Prison Service College and during training it is envisaged that you will have the opportunity to job shadow at each of the Establishments Maghaberry Prison, Magilligan Prison, and Hydebank Wood College. You will be required to achieve satisfactory results in a comprehensive learning programme that focuses on the duties and responsibilities of a professional CPO and NCO. The programme combines formal study with practical assessments, job simulation and written work including examinations, work-based assignment and reflective statements. Candidates will be required to undertake home study in order to meet the required professional standards. Also as part of your training programme you will be required to be trained in Use of Force, Control and Restraint techniques. Those who are appointed will be required to obtain a Certificate of Competence designed to reflect the high level of professionalism expected from the role. Attainment of the qualification is mandatory to ensure continued employment and as a means of pay progression. It is expected that the certificate will be achieved within 18 - 24 months. CPOs and NCOs will be required to make sufficient progress towards the qualification before the end of their probationary period. CPO/NCOs will be expected to maintain the level of competence once qualified and will be assessed on a regular basis. If the certificate is not obtained this may result in dismissal. Further Information If you have any queries about the competition process please contact HRConnect on 0800 1 300 330, or email recruitment@hrconnect.nigov.net.

8 | P a g e

KEY RESPONSIBILITIES

CUSTODY PRISON OFFICER (CPO) Job Purpose The primary role of the CPO is to help provide a prison environment which is safe, secure and decent for both prisoners and staff. CPO Staff are responsible for performing operational and custodial duties that involve conducting searches, controlling movement within the prison and maintaining aspects of order and discipline. Main duties and responsibilities 1. Providing safe & secure custody

• Initiate the process of prisoner induction by committing prisoners through reception.

• Support the principles of dynamic security by building positive relationships with prisoners to create and sustain the flow of security information from prisoners to staff.

• Conduct headcounts, locking/unlocking routines, fabric checks, alarms; and ensure recording and reporting of same.

• Adhere to and help implement safer custody policies and procedures. • Maintain order and discipline by monitoring / supervising prisoners and taking

appropriate action to address any issues which may arise. • Contribute to the effective management of offenders and the implementation

of prisoners sentence planning and risk management arrangements by liaising and sharing appropriate information with other staff and organisations operating in the prison.

• Conduct searches of prisoners, visitors, staff, accommodation and areas in compliance with Governors Orders and Security manual.

• Control and manage the movement of prisoners, visitors, staff and goods including transporting, in accordance with operating policy and procedures.

• Maintain the safe use and custody of security and IT equipment used in performing duties

• Ensure that all incidents occurring during the course of duty are reported and are dealt with in an effective and timely manner.

• Contribute to briefings and handovers. • Offer support and assistance to offenders on issues which may be causing

them concern. • Conducts regular equipment checks and maintenance of vehicles and reports

requirements for maintenance or repair as appropriate. • Respond to emergencies in accordance with local Contingency Plans.

9 | P a g e

2. Promoting decent custody

• Promote the aims and values of the NIPS; • Treat prisoners humanely and take care of their property, taking account of

their human rights and dignity within the framework of Human Rights and Equality legislation.

• Process non staff related prisoners’ complaints, applications and grievances in accordance with the required timescales and procedures.

• Maintain systems and structures to promote confidentiality and the rights, responsibilities and diversity of people.

• Maintain required standard of cleanliness of residential areas and ensure prisoners maintain a high standard of personal hygiene;

• Contribute to the monitoring and evaluation of the prison regime on a daily basis through effective records.

3. Prisoner engagement

• Contribute to the work of Offender Supervisors and other offender management staff by;

o Actively encouraging prisoner participation in regime activities and offender management activities;

o Effectively manage and supervise prisoner activities and movements ensuring prisoners attend activities on time;

o Sharing information as appropriate on prisoner behaviour/progress by directly reporting into sentence planning and risk management arrangements;

• Model pro-social behaviour and use every opportunity to discourage and challenge negative behaviour.

4. General

• Complete all administration in support of duties including; o Maintenance of journals / logs; o Completing prisoner reports; o Recording prisoners requests / non staff related complaints; o Completing accidents / incident reports;

• Ensure all work is carried out to the highest professional standards. • Continually manage and develop self performance and personal resources in

the role, including actively participating in the process of supervision and appraisal.

• Shift work including working nightshift will be a requirement. • Any other operational duties as required by the Governor commensurate with

the post. The generic competency framework for the role of CP O is at Annex A

10 | P a g e

KEY RESPONSIBILITIES

NIGHT CUSTODY OFFICER (NCO) Job Purpose To be accountable for the security and safe custody of all prisoners during night duty periods.

Main duties and responsibilities 1. Providing safe & secure custody

• Ensuring that all areas at location, both within the accommodation and around the perimeter, are patrolled at frequent but irregular intervals throughout time of duty.

• Ensuring that any requests from prisoners are forwarded to the Night Manager immediately for appropriate action.

• Regularly reviewing prisoners who are subject to a “Prisoner at Risk” (SPAR) form and following any instruction contained therein and to record observations as necessary.

• Identify prisoners showing signs of distress or under the influence of illicit substances and take appropriate action in the situation including unlocking prisoners in the event of an emergency.

• Participating in cell relocation, using C&R techniques if necessary. • Applying fire, evacuation and night sanitation procedures, including the proper

use of cell keys as required. • Adherence to Governor’s Orders and Special Instructions as they apply to

area of operation (including the maintenance of the Night Guard Journal). 2. Promoting decent custody

• Ensuring that all prisoners are observed at frequent irregular intervals during time of duty.

3. Prisoner engagement

• Ensuring that any irregularities or unusual occurrences are reported immediately to the Night Manager.

• Escorting prisoners outside the establishments as required during Night Duty. • Completion of Progressive Regimes Earned Privileges reports on adverse

prisoner behaviour and attitude during night duty. • Undertake full ECR duties as required.

11 | P a g e

4. General

• Receiving and signing for night guard equipment and where necessary for keys including Home Office keys, pegging key, fire key(s), Hoffman knife and radio transmitter at the commencement of each shift and returning same at end of shift.

• Carrying out all necessary head counts, identifying each prisoner on commencing duty, prior to terminating duty and at any other times as laid down in Governors Orders or on the instruction of the Night Manager.

• Ensuring that the recording clock system is pegged at his/her location on commencing duty, at the end of duty and at intervals of not more than 60 minutes throughout the night.

• Maintaining constant radio contact with Emergency Control Room throughout time of duty.

• Operation of official computer equipment for work purposes e.g. OASIS, PRISM etc.

• Remaining on duty until properly relieved and a handover is complete before going off post.

• Implementing the prison disciplinary process as appropriate including attendance at adjudications during daytime hours.

• Giving evidence at court and at other hearings. The generic competency framework for the role of NC O is at Annex A

12 | P a g e

ELIGIBILITY CRITERIA

(FOR BOTH POSTS) Candidates must by the closing date for application s:

1. be willing to serve in any Prison / Young Offenders Establishment in Northern Ireland now or in the future. Currently these are:

• Maghaberry Prison – near Moira • Magilligan Prison – near Limavady • Hydebank Wood College – near Belfast but may include additional

facilities as and when developed throughout Northern Ireland.

2. have 5 GCSE’s including English and Mathematics at Grade C or above (or equivalent);

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

13 | 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 to confirm which position you wish to apply for 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 from week commencing 30th November 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 photographic identification documents.

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.

14 | 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 30th November 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 • 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. STAGE 2 – FORMAL SCREENING OF APPLICATIONS

15 | P a g e

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. 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 CPO and NCO. 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 both CPO and NCO 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 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 17.

16 | P a g e

Interview availability It is intended that interviews for this post will take place in Belfast from week commencing 4th January 2016. 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?

• NIPS operates 24 hours a day, 365 days a year there fore CPOs and NCOs may be required to work overtime at a short pe riod of notice.

• The operational requirements also mean that CPOs an d NCOs will be needed to work during seasonal holiday periods and bank holidays.

• CPOs and NCOs are expected to wear a uniform at all times whilst on duty at Maghaberry and Magilligan.

• CPOs and NCOs must successfully complete a challeng ing training programme with regular and ongoing assessment.

• CPOs and NCOs will be required to deal with individ uals who are volatile and often unpredictable.

• CPOs and NCOs will be required to work in challengi ng environments and deal with complex and difficult situations.

• CPOs and NCOs will be required to display a high de gree of motivation, be conscientious, resilient, and act with a high de gree of integrity.

• CPOs and NCOs will be responsible and accountable f or their own actions or omissions.

• NIPS expect CPOs and NCOs to act professionally bot h on and off duty at all times. It is expected that you maintain the highest standards of integrity at all times and throughout your service.

• NIPS expect all staff to treat colleagues, and thos e in their custody with respect recognising the need for fairness, impartia lity and confidentiality.

• CPOs and NCOs - You must in the course of your duti es treat members of the public, colleagues, and those in your custod y with respect and recognise the need for fairness, impartiality and c onfidentiality.

• NIPS expects all staff to respect plurality and div ersity and not to discriminate against any prisoner on the basis of g ender, sexual orientation, age, race, religion, political or othe r opinion, disability or, in the case of a prisoner, the type of offence alleged or committed by that prisoner.

• NIPS require all staff to respect the human rights of those in your care and ensure compliance with Human Rights legislation .

• NIPS require all staff to manage resources efficien tly and effectively at all times.

17 | 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.

18 | 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. 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.

19 | 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

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.

20 | 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 D. Advice on Nationality for (i), (ii) and (iii) above may be obtained from the Home Office website, www.ind.homeoffice.gov.uk.

21 | P a g e

Vetting Procedures 1. Counter Terrorism Check (CTC) For CPO and NCO 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 Order. Please note that a criminal record will not necessarily be a bar to ob taining a position.

1

22 | P a g e

ANNEX A GENERIC COMPETENCY FRAMEWORK FOR THE ROLES OF CUSTODY PRISON OFFICER AND NIGHT CUSTODY OFFICER IN THE NORTHERN IRELAND PRISON SERVICE 1. Personal Responsibility 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 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 the NIPS purpose and strategic aims in accordance with the NIPS values. Plan 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 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 upholds 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.

23 | P a g e

4. Effective Communications 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

• Source and provide information, using electronic and verbal methods, in order to keep self and others up to date.

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

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

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

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

24 | P a g e

ANNEX B

FITNESS CRITERIA

The role of a CPO and NCO 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 CPO and NCO 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 CPO and NCO. 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 CPO and NCO: 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 CPO and NCO. 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.

25 | 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. 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.

26 | 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