PEL - Prison Employment Lead

at  HM Prison Probation Service

JOB SUMMARY

Please refer to Job Description

SUMMARY

• HMPPS have invested significantly in a variety of activities that give prisoners the opportunity to develop work skills and gain experience.
• Employment is managed as part of the Education, Training and Employment pathway, which alongside Finance, Benefit and Debt and a range of support services, provides prisoners with the skills and knowledge to live a law-abiding life after leaving prison.
• A key aspect of this service is to support prison leavers into meaningful, sustained employment on release by working with employers in the community.
• The New Futures Network (NFN) is a national network of employment brokers and industry leads, who work to establish relationships with a range of sector-based employers. The specific aim is to increase the number of prison leavers entering into employment on release. In order for these employers to benefit from the potential labour pool that exists within Prisons in England and Wales, it is essential that work ready candidates are identified pre-release.
• The role of the Prison Employment Lead (PEL) is to identify work-ready prisoners and match them to jobs through face-to- face interventions.
• The Prison Employment Lead will principally be responsible for:
• Identifying work ready candidates.
• Referring prisoners to work readiness support.
• Matching work ready candidates to suitable vacancies supplied by the New Futures Network, DWP and other employment.
• This is a non-operational job with line management responsibilities. This role is non-rotational.

EXPERIENCE

• Experience of working with senior officials.
• Experience of working across stakeholder groups and Other Government Departments and excellent influencing skills, showing the ability to deal effectively with conflict and deliver objectives.
• Has experience of setting goals and achieving targets.
• Has commercial experience and an understanding of contract management.
• Has previous experience/understanding of recruitment processes/legislation (desirable).

PERSON SPECIFICATION

Please refer to Job Description

TECHNICAL SKILLS

We’ll assess you against these technical skills during the selection process:

• Please provide a brief background of your skills and experience that you feel make you suitable for the role

Benefits

Alongside your salary of £38,272, HM Prison & Probation Service contributes £11,087 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Access to learning and development
• A working environment that supports a range of flexible working options to enhance your work life balance
• A working culture which encourages inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%
• Annual Leave
• Public Holidays
• Season Ticket Advance

For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.
Things you need to know

NATIONALITY REQUIREMENTS

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Support contracted IAG and Education providers to ensure the prison induction process properly:

• promotes employment, education and skills training opportunities to prisoners upon arrival at the prison
• effectively captures information relating to prisoner education, work experience and skills
• encourages prisoners to develop personal and social skills that improve employability
• Manage an Employment Hub which centralises employment support services within the prison and promotes live vacancies to prison leavers within the resettlement period.
• Champion innovations in employment and industry focused recruitment practices, such as hospitality/construction drives etc.
• Work in partnership with the Prison’s Strategic Employment Advisory Boards to improve systems that support prisoners to develop employability, ensuring they meet commercial needs/standards of employers.
• Contribute to the Local Partnership Agreement (LPA) with DWP detailing the responsibilities of the PEL, Prison Work Coaches and DWP Employment Advisers and how they will work together at the prison.
• Organise regular opportunities for NFN, DWP and other stakeholders to bring employers into the prison and facilitate prisoner forums.
• Work in partnership with Community Offender Management (COM) to ensure prison leaver information is supplied to relevant agencies post release in order to remove duplication.
• Liaise with COM to ensure prison leavers who require further support on release are signposted to Education, Training and Employment Commissioned Rehabilitative Services (CRS) who can continue to support them on their journey towards meaningful, sustained employment

RESPONSIBILITIES, ACTIVITIES AND DUTIES

• The job holder will be required to carry out the following responsibilities, activities and duties:
• The role of the PEL is to improve employment outcomes for prison leavers. In order to achieve this, they will:
• Engage with stakeholders within the prison to establish a system that identifies work ready prisoners and highlights actions needed to support prisoners to achieve work readiness.
• Work with prison staff and DWP Prison Work Coaches to match work ready candidates to job opportunities from the New Futures Network (NFN), DWP Employment Advisers and National Employer and Partnership Team.

Support contracted IAG and Education providers to ensure the prison induction process properly:

• promotes employment, education and skills training opportunities to prisoners upon arrival at the prison
• effectively captures information relating to prisoner education, work experience and skills
• encourages prisoners to develop personal and social skills that improve employability
• Manage an Employment Hub which centralises employment support services within the prison and promotes live vacancies to prison leavers within the resettlement period.
• Champion innovations in employment and industry focused recruitment practices, such as hospitality/construction drives etc.
• Work in partnership with the Prison’s Strategic Employment Advisory Boards to improve systems that support prisoners to develop employability, ensuring they meet commercial needs/standards of employers.
• Contribute to the Local Partnership Agreement (LPA) with DWP detailing the responsibilities of the PEL, Prison Work Coaches and DWP Employment Advisers and how they will work together at the prison.
• Organise regular opportunities for NFN, DWP and other stakeholders to bring employers into the prison and facilitate prisoner forums.
• Work in partnership with Community Offender Management (COM) to ensure prison leaver information is supplied to relevant agencies post release in order to remove duplication.
• Liaise with COM to ensure prison leavers who require further support on release are signposted to Education, Training and Employment Commissioned Rehabilitative Services (CRS) who can continue to support them on their journey towards meaningful, sustained employment.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.
An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh.