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Your guide to proposals for roles and pay 2009-2011 For staff groups represented by the POA.

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Presentation on theme: "Your guide to proposals for roles and pay 2009-2011 For staff groups represented by the POA."— Presentation transcript:

1 Your guide to proposals for roles and pay For staff groups represented by the POA

2 Why Workforce modernisation? We need to remain efficient and effective Workforce modernisation is a key part of the public sector Prison Service’s ability to demonstrate best delivery in a competitive market

3 Workforce modernisation is essentially about two things: a restructured pay and grading system for everyone built on a new job evaluation system that clearly identifies what people do at work so that we can pay them fairly. a different emphasis on the way we work at establishment level through:- simpler policies and procedures meaning there is more time spent on front-line activity organisational structures in establishments reduced to fewer layers.

4 What does the new structure look like? Officer Residential Team Leader Layer 1 ManagerLayer 2 Layer 3 In-charge GovernorLayer 4 Working role title Layers OfficerOperations Operational Support Officer Team Leader Layer 1 Layer 2 Deputy Governor and Senior Manager Layer 3 In-charge GovernorLayer 4 Possible career routeWorking role title Assessment Gateway Competency escalated activities New POELT recruits entry level Competency & skills based assessment process for all Competency & skills based assessment process for all management Competency & skills based assessment process for all Entry level

5 How do we get there?

6 There are two options for POA members to consider: Option One: This deal equates to a headline cash increase of over 10% for POA members over the three year period. This offers: a three year pay deal worth around 10% in cash terms as follows: year one: 6% non-consolidated payment for those at the maximum of their scale equating to: £1,065 for OSGs £1700 for Prison Officers £1,810 for Senior Officers £1,957 for Principal Officers For those not on the maximum, staff will receive rises in pay through progression and a move across to the new pay scale equating to: £780 - £1,690 for OSGs £2,000 to £2,500 for Prison Officers Year two: 2.4% uplift of all pay points plus progression Year three: 2.35% uplift of all pay points plus progression

7 There are two options for POA members to consider: Option Two: Working Hours Proposals A reduction in the working week to 37 hours by 2011 at no detriment to current pay; and with the option available to Operational Support, Officer Operation, Officer Residential and Team Leaders to buy back additional hours and therefore increase earnings. For example, a Prison Officer who chooses to work 41 hours a week will receive a salary of over £31,000; an Operational Support who chooses to work a 41 hour week would receive a salary of over £21,000 at max, and a Team Leader who chooses to work a 41 hour week would receive a salary of £33,248 at max by 2011.

8 Potential pay progression options under option 2 (working week reduced to 37 hours) 2009 pay maintained at current level on 39 hours. 6% non-consolidated payment if on max, or progression 2010 working week reduced to 38 hours – pay maintained at current level –Option to buy back 1 or 3 hours 2011 working week reduced to 37 hours – pay maintained at current levels, option to buy back 2 or 4 hours

9 Potential pay progression options under option 2 (working week reduced to 37 hours) 37 hours38 hours39 hours41 hours 2009£28, £28,191£28,813£30, £28,216£29,490£31,014 Example for Prison Officer at max

10 Both options include: faster progression for many to the top of pay scales the creation of new roles to ensure we have the right people doing the right job flexible contracts meaning you can agree to work fewer or more hours than the agreed average week new training and clearer progression routes for all staff clearly defined roles and responsibilities set out in properly evaluated job descriptions with people doing similar work receiving equivalent pay Simpler procedures and policies that remove unnecessary management burden and allow deployment of resources to the frontline More flexible use of managerial roles

11 What training will be available? Workforce modernisation continues the Service’s commitment to professionalising all custodial care roles. Training and development forms a central part of our proposals to enable staff to undertake their roles competently and effectively. Proposals for new staff are: Operational Support: A two week course to underpin skills and knowledge for the Level 2 Custodial Care NVQ (CCNVQ) which operational support staff will need to complete as part of their probation. Officer Operations: A six week learning programme that reflects most of the content of the existing POELT course and some additional elements such as; working with prisoners with learning difficulties, resilience and assertiveness and an increased module on incident management. It follows the current delivery model but removes the mid-course, establishment based, experiential learning week. Operations Officers will be required to complete the NVQ level 3 in custodial care as part of their probation. Officer Residential: A one week programme incorporating all of the essential elements for this role identified in the Generic Role Profile. The course builds on prior learning at Officer Operations level.

12 What training will be available? Team Leader: A four day learning programme which contains the essential skills for those undertaking the supervisory leadership role of Team Leader. The course builds on the prior learning at Officer Offender Management level. From this programme, Team Leaders who wish to develop their leadership and management skills will have the opportunity to access New Horizons II training. Managers will undertake modules from the New Horizons II package in addition to the existing provision of EMALPS (Excellence in Management and Leadership in the Prison Service) and pre-Senior Custodial Manager Development two-day courses.

13 New roles explained

14 Operational Support All Operational Support Grades will become Operational Support roles, though you will still be undertaking the same range of activities as before. Generally you will be carry out Operational Support duties including some risk assessed prisoner-facing activity. You will recognise your typical daily activities, which include: –entrance and exit of staff and visitors and gate operation –operating electronic security equipment –conducting possession searches including use of x-ray equipment and vehicle searches –mail sorting and distribution –risk assessed prisoner-facing officer support activities

15 Operational Support You will be guided on a day-to-day basis by a shift supervisor but will be line managed by a manager. Your new opportunities You will be able to study for Level 2 Custodial Care NVQ, which offers a good grounding in prison work, and the chance to move along the new career progression path to Officer Operations should you wish to do so. Your career progression Now your progression path is clearer and more straightforward than ever before,if you decide to move to the next role.Provided there is a vacancy and you pass through the competency gateway,you can become an Operations Officer.

16 Officer Operations Officer Operations is a new role for newly-trained prison officers who will enter the Service in the future. It is important to note that no current officers or OSGs will enter this role or transition as part of these proposals Officer Operations are fully trained officer. Typical activities include: –locking, unlocking and undertaking roll checks –monitoring prisoner activity and completing relevant documentation –moving prisoners and internal and external escorts –conducting alcohol and drugs testing and –supervising activities including exercise, association, workshops, education and visits Officer Operations will be guided on a day-to-day basis by a shift supervisor but will report to a manager.

17 Officer Operations The opportunities As this is a new role we expect that many Officers Operations will be recruited from the new Operational Support level. An Operations Officer will need to complete the Level 3 Custodial Care NVQ. You will also gain a thorough and gradual introduction to prisoner-facing work. Your career progression Provided there is a vacancy and you pass through a competency gateway, you will become a Officer Residential role that brings a favourable pay reward. You could train in a specific area such as drugs testing or work in a residential capacity.

18 Officer Residential As an experienced prison officer your job title has now changed to Officer Residential. This marks the difference between your skills and experience and those of entry-level Operations Officers. Typical activities include: –providing personal support to prisoners through the role of personal officer –assisting prisoners through their sentence –supervising prisoners and prisoner activities –ensuring safer custody procedures including first night safety are carried out –contributing to prisoner records and participating in prisoner assessments in line with the reducing reoffending agenda. You will report to a manager and receive day-to-day guidance from your Team Leader.

19 Officer Residential Your new opportunities Newly-simplified processes and procedures mean you will have more time to focus on building key relationships with prisoners. The importance of your work, and its impact in areas such as reducing reoffending has been recognised, hence the new status of this job and enhanced pay. Your career progression Now your progression path is clearer and more straightforward than ever before, if you decide to move to the next role. Provided there is a vacancy and you pass through a competency gateway, you will become a Team Leader which is an officer role with supervisory responsibilities for a team of operations and residential officers.

20 Team Leader All Senior Officers will be move to this newly created supervisory officer role. As a Team Leader you will have shift supervisory responsibility for officers so that they can deliver work routines and appropriate activities. Typical activities include: –fulfilling the duties of an Officer Residential –managing minor incidents –providing staff with guidance and feedback on work performance and input into performance management –verifying auditable activities within the scope of your role to ensure compliance and quality –championing adherence to prison service policy eg diversity and violence reduction strategy. You will have supervisory responsibilities for the officers in your team but line management responsibilities for you and your team will be with your manager.

21 Team Leader Your new opportunities This role offers you the chance to complete formal training and development in people and business management skills, in preparation for progression to management, should you wish to. It offers you more hands- on supervisory responsibility than ever, while simplified processes and procedures mean you can focus on officers and prisoners. Your career progression Now your progression path is clearer and more straightforward than ever before. Provided there is a vacancy and you pass through a competency gateway, you will gain line-management responsibility by becoming a manager. You will receive thorough training for this role through the Trainee Manager Programme.

22 Manager This role reflects your managerial skills and experience and is the new role that all Principal Officers have been transitioned into. You will provide first line management for officer roles, including team leaders. As a manager you will not wear a uniform and will be on an all-hours worked standard 37 hours week contract Typical activities include: –managing resources to deliver the regime –managing staff including investigations, disciplinary, grievances, absence management –SPDRs, work life balance and liaison with Shared Services –duty manager responsibilities –managing the budget for the unit or function –leading and/or contributing tothe development of local policy,procedures and practice. You will report to a senior manager

23 Manager Your new opportunities Newly simplified processes and procedures mean you will have more time to focus on managing your staff and areas effectively and driving forward the Service’s work. If you are a newly- appointed manager you will be enrolled on the new Management Development Programme depending on your previous role. Your career progression Now your progression path is clearer and more straightforward than ever before, if you decide to move to the next role. Providing you successfully complete managerial training you can apply and be assessed for the job of Senior Manager.

24 What about other manager and senior manager roles? A full description of roles and responsibilities and pay proposals for all current manager and senior manager grades will be given once agreement is reached with their trades union representatives.

25 What happens next? This is the best package that we can put together, maximising all the available money to deliver new pay systems and competitive earnings growth. The package has been negotiated with trades unions and we expect the POA to ballot their members on whether to accept this deal and which option to proceed with. Assuming you vote in favour of this package the new pay and grading structure, underpinned by job evaluation, takes effect from 1 April 2009.

26 Where do I go for further information? This information and more is available on the intranet. Our newsletter ‘Keeping you informed’ will also keep you up to date as the proposals progress. If you have any questions please talk to your Governor or local Wfm Establishment Implementation Manager or:


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