1. PSP South Wales Programme: Introduction Slides
James Searle –

2. Background to the Programme
In April 2016 Kenny Brown arrived as the new Lead Governor for Public Sector Prisons in South Wales
He saw that staff and leaders in prison were doing good work under very challenging circumstances, but that we had the potential to do an even better job
Prison Safety and Reform and the OM model present new opportunities – we want to be ready for these
We don’t just want to be good – we should be aiming to be world class
The aim of the programme is for governors and staff to start driving this improvement, with support from Regional Office

3. Supporting excellence in the PSP South Wales estate
Our goals
Building on what we do well already
Learning from new innovations
Aiming to become world class prisons
Supporting excellence in the PSP South Wales estate
Making it clear that more strategic work is part of the ‘day job’ for leaders
Learning how to deliver change and take more of a strategic approach
Developing the skills of our current and future leaders
The programme focusses on Cardiff, Swansea, Usk and Prescoed, but Berwyn are involved – they can learn from us too!

4. Six workstreams to drive change
Kenny identified six areas he wanted the programme to focus on, and after asking for volunteers he appointed leads to each one
Workstream
Lead(s) s
Strategic Vision
Kenny Brown (Lead Governor)
Innovation
Mitch Albutt (Cardiff)
Integration and Partnerships
Elfed Jones (Swansea) and Louise Forman (Regional Office)
Leadership
Graham Barrett (Swansea)
People
Danny Khan (Cardiff) and Heather Nicholls (Probation)
Rehabilitative Culture
Julie Morris (Usk & Prescoed) and Cerys Miles (Forensic Psychology)
Each workstream lead then decided on what they wanted to focus on

5. Our approach – letting governors lead
Rather that dictating the goals of the programme, we asked the workstream leads to define what they wanted to do and how they wanted to do it
Workstream leads have responsibility for building teams and delivering their goals, with lots of support
Opportunity for staff at all levels to get involved – just get in touch with leads
A focus on outcomes – we want the programme to really deliver results
We know things won’t change overnight – this is all about the long term

6. Strategic Vision Goals
There’s a shared vision and values that all staff and men in South Wales Public Sector Prisons understand and believe in
We know the values that are important to each establishment and how these are shared across all PSPs in South Wales
PSPs in South Wales understand, influence and deliver on ministerial priorities
Activities
Leading workshops to understand the values we have in common and what they look like in practice
Once we know what the vision is, communicating it and finding ways to maintain it over time
Working with NOMS in Wales colleagues to play more of a role in the national picture – everything from influencing policy to identifying more funding opportunities

7. Innovation Goals PSPs understand and act on best practice
Innovative thinking is directed towards high priority issues
PSPs actually implement and share innovative ideas
There’s a culture of innovation in the PSP South Wales estate
Activities
Looking at a selection of new ideas (better use of do it profiler, training ‘super peers’, Way Out TV)
Considering new ways for staff suggest ideas, like an intranet solution

8. Integration and partnerships
Goals
Partner and contracted services are well understood and do the job they need to – we work effectively together in each establishment and understand the part everyone plans
PSPs communicate effectively with each other and with probation, Parc etc, sharing best practice
Activities
Revised directory of the services available to staff and men
Understanding and learning from best practice for effective co-operation – finding out how we can best work together as a region
Using national collaboration tool to understand what we do well with our partners and where we can get more out of our relationships

9. Leadership Goals All staff know what good leadership looks like
Senior staff display leadership behaviours at all times
All staff have access to leadership development opportunities
Processes and systems get leaders into the right positions
Succession planning supports effective leadership
Activities
Developing a clear statement of what good leadership looks like for staff at different grades
Leading a project to look at why leaders aren’t always held to account over their behaviour (or rewarded when they do well)
Creating a leadership scheme bringing together development opportunities for staff at different levels

10. People
Goals
All staff hold the right values and display the right behaviours
All new prison staff are well-placed to deliver
Custody environments motivate staff and celebrate successes and diversity
Attendance management minimises avoidable absence
Activities
Understand and improve recruitment processes
Identify and resolve any issues or missed opportunities in training and induction processes
Understand best practice for reward, recognition and motivation
Review training offered to staff

11. Rehab culture
Goals
Shared understanding of what rehab culture actually is
Staff and men buy into rehab culture
Staff and men have the skills and opportunity to create a rehab culture
Rehab culture is embedded into PSP culture and practices in the longer term
Activities
FMI training
Holding workshops in establishments to define what a rehab culture means for us
Introducing an FMI/rehab culture objective for all staff
Developing a communications approach so everyone knows what a rehab culture is
Leading work to create more opportunities for FMI on the wing, make prison environments more supportive of rehabilitation and consider new approaches to discipline