Recommendation 187

HM Government · verbatim extract Deferred

Rigorous recruitment processes for frontline staff are crucial in maintaining security and safety within prisons. To ensure this, HMPPS operates a centralised recruitment model for prison officers, which is streamlined to accommodate the very high numbers of applicants required to cover current and future demand, in line with future estate expansion. Our national approach ensures that a consistent standard is applied in assessment, in line with the Civil Service recruitment principles of fair and open competition, and on merit. This helps to mitigate unconscious bias and supports our compliance with the Equality Act 2010 and the Constitutional Reform and Governance Act 2010. Ensuring that candidates are recruited to the same standard allows prison officers to be a ‘mobile grade’ to move around and between prisons. HMP Berwyn commenced a two-stage localised recruitment initiative in August 2022 to test if increased local autonomy delivers better quality candidates and improved retention rates. HMPPS has learnt from the local recruitment pilot and is using this to inform how we further involve establishments in the process of selecting officers. The HMP Berwyn local initiatives have indicated that the models tested so far do not fulfil national HMPPS requirements. While candidates generally had a positive experience, the process took longer to complete, and high applicant numbers made it impractical for the Governor or Senior Management Team to conduct interviews themselves. The local delivery options increased workload for Berwyn staff and diverted custodial manager resources away from operational delivery. Due to its resource-intensive nature, managers determined that local recruitment in the formats tested was unsustainable alongside regular responsibilities. An increased focus on values in the recruitment of Prison Officers and Operational Support Grade Officers across the estate will be introduced, with the implementation of an online values-based assessment in the early sifting stages, in 2025–2026. This follows successful adoption in the national recruitment process for trainee probation officers. Options for the introduction of values measures in centrally managed promotional campaigns are also being explored as part of an ongoing review of accreditations for custodial manager, head of function, deputy governor and governor. These changes reflect recommendations made in the Rademaker Review. The Ministry of Justice HR team is working with HMPPS to design an approach that enhances the Governor’s role in recruitment decision-making, while remaining fully compliant with employment law and the Civil Service Commission’s Recruitment Principle. Planned enhancements include greater selectiveness in online sifting stages and new assessment content. This will offer more opportunities to evaluate relational skills, English language standards, and candidates’ values, motivation, and engagement. These changes are scheduled for release in quarter 4 of 2025/26, followed by a period of evaluation to assess impact. Once this is complete, further consideration will be given to increased Governor interaction and face-to- face interviews with senior staff. As part of HMPPS’ Enable Programme Foundation Training Review, new assessment methods will be introduced during prison officers’ training, focusing on evaluating an individual’s practical competence and moving beyond measures of academic ability. These assessments will reflect the skills and behaviours required in operational environments and set a high standard for new officers.