Aylesbury

Staffing levels are a matter for determination by the Governor and Prison Group Director, taking account of the needs of the establishment and the available budget. Workforce planning processes are in place to ensure prison groups have the level of detail needed to manage current staffing levels appropriately and make accurate predictions around future resourcing needs. The Prisons Strategy White Paper sets out the vision for a modern prison service and a key component is the commitment to invest in the development and support of our workforce and provide a modern employment offer that encourages candidate attraction and assists retention. A pay settlement was reached last year, which has significantly helped recruitment and retention. It is recognised that HMP & YOI Aylesbury is situated in a relatively affluent part of the country with a competitive labour market, where people have a large range of choices about the jobs they can do. The area also has several prisons drawing new staff from the same area. The staffing position at HMP & YOI Aylesbury is under close review and an ‘always on’ approach to recruitment activity is currently being taken with advertising tailored through a variety of channels, local public relations support, internet job boards and search engine advertisements. These methods are to help raise awareness of HMPPS as an employer in the local community and highlight the breadth of roles available. Further actions are being taken to increase the numbers of new recruits by use of First Deployment, whereby officers are deployed for their first two years to HMP & YOI Aylesbury before returning to their permanent prison. The Governor will be revising the People Plan and People Strategy to focus on recruitment, retention and capability with the aim to lower the current attrition rate within the next 12 months, therefore retaining a greater number of staff to deliver key work. Outcomes from actions taken will be monitored at the monthly Workforce Planning Meeting, chaired by the Head of Business Assurance.

New challenging targets have been set for all education providers for the contract extension, which will take us to the new Prison Education Service contract in 2025. Financial penalties have been increased to reflect the new service levels which focus on achievement in functional skills and vocational skills delivery. Contract management resource has been increased to maintain and build on the already robust contract management processes in place. Governance processes are in line with best practice and a stringent governance structure in place. Tenders for an Employability Innovation Fund have been launched, enabling Governors to work with more employers and training providers to repurpose workshops, and deliver sector specific skills training. Contracts have been awarded to two suppliers to deliver literacy projects in 15 prisons as part of the Literacy Innovation Fund. Changes have been made to enable prisoners to begin apprenticeships whilst in custody.

The decision to increase the age limit at HMP & YOI Aylesbury was taken following appropriate governance within HMPPS in the context of significant population increases requiring all establishments to operate at high occupancy levels. Although not directly responsible for implementing the change, HMPPS Population Management Unit and the Offender Flows Team were amongst the teams working closely with HMP & YOI Aylesbury to manage the progressive change in the upper age limit. As we manage ongoing population pressures, it is sometimes necessary to make changes to the prison estate at relatively short notice. However, HMPPS remains open to feedback from all our stakeholders on how these processes can be improved.

New challenging targets have been set for all education providers for the contract extension, which will take us to the new Prison Education Service contract in 2025. Financial penalties have been increased to reflect the new service levels which focus on achievement in functional skills and vocational skills delivery. Contract management resource has been increased to maintain and build on the already robust contract management processes in place. Governance processes are in line with best practice and a stringent governance structure in place.

Staffing levels are a matter for determination by the Governor and Prison Group Director, taking account of the needs of the establishment and the available budget. Workforce planning processes are in place to ensure prison groups have the level of detail needed to manage current staffing levels appropriately and make accurate predictions around future resourcing needs. The Prisons Strategy White Paper sets out the vision for a modern prison service and a key component is the commitment to invest in the development and support of our workforce and provide a modern employment offer that encourages candidate attraction and assists retention. A pay settlement was reached last year, which has significantly helped recruitment and retention. It is recognised that HMP & YOI Aylesbury is situated in a relatively affluent part of the country with a competitive labour market, where people have a large range of choices about the jobs they can do. The area also has several prisons drawing new staff from the same area. The staffing position at HMP & YOI Aylesbury is under close review and an ‘always on’ approach to recruitment activity is currently being taken with advertising tailored through a variety of channels, local public relations support, internet job boards and search engine advertisements. These methods are to help raise awareness of HMPPS as an employer in the local community and highlight the breadth of roles available. Further actions are being taken to increase the numbers of new recruits by use of First Deployment, whereby officers are deployed for their first two years to HMP & YOI Aylesbury before returning to their permanent prison. The Governor will be revising the People Plan and People Strategy to focus on recruitment, retention and capability with the aim to lower the current attrition rate within the next 12 months, therefore retaining a greater number of staff to deliver key work. Outcomes from actions taken will be monitored at the monthly Workforce Planning Meeting, chaired by the Head of Business Assurance.

As staffing and regime delivery at HMP & YOI Aylesbury improves, the delivery of the key worker scheme throughout the establishment will increase. The increased staff-prisoner interaction that keywork and a greater regime offer brings will provide more opportunities to model consistent good behaviour. This, and ensuring staff are supervising and actively engaging with prisoners on wing landings will be driven by the responsible Custodial Managers. Outcomes will be monitored through the Prisoner Council forum, which is chaired by the Governor/ Deputy Governor.

The decision to increase the age limit at HMP & YOI Aylesbury was taken following appropriate governance within HMPPS in the context of significant population increases requiring all establishments to operate at high occupancy levels. Although not directly responsible for implementing the change, HMPPS Population Management Unit and the Offender Flows Team were amongst the teams working closely with HMP & YOI Aylesbury to manage the progressive change in the upper age limit. As we manage ongoing population pressures, it is sometimes necessary to make changes to the prison estate at relatively short notice. However, HMPPS remains open to feedback from all our stakeholders on how these processes can be improved. The staff at HMP & YOI Aylesbury have worked hard and quickly to recategorise to a Category C training prison and, due to the timescales of the change, we acknowledge the difficulties noted in accommodating both young offenders and managing an increasing Category C population. The team at HMP & YOI Aylesbury is now able to fully focus their attention on providing a regime and activity offer that is better suited to the needs of a Category C training prison. This includes a planned upcoming Activities Summit involving Senior Leaders, managers, and prisoners. Likewise, the deployment of the national Standards Coaching Team to help upskill staff confidence and competence in managing an older population and meeting their needs and enhancing the types of courses and gymnasium offer (through a revised needs analysis).

The team at HMP & YOI Aylesbury is now able to fully focus their attention on providing a regime and activity offer that is better suited to the needs of a Category C training prison. This includes a planned upcoming Activities Summit involving Senior Leaders, managers, and prisoners. Likewise, the deployment of the national Standards Coaching Team to help upskill staff confidence and competence in managing an older population and meeting their needs and enhancing the types of courses and gymnasium offer (through a revised needs analysis). Tenders for an Employability Innovation Fund have been launched, enabling Governors to work with more employers and training providers to repurpose workshops, and deliver sector specific skills training. Contracts have been awarded to two suppliers to deliver literacy projects in 15 prisons as part of the Literacy Innovation Fund. Changes have been made to enable prisoners to begin apprenticeships whilst in custody.