Woodhill

To work with colleagues across government departments to develop a meaningful plan for the recruitment and retention of prison staff.

I understand the Board’s concerns about the recruitment and retention of prison staff and the request for cross government working to address this. Efforts to recruit prison officers is ongoing but remains challenging against a high turnover of staff at HMP Woodhill which currently has prison officers departing at a rate of over 25% each year. The Ministry of Justice (MoJ) Marketing and Communications team are working with the Metropolitan Police and Border Force, as the operational roles across these agencies tend to target the same candidate pool, but competition in the wider labour market is increasing due to salaries being offered, as well as the prison being situated in the Milton Keynes area which has a competitive labour market. The latest annual Prison Service Pay Review Board pay award for 2022/23 is delivering an increase in base pay of at least 4% for all HM Prison and Probation Service (HMPPS) staff between Bands 2 to 11, alongside further targeted pay rises for the lowest paid staff of up to £3,000. In August 2022, HMPPS also launched the 'Looking After Our People' document which sets out the overall employment package. However, the MoJ and HMPPS recognise that it is not sustainable to recruit and lose staff at the current rate at HMP Woodhill, as recruitment is unable to keep up with those departing and it is unlikely that the labour market and pay factors are the sole reasons for this. HMPPS has therefore embedded an exit interview survey process and is carrying out analysis to ensure appropriate strategies and action plans are in place to respond. A Retention Oversight Process has also been established which focusses on the prisons, such as HMP Woodhill, that have the biggest attrition risks to enable local and national intervention support to take place. Support is being provided to HMP Woodhill via detached duty staff from other prisons and there is an overtime bonus scheme on offer to all staff at the prison. In addition, HMPPS has introduced initiatives to better invest in and support new colleagues, which includes Apprenticeship Coaches, a new mentoring scheme, and a peer-to-peer buddy scheme. A new bespoke leadership development approach has also been designed where attrition is most challenging and the support of the HMPPS Standards Coaching Team on site at HMP Woodhill has been extended to continue developing and supporting operational frontline staff to build on their skills and confidence.

To review the funding provided to prisons for food in the light of the current rise in the cost of living.

I recognise the Board’s concerns about food provision for prisoners during the current rising cost of living. The food budgets for public sector prisons continue to be determined by governors locally and are kept under review as part of their budget allocation planning. As the Board noted in its report, in February 2022 the prison increased its food budget from £12 to £13 per head per week to allow for an increase in portion sizes. To support prisons to address the rising cost of food, work is also taking place with local catering managers within prisons to better understand the current issues being experienced and to share good practice ideas, as well as with food suppliers to better inform supply and sourcing options. The Board can be assured, as required by Prison Rules, that prisoners at HMP Woodhill are being provided with three meals a day that are varied and nutritious, and which meet their religious, cultural, and medical needs. HMPPS is also working with the Office of Health Improvement and Disparities to follow government guidelines on eating healthy meals and to provide enhanced advice to prisoners and staff on eating healthy.

To review the impact of the current staffing levels on prisoners’ lives and develop innovative responses to mitigate these.

It is recognised that HMP Woodhill is operating at around 75% of its target staff in post and as such there is a daily regime management plan meeting chaired by the Deputy Governor. This meeting ensures that the available resources within the prison are allocated appropriately considering the safety, security and decency of prisoners. As set out in the Minister’s response, recruitment and retention of staff at HMP Woodhill remains a fundamental strategic priority with continued focus on recruiting staff into the prison both at a national and local level, as well as supporting existing staff to develop.

To increase the recruitment and retention of uniformed and non-uniformed staff.

I understand the Board’s concerns about the recruitment and retention of prison staff and the request for cross government working to address this. Efforts to recruit prison officers is ongoing but remains challenging against a high turnover of staff at HMP Woodhill which currently has prison officers departing at a rate of over 25% each year. The Ministry of Justice (MoJ) Marketing and Communications team are working with the Metropolitan Police and Border Force, as the operational roles across these agencies tend to target the same candidate pool, but competition in the wider labour market is increasing due to salaries being offered, as well as the prison being situated in the Milton Keynes area which has a competitive labour market. The latest annual Prison Service Pay Review Board pay award for 2022/23 is delivering an increase in base pay of at least 4% for all HM Prison and Probation Service (HMPPS) staff between Bands 2 to 11, alongside further targeted pay rises for the lowest paid staff of up to £3,000. In August 2022, HMPPS also launched the 'Looking After Our People' document which sets out the overall employment package. However, the MoJ and HMPPS recognise that it is not sustainable to recruit and lose staff at the current rate at HMP Woodhill, as recruitment is unable to keep up with those departing and it is unlikely that the labour market and pay factors are the sole reasons for this. HMPPS has therefore embedded an exit interview survey process and is carrying out analysis to ensure appropriate strategies and action plans are in place to respond. A Retention Oversight Process has also been established which focusses on the prisons, such as HMP Woodhill, that have the biggest attrition risks to enable local and national intervention support to take place. Support is being provided to HMP Woodhill via detached duty staff from other prisons and there is an overtime bonus scheme on offer to all staff at the prison. In addition, HMPPS has introduced initiatives to better invest in and support new colleagues, which includes Apprenticeship Coaches, a new mentoring scheme, and a peer-to-peer buddy scheme. A new bespoke leadership development approach has also been designed where attrition is most challenging and the support of the HMPPS Standards Coaching Team on site at HMP Woodhill has been extended to continue developing and supporting operational frontline staff to build on their skills and confidence.

To redesign the property system, bringing it in line with 21st century distribution practices.

A new Prisoners’ Property Policy Framework was published on 1 August 2022 and was implemented on 5 September. The Framework is the result of extensive consultation, including with the IMB. It has been designed with procedural justice at its core and aims to ensure consistency and fairness and enhance prisoners’ satisfaction with processes and outcomes. Given the nature of property, and the movement of prisoners between establishments, the Framework looks to provide greater direction and standardisation on a national basis. It strengthens processes in relation to the main problem areas identified by IMBs and staff including the handling of valuable property, managing cell clearances, compliance with volumetric control and forwarding on excess property following a prisoner’s transfer.

To continue to expand the capacity of education and work placements at HMP Woodhill.

limited progress

To continue to support the development of operational staff to increase confidence and consistency of behaviour.

I understand the Board’s concerns about the recruitment and retention of prison staff and the request for cross government working to address this. Efforts to recruit prison officers is ongoing but remains challenging against a high turnover of staff at HMP Woodhill which currently has prison officers departing at a rate of over 25% each year. The Ministry of Justice (MoJ) Marketing and Communications team are working with the Metropolitan Police and Border Force, as the operational roles across these agencies tend to target the same candidate pool, but competition in the wider labour market is increasing due to salaries being offered, as well as the prison being situated in the Milton Keynes area which has a competitive labour market. The latest annual Prison Service Pay Review Board pay award for 2022/23 is delivering an increase in base pay of at least 4% for all HM Prison and Probation Service (HMPPS) staff between Bands 2 to 11, alongside further targeted pay rises for the lowest paid staff of up to £3,000. In August 2022, HMPPS also launched the 'Looking After Our People' document which sets out the overall employment package. However, the MoJ and HMPPS recognise that it is not sustainable to recruit and lose staff at the current rate at HMP Woodhill, as recruitment is unable to keep up with those departing and it is unlikely that the labour market and pay factors are the sole reasons for this. HMPPS has therefore embedded an exit interview survey process and is carrying out analysis to ensure appropriate strategies and action plans are in place to respond. A Retention Oversight Process has also been established which focusses on the prisons, such as HMP Woodhill, that have the biggest attrition risks to enable local and national intervention support to take place. Support is being provided to HMP Woodhill via detached duty staff from other prisons and there is an overtime bonus scheme on offer to all staff at the prison. In addition, HMPPS has introduced initiatives to better invest in and support new colleagues, which includes Apprenticeship Coaches, a new mentoring scheme, and a peer-to-peer buddy scheme. A new bespoke leadership development approach has also been designed where attrition is most challenging and the support of the HMPPS Standards Coaching Team on site at HMP Woodhill has been extended to continue developing and supporting operational frontline staff to build on their skills and confidence.

To work with operational staff to stabilise the amount of predictable time prisoners have out of cell.

It is recognised that HMP Woodhill is operating at around 75% of its target staff in post and as such there is a daily regime management plan meeting chaired by the Deputy Governor. This meeting ensures that the available resources within the prison are allocated appropriately considering the safety, security and decency of prisoners. As set out in the Minister’s response, recruitment and retention of staff at HMP Woodhill remains a fundamental strategic priority with continued focus on recruiting staff into the prison both at a national and local level, as well as supporting existing staff to develop.