HMP&YOI Feltham - Facilitator - Interventions

The Assessment forms the first stage of the range of training for staff, wishing to or who will become facilitators as part of their job role. The purpose of the assessment is to identify those staff who demonstrate potential to attend Core Skills Training which forms the foundation for staff wishing to progress to relevant programme specific training for certain accredited offending behaviour programmes.

The assessment centre consists of:

A presentation by the candidate - you will be expected to come prepared to present a 15 minute presentation on the following topic: 'How to motivate young people in custody'

Please note - a flipchart and pens will be provided. Alternatively you may wish to bring prepared flip charts and written / typed notes. We are unable to accommodate any form of electronic media / ICT

The presentation should not exceed 15 minutes and you are expected to engage with the panel at times e.g. ask questions / engage in activities. Please note that you may also be presenting to up to 2 young people, who will be pre-selected and invited on the day to sit alongside the panel. Alternatively, a trained facilitator may play the part of a young person for the purposes of the presentation.

A formal interview - This will consist of a range of questions, including scenario based questions, focusing on the competencies and skills required to undertake the role of programme facilitator., The job holder will deliver a range of group based interventions which include assessment, group and individual treatment and provides support in the psychology department/interventions function in the delivery of services.

This is a non-operational job with no line management responsibilities.

Responsibilities, Activities and Duties

The job holder will be required to carry out the following responsibilities, activities and duties:

• Deliver interventions in a group or individual basis, arranging the session and resources required


• Publicises and explains interventions to prisoners, staff and stakeholders


• Approaches potential participants, explains the programme, engages and motivates and ensures informed consent


• Interviews and contributes towards selecting prisoners against fixed criteria of suitability to attend selected intervention. May administer standardised tests/assessments where appropriate


• Prepares for programmes and sessions including understanding the material and considering the best way to deliver it given the range of needs and problems presented by group participants


• Attend post programme reviews to feedback on reports / objective and collate post programme materials


• Prepare rooms for delivery and make sure that handouts and materials for each session are available and conform to the course standard


• Co-facilitate the delivery of interventions and at the end of each session have a de-brief with the co-facilitator


• Produce up to date notes on each participant at the end of each session


• Provides additional support, review and catch up sessions to participants where necessary and conducts progress reviews for each prisoner during the course


• Writes a course report for each prisoner at the end of each programme where appropriate and provides an overall course report summarising the course's impact where appropriate


• Set objectives for each prisoner following the conclusion of the programme


• Contributes towards sentence planning and offender management processes


• Analyse data which is relevant to substance misuse, take remedial action where required and complete all related administration and paperwork including the production of statistics and performance reports


• As directed by relevant treatment manager comply with audit requirement


• Undertakes required supervision with the relevant treatment manager for the programme to ensure they maintain the quality standards required for this work


The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The Job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation scheme and shall be discussed in the first instance with the Job Holder, The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone's circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

Some of MoJ's terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the HMPPS' Flexible Working policy.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.


• Communicating and Influencing


• Leadership


• Developing Self and Others


• Managing a Quality Service


• Working Together


Essential Experience

• The job holder will need to have excellent skills in dealing with people. They will need to understand the theory underpinning the Interventions that they deliver and be committed to rehabilitation.


Ability

• They will need to successfully complete the required assessment and training courses to deliver particular Interventions and maintain this accreditation within the role., Communicating and Influencing - 250 word limit

Developing Self and Others - 250 word limit
Managing a Quality Service - 250 word limit
Working Together - 250 word limit

Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment

Pension

-The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.

Work Life Balance

HM Prison & Probation Service (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months' service, you'll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers

Training

HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles

Eligibility

-All candidates are subject to security and identity checks prior to taking up post

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

• To Shared Service Connected Ltd (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);


• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);


• To the Civil Service Commission (details available here)


As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please see our Disability Confident Scheme Frequently Asked Questions webpage.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.
Interview dates
To Be Confirmed
Assessment centre dates
N/A
Closing Date, Communicating and Influencing
Developing Self and Others
Managing a Quality Service
Working Together
Strengths may also be assessed at interview but these are not shared in advance.
Additional Assessment(s)
Presentation

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit : https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.