Prison Employment Lead
General Information
Salary
£41,197 \- £45,316
Working Pattern
Full Time, Flexible Working
Vacancy Approach
External
Location
Shaftesbury
Region
South West
Closing Date
25\-Jun\-2026
Business Unit
Guys Marsh
Post Type
Permanent
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
18728
Descriptions \& requirements
Job description
Job Title A: Prison Employment Lead
Group Profile Advisor
Organisation Level First Line Management
Overview of the job
The job holder has responsibility for improving prison leavers’ employment outcomes by assessing the work readiness of prisoners and matching them to suitable jobs; working with employer engagement colleagues, DWP and other partners to promote jobs and training opportunities from the prison Employment Hub. Summary
HMPPS have invested significantly in a variety of activities that give prisoners the opportunity to develop work skills and gain experience.
Employment is managed as part of the Education, Training and
Employment pathway, which alongside Finance, Benefit and Debt and a range of support services, provides prisoners with the skills and knowledge to live a law\-abiding life after leaving prison.
A key aspect of this service is to support prison leavers into meaningful, sustained employment on release by working with employers in the community.
The New Futures Network (NFN) is a national network of employment brokers and industry leads, who work to establish relationships with a range of sector\-based employers. The specific aim is to increase the number of prison leavers entering into employment on release. In order for these employers to benefit from the potential labour pool that exists within Prisons in England and Wales, it is essential that work ready candidates are identified pre\-release.
The role of the Prison Employment Lead (PEL) is to identify work\-ready prisoners and match them to jobs through face\-toface interventions.
The Prison Employment Lead will principally be responsible for:
i. Identifying work ready candidates.
ii. Referring prisoners to work readiness support.
iii. Matching work ready candidates to suitable vacancies supplied by the New Futures Network, DWP and other employment.
This is a non\-operational job with line management responsibilities. This role is non\-rotational.
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
The role of the PEL is to improve employment outcomes for prison leavers. In order to achieve this, they will:
- Engage with stakeholders within the prison to establish a system that identifies work ready prisoners and highlights actions needed to support prisoners to achieve work readiness.
- Work with prison staff and DWP Prison Work Coaches to match work ready candidates to job opportunities from the New Futures Network (NFN), DWP Employment Advisers and National Employer and Partnership Team.
- Support contracted IAG and Education providers to ensure the prison induction process properly:
- promotes employment, education and skills training opportunities to prisoners upon arrival at the prison
- effectively captures information relating to prisoner education, work experience and skills
- encourages prisoners to develop personal and social skills that improve employability
- Manage an Employment Hub which centralises employment support services within the prison and promotes live vacancies to prison leavers within the resettlement period.
- Champion innovations in employment and industry focused recruitment practices, such as hospitality/construction drives etc.
- Work in partnership with the Prison’s Strategic Employment Advisory Boards to improve systems that support prisoners to develop employability, ensuring they meet commercial needs/standards of employers.
- Contribute to the Local Partnership Agreement (LPA) with DWP detailing the responsibilities of the PEL, Prison Work Coaches and DWP Employment Advisers and how they will work together at the prison.
- Organise regular opportunities for NFN, DWP and other stakeholders to bring employers into the prison and facilitate prisoner forums.
- Work in partnership with Community Offender Management (COM) to ensure prison leaver information is supplied to relevant agencies post release in order to remove duplication.
- Liaise with COM to ensure prison leavers who require further support on release are signposted to Education, Training and Employment Commissioned Rehabilitative Services (CRS) who can continue to support them on their journey towards meaningful, sustained employment.
An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (w specified in Wales) Welsh.
Additional Information
Working Arrangements \& Further Information
The MoJ offers Hybrid Working arrangements w 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, w 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.
Benefits
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.
- 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. T is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment
- The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.
HM Prison \& Probation Service (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wver 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
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
- T 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
- 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
The Civil Service Code sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of f
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