Offender Management: Prison Offender Manager in Kilsby

The job holder will lead the management and assessment of selected low to medium risk prisoners and prepare, implement, review and evaluate their sentence plans with them.

The job holder will build effective, appropriate and supportive relationships with prisoners, with the aim of reducing re-offending.

The job holder will act in a supportive role only to probation officers in the case management of high risk prisoners.

The job holder will have undergone selection and additional training to carry out this specialist delivery job as a Prison Offender Manager to prisoners.

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

This role is rotational.

Will have regular prisoner facing activities/duties.

Summary Typical tasks associated with this role include

• Supervise, Manage, Signpost and advise prisoners decently, safely and securely while carrying out all activities.
• Understand, apply and conform to national and local policies.
• Establish, develop and maintain professional relationships with prisoners and staff.
• Maintain and update systems in line with local agreements.
• Prepare relevant documentation to managers for verification/quality checking purposes.
• Attend and contribute to relevant meetings as required.
• To assess and manage the risk posed by offenders to protect victims of crime and the general public by:
• Providing information and advice to other criminal justice agencies and partner organisations.
• Supervise offenders during custodial sentences.
• Contribute to the management of risk.
• Work with other agencies and groups to prevent reoffending and meet the needs of victims and offenders.

Responsibilities, Activities and Duties

• To undertake the full range of offender management tasks with low to medium risk cases.
• No ownership of high risk cases will be held, but support to probation officers in the case management of high risk prisoners will be given when required.
• As Prison Offender Manager, be involved in all relevant processes in the prison such as ACCT and violence reduction/anti-bullying for those within your case load, if this is applicable.
• Act as the ACCT Case Manager for individuals if appropriate (Prison Offender Managers should not routinely be used as ACCT Case Managers, only when appropriate to do so).
• Interview prisoners within prescribed timescales of their arrival. Set and review targets with prisoners and update case management notes on PNOMIS or relevant IT systems.
• Use the Offender Assessment System (OASys) to identify risks and manage offenders appropriately.
• Obtain further information if required from outside agencies to complete a comprehensive OASys report.
• Lead the sentence planning meeting in order to prepare and review appropriate plans.
• Coordinate the activities within the sentence plan through liaison with prisoners and other departments and agencies, including gathering and exchanging information and understanding/investigating conflicting opinions on prisoner progress.
• Encourage and support prisoner to participate in education, interventions and workshops as defined within the sentence plan.

Develop strategies to assist prisoners to overcome reluctance to attend.

• To provide professional advice and assessment, including written reports to criminal justice agencies and partner organisations.
• Liaise with the Community Offender Managers regarding Release on Temporary Licence (ROTL) and Home Detention Curfew (HDC).

Make recommendations to the Governor on suitability for early release.

Inform relevant agencies of release dates and address of prisoners considered a risk on release.

• Support Community Offender Managers with the delivery of plans to enable recalled prisoners to be re-released.
• Complete all paperwork for the cases, including lifer and ISP specific paperwork in line with relevant policies, standards and set timescales.
• Highlight any prisoner who gives significant concerns by their behaviour to the Heads of Offender Management or Orderly Officer.

Concerns may be for a variety of issues, for example, any prisoner who has presented in the past risk of suicide or self harm, or if there are any outstanding concerns with regards to victims or further offences and racial harassment.

• Contribute to and attend Multi-Agency Public Protection Arrangements (MAPPA) Boards and work with all relevant external agencies to protect the public when releasing prisoners under MAPPA.
• Liaise with the Foreign National Department or UK Border Agency regarding foreign national prisoners, as appropriate.
• Instigate public protection child contact checks and share relevant safeguarding information with authorities.
• Additional Information Working Arrangements & Further Information

The Mo J 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 Mo J 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 Mo J 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 Mo J's terms and conditions of service are changing as part of Civil Service reform.

The changes will apply to staff joining Mo J who are new to the Civil Service.

Staff joining Mo J from other civil service employers will transfer onto the new Mo J terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' Mo J 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.

A sift based on the lead behaviour, Making Effective Decisions, may be held if a large number of applications are received.

If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Behaviours Application Form Question Word Limit 250 Making Effective Decisions Working Together Communicating and Influencing Interview stage assessments Interview Dates Expected W/C 12/10/2026 Behaviours Making Effective Decisions Working Together Communicating and Influencing Delivering at Pace Managing a Quality Service Strengths Strengths will be assessed but these are not shared in advance.

To learn more about Strengths and how they are assessed please click here.

Level of security checks required DBS Standard

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 Transformative Business Services (0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing. soprasteria. co. uk)
• 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, Mo J 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.

Mo J 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 TBS Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

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.

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.

Redeployment Interview Scheme Civil Service departments are expected to explore redeployment opportunities before making an individual redundant.

The Mo J is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

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