HMP Kirkham HM Learning and Capability

• Band: 5
• Overview of the job

This is a management job in an establishment.

The job holder will be responsible for ensuring all the processes for a coaching and mentoring system, including onboarding and outreach work for new recruits, is being followed.

The Hub Manager will have responsibility for planning, learning and development.

Reporting into the SMT, they will analyse development needs and embed plans to strengthen the capability and confidence of new and existing staff, particularly new prison officers.

Responsibility for establishing a buddying scheme will form part of this role.

The role will ensure that the new starters experience is positive, making staff feel valued which may lead to improved retention rates.

It will also ensure new starters understand the learning and development opportunities available to them to equip them with the skills and knowledge they need for their role.

This is a non-operational job with line management responsibilities.

Summary

The key objective of the mentoring scheme is to ensure that new recruits have a supportive and smooth onboard experience into their new working environment, providing ongoing guidance and support.

The role will offer the opportunity to commence the process of culture change within the prison, instilling positivity and resilience in new recruits within a challenging environment, while maintaining high standards of professionalism, decency, safety and security.

Mentoring/coaching skills are highly desirable and successful candidates can be offered the opportunity as part of their personal development to study for formal qualifications.

A key measurement for success in the role will be a noticeable uplift in new staff retention.

Responsibilities, Activities and Duties

• Establishing and managing a buddying scheme, ensuring deadlines are met and work is completed accurately.
• Ensuring that all new members of staff have a named individual who maintains close contact for at least their first 3 months, providing information, practical help and encouragement on a less formal basis than the mentors.
• Ensuring the hub meets its requirements to provide a fully centralised onboarding service to all new staff, facilitating a local buddy scheme and working with Invision where necessary.
• Planning, learning and development: analysing development needs and embedding plans to strengthen capability and confidence of new and existing staff, particularly new prison officers.
• Coordinating induction and training for new recruits, liaising with relevant teams to ensure induction timetables are set and met.
• Completing quality assurance checks on the mentoring scheme products and processes to ensure they are completed, sanitised and disclosed in line with policy.
• Obtaining, reviewing and evaluating the effectiveness of the mentoring scheme processes; briefing and advising on process and meeting organisational requirements.
• Maintaining contact with the individual as a point of contact and information provider, helping them prepare for their new role by responding to queries.
• Arranging meetings to welcome new colleagues on their first day and after early residential foundation training, ensuring they feel supported and valued.
• Liaising with the People Hub and the Business Hub to ensure all relevant tasks for new recruits are processed efficiently and accurately (ordering of uniforms, epaulettes, ID cards, IT set‑up).
• Undertaking other administrative and management tasks, including responsibility for staff in the area: performance, development, annual appraisal, sickness absence management.
• Behaviours
• Changing and Improving
• Communicating and Influencing
• Working Together
• Managing a Quality Service
• Making Effective Decisions
• Leadership

Experience & Qualifications

• Proficient use of MS Word and MS Excel.
• Experience in information collation and analysis.
• Ability to deal effectively and assertively with staff at all levels.
• Mentoring/coaching skills highly desirable.
• Ability to fulfill spoken aspects of the role with confidence in English (and Welsh where specified).
• Internal Applicants

Newly promoted staff to Band 5 first line manager roles (Hub Managers, Custodial Managers and Facilities & Services Managers) in establishments are required to complete the required qualification where training packages are available.

Staff who have been mapped or re‑graded to Band 5 and have previously worked at an equivalent level will not be required to undertake the qualification.

External Applicants

All external candidates joining as a Band 5 Hub Manager or Facilities and Services Manager in an establishment are required to complete the qualification where available.

Working Arrangements & Further Information

Hybrid working arrangements may be available where business need allows.

The role is based in the UK.

Working hours are typically 37 hours per week (excluding breaks).

Part‑time, flexible and job‑sharing patterns may be considered where they meet the role demands.

All form‑of–employment details are determined after pre‑employment checks.

Benefits

• Bank, public and privilege holidays: 9 days (66 hours 36 minutes) added to annual leave allowance; some public and bank holidays may be worked depending on shift pattern.
• Pension: choice of two Civil Service pension schemes.
• Season ticket advance: eligible after two months of service to apply for a quarterly or longer‑term season ticket.
• Training: opportunities in Equality & Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti‑Bullying programmes; access to promotion programmes.
• Security and identity checks required; external applicants subject to 6‑month probation, internal applicants if not already served a probationary period.
• Security Checks

DBS Standard required.

#J-18808-Ljbffr