Offender Management in Custody – Napo’s view

Napo goes into dispute on IHER chaos
13/04/2018
Attendance management: enough to make you sick
20/04/2018

Offender Management in Custody – Napo’s view

Napo has published a briefing for members setting out the union’s view on Offender Management in Custody (OMIC). Napo members understandably many questions about the model and the impact of its implementation and his briefing aims to set out what Napo knows so far and inform members of the concerns we have raised so far with the OMIC project team.

Napo has been in consultation with the OMIC project team for several months. This is a consultation where the employer shares their plans and the trade unions have an opportunity to make comments. There is no way for any trade union to agree or disagree the plans, we can only comment and make suggestions. We are aware that some divisional management teams have been presenting matters as “agreed with the trade unions” but this is not the case.

So far we have mainly been in consultation with the design team, given much of the implementation has been delegated to Divisional Implementation Boards (DIBS) that are comprised of both prison and NPS members.

Concerns raised cover workloads, the process of moving staff into custody roles, flexible working and accessibility, location and geography, safety and the transfer of cases between prison offender managers and the community.

All of the information we know so far relates to public sector prisons. Less is understood at this point about the model for contracted out prisons, and the interface between the NPS and prison in the model may be different for these establishments. We are aware that some members working in contracted out prisons have been given differing versions of the process that will apply to them, we are seeking clarification on this.

We have been told that no changes to job descriptions will be needed as a result of OMIC and that therefore no job evaluation will be required. We will work with members closely to monitor this and, once there is more information available about the roles, there may be evidence to support a request for new or amended job descriptions. Where there are new job descriptions or significant amendments to job descriptions there would of course be a job evaluation process.

Read the full briefing below or on the Napo website

OFFENDER MANAGEMENT IN CUSTODY – NAPO’S VIEW

 

Leave a Reply

Your email address will not be published. Required fields are marked *


CAPTCHA Image
Reload Image