• This site contains all you need to know about external Recruitment to the Prison Service and replaces existing Recruitment guidance contained in PSO 8100, PSO 8120 and PSO 1210 and other supporting PSIs. It has been designed following consultation with key stakeholders to provide a clearer, simplified and shortened process which still supports the principles of fair and open competition, diversity and equality.
• Common minimum standards for Recruitment across the estate are still required, but the emphasis has shifted from extensive central prescription towards allowing Governors, Area Managers and Heads of Groups more autonomy in the filling vacancies process.

• This site must be used whenever a vacancy is opened to competition from outside the Civil Service. When filling vacancies by other means PSO 8110 must be used.
• The site consists of:-
• An executive summary setting out mandatory policy on Recruitment principles and standards
• A process map detailing procedures needed to comply with the principles
• Embedded in the process map is a toolkit providing hyperlink access to background information, advice, examples of best practice, forms, templates and links to other PSOs and Instructions
• Clicking on the underlined text provides hyperlink access. Users can use the search facility to access any part of the document. The site will be updated corporately. Policy changes will be alerted under the "What's New" section and when a page is amended it will be dated accordingly.
• The site also contains a glossary of terms, as well as standard forms, templates, checklists and flowcharts

Policy changes

• Devolvement of remaining Recruitment to local level up to and including senior manager but excluding, for the time being, full-time chaplaincy grades. This will synchronise levels of devolved authority for Recruitment with internal filling vacancies procedures.
• More flexibility in determining who can make selection decisions. On Recruitment we will simply stipulate that Recruitment boards must consist of a minimum of two competent, suitable board members who must be at least first line managers. It will be for Governors/ Area Managers/Heads of Group to determine who is best qualified to sit on a board.
• Issue of the revised Civil Service Commissioners' Code in early 2004
• Revised mandatory arrangements for advertising posts on the Prison Service web site
• Reduced security clearance levels to support the review of vetting levels initiated by the Departmental Security Unit of the Home Office
• Guidance on complying with the Data Protection Code of Practice on Recruitment
• Simplified monitoring procedures to comply with Commissioners' requirements
• Standard template for advertising which should help to ensure consistency
• Clarification on the use of the Recruitment Services Contract
• Increased flexibility on the use of educational qualifications as an entry requirement
• Introduction of an optional competence based selection tool
• Availability of new marketing materials to support local Recruitment activity
• Increased flexibility on the appointment of specialists, including nurses, who do not have indefinite leave to remain in the UK
• Synchronisation of sift/interview rating documentation with internal processes
• Integration, clarification and simplification of new pre-appointment identity checking processes
• New health checking procedures as a result of re-tendering of the Occupational Health Contract
• Revised procedures to comply with new CS pension procedures
• Direct links to current notices and instructions in related policy areas i.e. pay, induction etc
• Information on relevant employment legislation
• Increased use of exceptions to fair and open competition at local level within the constraints of the Civil Service Commissioners' Recruitment Code.

This site is owned and managed by the Resourcing Policy Team in Personnel Management Group. The team welcome views, comments or suggestions on site content and usability. Views please to David Woolger.