Governors/Area Managers/Heads of Groups are responsible for workforce planning in order to project staffing needs taking account amongst other things of retirements and new accommodation and feeding information to the Human Resources Planning Unit in Personnel Management Group.
Recruitment can be conducted entirely in-house or be contracted out under the framework agreements which exist with external Recruitment service providers. Framework agreements exist through
- A Cabinet Office Executive and Headhunting framework, which replaced the Prison Service Executive and Headhunting contract, can be used by the Prison Service along with other civil service departments and agencies. This should only be used to fill the most senior or specialist posts.
- Barkers and TMP Worldwide who can provide a range of Recruitment services and should be used to advice on advertising strategy and placing of advertisements for all major and important campaigns.
Before Recruitment action can commence recruiters should:
- establish the grade at which the person is going to be recruited
- decide type of appointment, permanent, fixed term or casual
- identify the competences required using the Core Competence Framework (CCF)
- Decide if the post is open to part time working and job sharing
- Consult relevant trade unions if necessary
- refer to the Positive Action Steps Checklist
- Establish response handling and monitoring arrangements. Either set up in-house or contract out to recognised Recruitment service provider either Barkers or TMP Worldwide. A system for the collection of statistical information must be established either in-house or if Recruitment contracted out to Barkers or TMP Worldwide on a compatible database
- Obtain and prepare recruitment materials including:
- Notify Jobcentre Plus of vacancies before they are advertised externally - under the Cabinet Office mandatory protocol introduced to address staff surpluses across the Civil Service
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