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118 | 20.10.2018

OFFENDER MANAGEMENT IN CUSTODY (OMiC) PAY, PROTECTIONS AND POLICY

The National Executive Committee has been engaged with Her Majesty’s Prison and Probation Service (HMPPS) for some time on the implementation of OMiC across the prison estate in England and Wales.

The 10 pilot prisons for the closed estate and subsequent roll out of Key Work has resulted in additional staff, new regimes, profiles and Regime Management Plan’s (RMP).

The allocation of work for Band 3 key workers is based on 45 minutes per prisoner per week based on the establishments Op-Cap. The numbers of Prison Offender Manager’s (POMs), Case Managers and ratios is still subject to discussions.

The roll out of key work is expected to reach 65 prisons in the closed estate shortly.

Open and Female Estate

The OMiC model is now moving towards the Open & Female Prison Estate however, the NEC has not agreed to any of the proposed models.

In the Open Estate it is envisaged that there will be a reduction in Band 4’s and an increase in Band 5’s as work is redistributed.

HMPPS has stated that the key worker model and allocation of 45 minutes per prisoner per week will not be resourced in the open estate as the work will be undertaken by personal officers. The NEC do not accept that position and have advised all the open estate to challenge any proposals that are not fully resourced.

Currently HMPPS has identified Sudbury as the pathfinder site for the implementation of OMiC in the open estate. The terms of reference for this has not been agreed and further discussions are due to take place.

At present the final model for the female estate has not been agreed so no implementation plan has been discussed.

Pay and Protections

Concerns have been raised in respect to a number of areas and following discussions with HMPPS the following has been agreed.

  • Any additional Band 5 posts will be advertised through open and fair competition.
  • Any SO (closed terms) Band 4 being declared surplus to the establishment, will have the following options. Regrade to a Band 3 on old closed grade terms and conditions including pay with two years pay protection. Remain as a Band 4 at the establishment and the local Governor must overbear the member of staff and find them meaningful work. However, the HR Guidance issued by HMPPS is at odds with this statement. We are currently seeking clarification and will provide further information in due course.
  • Any closed grade officer who accepted promotion to Band 4 being declared surplus to the establishment, will have the following options. Regrade to a Band 3 on old closed grade terms and conditions including pay with two years pay protection. Remain as a Band 4 at the establishment and the local Governor must overbear the member of staff and find them meaningful work. the HR Guidance issued by HMPPS is at odds with this statement. We are currently seeking clarification and will provide further information in due course.
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  • Any Band 4 who was a Band 3 under F&S being declared surplus to the establishment, will have the following options. Regrade to a Band 3 on F&S terms and conditions including pay with two years pay protection. Remain as a Band 4 at the establishment and the local Governor must overbear the member of staff and find them meaningful work. the HR Guidance issued by HMPPS is at odds with this statement. We are currently seeking clarification and will provide further information in due course.
  • Any member of staff who accepts a POM role operational or non-operational will have no protections should the employer and or government decide to contract/ outsource the work and may/will fall under the provisions of Transfer of Undertakings Protection of Employment (TUPE). At present HMPPS is seeking further assurances and clarification on the issue of TUPE and protections. We will provide further updates in due course, once HMPPS provide the final position.

General

The latest OMiC HR Implementation Guide issued May 2018 is attached for information (see page 5 for deployment of staff).

All establishments must have Key work profiled and built into the RMP.

Local POA committees must ensure Safe Systems of Work (SSoW) Risk Assessments (RA’s) Contingency Plans and the ratio of prisoners to staff for key work is maintained at around 6.

Further updates will be provided in due course.

Please draw the contents of this circular to your members.

Yours Sincerely

Joe Simpson
Deputy General Secretary

OMiC HR Implementation Guide 0.2.docx

docx, 1.1M, 20/10/18, 295 downloads