Appendix A - Recruitment Process for Staff for Youth Units

Upcoming vacancies are advertised within the site or region.
Interested staff put their names forward, including a written explanation of why they believe they are suitable for the Youth Unit.
Staff who have previously expressed an interest and been regarded as potentially suitable for the role in question are invited to re-confirm their interest.
If the prison has new recruits going through the ‘Initial Basic Training Course’ while recruitment is being carried out, the Regional Trainer may identify potential candidates on the basis of their skills and previous work experience, and suggest to these individuals that their name is put forward.
The Youth Unit Manager and PCO, in conjunction with the regional human resources/staff training team, identify a short-list.
The Youth Unit Manager talks to each applicant’s existing Unit Manager (or the Regional Trainer in the case of those going through ITC).
Applicants are invited to visit the Youth Unit, which includes an interview with the Youth Unit Manager or PCO, the opportunity to talk with other staff, and a tour of the facilities. If possible (e.g. where a call-back is required), applicants are asked to work a shift in the unit.
As part of the interview with the Unit Manager or PCO applicants are asked to respond to issues relating to the management of youth.
The Youth Unit Manager and PCO identify a preferred applicant.
The Prison Manager or Regional Manager is asked to approve this selection.
The preferred applicant is then offered the position, and unsuccessful applicants are formally advised of the decision.
The Youth Unit Manager and the successful applicant’s existing Unit Manager work out the logistics of the move.
Regional Managers should take cognisance of the specialist nature of the Youth Unit roles when considering staff rotations.

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