Dáil Éireann debate -
Wednesday, 9 Feb 2000

Vol. 514 No. 1

Written Answers. - Prison Staff.

Noel Ahern

Question:

221 Mr. N. Ahern asked the Minister for Justice, Equality and Law Reform when the promised system will be set up for prison officer staff in relation to getting an explanation at interview board level on the reason they were unsuccessful in gaining promotion; the reason for the delay in bringing in the new system; and if he will make a statement on the matter. [3743/00]

Minister for Justice, Equality and Law Reform (Mr. O'Donoghue)

My Department, in conjunction with a firm of occupational psychologists, has redesigned the process for promotion from prison officer to assistant chief officer, which is the first promotion grade for prison officers, to that of a competency-based one. This redesign has been implemented in the current competition which was advertised on 21 December 1999.

The new system is based on the results of a job analysis of the role of assistant chief officer which was conducted by the firm in question. The analysis identified the key skills which are necessary for effective performance in the role and the new promotion procedure has been designed to assess these skills. A similar analysis was carried out for prison officer recruitment, which is handled by the Civil Service Commission, and for promotion to assistant governor. All of these processes are now competency based and provide for feedback to all candidates.

For the competition for promotion to assistant chief officer, there are two stages in the process. The first stage involves a series of tests, visual, procedural and a job scenario exercise. All of the skills required for the position of assistant chief officer are assessed through these tests. Candidates are required to reach a minimum standard for each test and I am assured that they will receive feedback regardless of their results after stage one.

Should a candidate be called to stage two, he or she can expect to sit an interview which again will focus on the skills required for the job. It will also comprise of a group exercise where a number of candidates work on a project together under the observation of trained assessors. Part of the overall process involves the completion by each candidate of a self-assessment form. In this, a candidate is required to illustrate examples of occasions where he or she demonstrated some of the skills required for the job. In addition, the relevant governor will also be asked to complete an assessment form and to give examples of times the candidate has demonstrated some of the skills required for an effective assistant chief officer. Prior to interview stage, a candidate will have an opportunity to discuss the completed form with the relevant prison governor and to sign off on this. This form will not be considered by the interview board until after the interview and the group exercise have been rated. The final outcome will be determined by an integration of three factors – interview, group exercise and the Governor's assessment.

My Department is committed to the principles of best recruitment and selection procedures. It is proposed, therefore, to extend the competency based system, incorporating feedback to candidates, to the other grades in the prison service in due course. My Department endeavours to be as transparent as possible in the area of promotions and to provide as much feedback as possible. If any officer wishes to raise any matter relating to promotions, he or she can do so through his or her governor.