PSP South Wales Programme: Introduction Slides James Searle – james.Searle@noms.gsi.gov.uk

Background to the Programme In April 2016 Kenny Brown arrived as the new Lead Governor for Public Sector Prisons in South Wales He saw that staff and leaders in prison were doing good work under very challenging circumstances, but that we had the potential to do an even better job Prison Safety and Reform and the OM model present new opportunities – we want to be ready for these We don’t just want to be good – we should be aiming to be world class The aim of the programme is for governors and staff to start driving this improvement, with support from Regional Office

Supporting excellence in the PSP South Wales estate Our goals Building on what we do well already Learning from new innovations Aiming to become world class prisons Supporting excellence in the PSP South Wales estate Making it clear that more strategic work is part of the ‘day job’ for leaders Learning how to deliver change and take more of a strategic approach Developing the skills of our current and future leaders The programme focusses on Cardiff, Swansea, Usk and Prescoed, but Berwyn are involved – they can learn from us too!

Six workstreams to drive change Kenny identified six areas he wanted the programme to focus on, and after asking for volunteers he appointed leads to each one Workstream Lead(s) Emails Strategic Vision Kenny Brown (Lead Governor) kenny.brown@hmps.gsi.gov.uk Innovation Mitch Albutt (Cardiff) mitchell.albutt@hmps.gsi.gov.uk Integration and Partnerships Elfed Jones (Swansea) and Louise Forman (Regional Office) elfed.jones01@hmps.gsi.gov.uk louise.forman@noms.gsi.gov.uk Leadership Graham Barrett (Swansea) graham.barrettC1@hmps.gsi.gov.uk People Danny Khan (Cardiff) and Heather Nicholls (Probation) danny.khan@hmps.gsi.gov.uk Heather.Nicholls@probation.gsi.gov.uk Rehabilitative Culture Julie Morris (Usk & Prescoed) and Cerys Miles (Forensic Psychology) julie.morris@hmps.gsi.gov.uk cerys.miles@hmps.gsi.gov.uk Each workstream lead then decided on what they wanted to focus on

Our approach – letting governors lead Rather that dictating the goals of the programme, we asked the workstream leads to define what they wanted to do and how they wanted to do it Workstream leads have responsibility for building teams and delivering their goals, with lots of support Opportunity for staff at all levels to get involved – just get in touch with leads A focus on outcomes – we want the programme to really deliver results We know things won’t change overnight – this is all about the long term

Strategic Vision Goals There’s a shared vision and values that all staff and men in South Wales Public Sector Prisons understand and believe in We know the values that are important to each establishment and how these are shared across all PSPs in South Wales PSPs in South Wales understand, influence and deliver on ministerial priorities Activities Leading workshops to understand the values we have in common and what they look like in practice Once we know what the vision is, communicating it and finding ways to maintain it over time Working with NOMS in Wales colleagues to play more of a role in the national picture – everything from influencing policy to identifying more funding opportunities

Innovation Goals PSPs understand and act on best practice Innovative thinking is directed towards high priority issues PSPs actually implement and share innovative ideas There’s a culture of innovation in the PSP South Wales estate Activities Looking at a selection of new ideas (better use of do it profiler, training ‘super peers’, Way Out TV) Considering new ways for staff suggest ideas, like an intranet solution

Integration and partnerships Goals Partner and contracted services are well understood and do the job they need to – we work effectively together in each establishment and understand the part everyone plans PSPs communicate effectively with each other and with probation, Parc etc, sharing best practice Activities Revised directory of the services available to staff and men Understanding and learning from best practice for effective co-operation – finding out how we can best work together as a region Using national collaboration tool to understand what we do well with our partners and where we can get more out of our relationships

Leadership Goals All staff know what good leadership looks like Senior staff display leadership behaviours at all times All staff have access to leadership development opportunities Processes and systems get leaders into the right positions Succession planning supports effective leadership Activities Developing a clear statement of what good leadership looks like for staff at different grades Leading a project to look at why leaders aren’t always held to account over their behaviour (or rewarded when they do well) Creating a leadership scheme bringing together development opportunities for staff at different levels

People Goals All staff hold the right values and display the right behaviours All new prison staff are well-placed to deliver Custody environments motivate staff and celebrate successes and diversity Attendance management minimises avoidable absence Activities Understand and improve recruitment processes Identify and resolve any issues or missed opportunities in training and induction processes Understand best practice for reward, recognition and motivation Review training offered to staff

Rehab culture Goals Shared understanding of what rehab culture actually is Staff and men buy into rehab culture Staff and men have the skills and opportunity to create a rehab culture Rehab culture is embedded into PSP culture and practices in the longer term Activities FMI training Holding workshops in establishments to define what a rehab culture means for us Introducing an FMI/rehab culture objective for all staff Developing a communications approach so everyone knows what a rehab culture is Leading work to create more opportunities for FMI on the wing, make prison environments more supportive of rehabilitation and consider new approaches to discipline