Publications

This document outlines the Scottish Prison Service Policy in relation to Fraud Prevention and the Fraud Response Plan.

The policy review concludes that SPS would not be able to adequately consider and manage risk, including Violence Against Women and Girls (VAWG) risk, if SPS was to adopt a blanket approach to the management of transgender people in prison, based on sex, gender identity, or someone’s status as a transgender person and that SPS should individualise its management of transgender people as far as operationally practicable.

This document outlines the Scottish Prison Service Policy in relation to Exceptional Duty Payments.

This document outlines the Scottish Prison Service Policy in relation to Estates On-Call

Clearly articulate SPS’s commitment to compliance with, and indeed going beyond into good practice regarding, equality and human rights legislation.

The Scottish Prison Service (SPS) is committed to fostering a positive working environment that proactively promotes and protects the physical and mental wellbeing of its employees through appropriate wellbeing activities and resources.

The amended policy will promote the resolution of grievances informally if appropriate, reduce the number of stages required to resolve grievances, aim to timeously resolve grievances, and result in the ‘How to Challenge and Change Unacceptable Behaviour Policy’ being removed and the essential points integrated within the new Scottish Prison Service Dignity at Work policy.

To introduce 1 x electro-chromatic room (cell) door into each establishment within the Scottish Prison Service estate.

SPS’s Gender Identity and Gender Reassignment Policy was published in 2014, hence it is timely to conduct a review to assess its effectiveness and its impact on both transgender and gender diverse people in custody as well as other groups in prison who may be impacted.

As part of the 3 year HR policy review cycle within SPS HR; to ensure that the policy is compliant with the relevant legislation and HSE Guidance.

To provide guidance with regard to how SPS supports employees during major disruption to travel.

The new Behavioural Competency Framework, branded Competencies for Success (CSF) comprises eight competencies.

Support any employee experiencing the menopause and help them to minimise the impact it can have on them while at work, enabling them to remain in employment.

To set out in a single document the refreshed SPS governance arrangements in line with recommendations made in Audit Scotland’s Review of Governance Arrangements Report (February 2015) and in an independent report by Polley Solutions Limited SPS Governance Review 2015-16 (February 2016).

Targeted ICM will complement the existing ICM Guidance Practice Manual 2007 and focuses on identifying and managing the risks of all statutory offenders.