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yes
Are the test/task sets designed to assess a specific skill or a group of skills?We have just recently completed an assessment of the competency requirements for each grade in the organisation in a revised competency framework. It is up to line managers to evaluate the competency and performance of each staff member every year against this competency framework. For promotion competitions, we use psychometric testing to evaluate the competencies of candidates.
What methodology is used to validate the test/task sets?A team of 3 people (Training Manager, Organisational Psychologist and HR Recruitment Manager) performed the review and the development of psychometric testing for competitions is conducted by an external HR company.
What is the purpose of conducting competency and the skills assessment of this nature, i.e. where are the results used?The assessment of competencies at an organisational level was conducted in to order to re-define the competencies for each grade and to outline clear job descriptions for each grade for recruitment, performance management, promotion, management of under performance purposes.
Are the competency and the skills assessment conducted at regular intervals (if no, how often)?We intend reviewing the competency framework every 4 years.
yes
Are the test/task sets designed to assess a specific skill or a group of skills?All uniformed officers have to pass a professional exam after serving in prisons for three years. Only after that they get the permanent contract.
*All professional groups (uniformed and civilian) have to undergo tests specially designed for specific fields, such as health safty and prevention; occupational safety, fire safety, cybersecurity etc. The tests are done every year.
*All uniformed officers have to undergo shooting and physical testing every year.
**All uniformed officers who start they daily service are tested on relevant rules and regulation including selected situational models. Civilian staff (treatment specialists, administrative and support staff) are randomly tested on relevant rules and regulations concerning their work.
To meet qualification requirements for certain positions, the Academy organizes various specialisation courses, such as: a compulsory course for social workers, a shooting course for prison instructors, courses on diagnostic and therapeutic methods for psychologists, courses for prison educators who have not completed pedagogy education etc. All such courses include final examinations.
Participants of the specialisation courses fill in an evaluation questionnaire. The replies are analysed by the respective lecturers and if needed, the courses are changed or updated etc.
What is the purpose of conducting competency and the skills assessment of this nature, i.e. where are the results used?The contents and the scope of the compulsory testing (see *) is stated by the law and by internal regulations.
Some specialization courses are also stated by the law, e.g. a course for social workers is required by the Ministry of Labour and Social Affairs.
See* and **
no
Are the test/task sets designed to assess a specific skill or a group of skills?
yes
Are the test/task sets designed to assess a specific skill or a group of skills?Prison staff are assessed each year as part of "annual assessment interviews", with their direct supervisor. During this interview, an assessment of the past year is drawn up in relation to the objectives set. New annual objectives are determined with, if necessary, the mobilization of new training sessions to acquire new skills.
What methodology is used to validate the test/task sets?The assessment takes place through an interview and a questionnaire that is completed face-to-face. During the interview, questions are asked on how the agent served, contributed to the service, and their relational and professional abilities. Depending on the assessed objectives, certain specific skills are expected with indicators set to assess the achievement of objectives. If they are not reached, individual training requests can be made by the direct supervisor and/or the agent.
What is the purpose of conducting competency and the skills assessment of this nature, i.e. where are the results used?The results are used to evaluate the performance of the agent in the execution of his/her missions. On an administrative level, the reports of professional interviews are part of the elements taken into account to prepare for advancement to a higher step or promotion in grade.
Are the competency and the skills assessment conducted at regular intervals (if no, how often)?Each year
no
Are the test/task sets designed to assess a specific skill or a group of skills?The Swedish prison service don´t use any test or tasks to asses competency or skills.
What methodology is used to validate the test/task sets?See question 1 and 2
What is the purpose of conducting competency and the skills assessment of this nature, i.e. where are the results used?See question 1 and 2
Are the competency and the skills assessment conducted at regular intervals (if no, how often)?See question 1 and 2
yes
Are the test/task sets designed to assess a specific skill or a group of skills?The tests/tasks are designed very differently, if they fall within the responsability of the cantons and/or correctional institutions.
The tests/tasks are carried out in a harmonised manner within the framework of basic training and leadership training at the SCEPP based on the operational areas defined in the Qualification Profiles.
The tests/tasks are designed very differently, if they fall within the responsability of the cantons and/or correctional institutions.
In the basic training at the SCEPP five certificates of performance are required: Four certificates of performance are to be provided in written or oral form during the training at the SCEPP, and a certificate of practical training in the correctional institution and on theoretical training in the canton must be provided.
Within the framework of the professional exam (Prison Officer), a three-hour written exam on the operational areas defined in the Qualification Profile, a two-hour written case work on one of the operational areas defined in the Qualification Profile and a two-hour oral-practical exam of three to five parts, to be carried out within the framework of a course are taken.
In the leadership training at the SCEPP, proof of competence is provided in written and/or oral form for each of the four modules.
Within the framework of the higher professional exam (Prison Management Expert), a four-hour written exam and a 40-minute oral exam on the operational areas defined in the Qualification Profile are taken. In the written exam, candidates work on various sub-tasks in succession, based on a practical situation from the correctional system. The oral exam takes the form of a case study in which a complex practical case from the correctional system must be analysed from a management perspective.
The cantonal and institutional evaluations pursue different purposes, such as surveying the physical condition or serve as a basis for career planning.
The performance and competence certificates of the basic and leadership training at the SCEPP show the level of knowledge and competence and are components for the successful completion of the training or the modules.
The professional and higher professional exams are designed to demonstrate that the competences defined in the Qualification Profiles, which are necessary for the exercise of the profession and function, have been acquired and mastered.
Those who pass the professional exam receive the Federal Diploma of Higher Education and may use the protected title of "Prison Officer". Those who pass the higher professional exam receive the Advanced Federal Diploma of Higher Education and may use the protected title of "Prison Management Expert".
The cantonal and institutional evaluations are carried out with varying regularity.
The performance and competence assessments are each carried out once during the training at the SCEPP (with the possibility of repeating them if they are not passed).
The examination parts of the professional and higher professional exams are also conducted once (with the possibility of repeating them if they are not passed).
yes
Are the test/task sets designed to assess a specific skill or a group of skills?Due to a knowledge test qualifying for officer training, prison officers with the highest grades are eligible for this training, taking into account the established limit of places. When several officers obtained the same number of points and the limit of places has been exceeded, the person with the longest service or work experience in the Prison Service is eligible for training.
What methodology is used to validate the test/task sets?Education preparing for officer positions in the Prison Service is conducted in the form of post-graduate studies at the University, second-cycle studies at the University or vocational training. Due to the positions of warrant officers in the Prison Service education is conducted in the form of first-cycle studies at the University or vocational training. Whereas non-commissioned officer positions in the Prison Service are organized in the form of professional training.
What is the purpose of conducting competency and the skills assessment of this nature, i.e. where are the results used?Supervision over the training at the Academy of Justice, in the Central Training Center of the Prison Service, the Prison Service Training Center and the Prison Service Personnel Training Center is exercised through: evaluation of the training consisting in particular of examining the opinions of prison officers participating in the training and their expectations related to the selected areas of professional training, training process control, analysis of training documentation, assessment of teaching staff skills, qualifications and the working conditions of lecturers.
Are the competency and the skills assessment conducted at regular intervals (if no, how often)?Prison officers should participate, at least every 3 years, in one of the organized forms of professional development, consistent with the scope of their official duties. Professional training is a continuation and extension of the initial training and aim to deepen the knowledge and professional skills of an officer necessary for the proper performance of official tasks in the corps of non-commissioned officers, warrant officers and officers, taking into account the position held.
Attachments:
yes
Are the test/task sets designed to assess a specific skill or a group of skills?Yes, the professional competency of already employed prison staff -namely correctional officers and senior police officers- is regularly assessed through reports that evaluate their general work. Italian correctional and senior police officers annually undergo an information report on the activity carried out in the past year. This report ends with an overall judgment of "excellent", "distinct," good "," mediocre" or "insufficient ", which must be justified. The motivation must be sufficiently argued, so as to be able to reconstruct the logical process that led to the attribution of the score. As for the staff members who received a more severe disciplinary sanction than deploration, the overall rating cannot be higher than "good".
There are no actual tests that correctional and senior police officers have to perform, there’s just an evaluation of the staff’s general work. The Ministry of Justice is responsible for establishing the methods of drafting the information report, and, specifically, the following points must be taken into account:
Professional competence, that is the knowledge of the rules and any other provisions concerning the job the correctional and/or senior police officer is in charge of. The interest of the staff member to keep up with the changes in legislation and work organization systems must be taken into consideration. Furthermore, the ability of the interested party to express his professional knowledge when performing his duties must be assessed.
Resolution ability, that is the ability of the assessed officer to set up his work in compliance with the directives received from above, and to organize the various phases in order to achieve a concrete result. There’s also an assessment of his ability to understand the needs connected to his job and quickly adopt the appropriate solutions, even when facing exceptional situations, as well as of his versatility in the disengagement of different situations.
Organizational capacity, that is the ability to productively employ the staff members, to wisely choose the methods and deadlines for the different activities of the units below, as well as the ability to assign the various tasks in relation to the needs of the duty and to the individual characteristics of the subordinates. As for specifically the role of correctional officer, the assessment of this point may be more problematic due to the nature of his duties. In this case, the attention shown and the active participation in operational activities are crucial for the assessment.
Quality of the activity carried out, that is the results of the work of the person concerned must be globally assessed from a quantitative and qualitative point of view. The "performance" is a variable, by its nature, in relation to the most diverse circumstances, its evaluation is linked to the duty needs required and to the work carried out in each single year. Furthermore, the aptitude with which the officer follows the indications given, to perform what he’s been asked to as well as to assume greater responsibilities must be assessed.
Other elements of judgment, such as the set of requirements that allows the interested party to establish correct interpersonal relationships with his superiors, colleagues, subordinates and employees that are external to the Administration. Finally, also the general culture must be globally assessed, mainly in relation to the qualification required and the faculties of expression in relation to the nature of the activity carried out.
Lastly, with the birth of the National Institute for testing and improvement in shooting of the Penitentiary Police Corps, the aim is to keep prison staff constantly updated on the subject of firearms. Specifically, the activity aimed at consolidating and maintaining the acquired ability must be carried out every six months by implementing the shooting techniques required by the officers’ duty, that are slow and targeted shooting, rapid shooting and instinctive shooting. A shooting director must be present, and he’s responsible for the organization and for the regular progression of the shooting exercises as well as for operations related to the evacuation of the shooting gallery. The shooting director is helped by a shooting instructor, who is the only one authorized to teach how to shoot and how to correctly handle a weapon.
Every correctional and senior prison officer has to undergo this report assessment. The prison officer examines the report and then signs the form with which the overall judgment is communicated. The judgment is to be considered insufficient for a score lower than 13 points, mediocre for a score between 13 and 19 points, good for a score between 20 and 23, distinguished with a score between 24 and 26, excellent from 27 to 30. If from one year to another there is a decrease in the score of an officer, this must be suitably justified in the "correlative notes" section. However, the lowering of the score for reasons relating to sick-leave is to be considered illegitimate. The prison staff report for correctional officers is compiled by the senior official on whom they directly depend. The overall judgment is expressed by the Director of the division where the staff member concerned works. As for the prison officers of the Penitentiary Police Corps that are on duty in institutions for minors, the report is filled in by the major police officer of the department; the overall opinion is expressed by the Director. For officers who are in a position of temporary employment in a location other than that of assignment for a period of time of at least three months, the report is drawn up by the relevant authorities of the place where the employee is physically on duty on the date of its completion. If the officer has served in more than one office, the report must take into account the information on his global work in all the different prisons. For senior prison officials, on the other hand, the report is filled in by the Director of the office where they work on duty. The overall opinion is expressed by the competent Director-General.
What is the purpose of conducting competency and the skills assessment of this nature, i.e. where are the results used?The reports are the only reference for matters relating to the legal status, career progression, assignments, transfers and the employment relationship, therefore the resulting scores are used by the administration and the individual police officers to make the point on their career.
Are the competency and the skills assessment conducted at regular intervals (if no, how often)?The report is drawn up by the end of January of the year following the one to which the report refers. It is important that the deadline is respected, otherwise problems will arise with the issuance of the measures and any advancement in rank.
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