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The Custodial Review Informing the Prison, Customs & Immigration and Police Services

Custodialt h e

Review

HMP Forest Bank leading on reducing re-offending

HMP Maidstone’s Kitchen gets efficient

New Recruitment section. Advertise your custodial vacancies, see page 26!

Our guest contributers in this edition

Edition 64

Sophie WillettThe Howard League

Nina Champion Prisoners Education Trust

Richard Goss CfBT Education Trust

Sally Houghton Sodexo Justice Services

Email a Prisoner

Hard work is good, but learning matters too

The Revolution in the Kitchen

ContentsIssue 64Annual Subscription £30Free to qualifying individuals

the Custodial Review

Editorial Team: Tracy Johnson, Derek Cooper, Emir Valentino

Administration: Paul Wing, Lyn Mitchell

Design/Production: Amanda Wesley

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HM Prisons Executive and the Home Office do not sponsor or in any way support this Publication in any substance, commodity, process, equipment, editorial or service advertised or mentioned in this book, nor are they responsible for any inaccuracy or statement in this publication. Whilst every care has been taken to ensure accuracy, the information contained within, this publication is based on submissions to the Publishers who cannot be held responsible for errors or omissions. The Publishers cannot be held responsible for any article, advertisement, picture or photograph supplied by Advertisers and Associations which may contravene the Official Secrets Act or that have not first been cleared by the Home Office of Prisons Executive,

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2 News

8 The Education Trust Richard Goss Head of Learning and Skills

10 HMP Forest Bank leading on reducing re-offending Sally Houghton Sodexo Justice Services

14 Real work in prison with the Howard League Sophie Willett

16 HMP Maidstone – gets efficient

20 The Revolution in the Kitchen Fireworks Fire Protection

22 Hard work is good, but learning matters too Nina Champion Learning Matters Project Manager, Prisoners Education Trust

26 Recruitment

28 Product News

Custodialt h e

rev iew

Custodial Review is now accepting articles from serving officers and staff within the whole custodial industry. All articles will appear on the Custodial website and will appear in the magazine subject to the Publishers discretion. Approx length 1500 to 2000 words. We are also pleased to accept news and information. Please contact the Publisher, Steve Mitchell, [email protected] or on 01234 348878 for more details.

the Custodial Review Page 2

NEWS l NEWS l NEWS l NEWS l NEWS l NEWS l NEWS

Email a prisonerEmail a Prisoner (EMAP) began operations in 2007. The service enables family/friends (and all who have a vested interest in a prisoners’ welfare) the option to convey their thoughts via email. The service is a simplistic way to maintain healthy family ties whilst offering additional security aspects for processing staff.

The service is free for HMP’s and implementation does not cause any additional disturbance to staff or resources. All processes are fully backed up with a complete and comprehensive audit trail from sending to receipt in the prison where, the messages are printed and processed. No humane intervention takes place until this time ensuring illegal substances cannot be carried.

The benefits are easily quantifiable and EMAP have not only become a vital communication tool but the service has truly opened the lines of communication for all. For less than a 2nd class stamp communication can be maintained in the manner most are used to in this technology age.

Families of Foreign National Prisoners (FNP’S) can now send a message in real-time instead of the two weeks required by postal services. Children are more lightly to send an email than write and post a letter. Legal agencies & charitable organisations are able to inform prisoners of any changes; appointments made or, indeed cancelled alleviating additional anxiety and stress. It has been hugely documented that prisoners that are able to maintain family ties are 6 times less lightly to re-offend.

March will see operations enter the 5th year and we believe as a tired and tested service – this should now be available to all family members. Security & Public Protection issues are enhanced and we already operate in the majority of UK prisons.

Therefore, I cannot understand why non-operational prisons have not taken up this free opportunity especially, as family ties and increased communications (from a variety of sources) plays such a vital role. It has also been suggested that self-harm & thought of suicide are factors related to a lack of communication.

I feel prisons will continue to receive bad publicity in all areas until common sense can be seen. In our instance prisons’ cannot

‘rave’ about family ties and then not use the services available.

On the other hand – forward thinking governors would at least give the benefit of doubt before dismissing such a service without even knowing how it functions.

Email a Prisoner have nearly 5 years of successfully, securely, efficient and effectively transmitting prisoner data and we thank all who have implemented service and enabled their prisoners’ families the option to maintain cost-effective communications. The question should now be ‘why isn’t EMAP implemented.

For more information tel: 0844 873 3111 or visit www.emailaprisoner.com/

Derek Jones, Managing Director of Prison Technology Services

The Prison Service announced on 18th Jan that it has chosen the company MITIE Group

PLC as a partner in its bid for the management of all the prisons currently involved in the prison competition announced by Secretary of State for Justice

Kenneth Clarke in July 2011.

MITIE was selected following a competition between a number of providers and the partnership arrangement will start immediately.

This agreement signals a new approach to competition for the Prison Service who will harness the expertise and experience of both organisations to enable the public sector to submit competitive proposals for the 15 year prison contracts.

Steve Wagstaffe, Director of Public Sector Prisons said:

‘The partnership with MITIE will allow us to combine our respective strengths, skills and experience to help produce compelling bids for each of the establishments we are bidding

for. Public servants will be responsible for the core operational work involved in running prisons but a number of services will be delivered by MITIE under contract.

‘I very much look forward to working with MITIE in the coming months.’

Ruby McGregor-Smith CBE, Chief Executive of MITIE Group PLC said: ‘We are delighted to have formed this partnership with the Prison

Service. MITIE has invested significantly in the justice sector and this new agreement is really important for us. We are committed to improving services, introducing innovation and creating efficiency in every contract we operate.

‘The partnership of our organisations and the experience, commitment and skills of our teams will create a really compelling and competitive proposition for prisons management in the years ahead.’

As a result of the partnership, MITIE has withdrawn its separate bids for the management

of HMP Coldingley and HMP Wolds.

MITIE Group PLC is a strategic outsourcing and energy services company, managing facilities, energy and properties for its clients. It is a leading FTSE 250 support services business, with more than 62,000 people in the UK and revenues of £1.9bn. Among its many public and private sector contracts MITIE provides the facilities management for Her Majesty’s Courts and Tribunal Service in the South of England.

The nine prisons being competed as six bids are:

o HMP Northumberland - formerly HMP Acklington and HMP Castington (both public sector)

o HMP Coldingley (public sector) o HMP Durham (public sector) o HMP/YOI Onley (public sector) o HMP/YOI Hatfield, HMP/IRC Lindholme

and HMP/YOI Moorland (all public sector)

o HMP Wolds (currently run by G4S)

MITIE to partner Prison Service management



Vital role for prisons in No Smoking Day campaignPrisons across the UK are being encouraged to play an important role in one of the UK’s longest standing and most successful health campaigns.

The No Smoking Day campaign, which is now in its 29th year and recently merged with the British Heart Foundation, is urging prison staff to help spread the word to offenders about stop smoking help and support available to them.

The slogan for the 2012 campaign is ‘take the leap’ and smokers will be asked to do this on February 29 – leap year day – and prepare to quit smoking on No Smoking Day itself two weeks later on March 14.

Approximately 80 per cent of prisoners smoke, compared with 22 per cent of the UK population as a whole. However, evidence shows that when the right help is available, rates of quitting smoking in prisons can be impressive. A total of 56 per cent of offenders who quit via prison programmes are still smoke free after four weeks – one of the highest quit rates in the UK.

Vishnee Sauntoo, No Smoking Day’s campaign manager, said: “Smoking rates in prisons are very high, which is bad news for the health of offenders

as well as the prison staff who work with them

and breath in secondhand smoke. However, we know that when the right resources are in place, stop smoking services in prisons are hugely successful, which is why I hope prisons will be keen to support our campaign to help people quit.

“There are lots of fun ways you can get involved with previous activities ranging from health checks for offenders, fitness challenges, sponsored events, poetry slams and creative writing competitions so if you’ve not taken part before, why not take the leap and join in.”

Julia Moore, stop smoking coordinator for the Time to Quit Stop Smoking Service in South Staffordshire, said: “Time to Quit invited

prisoners in HMP Drake Hall to step up and face the ultimate fitness challenge on No Smoking Day in 2011. A group of both smokers and non-smokers were asked to come along to the gym and see if their lungs were up to the test. The circuit consisted of intense cardiovascular workouts, assessing both their fitness levels and endurance.

“After a great response in 2011, we are now starting to plan our activity for No Smoking Day 2012 and are excited to see what everybody comes up with. The work of local organisers is essential in helping smokers get

the advice and support they need to kick the habit for good.”

Each year, the No Smoking Day campaign is responsible for helping more than 750,000 people across the UK attempt to quit on the day, and for inspiring another two million to seek out information to help them quit in future.

Approximately 10 million UK adults smoke but about two thirds say they want to give up.

A downloadable ‘how to’ guide is available for prisons to help staff organise No Smoking Day events and activities at http://www.nosmokingday.org.uk/prisons/

No Smoking Day is now part of the British Heart Foundation. The annual health campaign, which is now in its 29th year, inspires and helps smokers who want to quit, and is supported by an alliance of UK health bodies and charities.

The British Heart Foundation is the nation’s heart charity, dedicated to saving lives through pioneering research, patient care, campaigning for change and by providing vital information. But we urgently need help. We rely on donations of time and money to continue our life-saving work. Because together we can beat heart disease.

For more information visit www.bhf.org.uk/pressoffice



HM Inspector Of Prison Reports..HMP Manchester provided a great deal of work, training and education for its prisoners, and helped them to resettle back into communities

after their sentences, said Nick Hardwick, Chief Inspector of Prisons, publishing the report of an announced inspection of the local jail. He warned, however, that the prison needed to focus on the high level of suicides.

HMP Manchester is one of three ‘core local’ prisons that are managed within the high security estate and can hold category A prisoners as well as lower

risk prisoners. It held both remand and short-term prisoners with a range of social, mental health and substance abuse problems typical of any local prison population, and men convicted of the most serious offences who posed a current threat. The prison managed the whole range of the population very well indeed.

Inspectors were pleased to find that:

• the prison had strong, visible leadership;

• the security department managed risk, rather than avoiding it, and so the prison managed to hold a small, very high-risk population without impinging too much on the majority population;

• there was a generally safe environment, backed up by a sound violence reduction strategy and good management of gang issues;

• more prisoners told us they were treated with respect than usual in local prisons;

• the prison had taken action to reduce the supply of drugs and most prisoners told inspectors drugs were difficult to obtain;

• health care was generally very good;

• the provision of purposeful activity was excellent, with a good range of work, vocational training and education;

• most prisoners could spend 10 hours a day out of their cells; and

• resettlement was highly effective, including good work with partners in the community to provide the support and supervision necessary to reduce the risk of reoffending after release, and some excellent work with prisoners and their families.

However, inspectors had some concerns:

• there was a high level of self-inflicted deaths and, while arrangements for caring for prisoners at risk of self-harm were not poor, there was room for improvement;

• the prison needed to ensure lessons were learned from previous cases of deaths in custody (both at Manchester and elsewhere);

• for the small number of prisoners held in the segregation unit for long periods, the regime was poor and there was little opportunity for education or other activities; and

• some diversity work was underdeveloped and under promoted.

The Independent Police Complaints Commission made a number of recommendations following the death of Andrzej Rymarzak in police custody.

An independent investigation commenced after Andrzej Rymarzak (also known as Andrew), 43, was found dead in a police cell at Chelsea police station in the early hours of Thursday, 22 January, 2009.

Mr Rymarzak had been arrested on Old Brompton Road on 21 January after attacking an ambulance crew that had come to his assistance. The crew was responding to a call from a member of the public who had seen Mr Rymarzak in distress.

The IPCC’s independent investigation examined the circumstances of Mr Rymarzak’s arrest and transportation to Chelsea police station, the authorisation of his detention, the subsequent care and treatment afforded to him while in custody and the medical review and examination carried out.

The IPCC independently investigates the majority of deaths in custody and makes recommendations to forces and nationally for change to prevent future deaths.

After concluding the independent investigation the following recommendations were made:

1. That the Metropolitan Police Service and other forces put in place a regime to ensure

there is effective line management of custody sergeants by duty officers or custody inspectors.

2. That there is greater clarity about the responsibility for detainees in custody when at any given time there is more than one custody sergeant on duty.

3. That there is guidance given to custody sergeants about how to proceed when there is dissatisfaction with the performance of any Health Care Professional or when there are concerns about the competence of a Health Care Professional who examines a detainee.

Death in police custody is a priority area for the IPCC. Commissioner Mike Franklin, who leads on custody issues for the IPCC said:

“Investigating deaths in police custody is a priority area for the IPCC and we will continue to identify areas for improvements and make recommendations for forces regarding how to deal with detainees.

“Following our independent investigation we made recommendations regarding effective line management, the need for greater clarity about detainees in custody and how custody sergeants should proceed if they are unhappy with medical professionals.

“This was a tragic incident which resulted in the death of Mr Rymarzak. My thoughts and condolences are with Mr Rymarzak’s family and friends.”

In April 2010 the IPCC passed a file to the Crown Prosecution Service which contained evidence concerning the conduct of four police officers, a civilian designated detention officer and the Force Medical Examiner. All of whom were present at the custody suite at various times on the evening of 21 January and the morning of 22 January 2009.

Dr Hisham El-Baroudy, a former FME, was charged with gross negligence manslaughter. He was found not guilty at Southwark Crown Court last Thursday (26 January).

Offences of misconduct in public office and attempting to pervert the course of justice were considered by the CPS but they decided there was insufficient evidence to bring any charges.

Management action was agreed against two officers, a gross misconduct panel is pending and one person has since retired.

Knowledge gained during investigations has resulted in the IPCC making recommendations to PACE codes and the Safer Detention and Handling Guidance (ACPO guidance).

This work includes 1) looking at the definition of intoxication 2) ensuring that risk assessments are carried out correctly by officers 3) rousing is done properly. This work has been submitted to the Home Office, ACPO and the NPIA.

Nick Hardwick, Chief Inspector of Prisons.

Recommendations from the IPCC



Nick Hardwick said:

“Just over 20 years ago, ‘Strangeways’, as HMP Manchester was generally known, had a notorious reputation and was almost completely destroyed by one of the worst riots in modern prison history. It is now completely transformed and in many ways provides a model to which other local prisons should aspire. The amount and quality of its purposeful activity and its effective resettlement work in particular are exceptional. However, the prison still has important areas to address. The level of self-inflicted deaths has been too high for too long. The leadership of the prison should now bear down on this issue with the same determination and skill with which they have successfully addressed so many other issues.”

Michael Spurr, Chief Executive Officer of the National Offender Management Service (NOMS), said:

“I am pleased that Manchester is assessed as performing well or reasonably well against all four healthy prison tests (Safety; Respect; Purposeful Activity and Resettlement). This reflects good progress and confirms Manchester is delivering positive outcomes for the public.

“Every self-inflicted death is a tragedy which impacts not only on families but also on prisoners and prison staff. We have successfully reduced the number of suicides in prison and we will continue to prioritise this work.

“The number of self-inflicted deaths at Manchester in recent years is not disproportionate to comparable establishments but there is no complacency and the Governor and his team will continue to work to further reduce the rate of self-harm and to prevent suicides.”


CellGuard™ from Fendor – a new approach to custodial glazingThe launch of the CellGuard™ window by leading specialist glazing designers and manufacturers Fendor , marks a step change in the design of custodial fenestration, and is the latest addition to the company’s extensive security portfolio.

Following the success of its products in the secure healthcare sector , Fendor embarked on an extensive research program in order to determine what type of system would offer optimum performance in the security market and improve on current light transmission and dated designs.

The result is a new approach to custodial fenestration which has been developed, tested and approved in conjunction with the Home Office for use in Police Custodial Suites.

The large single pane solution eliminates the need for bars or blocks traditionally associated with this type of window product, improving light transmission by a third on traditional designs.

CellGuard™ comprises a unique framing system which secures technologically advanced glass developed to withstand prolonged and sustained assault. Apart from the systems inherent strength and performance its design has taken into consideration recent guidelines

on the ingress of daylight into custodial rooms, achieving 67 % light transmission while meeting the performance specification required for Home Office use in Police Custodial Suites.

The single pane solution complies with these requirements without compromising security, as well as fulfilling the requirements of current building regulations in terms of U-values and BREEAM ratings, achieving a u- value of 1.9W/(m2K ) or lower.

In addition, enhanced performance requirements , such as fire rating and blast resistance, can also be achieved using CellGuard™.

‘’ The development of CellGuard™ has been one of our most technically challenging projects to date and this patent applied for system meets all the criteria set out within Home Office Police Building Design Guidance ‘’ . comments Fendor managing director Chris Duffy.

“The system delivers, not only in terms of security but also from an aesthetic standpoint, creating a less institutional environment for detainees, visitors, staff and the wider community”.

For more information tel: 0191 438 3222 or visit www.fendor.co.uk

RSL provide floors and walls for high security prison facility RSL (Resin Surfaces Limited) recently completed a prestigious project in conjunction with Main Contractors Carillion for The Greater Manchester Police. Carillion were tasked with building a modern state of the art police station in Newton Heath which included the construction of a highly efficient custody block.

The floors and walls of the specialist cells needed to adhere to a strict brief which focused on durability whilst providing a seamless finish. RSL worked with Aedas Architects to specify RSL’s wall coating Ecuclad for the walls and ceilings and Resuscreed Quartz for the floor areas.

The unit was a purpose built new build; therefore, a new concrete sub base was laid for the flooring to be applied to. Concrete is an ideal substrate for a resin floor system to be applied to as it provides a solid sub floor for the following resin finishes to fully adhere to.

Resucreed Quartz is a trowel applied, decorative epoxy resin floor screed, and was the ideal choice for the floors. It provides a durable and impact resistant surface which incorporates coloured aggregates and provides a decorative modern finish to the hard wearing and hygienic surface.

For security and safety reasons prison cells are required to be seamless from the floor to the ceiling. Resuscreed

Quartz was used to create coved skirting’s when applying the floor, creating a room which would allow for ease of cleaning as dirt and surface contamination could be easily cleaned from the perimeters.

The walls and ceilings were coated in RSL’s Ecuclad; a joint free fibre glass reinforced walling system which was moulded round the corners providing an easy to clean and hard wearing surface. Ecuclad has a strong finish due to a layer of fibreglass which is embedded within it; the fibreglass provides reinforcement and protection to the underlying wall. Both of the RSL products used are able to withstand an intensive cleaning regime which is a key requirement for custodial environments.

Aaron Adams from Carillion said ‘We have been impressed with RSL products in the past and were happy that they were able to supply a product which would meet the strict requirements of this facility. Everyone was pleased with the hard wearing and seamless finish that Resuscreed Quartz and Ecuclad gave to the high security cells.’

The end result was a successful specification of products which fully met the brief. The bespoke cells provided an easy to clean and hard wearing area suitable for the demanding environment of a prison.

For more information tel: 0161 483 1232 or visit www.resinsurfaces.co.uk


The Education Trust – By Richard Goss

Unemployment in the UK is rising month on month and for young men, aged under 25, the unemployment rate is currently running at about 25%. Leaving prison and trying to find work can be challenging in any circumstances but given the current jobs market ex-offenders will need to work even harder to secure a job on release from prison.

Richard Goss taught in schools and ran projects in London to help unemployed young people and adults get jobs. After 20 years, he was appointed full-time inspector of work-based learning, adult education and prisons. In 2006 he joined CfBT, which manages and supports education worldwide, including in young offender institutes.

A new report from CfBT Education Trust has surveyed over 1000 employers to get a better understanding of their perceptions of hiring ex-offenders and the role that prison education has to play in preparing offenders for employment.

Of the 1051 employers surveyed a surprising 31% had previous experience of employing an ex-offender. These employers were most likely to be working in larger organisations, both in terms of the overall size of organisation and the number of employees working on site, and were often in the voluntary sector or public sector.

For ex-offenders looking at applying to job roles it is worth recognising which are the organisations that are most likely to have hired ex-offenders in the past as it is these employers who are much more likely to recruit an ex-offender in the future.

It is also important to consider the type of job role applied for. For employers who both did and didn’t have experience of employing ex-offenders they would be most confident in employing ex-offenders in backroom support or skilled/technical roles. Both groups of employers were significantly less likely to employ an ex-offender in a customer-facing or management role.

Employers who have no previous experience of hiring ex-offenders are significantly more likely to discard an application with a criminal record than ask for further details, however on a more positive note 84% of employers would take into consideration aspects of the crime committed before making a decision. The type of crime is fundamental to employers considering a job application, but employers are also interested in the circumstances in which the crime took place (58%), the number of convictions (50%) and when the conviction took place (46%).

To look at employer attitudes toward

employing ex-offenders it is first important to consider their general approach to recruitment. When asked about the factors which influence their decision to hire someone 78% of employers said that ‘relevant experience’ influenced their decision ‘a lot’ with a further 20% saying that this influenced their decision ‘a little’. Beyond this the second most common factor to influence hiring decisions was having vocational/industry specific qualifications, followed by good references and then academic qualifications.

Interestingly the biggest difference in perception between the two groups of employers was in relation to ‘academic qualifications’ where only 26% of employers who had employed an ex-offender said that this influenced their decision ‘a lot’ compared to 42% who hadn’t.

In terms of specific skills or attributes having a positive attitude is deemed as important as having the technical skills to do the job (44% compared with 43%). Communication skills (37%), reliability (34%) and soft skills (26%) round out the five skills or attributes employers are most looking for applicants to demonstrate.

For employers who had previously recruited an ex-offender the main reason for having hired someone with a criminal record was simply because they were the most appropriate candidate. However, the second most common reason was because the employer ‘thought they deserved a second chance’. Indeed more than half of employers agree they have a role to play in reintegrating ex-offenders.

However, there were some clearly identified barriers from the perspective of employers who both have and have not hired ex-offenders. Two-thirds of employers believe that simply having a criminal record is the biggest barrier to ex-offenders looking for a job. In addition to this other significant barriers are a ‘lack of work experience’ and a lack of both hard and soft skills including ‘the right qualification’, ‘a positive attitude’ and ‘confidence’.

It is clearly difficult for offenders serving a prison sentence to gain much work-experience. There is the option to develop skilled roles like carpentry and mechanics but prisons often have strong restrictions as to which prisoners can access training in these areas. Introducing a work-place routine, in which education and training is delivered

within the same daily routine as a typical job is one way to help offenders - many of whom may not have had a job for a long time - to get back into the mindset of the workplace.

Where prisons can support offenders to improve their chances with employers is in the development of hard and soft skills through prison education and training. Specifically a lack of the right qualifications, a lack of a positive attitude and a lack of confidence are seen as key barriers to employment for ex-offenders. But most importantly these are all things that can be addressed through prison education.

Prison education offers the chance for offenders to achieve qualifications, possibly for the first time in their life. Seeing that they can succeed and develop skills can really boost the confidence of an individual and inspire in them a renewed desire to continue to learn and develop.

The flexibility of provision now means that there are more opportunities to achieve qualifications in more vocational subjects. Even if an individual has very negative experiences of school, there will be something that will interest them and that they will be able to achieve. It is up to the prison tutors to identify which qualifications best meet the needs of the individual to help them get to where they want to be.


As well as qualifications which develop specific skills, many offenders will also benefit from key skills development particularly in literacy and numeracy. If the learner was not academically minded at school they may have a ‘fear’ of what they see as a maths or English lesson. The main thing with key skills development is that it looks at the skills and knowledge needed in application in everyday life meaning that it is both more beneficial to the learner but that it is also more accessible.

This training and development should not be an isolated incident whilst the offender is in prison. Ultimately what prison educators should aim to do is inspire a new interest and motivation in learning and make links with colleges and training providers on the outside, so that upon leaving prison the offender will continue to develop their skills and knowledge to enhance their chances of employment.

Employers also believe that by improving hard and soft skills upon leaving prison, ex-offenders would have a better chance of finding a job. Nearly half mention soft skills such as advice on communication, appearance, attitude and time-keeping whilst 46% mention having access to specific vocational training. At a time when the job market is so challenging it is vital that support and access to education and training does not stop when the offender leaves prison, the development needs to be maintained to give individuals the best chance at succeeding in a career after time inside.

The experiences of employers who have hired ex-offenders are most likely to be positive; on a scale of 1-7 where seven is excellent and one is very poor 58% of employers rated their experience between 5-7. Only 17% rated their experience between 1-3. Employers in this instance were asked to think specifically about the people themselves, rather than the process or support they may have received.

Despite this general positive experience of hiring offenders there were some concerns from both employer groups and there were a number of factors that may limit employers from employing an ex-offender. The most interesting thing here is the difference in perceptions between the two groups of employers.

Employers who have hired an ex-offender are more likely to be concerned about a lack of skills - both hard and soft - than those who haven’t. In contrast employers with no experience of hiring ex-offenders are more concerned about issues to do with perceptions and reputation. Employers who have not hired an ex-offender are significantly more likely to be worried they will re-offend, be worried about reaction

from other staff members and be worried about reaction from stakeholders or customers. These are all issues of perception that will only be addressed through better understanding and first hand experience.

A lack of support for employers does seem to be an issue. Only three in ten employers are aware that their organisation has a policy about the employment of ex-offenders and of these 73% are actually familiar with the policy.

Over half of employers who have recruited ex-offenders did not receive any support when doing so and this is significantly more likely to be the case in smaller organisations. If employers did receive any support it was most likely to be from within their own organisation; possibly through an organisational policy or support from the human resources department. Overall employers are almost twice as likely to seek support from their own organisation (23%) than from the government or probation service (12%).

With very few employers seeking support, information and advice from official sources it is important that prisons and prison tutors work to ensure that employers fully recognise what prison education offers to an individual, and what an ex-offender can offer to the workforce.

Employers agree that work experience would make them more confident in employing an ex-offender, whether that be through a work experience trial (46%) or through voluntary work (32%). In addition to this having support from the government or probation service along with guidance on risk assessments and safeguards would make both groups of employers more confident in hiring an ex-offender. One thing that has cropped up throughout the results of the survey is that uncertainties and a lack of understanding/knowledge are major barriers for employers looking to hire an ex-offender; having access to impartial and recognised guidance would be a big help to employers.

As well as these common themes, there were some stark differences between the two groups of employers as to what would give them more confidence to hire an ex-offender. For those employers who have hired ex-offenders in the past it is financial

support that they are interested in, this is also more important for small organisations regardless of their experience. In contrast employers who have no experience are significantly more likely to mention that ‘shared experience from other employers’ would make them more confident.

For employers who have not previously hired an ex-offender it is clear that having a greater awareness of the issues involved, the experience of other organisations and the skills/knowledge that ex-offenders can bring to the workplace would help give them more confidence. Unfortunately it is unlikely that we will be able to change the perceptions of all employers with regards to ex-offenders, in the survey it was disappointing to see that 19% of employers who have not previously hired an ex-offender say that nothing would make them more confident about hiring an ex-offender in the future.

Prison educators do a lot of good work with offenders to offer them opportunities for training and development that they may not have had, or not been successful at, previously. It is well recognised that securing employment upon release is an important step towards rehabilitation and reducing re-offending. In times like these when employment is running so high and the young are being hardest hit the challenge of securing a job after leaving prison is all the more difficult. Understanding the perceptions and concerns of employers can help prison workers prepare offenders for the workplace, but we need to go one step further and work to bridge the gap between the prison and the workplace so that employers can be confident in the skills and attributes that ex-offenders will bring to their organisation.

The full report ‘Employers Perception of Best Practice in Prison Education’ is now available to download at www.cfbt.com/research

Richard GossHead of Learning and SkillsCfBT Education Trust

For more information telephone 0118 902 1000 or visit www.cfbt.com

Custodial Review is now accepting articles from serving officers and staff within the whole custodial industry. All articles will appear on the Custodial website and will appear in the magazine subject to the Publishers discretion. Approx length 1500 to 2000 words. We are also pleased to accept news and information. Please contact the Publisher, Steve Mitchell, [email protected] or on 01234 348878 for more details.


HMP Forest Bank leading on reducing re-offending – By Sally Houghton

Sodexo Justice Services (SJS) operates rehabilitative justice services at 120 sites across the world, including four prisons in the UK, namely HMP Forest Bank, HMP Peterborough, HMP Bronzefield and HMP Addiewell.SJS, an arm of Sodexo - a leading provider of on-site service solutions - has been operating since 1993 and currently provides justice services to over 30,000 offenders worldwide. It has a reputation for delivering ethical, innovative and outstanding justice facilities and services, which aims to help change lives for the better.

Sodexo’s mission is to be the organisation of choice in providing safe, effective and value for money solutions in both the custodial and community environments. Sodexo’s work gives it unparalleled access to knowledge, expertise and best practice, which it shares across the organisation’s different operations. One of its core aims is to help reduce re-offending, which is aligned with its mission to change lives for the better, applying to both the prisoner’s life and the lives of their families and communities. This is also an essential part of protecting the public.

Forest Bank is one of the largest prisons in the UK, with a capacity to hold over 1,350 male offenders. The prison demonstrates custodial excellence in many areas with an emphasis on risk assessment and addressing comprehensive needs. Successful resettlement has been enhanced through the development of a special strategy for directly engaging key local organisations to produce real jobs and employment opportunities for offenders on release.

In recent years, Forest Bank has had many success stories. To name a few would include its prestigious Guardian Public Service Award win, in partnership with The Co-Operative Bank, for the bank account scheme. The scheme made it possible for prisoners to open a fully functioning account whilst in prison, allowing prisoners to be better prepared for release and life back in the community. The award also represents a strong commitment to reducing re-offending by SJS.

Forest Bank is proud of its many proactive innovations to help reduce re-offending and its approach to helping prisoners of substance misuse is certainly one of its most successful strategies.

Substance misuseAt the heart of Forest Banks’ substance misuse strategy, is the ambition to provide realistic and achievable recovery options, continues u

Sally Houghton’s background is 25 years in the Probation Service in Manchester. She joined Forest Bank as the Senior Probation officer in 2006 and was offered a job in the Prison as Head of Offender management and Risk. She continues with that broad remit in addition to managing all the many Community Links. Forest Bank was cited by HMCIP in their last unannounced Inspection as being one of the most outward facing

prisons in the country. She believes that the prison has a unique way of working and this has been driven by her own background of many years in the Community. Forest Bank has prison officers who spend significant parts of their working week in the community and Partners see the establishment as an extension of their own working place by frequently seeing offenders in the OMU.

enabling all individuals to lead a life free of substance misuse and dependency. A comprehensive range of services have been designed which are offered to prisoners that include substitute prescribing, psychosocial interventions, complimentary therapies, employment, education, housing and healthy lifestyle elements. The treatments and programmes are all delivered either on a one-to-one basis or in a group setting which provides often critical peer support.

In mid-2011, the management team began discussions with the National Treatment Agency (NTA) about improving current

practice relating to substance misuse within custody. The prison was keen to specifically develop its recovery phase of its substance misuse interventions and welcomed support to develop an appropriate model. Within just a few months, the Forest Bank recovery steering group, together with colleagues from across the healthcare segment and the NTA, established a new care pathway for substance misuse.

Previously, there were two main stages; the reception and stabilisation stage and the recovery stage. Now, there is a third stage


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HMP Forest Bank leading on reducing re-offending continued


which takes place in the Drug-Free Unit (DFU), which aims to continue vital support to those who have successfully recovered whilst in stage two and no longer require specific medical interventions.

So how does it work?Stage one: reception and stabilisation. Here, substance misusers are identified, registered and prescribed treatment by the healthcare team, which involves motivational talks with misusers. It takes place in the pre-treatment unit.

Stage two: the recovery stage at the Eden Recovery Unit (ERU). Here, individuals receive intensive clinical and non-clinical support from staff and a range of specialist healthcare agencies. Prisoners commit to a programme where they actively seek to reduce their consumption of substitute medication each week. The programme sees many individuals become abstinent in around 12 weeks and recognises that recovery is a very individual pathway where progress will be different for everyone. A key element of the treatments and programmes prescribed is random drug testing, and it was felt that a zero tolerance approach should be the response to any breaches.

A weekly panel meet to discuss progress of individuals, any breaches or issues. They ultimately decide if someone is to be referred back to stage one. Over the last three months, the ERU has had in excess of 50 prisoners engaging in a positive reduction programme of substitute prescribing. Even more impressive is that the unit has delivered 22 prisoners from serious substance misuse to complete and sustained abstinence. The unit operates a recovery asset-based model, identifying those key bespoke personal elements of intervention that each prisoner requires to enable them to succeed. This can often include a prisoner’s social ability, repairing family relationships or just developing life skills. A recent graduation ceremony for those completing the early stages of the programme saw a number of prisoners receive awards in recognition of their success.

Stage three: the Drug-Free Unit, which is due for launch over the coming months, aims to provide vital ongoing support from graduates to those who have recently successfully recovered. Graduates from the recovery programme will also act in a peer mentoring role for those much earlier in their recovery pathway. Graduates, also known as recovery champions, will be provided with training and support to deliver in-house mutual aid interventions to compliment core delivery.

Case studyBarry, a prisoner at Forest Bank, is currently serving his sixth sentence as a result of his drug misuse and chaotic lifestyle in the community. He is currently on the ERU and describes the difference that he has encountered in his current sentence compared to his previous sentences. He said, “I have learned to say no to drugs. Since the ‘road to recovery’ programme on the Eden Unit, I’ve learned to lead a life without drugs. I’m currently enhanced, which I’ve never been in any of my previous sentences. I have all negative MDTs [Mandatory Drug Tests] and VDTs [Voluntary Drug Tests].” He added, “I’m now acting as peer support on the wing as a wing mentor. I deliver group work sessions on the wing, once a week, to up to 12 other prisoners. I’m just hoping I can carry it on when I get out and being drug-free. I’m reducing at the moment, and hopefully by the time I get out, I’ll be completely drug-free.”

Other areas of innovation

The offender management unit (OMU)

The vision of the OMU at Forest Bank is to be recognised as an innovative leader in providing quality criminal justice interventions. It aims is to enhance public safety by providing safe, secure and holistic services for effective rehabilitation and to operate a seamless community reintegration system, helping prisoners to reduce recidivism and assist victims of crime.

In order to fulfil its ambition, Forest Bank has invested heavily in developing working partnerships with the wider prison service teams and external stakeholders including voluntary organisations. A particularly effective example is the relationship between the OMU and the integrated offender management (IOM) units at both the Stockport and Wigan Community Safety Partnerships. These IOM units have recognised the value of involving Forest Bank in their daily operations to improve risk management and reduce further offending. The relationships have been so successful that both partnerships now fund dedicated positions, community-to-custody

practitioners, within Forest Bank’s OMU. The key function of these positions is to ensure a coordinated and seamless integration of offender management between custody and community pathways.

As a result of the successful working relationship between Forest Bank’s OMU and the IOM units of Stockport and Wigan, Forest Bank has been approached by other IOM units from across the region to extend this highly effective model of working.

Another new and exciting innovation being developed by the OMU is the introduction of the 40-hour working week for prisoners, which aims to deliver realistic and valuable opportunities for prisoners that will help them gain real skills in preparation for life on the outside. The proposed idea will not only help prisoners to gain relevant work experience but they will also learn valuable life skills such as time management and people skills. In order to implement the 40–hour working week, the Forest Bank team are currently making changes to the prison regime and existing training programmes.

Social EnterpriseEmployment-focussed social enterprise opportunities are another area where Forest Bank is actively engaged in. The idea is for prisoners to learn specific skills and experience through an accredited training programme in the prison such as a relevant service-based NVQ. The social enterprise element would then secure suitable employment contracts in the community and offer prisoners on release the opportunity of real paid employment. Potential jobs could be based in grounds maintenance, facilities management and catering, which are all services that Sodexo, the wider company, provides. This is an area that SJS is currently exploring with an aim to offer successful careers specifically for ex-offenders.

What about restorative justice?Additional and alternative methods such as restorative justice programmes is also used by Forest Bank, which is aimed at reducing the risk of further offending and offers a way of giving victims of crime a chance to achieve closure. The process is designed to give both the victim and perpetrator a chance to communicate about the offence which has taken place in a controlled environment, with a view to repairing the harm caused and allowing those involved to move forward.

Prison custody officer, Paul Orton, who is one of four specially trained restorative justice facilitators at Forest Bank, spoke about his objective for the programme. He said, “We aim to get closure for the victims and to show first hand to the prisoner the


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impact of his behaviour by setting up real-life scenarios. For example, where the offence committed is theft or robbery, we highlight the psychological implications on the victim and not just the obvious financial loss.”

Final commentsThe team at Forest Bank are not complacent and aim to continue improving services and innovations. For example and specifically in relation to substance misuse programmes, Forest Bank is already considering ideas such as video links to community based groups to allow those close to release to join groups ‘virtually’ before they join on release, essentially creating an ongoing supportive environment in the community. Ideas such as these help with reintegration and reducing the risk of re-offending.

The key element to continued success for prisoners is to ensure that a seamless continuity of care pathways exist between custody and reintegration into the community. The logical progression is to develop and extend care pathways into community-based delivery models, which is an area Forest Bank actively seeks to achieve.

Ian Houghton, the new head of commercial development at Forest Bank said, “Forest Bank’s substance misuse interventions and commitment to offering real recovery opportunities is ground-breaking. Having worked in the substance misuse field for many years, I can honestly say that this is some of the best and most exciting work I have come across. The Eden Recovery Unit has delivered a level of results which some programmes fail to match in four times the time period. I am really excited at the prospect of taking this excellent work forward and developing it for community-based interventions.”

Recent independent inspections carried out by the Ministry of Justice and the National Offender Management Service has commended Forest Bank on the excellent quality of its substance misuse interventions. In particular, one report sited ‘HMP Forest Bank as a model of excellent service delivery which others should follow’.

Sally Houghton, Head of Criminal Justice Partnerships, HMP Forest Bank.

There are currently only work places for 11% of the 88,000 prison population, providing largely unskilled work such as putting aeroplane headphones back in little plastic bags, with little opportunity to train or develop. The Howard League has long promoted the concept of real work in prison and set up a revolutionary graphic design studio in Coldingley prison between 2005 and 2008. ‘Barded’ was the first time a business had operated within a prison, interviewing and hiring prisoner employees who went onto be trained in graphic design. In one round of recruitment there were 350 applications for two jobs, in a prison which housed only 420.

All Barbed employees were employed on the same contract as other Howard League staff and for much of the project the prisoners paid income tax and national insurance. To mimic payment for utilities, transport, food, rent or mortgage, prisoners contributed 30% of their wages into a separate fund that made charitable contributions.

70 per cent of people leaving prison re-offend within 12 months, but this figure reduces to 22 per cent for people who go into a full-time job. Having a conviction is undoubtedly a major handicap for a job seeker, and UK companies are often reluctant to provide the second chance that prison leavers so desperately need. And if a prospective employer is prepared to overlook the conviction, many cannot support someone who has been out of workforce for many years and whose skills and abilities are likely to be outdated.

Having campaigned and lobbied for more than a decade on this issue, the government saw the possibilities. ‘The public wants a penal system that properly punishes offenders, and protects the law-abiding citizen,’ announced Justice Secretary Kenneth Clarke, ‘yet, our prisons are not delivering as they should. The first thing we are doing is introducing a full working week to get offenders off their beds and into purposeful activity. Right now, prisoners are simply a wasted resource - thousands of hours of manpower sitting idle,’ he added.

However, lots of brilliant ideas are destroyed by bad execution. At the moment, prisoners tend to be randomly corralled into doing work. The prison service sells prisoner time as a commodity to companies like the British Legion and Travis Perkins and prisoners are remunerated at approximately £8 a week. If your time is sold by someone else, you have no obligation to perform well, meet the requirements of a contract, and in fact have no real responsibility for your work at all. If however, you sell your time directly to your employer, you take on the responsibilities and rewards for the job as well as making payments of tax and national insurance.

The real strength of the Barbed model was this direct employee/employer relationship, only possible because the business was run by an external organisation, and not by, or in partnership with the prison service. Running a commercial business behind bars meant that real work reaped real rewards. The graphic designers were able to make a financial contribution to their families and victims, as well as save for their release.

Since declaring their commitment to a working, dynamic prison population, the government has created new legislation for prisoners in paid employment which threatens to derail the whole thing. Under the Prisoners’ Earnings Act, 40% of prisoners’ wages over £20 per week after tax, National Insurance and any court-ordered or child support payments, will be deducted and given to the charity Victim Support. Policing Minister Nick Herbert said:

“For too long the financial burden of repairing the damage done by crime has fallen to the taxpayer alone. Making offenders pay financial reparation to victims will require them to take personal responsibility for their crimes and go some way towards making redress to victims through the funding of crucial support services.”

There are two employment opportunities in prisons. There is the mundane, low paid

work discussed earlier available to some men in closed prisons to whom this won’t apply. There are also some 450 prisoners who are in open prison conditions and in employment. They are either coming to the end of long sentences and are being prepared for resettlement back into the community, or have committed minor offences and so are held in open prisons on short sentences.

One man I know of leaves his open jail every morning, travels into town where he manages a retail shop and returns to the prison at night. Most people employed in prison by outside companies are on minimum wage and it is the responsibility of the individual to pay for their travel and food. Open prisons are often in the middle of nowhere and require costly peak time long distance rail and possible tube travel to the nearest town for work. Prisoners who work have to buy themselves breakfast,


Real work in prison with the Howard League – By Sophie WillettThe government is clear that we need to work our way out of the recession. It is also clear that business is their ally in improving the job prospects of the young and out of work by investing heavily in apprentices and work programmes. This business minded approach has filtered down to the Ministry of Justice whose rehabilitation revolution relies on partnership with the voluntary and private sector to make working prisons a reality. But is partnership enough to transform prison industries into commercially viable operations, paying a real wage for real work?

Sophie Willett has been at the Howard League for nearly three years and is responsible for the League’s drive for greater communication of its work and understanding of its core beliefs. Before taking up the post she worked within the media team at Shelter, the housing and homeless charity and Insight Public Affairs.

She graduated from Goldsmiths with a 2.1 BA Hons before working abroad in France and Malta. In her spare time she volunteers in the Royal London hospital on the children’s wards and writes comedy.


lunch and dinner every day that they’re out at premium price from costly coffee shops and restaurants. They cannot save money by preparing food at home. The 40% deductions put debilitating pressure on this small group of men who do work.

One man I spoke to when the legislation was being debated explained to me how the deductions would affect him. He works doing Asbestos removal at a day rate of £70. As his work is mobile and he is sent to many different locations, he cannot buy a weekly travel card. Instead he buys a premium rail ticket each day. He tries to limit the amount he spends on food to £10 a day. He calculated that he would be in debt of around £30- £50 a week and would have to consider leaving his job; “it [paid work] gives me the chance to start saving for my eventual release and takes away the financial strain from my family. If I have to pay the 40% I will quit my job as I would not work to get myself in debt.” Since I spoke with him, the deductions have been introduced. Any prisoner who rejects work is usually sent back into closed conditions and it jeopardises their parole application.

Deductions for victims’ charities are viable for a real work model where prisoners do not leave the secure environment, as we saw with Barbed. Deductions of 30 or 40 per cent ensure working prisoners are not put at an advantage over working people in the community who do have to pay for bed and board. However, so far the policy only affects the tiny minority in open conditions where it perversely acts as a disincentive to seek employment.

Our experience shows that people from prison, if properly selected, will prove to be just as reliable as recruits who come from elsewhere. It is their personality that matters most. Within the prison population of 88,000 there is a large number of potential superstars

who get ignored by employers because of their criminal record. It makes sense for UK companies to recruit these individuals and to make use of their skills and enthusiasm.

We would like to encourage more companies to proactively recruit ex-offenders. If we want to reduce crime, we need to reduce the number of criminals. The single most effective way of doing this is to get them into lawful, constructive employment. If many more companies take this opportunity, then many more people leaving prison will find a purpose in life through worthwhile employment, and everyone will benefit.

Prisoners serving long sentences should have a busy day and should earn the rate for the job. They should contribute to their families and pay child maintenance and outstanding fines. They should pay tax and save for a pension so taxpayers don’t have to keep them during their sentence and then support them into old age when they can’t find paid work.

For more information email: [email protected] or visit www.howardleague.org

Custodial Review is now accepting articles from serving officers and staff within the whole custodial industry.

All articles will appear on the Custodial website and will appear in the magazine subject to the Publishers discretion. Approx length 1500

to 2000 words. We are also pleased to accept news and information. Please contact the Publisher, Steve Mitchell,

[email protected] or on 01234 348878 for more details.


HMP Maidstone’s kitchen – gets efficient

Paul Collins is the Site Manager at HMP Maidstone, He has held the role in a temporary capacity for 6 months and may hold it for the foreseeable future. His job includes responsibility for the environmental and energy efficiency operations in the roof area above the new kitchen facility that was completed recently. During a recent visit to look at the new kitchen I had a brief tour of the roof void and saw the vast amount of equipment that was present. Most of it has an environmental purpose, so I asked for more information and was put in touch with the site manager.Paul joined the Prison service seven years ago. Prior to then he was a registered plumber and then a Facilities Manager. Just before we spoke he had completed the National Examination Board in Occupational Safety and Health (NEBOSH) course.

The kitchen was built with the maximum of recycling and energy recovery systems available. These include rainwater harvesting and heat recovery.

CR During my previous visit to the new kitchen facility at Maidstone I was treated to a tour of the roof space. I was amazed at the size of the area, but more amazed at the kit that had been installed up there. It looked like the engine room of a ship! What process takes place in that area that demands such a lot of equipment?

PC The amount of equipment they installed up there was a surprise to us too. During the building we all remarked on the size of the roof void, the most popular comment being that it was big enough to hold an indoor football match up there. This was before any of the equipment was installed. The reason is that the kitchen has a lot of equipment that demands energy and this equipment produces a lot of waste heat as a result. Some of the largest pieces of equipment in the roof void are their heat exchangers for the freezers and fridges. The energy from these is collected and used to heat the water and provide the energy for the under floor heating. It’s done via a system of heat pumps and heat exchangers. The heat is then returned to the room via the circulating air and the under floor heating. It also is used to heat the kitchen and washrooms water supply.

The roof area also contains the rainwater harvesting tank and the processing system that enables the collected water to be used to

flush the toilets. Another large piece of kit is the air recirculation equipment. All the hot air produced during the cooking process is drawn up through the ceiling that Britannia Ceilings installed then into a rotunda where the energy is extracted before being used to heat the occupied part of the building. The used air is expelled to the outside of the building. This process saves a lot of wastage of energy.

There are also two large air handling units that pump air into the building to enable the cooking process to take place in safety. Were these to fail the gas supply is automatically shut off to prevent a build up of dangerous carbon monoxide.

CR What are the maintenance requirements for all this equipment?

PC As we are still in the first year after the completion of the building all the equipment is under warranty and major planned maintenance isn’t yet required. When it is it will be carried out under contract with a local company or national if there isn’t a local one available with the expertise. Fosters refrigeration installed the fridges and freezers and will be responsible for the maintenance until the end of the warranty period. We will then go out to contract for the maintenance beyond that period.

Some of the environmental and heat room systems in the kitchen door void.

continues overleaf u


The stand by boilers Part of the heat recovery system

CR How do you monitor the equipment, its efficiency and performance?

PC There is a Building Management System for the kitchen which relays the performance data generated by all the sensors fitted into the building and also into equipment. We can access that data from the Works office and examine details on any of the alerts the system is designed to generate if it detects a fault. It also feeds back information on

air flows, temperature, and filter condition, energy and water usage. Using it we can set the water temperature for the building. Plus the individual room temperatures and air flow through them.

CR Can the kitchen staff control any of their working environment?

PC No, all the controls are set from here, if they want a change then it requires a phone call. We set the controls for the optimum

energy saving mode that allows for the correct running of the kitchen. Though the kitchen manager does have a thermostat in his office!

CR How does the rainwater collection system function?

PC The roof channels the rainwater water into guttering and downpipes in the normal way; it’s a large roof so there is a lot of water involved. It’s then pumped from the underground collecting tanks into a holding


tank in the roof space. Here it is filtered and then treated by ultra violet light to kill any bacteria that may be present. This is when it is known as grey water. It’s then used to flush the inmate and staff toilets. The system is fully automatic and computerised and data on water collection, treatment and energy used is available via the computer screens next to the processing machinery.

We regularly test the output of the system to ensure its working properly and that the systems designed to purify the water are functioning correctly.

CR The roof is huge and the building isn’t over shadowed much. Was it not considered economic to fit some micro generation

panels onto the roof to enable local electric generation?

PC We do not have any of those systems here and it’s something that I am looking into as I believe HMP Swaleside have had them installed. It would be a useful addition to our money and energy saving activities. However it may contradict with the heritage aspect of the building as there are some parts of the prison that are registered as listed buildings.

CR What maintenance planning system do you use for the kitchen.

PC A company called Planet Facilities Management produce software that, when programmed produces reports that state what needs maintaining and when. It then produces

job sheets with the required work detailed out. We have other scheduling systems for water testing etc that we have to carry out regularly. This was a substantial problem with the old kitchen. We also have a contracted company that visits every 3 months and tests all the prisons ventilation and water outlets for harmful bacteria such as Legionella. They carry out a complete sweep of the prison systems and if they find any trace of a problem we carry out a full investigation and clean the outlet. Using water over 60 degrees and then have the outlet retested. We repeat the process until we get the all clear then we chlorinate it if required, however it has not happened very often.

CR Thank you for talking to the Review.


HMP Maidstone continued

The control panel for the rainwater recycling system

Air outlets from the Britannia Ventillation kitchen ceiling.

Grease reduction equipment.

Heat pumps for energy extraction.


A Revolution in the Kitchen

A new kitchen fire suppression system was launched at the Building Research Establishment on 2nd February that will revolutionise the way catering fires are extinguished. Fireworks Fire Protection Ltd launched their 15AMPU watermist kitchen fire suppression system at the BRE facility at Watford. The 15AMPU is the first kitchen suppression system of its type in the world to gain LCPB LS1223 accreditation and therefore its place in the LCPB Red Book. The launch began with an introduction by Angela Richards of the BRE, and an explanation of how the Establishments work. Then Derek Killaspy ,the MD of Fireworks Fire Protection Ltd explained the new products development and application to a large audience drawn from sectors across the industry including specifiers, catering companies, insurers, journalists and representatives from the Ministry of Justice.

Derek explained that until now commercial kitchens have used dry powder or wet chemical fire suppression systems. Whilst effective at initially suppressing and extinguishing the fire these traditional systems offer little or no cooling resulting in a prolonged suspension in production due to fire damage. Additionally these chemical systems leave a large amount of potentially hazardous residues on surrounding areas

Fireworks MD, Derek Killaspy, introducing the new product.


which must be deep cleaned before food processing and cooking can re-commence. This leaves an establishment without a functioning kitchen until the clean up has been completed. This is not a situation that can be tolerated in a prison kitchen!

The solution to these problems is the new Hydramist® 15AMPU. The unit contains a high pressure pump connecting the kitchen water supply to a misting nozzle positioned above the fire risk. This simple concept results in a system that can run for as long, or short, as required- yet doesn’t cause lengthy kitchen downtimes because it uses small amounts of clean water.

The 15AMPU unit is small, its no bigger than a domestic wall mounted boiler and its made of stainless steel so it is easily cleaned. It can be mounted in the kitchen or in an adjacent room. It will automatically activate when the nozzle above the fire source reaches a pre determined temperature. The integrated pump activates at the same time it shuts off the energy source to the cooking appliance. It can also be manually operated and once activated the unit can only be stopped manually. The steam created then smothers and extinguishes the fire in less than 10 seconds. After extinguishing the fire the mist continues to cool the oil and hot surfaces to below ignition temperature so in less than 30 seconds re-ignition of the fire isn’t possible. It will not flood the kitchen or cause damage to surrounding equipment because all the unit uses is small volume of finely atomised water. These water droplets also trap the smoke particles that can damage other equipment and which also contaminate the whole kitchen.

Next to no clean-up is necessary as only clean water is used in the extinguishing process. This allows the kitchen to be back

in operation extremely quickly (in most cases within minutes). A further advantage of this system is that smoke is prevented from spreading throughout the kitchen and into other areas.

This is not a new technique. This method of fire suppression has been in use for many years since its ability to rapidly extinguish fires in ships engine rooms was first discovered. The technology has also been used in prisons throughout the UK as Fireworks have supplied their portable fire suppression equipment for use on wings for many years. Their portable version is used to put out fires in cells and has proved to be a highly efficient system that rapidly

extinguishes the blaze, removes the smoke, saves life’s and leaves only a small amount of water to clean up. Therefore the cell can be back in use rapidly. Now this technology is being brought into the kitchen where down time is far more of a crucial issue.

The unit will now be fitted in commercial kitchens across the UK and worldwide where the LPS 1223 accreditation is recognised.

For more information on the 15AMPU please contact Fireworks Fire Protection on tel: 0800 9757462 [email protected] or visit the website www.15ampu.com

www.15ampu.com

t Derek Killaspy with the 15 AMPU and Howard Tomlin, UK & Europe Business Development Manager for Watermist.

mailto:[email protected]?Subject=Website Enquiry


Hard work is good, but learning matters too – By Nina Champion

“If workshops are sweatshops, all that delivers is resentment, shoddy work and prisoners going sick or avoiding work. Lots of prisoners don’t know the value of work, so show them!”This was one of the comments the Learning Matters Project at the Prisoners Education Trust received when we surveyed prisoners recently about their experiences of prison industry workshops. This prisoner was not alone in sharing their frustrations of doing low skilled, menial, repetitive work. However the bold challenge they have set down to show prisoners the ‘value’ of work made me think how we can best do that, especially given the government’s proposals to “transform prisons into industrious places of hard work .

This article will explore the value of work, developing employability and measuring impact. It will also make three key recommendations that I hope that those concerned with planning and organising work in prisons will implement;

1. Work in prisons should be primarily rehabilitative and focused on the widest possible range of learning and skills, including progression to level 3 and higher education.

2. The definition of ‘work’ should encompass all forms of learning (academic, creative and vocational), volunteering and employment as they all have a role in developing employability.

3. Workshops should offer recognised qualifications, opportunities for learning and skills progression and undertake ongoing evaluation to measure learning and employability outcomes.

The value of work in prison

Many of us place different values on work. For some it is about the monetary value. For some it is about the feeling we get when we help others. For others it is the thrill of achieving a challenge, solving a problem or developing skills and knowledge. For those in the creative industries it may be about opportunities for self-expression and sharing a talent. For those involved in gardening it maybe the opportunity to nurture and see something grow. What value do you place

on your work? What do you enjoy most?

The Prisoners Education Trust is a small charity that helps prisoners access courses in subjects and levels not available in prison through distance learning. We help around 2500 people a year. 45% of the grants the Prisoners Education Trust made in 2011 were for vocational courses. These ranged from animal care to addiction counselling, personal training to plumbing theory, horticulture to health and safety. Every application prisoners make to the Trust must be accompanied by a letter explaining why they want to do that course. These letters give us clues as to the value prisoners place on work and what inspires and motivates them to want to gain employment after release.

For example many prisoners apply for courses which will enable them to ‘give back’ and help others overcome similar problems they have faced in their lives;

“I have worked with Carats as a volunteer supporter … the rewards of helping others challenge their learned beliefs and watching their self esteem grow has enabled me to continue with my own aims and goals.” Applicant for a Drugs, Solvent and Alcohol Counselling Course.

“I’m hoping one day to be in a position to be of help to younger addicted prisoners. I am committed to becoming part of the solution and not being part of the problem”. Applicant for Counselling Skills course

Other prisoners want a practical career;

“I am keen and eager to end this spiral of

crooked roads which is turning my life into a revolving door of crime, prison and freedom. The only thing I believe can help me end this spiral is to gain a trade”. Applicant for Plumbing Theory course.

Others see value in health benefits, the feeling of pride and of course earning money;

“This course would enable me to pursue a career where I could be a positive role model. Through education, gym and working towards goals I have turned my life around. A career in personal training will help me promote this to others and keep this lifestyle firmly fixed in my life while earning good money. It is a job I would be proud to do and my daughter would be proud of me”. Applicant for personal fitness training course.

I share these comments to highlight that prisoners are motivated by similar reasons to work as the rest of us. To ignore the values prisoners seek from employment is detrimental to achieving rehabilitative outcomes.

Some may argue that prisoners don’t ‘deserve’ to have stimulating and enjoyable work and their work in prison should be an additional punishment. Others may argue that in the current economic climate, when graduates are working in call centres and stacking shelves, why should prisoners expect to get rewarding work?

I argue that prisoners have often missed out on education the first time round and many come from workless households where

Nina Champion and her colleague Seb Klier from the Prisoners Education Trust handing a consultation response written by prisoners and ex-prisoners for the Labour Justice Policy Review to Rt. Hon. Sadiq Khan MP (Shadow Justice Secretary) in January 2012.



Hard work is good, but learning matters too continued

they have not had the inspiration, aspiration or qualifications to find a career they will enjoy. Skills training and the opportunity to do distance learning in prison can therefore open up avenues not previously available to prisoners and can free their imaginations to find employment or self employment that is sufficiently rewarding to enable them to break free of their criminal lifestyles and old peer groups.

Proponents of ‘desistance theory’ talk about the necessity for offenders to develop a positive identity separate to their criminal identity in order to break the cycle of offending. If a prisoner sees themselves labelled purely as a ‘criminal’ then it can become a self fulfilling prophecy, but if they can give themselves another label such as ‘student’, ‘mentor’, ‘actor’, ‘plumber’ or ‘graduate’ then this helps to develop the positive identity required to enable them to desist from crime.

There is also an economic case for learning in prison as evidence shows that prison education and vocational interventions

produce a net benefit to the public sector ranging from £2,000 to £28,000 per offender (or from £10,500 to £97,000 per offender when victim costs are included).

The economic case for arts-based learning has also recently been evaluated by the Arts Alliance and New Philanthropy Capital based on desistence from crime and increased employability . For example they estimate that Only Connect , a theatre project for prisoners and ex-prisoners, more than halves re-offending generating savings of over £3.2m over six years.

Therefore the purpose of work in prisons should be primarily rehabilitative and a central focus must be the widest possible range of learning and skills, including progression to level 3 and into higher education.

Developing ‘employability’

A recent report by CfBT Education Trust on employers’ perceptions of prison education found that the skill/attribute ex-offender applicants most need to demonstrate was a

positive attitude, even above technical skills. So attitude to work is particularly important for ex-prisoners in gaining employment. It is easier to have a positive attitude if they value the work they are applying for.

Interestingly soft skills scored highest in a question about areas in which offenders were poorly prepared for work and highest in the factors that would help an ex-offender to get a job after release. Activities such as volunteering, mentoring, distance learning and arts-based projects can help prisoners acquire these ‘soft skills’ such as self-discipline, problem solving, communication skills, empathy, team working and time management.

As one prisoner wrote to the Learning Matters project;

“I have observed that a one week theatre course will do more to provide a convicted prisoner with important skills that will help him in the outside world than he will learn from twelve months of counting plastic spoons into bags in a workshop”.

The definition of ‘work’ in prisons should therefore encompass all forms of learning (academic, creative and vocational), volunteering and employment as these all have a role in developing employability.

Measuring impact

In the Learning Matters project we are concerned that the proposals for ’40 hour working weeks’ for prisoners will result in an expansion of low skilled prison industry workshops, even though there is no official information on the outcomes of these workshops as there is currently no requirement to collect or measure such data. Our anecdotal feedback from prisoners indicates that low skilled prison industries do not make them more employable or more likely to desist from re-offending;

“I have worked within roles of packing all sorts of commodities. Personally I found these tasks profoundly tedious and mundane. Within this role I did not learn any additional skills that will be beneficial upon release”.

“I have learnt nothing from any of them. A trained monkey could do the work in there”.

‘I worked in prison industries whereby we made lights, it was the best paid job in the jail which is great for today and tomorrow, but what about the future?’

“It doesn’t take a lot of skills to feed a piece of paper into a machine and shovel the shreds into a bag. It’s not something I’ll be putting on my CV”.

HM Inspector of Prisons has also highlighted

HMP Lindholme prisoners bricklaying and fitting solar panels.


the lack of skills training in prison work. The recent inspection of HMP Wormwood Scrubs found that:

• ‘Much of the work activity remained mundane such as routine wing cleaning’

• ‘Only a small proportion of prisoners in workshops started vocational training courses that could be taken due to a cap on cost, although in some cases the amount concerned was relatively low’

• ‘Training in the kitchen was limited to basic food hygiene courses and cleaning’

However some of the more skilled workshops and those which offered useful qualifications received more positive feedback from prisoners:

“I worked in a print shop – we learnt a lot but there were no certificates or qualifications available, we learnt a lot but how can we prove that to an employer? Working prisons only a good idea if inmates become qualified for that work”.

“I have done BICS (British Institute of Cleaning Science), tailoring and catering which I know will help gain employment upon release. I like to learn new skills”.

If the work available in prisons is mainly low skilled and paid more than skills based training or education, then the potential for rehabilitation will be lost. Prisoners may equate work with punishment and leave

prison as uninspired about employment and their own identity and potential as they went in.

Prison workshops should therefore offer recognised qualifications, opportunities for learning and skills progression and undertake ongoing evaluation to measure learning and employability outcomes.

Conclusion

Our hope is that all those concerned with planning and organising work in prisons will think further about the value of the work opportunities available.

The questions we all need to address are:

• What do the work opportunities available for prisoners say about the value of work?

• Do the opportunities available promote a positive attitude about work?

• What technical and soft skills are the prisoners learning from the work available?

• What room is there for learning progression and higher level qualifications?

• Do prisoners have sufficient access to distance learning, arts projects and peer to peer volunteering opportunities to develop soft employability skills?

• Are the qualifications and experience prisoners are getting sufficient to enable them to apply for a job straight after release?

• How are we measuring the impact on employment success of the work available in prisons?

• Do the work opportunities available help prisoners form a new positive self - identity?

There are many examples of good practice ‘work’ in prisons which incorporate learning progression and employability skills including Timpson Academies , The Clink Restaurant , Second Shot Productions , Inside Job Productions and the Spring Hill Farms and Gardens Project .

‘Working prisons’ with a central focus on learning and skills have the potential to play an important role in achieving a ‘rehabilitation revolution’, but it relies on each prison ensuring the quality and value of the work available.

To sign up to our monthly ’Learning Matters’ e-news or to feedback on any of the issues raised in this article please email [email protected]’.

By Nina ChampionLearning Matters Project ManagerPrisoners Education Trustwww.prisonerseducation.org.uk


Registered General Nurse HMP Peterborough £29,250.81

JOB PURPOSE:To manage and support junior staff and to ensure the highest professional clinical standards promoting safety for staff and prisoners. To ensure the healthcare regime is delivered in a safe and timely manner. To deputise for senior staff when required.To link and work closely with other agencies to ensure holistic shared care planning for prisoners

ESSENTIAL:• RGN/RMN, RN Adult or RN Mental Health. • Up to date NMC registration 6months experience as a band 5

equivalent nurse • Experience of working within a secure environment. • Desire to undertake further training as appropriate • Motivated and innovative Treat other people with dignity and

to subscribe to the prison Kalyx values • Commitment to team working and support. • Committed to professional development.

DESIRABLE:Certificate or course evidence of continuing post registration training. Teaching and assessing qualification and experience.Experience of working within a secure environment. Understanding of and basic triage skills Ability to utilise information technology sources effectively.

Reference: SOX14104Location: CambridgeshirePosition: Full TimeApply before: Monday, 30 April 2012

Supply Lecturers – various subjectsHMP Addiewell, West Lothian Competitive hourly rate

Sodexo Justice Services is a custodial services company with a reputation for delivering high quality services through its philosophy that everyone can develop and make changes for the better.HMP Addiewell is uniquely designed as a “learning prison”. We are seeking talented and enthusiastic individuals available for supply lecturing. The Academy @ Addiewell has classes across the entire curriculum, including general construction, ICT, art, business and core skills in addition to a range of general interst sessions. Applicants should have previous teaching or training experience and be available for short and medium term commitments.

KEY RESPONSIBILITIES:Teach and assess the various classes or groups assigned to him/her in accordance with established practice and conditions of service. Participate in internal verification and undertake evaluation of offender courses/programmes. Participate as appropriate in work-based assessments within the custodial environment. Participate in curricular development designed to meet the needs of the learners and subject area. Liaise as appropriate with sectoral and/or awarding bodies and practitioners to facilitate the delivery of fit for purpose/in demand industrial skills based courses. Maintain expertise by undertaking professional development programmes as required. Assist with relevant administration and learner record keeping as required. Deliver agreed hours of tutoring and/or learner support. Undertake other duties that contribute to the effective operation of the Establishment.

SKILLS/EXPERIENCE REQUIRED:• Have prior experience of delivering teaching or training at least one of the 4

key specialisms, in either a public or private setting• Ideally have knowledge of the Scottish Criminal Justice system and/or

Custodial Environment• Be an outstanding communicator, with highly developed influencing skills• Have a high level of professionalism and competence in role• Be a focussed and dynamic team player, who can adapt very rapidly to

changing priorities• Have commitment to the idea of working for a business with a social purpose• Have resilience, integrity and a commitment to learning and development

Reference: SOX12840STLocation: West Lothian Salary: CompetitivePosition: Casual Apply before: Thursday, 5 April 2012

Dual Diagnosis NurseHMP Peterborough £29,250.81 p.a

JOB PURPOSE: To enhance the effectiveness of the mental health provision in the management of and treatment of prisoners who present with occurring mental health and substance misuse issues.To identify prisoners who have a dual diagnosis and develop and implement in conjunction with other care providers an individual plan of care which will include assessments, advice and appropriate interventions.

ESSENTIAL:• Mental Health Professional• Experience of working with adults with Mental Illness• Knowledge base/understanding of dual diagnosis• The ability to work as a reflective practioner• Ability to prioritise case load and work demands• Demonstrate flexibility• Must have excellent verbal and written communication skills• To be forward thinking and positive in approaches to care of prisoners

with dual diagnosis• To treat people with dignity and respect• To have the ability to interact effectively with staff from all disciplines• To be able to have good interpersonal boundaries• Able to maintain enthusiasm• Skills in self-management and time management

DESIRABLE: Training relevant to practice. Be willing to undertake further training as appropriate. Experience in working with individuals who has a substance misuse history. To have an understanding of individuals with complex needs. Knowledge of the Mental Health Act utilised in Prisons and Courts. Understanding of the Criminal Justice system and the interface with Secondary Services. Knowledge of risk assessments. IT skills.Reference: SOX14114 Location: CambridgeshirePosition: Full Time Apply before: Monday, 30 April 2012

Would you like to advertise your job vacancies free within this magazine?This is a new service where vacancies relating to the custodial industry will be advertised FREE on this page.

For more information Tel: 01234 348878 Fax; 01223 790191 or email: [email protected]


HMPs selects Working Links and Shaw Trust as partners to deliver prison services Her Majesty’s Prison Service (HMPS) has announced that it has selected Working Links and Shaw Trust as payment by results partners in upcoming bids for the delivery of rehabilitation prison services.

The announcement, which follows a competitive tendering process, will see Working Links and Shaw Trust forming a public, private, voluntary partnership working alongside The Prison Service and other partners bidding for contracts to run prisons across the UK that are being put out to tender by the Ministry of Justice.

Both organisations have an extensive track record of working with ex-offenders in and out of custody, between them helping more than 80,000 people.

Working Links currently delivers a range of prison services across London, the North West, Yorkshire and Humber and Wales, and has pioneered the delivery of real work opportunities for offenders through industry-led training and work experience in prisons.

Working Links chief executive Breege Burke said: “We are delighted to have been chosen to partner with the Prison Service. We know the government is looking for providers who can really deliver results, and we’re looking forward to developing models which will break the cycle of reoffending, generate real savings for taxpayers and transform prisoner rehabilitation.

“We know that this unique partnership – combining public and private sector skills and strengths – will deliver compelling propositions and provide the blueprint for the wider expansion of payments-by-results models in the years ahead.”

Through the delivery of welfare to work programmes, social enterprises, projects aimed at supporting ex-offenders and 49 retail shops, Shaw Trust has significant experience in helping ex-offenders back into employment.

Chris Melvin, chief executive at Shaw Trust, believes the organisation’s thirty year history makes it well placed to support HMPS: “We have built up expertise in overcoming barriers to employment including mental health problems, substance misuse issues, homelessness, debt, lack of self-esteem and family and community problems.

“Those skills will be vital in securing a better future for people in the criminal justice system,

breaking the cycle of reoffending and helping ordinary people lead more independent and fulfilling lives.”

The Prison Service’s Head of Public Sector Business Development, Ian Mulholland, said: “I’m delighted to be able to announce the partnerships with Working Links and Shaw Trust. Both organisations bring considerable experience and resources; and have demonstrated the ability to equip offenders with the skills that employers really need as well as helping them to lead productive, stable and crime-free lives.

“The government has made it clear that it wishes to see greater use of the payment by results system, which is why these partnerships are so important if we are to be successful.”

Chris Melvin, chief executive at Shaw Trust.


PRODUCT NEWS

Jaktronic passes prison testJaktronic, the innovative Perimeter Intruder Detection System from Jacksons Fencing, has passed stringent Home Office testing, making it eligible for Prison and Mental Health institution applications.Jaktronic employs state of the art vibration sensor detectors, which are installed on the fence perimeter. This enables the system to monitor and display any intrusion attempts with a high degree of accuracy and low false alarm rates. The advanced fence mounted electronic detection system underwent a gruelling five month false alarm monitoring assessment (by NOMS – National Offender Management Services) and during the evaluation period, it was scrutinised for its ability to maintain precision – even in the face of high wind speeds and heavy rainfall. Key advantages of the Jaktronic system include:

- penetration attempts displayed with an accuracy of + or – 10 metres- one unit capable of covering 1600 m area so reduced requirement to lay

down extra cables, easier to install and causing minimal site disruption- does not require the installation of an independent weather station

www.jacksons-security.co.uk, tel 01233 750 393

Turtleskin LtdWarwick Mills Inc of New Hampshire USA has created the joint venture business Turtleskin Ltd with Safety First Aid Group as a marketing and distribution partner for their product range in Europe, the Middle East and Africa.

In creating the joint venture business, Jenny Houston vice president of Warwick Mills said they were delighted to have been able to find a strategic European partner with experience in marketing and distribution of health & safety products.

TurtleSkin patented materials are used to make a range of protective products; from puncture resistant protective clothing to more sophisticated body amour used by law enforcement officers and the military.

Turtleskin Ltd, based in North London aims to support distributors by increasing brand awareness and stocking the products in the UK for ease of distribution across Europe, Africa and the Middle East.

For more information regarding Turtleskin’s innovative products please contact David Knight at [email protected] or visit at www.turtleskin.co.uk

Counter Terror Expo returns to London Olympia 25-26 April 2012

This widely acclaimed and world beating premier event for public and private sector professionals working at the sharp end in ensuring an effective and consistent response to the threat we face from terrorism is now in its fourth year and continues to grow exponentially.Counter Terror Expo remains the only event of its kind to gather the world’s leading experts together with top industrialists from across the globe, in a unique and secure environment designed to foster close cooperation in the complex and multi-faceted task of combating terrorism at the transnational, regional and local level.

Counter Terror Expo’s operationally critical and highly respected centrepiece conference has a well deserved reputation for its delivery of insight, analysis and perspective on the range of threats faced. The event gathers over 100 internationally recognised speakers in the field of counter terrorism together annually, to debate the issues faced, define the operational strategies, and help to shape future policy within the secure conclave of conference.

Principal conferences include:

• Global Counter Terrorism

• Cyber Security and Electronic Terrorism

• Protection of Crowded Places (including Designing Out Terrorism & Emergency Service Response)

• Critical National Infrastructure Protection

• Tactical Counter Terrorism

Conference is held alongside a wide range of hands-on Showcase events designed to highlight the capabilities of many of the technology solutions available to counter terrorism professional today, as well as an extensive range of educational Workshops presented by key experts from the industry sector.

Counter Terror Expo will feature several new Showcase events including the following.

1) IEDD Live TheatreWith specific relevance to Police, Fire, Military, Transport Security and other emergency responders , this event showcases the following:

• ROV (Remote Operated Vehicle) capability through scenario based demonstrations

• Demonstrates ancillary equipment such as hook & line, jamming and ground scanning

• Highlights current generation suit mobility & maneuverability in extreme situations including victim recovery

2) Access Control FocusAccess to potentially high risk buildings and facilities remains a key consideration in counter terrorism planning. This event highlights the following:

• The substantial range of solutions available in the marketplace today.

• Circumstance dependent deployment methodologies.

• Hands on ability to assess current solutions

This world beating counter terrorism event is supported by an extensive Exhibition of hardware and software solutions from across the globe which spans both the Grand and West Halls at the prestigious Olympia Conference & Exhibition Center.

Custodial Review is now accepting articles from serving officers and staff within the whole custodial industry.

All articles will appear on the Custodial website and will appear in the magazine subject to the Publishers discretion. Approx length 1500 to 2000 words. We are also pleased to accept news and information.

Please contact the Publisher, Steve Mitchell, [email protected] or on 01234 348878 for more details.

LONDON TO BRIGHTON CHALLENGE100KM. WALK. JOG. RUN. YOUR CHALLENGE. YOUR WAY.

12-13 MAY 2012 Most will choose to walk the 100km London to Brighton Challenge, perhaps some will jog parts of it, and a few hardened types may even attempt to run it. However you decide to take it on, it will be a definitive test of endurance, determination, and teamwork. London to Brighton is not just a challenge - it’s a journey. Beginning with a committed training regime; the anticipation and excitement of a 1000 challengers at the start. Ending after a long night on weary limbs with blurry eyes, the Brighton coastline coming into view; and celebrat-ing an overwhelming sense of achievement. Whether your ambition is to complete the dis-tance in 15 or 30 hours, the year for achieving personal goals and setting new records is 2012. The challenge is London to Brighton!

• 100km walk, jog, or run from London to Brighton

• sign-up as a team, help each other!

• sign-up as an Individual - our team will help you!

• fully signed and supported route

• replenishment checkpoints every 12km

• hot meals provided en-route and finish brunch in Brighton

• pace walkers, physios, catering team, medics

• £75 to register + £375 fundraising for nominated charity

• online participants area + personal training plan

“Superhuman effort isn’t worth a damn unless it achieves results”Ernest Shackleton

Open to registrations until 25 March 12cajoule a few friends & colleagues & muster a team!

[email protected] I 0207 609 6695

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