Public Sector Recruitment - Written Answers

Written Question

Children in Care

Monday 19th February 2024

Asked by: Lord Laming (Crossbench - Life peer)

Question to the Department for Education:

To ask His Majesty's Government what action they are taking to tackle the increase of children being taken into public care.

Answered by Baroness Barran - Parliamentary Under-Secretary (Department for Education)

The number of looked-after children in the care of their local authority has increased by 2% to 83,840 at 31 March 2023 from 82,080 last year. The number of children in children’s homes has increased by 16% since 2019.

The department knows that the care system does not currently work for every child and that there are not enough of the right homes in the right places for children in care, resulting in some children living far from where they call home. Moving a child away is not a decision to be taken lightly and there are legislative safeguards around this. Directors of Children’s Services are required to sign off each decision and Ofsted can challenge where they believe poor decisions are being made. This is to encourage local authorities to place children locally wherever possible.

As the Competition and Markets Authority found in their 2022 market study, the largest private providers are making materially higher profits and charging materially higher prices than would be expected if the market was functioning effectively. The department recognises these issues, particularly around large providers with complex ownership structures, and agrees that sometimes placement costs can be too high.

In February 2023, the department published ‘Stable Homes, Built on Love’, which sets out a broad, system-wide transformation. This can be accessed attached. As part of this strategy, the department is:

Investing £36 million to support over 60% of all local authorities in England to recruit and retain more foster carers.
Investing over £142 million up to 2025 to implement new mandatory national standards and Ofsted registration and inspection requirements for providers who accommodate 16 and 17 year old looked-after children and care leavers, in addition to banning the placement of under-16s in supported accommodation.
Working with the sector to co-design and develop regional care co-operative pathfinders, which will plan, commission, and deliver children’s social care placements.
Investing £259 million capital funding for secure and open children’s homes.
Introducing a new market oversight regime that will increase financial transparency across the sector, for example, of ownership, debt structures and profit making.

Finally, the department is supporting kinship families through the first ever national kinship care strategy, which is backed by the following funding: £20 million in 2024/25; over £36 million in a fostering recruitment and retention programme this Spending Review; and £160 million over the next three years to deliver the department’s adoption strategy, entitled ‘Achieving excellence everywhere’.

Written Question

Universities: Admissions

Thursday 8th February 2024

Asked by: Fabian Hamilton (Labour - Leeds North East)

Question to the Department for Education:

To ask the Secretary of State for Education, if she will take steps to require universities to admit foreign students on the same terms as UK students.

Answered by Robert Halfon

Higher education opportunities should be available to all who have the ability and attainment to pursue them and who wish to do so. The government takes a close interest in ensuring that the higher education admissions system is fair, which includes working closely with higher education providers (HEP) and sector bodies to make sure the system works well for students.

HEPs are autonomous institutions, as per the Higher Education and Research Act of 2017. This means they control their own admissions criteria and the government does not intervene in the requirements providers set for students to access a course.

While HEPs are used to assessing a wide range of qualifications from domestic and international applicants to make admissions decisions, it is essential that that recruitment and admissions practices command public confidence and deliver the best outcomes for students.

The department has launched an investigation into university admissions practices, and will take action to ensure fairness between domestic and international students.

Written Question

Youth Custody: Vacancies

Monday 5th February 2024

Asked by: Janet Daby (Labour - Lewisham East)

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, how many job vacancies there were in the Secure Youth Estate at 30 January 2024.

Answered by Edward Argar - Minister of State (Ministry of Justice)

The following table provides information relating to staff in the Youth Custody Service who are directly employed by H M Prison & Probation Service. This comprises operational and administrative staff at public sector young offender institutions, plus headquarters staff:

Target Staffing	Staff In Post	Vacancies	Vacancies (%)
1879.28	1809.18	70.1	4

Staffing data for HMYOI Parc, Secure Training Centre and Secure Children’s Homes is not included in this data.

To boost retention levels and reduce vacancies, YCS continue to focus on staff recruitment and retention. Retention support is being provided at Feltham A and Cookham Wood to address attrition. As part of the HMPPS retention oversight process, all establishments have a Retention Action Plan in place. These plans focus improvement on areas identified by staff in exit interviews, when asked to explain their decision to leave the Youth Custody Service (YCS). Additionally, in response to exit interview data, the YCS has reviewed advertising and recruitment material, to increase attraction.

We have increased national recruitment of Prison Officers and Youth Justice staff through a dedicated national campaign and new marketing and are engaged in national campaigns to increase attraction to administrative roles.

To further increase retention levels and reduce vacancies, the YCS has commissioned a staffing resource review across all four public sector YOIs. This includes assessing the balance of management and frontline staff. Feltham A has been completed and a delivery plan will be implemented this Spring (impacts will be closely evaluated). Cookham Wood YOI will be the next site subject to review commencing in early 2024, followed by the remaining public YOIs.

Written Question

Further Education and Training

Friday 19th January 2024

Asked by: Tanmanjeet Singh Dhesi (Labour - Slough)

Question to the Department for Education:

To ask the Secretary of State for Education, what steps his Department is taking to support (a) further education and (b) skills development in less economically productive regions.

Answered by Robert Halfon

This government has introduced long-term structural reforms and investment, which is designed to give people the skills they need to get good jobs and boost productivity across the country, including in less economically productive areas.

Last year HM Treasury launched a public sector productivity review which found that the department has a crucial role to play in driving up productivity in the economy as a whole. Skills are responsible for a third of productivity growth between 2001 and 2019. As a result of its efforts to drive up education standards since 2010, the department has improved pupil and learner outcomes and thus contributed to wider productivity gains. The department also contributes to wider productivity in other ways, such as through support with childcare costs that helps new parents to take up jobs that fully utilise their skills. Moreover, the education sector is one of the UK’s largest construction customers, representing around 17% of total construction output.

Last year, the government also published its Levelling Up White Paper aimed at tackling geographical inequality and skills gaps. The department’s skills mission is for 200,000 more people to successfully complete high-quality training each year in England by 2030, with 80,000 more in the lowest skilled areas. Achieving this will require strong and dynamic local leadership.

The department has committed to devolving core adult education budget (AEB) to every new area of England that wants a devolution deal by 2030. The department has already devolved over 60% of the AEB to ten areas, with new deals agreed with a further eight areas. This enables devolved authorities to use the AEB to shape education and skills provision in a way that best fits the needs of their residents and local economy, including in disadvantaged areas.

In summer 2023, 38 local skills improvement plans (LSIPs) were rolled out across all areas of the country. These employer-led, locally-owned plans have galvanised and brought together businesses, providers, local leaders and stakeholders everywhere, to help better align provision of post-16 technical education and training with local labour market needs.

In disadvantaged areas and communities, LSIPs are also supporting the identification and removal of specific local barriers. For example, in some rural areas, the LSIP has reviewed ways that local and regional stakeholders can collaborate to leverage funding to help resolve the impact of a lack of accommodation and transport on the recruitment and retention of employees, tutors and students. The department has also made it clear in statutory guidance that LSIPs should add value to relevant local strategies and effectively join-up with other parts of the local skills system, including universal credit claimants via Job Centre Plus. This will mean that any new proposed skills provision is also suitable for people who may encounter additional barriers to gaining the skills needed to fill local job vacancies and ensure all learners are able to unlock their full potential and progress in work.

The department has provided a £165 million local skills improvement fund to help respond to the skill needs identified in the LSIPs. LSIF funded projects will enable learners and employers across all areas of the country to access new innovative technology and industry standard teaching and facilities, with allocations to each area taking account of existing attainment and productivity levels. LSIF projects were announced in November 2023 and include training to plug key skills gaps identified by employers through the local skills improvement plans as priorities. Together, LSIPs and LSIF are a great tool to spread opportunity across the country and boost local economies to the benefit of all.

The department has committed to supporting freeports in England, which are special areas within the UK’s borders where different economic regulations apply aimed at stimulating growth. The department will do this through establishing linkages between key partners and freeports to strengthen the skills offer available to freeports, championing joint working between freeports, local colleges and institutes of technology and raising the profile of freeports and investment zones, when established, with relevant provider sector bodies.

Written Question

Further Education: Finance

Monday 8th January 2024

Asked by: John McDonnell (Labour - Hayes and Harlington)

Question to the Department for Education:

To ask the Secretary of State for Education, what additional funding has been made available to further education colleges since their reclassification as public sector organisations in November 2022.

Answered by Robert Halfon

The department is investing an additional £185 million in the 2023/24 financial year and £285 million in the 2024/25 financial year to drive forward skills delivery in the further education sector. This funding is to help colleges and other providers to address their key priorities, particularly tackling recruitment and retention issues in high-value subject areas that are critical to the economy.

The above investment is in addition to the £125 million of funding made available in the 2023/24 financial year to boost the national 16 to 19 funding rate and subject-specific funding.

In the 2023/24 academic year, the department is applying a 2.2% increase to the final earnings for all adult education budget (AEB) formula-funded provision, excluding associated learner and learning support. In addition, the department is applying a 20% boost on top of earnings for all AEB formula-funded provision in six sector subject areas, including: Engineering, Manufacturing Technologies, Transport Operations and Maintenance, Building and Construction, ICT for Practitioners, and Mathematics and Statistics.

The department will make an initial downpayment over the next two years ahead of introducing the Advanced British Standard, with funding benefiting further education as follows:

- An additional investment of around £150 million each year to support those who do not pass mathematics and English GCSE at 16 to gain these qualifications. This will particularly benefit further education colleges, who play a vital role in helping close the attainment gap by 19.

- An increase in funding to colleges and schools so they can deliver maths to more students aged over 16, increasing the Core Maths and Advanced Maths Premium and investing in a digital platform for tutoring in Core Maths. In total this is £60 million of additional funding for maths education over the next two years of which further education institutions will potentially be able to benefit from the Core Maths Premium and Advanced Maths Premium.

- To improve the recruitment and retention of teachers of key shortage subjects around £100 million will be invested each year to double the rates of the Levelling Up Premium and expand it to cover all further education colleges. All teachers who are in the first five years of their career, teaching shortage subjects and working in disadvantaged schools and all further education colleges, will be paid up to £6,000 per year tax-free.

Since reclassification, £884 million of capital funding has been confirmed for further education colleges and designated institutions to fund condition improvement, expansion and the provision of specialist equipment and facilities. Some capital programmes have wider eligibility to also include sixth form colleges and other statutory sixth form providers.

£286 million further education capital transformation funding (final stage of £1.5 billion programme)
£150 million prioritising condition improvement of the college’s estate
£140 million Post 16 Capacity Funding (second round)
£125 million Local Skills Improvement Fund capital funding
£100 million T Level capacity funding (wave 5)
£53 million to improve energy efficiency
£30 million Higher Technical Education skills injection fund (round 2)

The department has also opened the college capital loans scheme in April to enable capital projects reliant on commercial borrowing to proceed as planned.

Written Question

Department for Work and Pensions: Disability

Tuesday 19th December 2023

Asked by: Liz Twist (Labour - Blaydon)

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he is taking to help support disabled employees in his Department.

Answered by Paul Maynard - Parliamentary Under-Secretary (Department for Work and Pensions)

DWP is recognised as a Level 3 Disability Confident Leader, which demonstrates the departmental commitment to attracting, recruiting, retaining, and supporting career progression of disabled people. This assessment has recently been validated by Business Disability Forum.
Annually we update the DWP voluntary reporting on disability, mental health and wellbeing - GOV.UK (www.gov.uk) voluntary report on Gov UK which provides updated information on the activity on our support for disabled employees.
Our DWP Diversity, Equity, and Inclusion Approach has a long-term strategic intent that our products, services, and environment are ‘inclusive by design’ to ensure that as many people as possible, particularly groups who are traditionally excluded from being able to use an interface or navigate an environment, can access these. We use this to support our Disability Inclusion Action Plan that prioritises building capability, raising awareness, streamlining processes and improving policies.
In June 2023, 22% of DWP staff indicated that they had a disability (an increase of 3.7% compared to June 2021) and 13.6% of Senior Civil Servants in the department declared a disability (an increase of 1.6% compared to June 2021).
Workplace adjustments are considered as a matter of course for any colleague who experiences a barrier and/or difficulty at work including those with a health condition; enabling them to develop and fulfil their potential. We have a programme of activity in place to ensure that both line managers and employees understand the requirement to consider adjustments and the process for putting them in place.
DWP have a strong relationship and remains well connected to staff diversity and inclusion networks, such as Mental Health First Aiders, Ambassadors for Fair Treatment, and our disability network - THRIVE. It utilises them to raise awareness and provide education on the importance of diversity in the workplace. Additionally, they can be used as recruitment panel volunteers and the wider sharing of vacancies across communities of disabled colleagues. We also learn and utilise lived experiences throughout our decision making.
DWP’s internal and external communications team collaborate with our Disability Network colleagues (THRIVE) to deliver whole DWP communications throughout the year – linking to specific events such as Neurodiversity Week or International Day of Persons with Disabilities.
Our Disability and Mental Health Champion works closely with our disability networks and sponsors the Civil Service Deaf and Hard of Hearing Network, spearheading communication campaigns, publishing blogs and working with her Senior Civil Service colleagues to highlight challenges and promote learning.
DWP has established a Centre of Expertise for resourcing, within it, is a team focused on diversity and inclusion in recruitment. The team leads on ensuring our recruitment processes are inclusive and enable our drive for equitable representation across the workforce, thus supporting DWP’s equality objectives.
DWP have been awarded the RNIB Visibly Better Employer (VBE) status. We are proudly promoting our status; including within our adverts and candidate pack, profile on diverse jobs boards, social media, and Civil Service Careers websites; including the badge to show that we are a Visibly Better Employer.
We have worked with Government Recruitment Service (GRS) to develop a Recruitment Adjustment Passport, to lead the way for the Civil Service. The Passport will gather a candidate’s adjustment requests for the end-to-end recruitment process to alleviate difficulties, repetition, and inconsistencies throughout.
DWP has been leading activity in trialling new recruitment practices that better support a broader range of candidates. Using improving branding to encourage Disabled people to apply for our roles – as well as acting as a role model to all other employers.
DWP ensures digital environments, as well as physical environments, are inclusive and accessible. A new Accessibility Practice SharePoint site was launched on 24th July 2023. which provides guidance on various aspects of accessibility. We have Accessibility Standard Leads throughout our corporate functions.
A new DWP Digital Accessibility Policy was approved and published in June 2023. This sets out the responsibilities of product teams and individuals in creating accessible products and internal communications. It explains in detail how to comply with the Equality Act (2010), the Public Sector Equality Duty (2011) and the Public Sector Bodies Accessibility Regulations (2018/2022).
During 2022 DWP introduced a structured approach to improving accessibility and inclusion in the design of DWP buildings.

Written Question

Probation Service: Sick Leave

Friday 8th December 2023

Asked by: Ruth Cadbury (Labour - Brentford and Isleworth)

Question to the Ministry of Justice:

Answered by Edward Argar - Minister of State (Ministry of Justice)

The quarterly HMPPS workforce statistics publication covers staffing information, including the number of working days lost for Probation Service staff. The latest publication covers data up to 30 September 2023.

Data for the number of probation staff who were absent due to stress-related sickness is provided in table 1 below.

Table 1: Number of working days lost due to stress for all Probation Service staff¹, 01 January to 31 December 2021-2022 and 01 January to 30 September 2023

(Based on full time equivalence)

	Working days lost
01 January to 31 December 2021²	30,763
01 January to 31 December 2022	47,690
01 January to 30 September 2023³	40,547

Notes:
1. Includes all staff employed in the Probation Service. A small number of staff in the Probation Service do not have probation grades

2. In late June 2021, more than 7,000 staff from private sector Community Rehabilitation Companies (CRC) came together with probation staff already in the public sector in the new Probation Service. The increase in the 2022 data is partly accounted for by this increase in staffing.

3. Latest published data is up to 30 September 2023 and so 2023 is not a full calendar year.

(p) Figures relating to current financial year are provisional and may be subject to change in future iterations of this publication.

We are focused on ensuring our staff have the support they need to manage workplace stress, including support for staff and managers such as Occupational Health and the Employee Assistance Programme. Staff are also able to access additional support through staff networks, staff support leads and the HMPPS network of Mental Health Allies.

Recruitment and retention remain a priority across the Probation Service and we have injected extra funding of more than £155 million a year to deliver more robust supervision, recruit thousands more staff and reduce caseloads to keep the public safer. The Probation Service is in its second year of a multi-year pay deal for its staff. Salary values of all pay bands will increase each year, targeted at key operational grades to improve a challenging recruitment and retention position. Positively, the Probation Service leaving rate was 9.8% in the 12 months to 30 September 2023, a decrease from the previous 12 months.

Written Question

Probation Service: Sick Leave

Thursday 7th December 2023

Asked by: Ruth Cadbury (Labour - Brentford and Isleworth)

Question to the Ministry of Justice:

Answered by Edward Argar - Minister of State (Ministry of Justice)

The quarterly HMPPS workforce statistics publication covers staffing information, including the number of working days lost for Probation Service staff by structure/division. The latest publication covers data up to 30^th September 2023.

Data for the number of probation staff who were absent due to stress-related sickness in Greater London is provided in table 1 below.

Table 1: Number of working days lost due to stress for all Probation Service staff¹ in London, 01 January to 31 December 2021-2022 and 01 January to 30 September 2023

(Based on full time equivalence)

Group	01 January to 31 Dec 2021²	01 January to 31 Dec 2022	01 January to 30 Sep 2023³
Approved Premises - London	418	550	320
London Probation Service	5,450	7,101	6,078
Total	5,868	7,651	6,399

Notes:

1. Includes all staff employed in the Probation Service. A small number of staff in the Probation Service do not have probation grades.

2. In late June 2021, more than 7,000 staff from private sector Community Rehabilitation Companies (CRC) came together with probation staff already in the public sector in the new Probation Service

3. Latest published data is up to 30 September 2023 and so 2023 is not a full calendar year.

(p) Figures relating to current financial year are provisional and may be subject to change in future iterations of this publication.

Recruitment and retention remain a priority across the Probation Service. We have accelerated recruitment of trainee Probation Officers (PQiPs) to increase staffing levels, particularly in Probation Delivery Units (PDUs) with the most significant staffing challenges. As a result, over 4,000 PQiPs joined the service between 2020/21 and 2022/23 which we anticipate will start to directly impact reduction of caseloads. We continue to run centralised recruitment campaigns in priority regions to help bolster the number of applications and improve time to hire for key operational roles.

The Probation Service is in its second year of a multi-year pay deal for staff. Salary values of all pay bands will increase each year, targeted at key operational grades to improve a challenging recruitment and retention position.

Written Question

Prisons: Recruitment

Wednesday 6th December 2023

Asked by: Jessica Morden (Labour - Newport East)

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, what data his Department holds on the number of applications received for jobs in prisons at grade bands 3 to 5 in each year since 2010.

Answered by Edward Argar - Minister of State (Ministry of Justice)

Submission Year	Number of Applications -Band 3	Number of Applications -Band 4	Number of Applications -Band 5	Total
2017	109520	6245	2647	118412
2018	108259	10182	6152	124593
2019	73709	11094	4820	89623
2020	95667	12143	4072	111882
2021	84635	12740	5309	102684
2022	112068	10366	4427	126861
2023 (January to September)	85610	9086	3305	98001

Notes

Data was extracted from the Oleeo recruitment system. Oleeo is a live system so records are subject to change.
The figures used here are based on applications submitted between 01 April 2017 and 30 September 2023 inclusive.
Data was only collected on Oleeo from 1 April 2017 and so data is not available for earlier dates.
Data for 2023 is incomplete and is only available up to and including 30 September 2023.
The data provided shows the number of applications rather than the number of applicants since Oleeo data is at the application level.
Figures included in our response only cover data available within our Oleeo system, so data for any recruitment that is not entirely processed on Oleeo will be incomplete.
These figures include internal progression to Band 4 and 5 roles.
These figures include applications to the "Unlocked Graduate Scheme", and to Operational Support Grade to Prison Officer / Youth Justice Worker fast track campaigns.
Figures do not include recruitment campaigns managed by external companies.
This data only includes recruitment for Public Sector Prisons (PSP).
The data request for this Parliamentary Question (PQ) and PQ 192091 is similar to PQ 118603 and PQ 125377. If comparing this data, please note that figures in PQ 118603 and PQ 125377 cover applications for prison officer roles only. Data in this PQ and PQ 192091 cover applications for all roles in Public Sector Prisons. In addition, please note that small differences in the data can occur when completing new analysis. There can be a small number of changes and corrections to historic applications, which is why the numbers can be fractionally different.
Applications in prisons relate to any vacancies in Public Sector Prisons in England and Wales. This includes non-frontline vacancies and vacancies which list the base location as a non-prison establishment. It excludes anyone working in HMPPS HQ or the Probation Service

Written Question

Probation Service: Resignations

Monday 4th December 2023

Asked by: Ruth Cadbury (Labour - Brentford and Isleworth)

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, how many probation officers in the probation delivery units in the areas covering Greater London left the probation service in (a) 2022 and (b) 2023.

Answered by Edward Argar - Minister of State (Ministry of Justice)

The quarterly HMPPS workforce statistics publication covers staffing information, including number of leavers by group by structure/division. The latest publication covers data for up to the period 30 September 2023.

Data for the number of probation officers who left the London Probation Service by probation delivery unit, in the period 1st January 2022 to 31st December 2022 and the period 1st January 2023 to 30th September 2023 is provided in table 1 and table 2 below.

Table 1: Probation officers who left the London Probation Service by probation delivery unit, in the period 1st January 2022 - 31st December 2022

(headcount)

PDU	Headcount
LDU Cluster Ealing, Harrow and Hillingdon	1
PDU Barking, Dagenham and Havering	2
PDU Brent	4
PDU Camden and Islington	2
PDU Croydon	3
PDU Ealing and Hillingdon	6
PDU Enfield and Haringey	5
PDU Greenwich and Bexley	4
PDU Hackney and City	3
PDU Hammersmith, Fulham, Kensington, Chelsea, Westminster	4
PDU Harrow and Barnet	2
PDU Kingston, Richmond and Hounslow	6
PDU Lambeth	2
PDU Lewisham and Bromley	4
PDU Newham	3
PDU Redbridge and Waltham Forest	6
PDU Southwark	5
PDU Tower Hamlets	5
PDU Wandsworth, Merton and Sutton	3
PS London Accrued Programmes and Structured Interventions	1
PS London Corporate Services	0
PS London Headquarters	0
PS London Public Protection Custody	8
Total	79

Table 2: Probation officers who left the London Probation Service by probation delivery unit, in the period 1st January 2023 - 30th September 2023 ^(p)

(headcount)

PDU	Headcount
LDU Cluster Ealing, Harrow and Hillingdon	0
PDU Barking, Dagenham and Havering	1
PDU Brent	6
PDU Camden and Islington	4
PDU Croydon	4
PDU Ealing and Hillingdon	6
PDU Enfield and Haringey	2
PDU Greenwich and Bexley	0
PDU Hackney and City	0
PDU Hammersmith, Fulham, Kensington, Chelsea, Westminster	6
PDU Harrow and Barnet	2
PDU Kingston, Richmond and Hounslow	3
PDU Lambeth	3
PDU Lewisham and Bromley	3
PDU Newham	4
PDU Redbridge and Waltham Forest	3
PDU Southwark	2
PDU Tower Hamlets	0
PDU Wandsworth, Merton and Sutton	0
PS London Accrued Programmes and Structured Interventions	0
PS London Corporate Services	1
PS London Headquarters	1
PS London Public Protection Custody	2
Total	53

The leaving rate for probation officers in the London Probation Service was 12.4% in the 12 months to 30 September 2023 – a fall from the year prior.

Both recruitment and retention remain a priority across the Probation Service. We have accelerated recruitment of trainee Probation Officers (PQiPs) to increase staffing levels, particularly in Probation Delivery Units (PDUs) with the most significant staffing challenges. There were 2,185 staff, equivalent to 2,164 FTE, as at 30 September 2023 undertaking the PQiP training, which we anticipate will start to directly impact on the reduction of caseloads as they qualify.

Notes to table 1 and table 2:

Movements due to machinery of Government changes or due to staff transferring to or from the private sector as a result of changes in the management of establishments are not included in these tables.
Leaver numbers are provisional, pending the end of year re-run of data.
As with all HR databases, extracts are taken at a fixed point in time, to ensure consistency of reporting. However, the database itself is dynamic and where updates to the database are made late, subsequent to the taking of the extract, these updates will not be reflected in figures produced by the extract. For this reason, HR data are unlikely to be precisely accurate.
Leaving includes staff who have left the employment of HMPPS altogether and does not include internal transfers within the department. Reasons for leaving include, resignation, retirement, dismissals, redundancies, transfers to other government departments and even death. Figures for staff leaving by their different reasons for leaving are published as part of the HMPPS workforce bulletin.

(p) Figures relating to current financial year are provisional and may be subject to change in future.

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