zARCHIVED: Joint Statement on Harmonisation – June 2022

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Joint Statement on Harmonisation – June 2022

We are now very close to reaching the end of the negotiations on a proposal for harmonisation of terms and conditions, both for staff remaining in the Probation Service and those due to transfer on to HMPPS or MOJ,  and we are now planning for trade union ballots on the offer.  This has been a lengthy and complex process but one in which HMPPS and the TUs have remained determined in achieving the best deal for everyone impacted by harmonisation.

We know it is frustrating and stressful waiting for confirmation of the proposal on offer – and together, we want to thank everyone for their patience and resilience during the negotiations.

Once the proposed Harmonisation Agreement is in its final draft, members of the three recognised Trade Unions will be asked to accept or reject it in a ballot. Staff will receive details of the Harmonisation Agreement and Trade Unions members will receive details of the ballot process along with information and advice from the lead for their TU.

As you know, only members of the three recognised Probation Trade Unions can participate in the ballot.  Each trade union will shortly be e-mailing all members who they have listed as being eligible to vote in the forthcoming ballot. All staff in the harmonisation group will be notified of the date that trade union members among them can expect to receive the e-mail. Members who do not receive the e-mail, and who are therefore not on the respective unions’ ballot registers, should contact their union after they know that the e-mail has been sent. If you have attempted to join one of the recognised trade unions recently, but have not heard back with confirmation of your membership, please contact the following named leads as soon as possible:

For colleagues within Functional Leadership, we aim to commence consultation on Secondary Transfer activity towards HMPPS or MoJ alignment of terms following the ballot outcome and once again we thank you for your patience. We are discussing the best approach to achieving this and will provide impacted staff with a further update as soon as we can.

In the meantime, enquiries about both harmonisation and secondary transfer can be directed to the functional mailbox: HandSTenquiries@justice.gov.uk.

 

Thank you.

GPS Tag fitted on ankle

Police Crime Sentencing and Courts Act

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PCSC Act – Key Changes that impact Electronic Monitoring and Probation


The following changes come into effect today, 28 June (2 months after the Bill received Royal Assent).

Change 1:

Increase in daily curfew and maximum length for adult community sentences (ACS)

  • An increase in maximum daily curfew from 16 hrs to 20 hrs. Weekly max remains 112 hours (ACS only)
  • An increase in maximum length of curfew from 12 months to 2 years (for ACS only)

Aim/Benefit

  • To strengthen community sentences and make curfew options more flexible

Additional information

  • EPF will be updated to reflect these changes in Pre-Sentencing Report guidance

Change 2

Probation powers to shift start/end times and the address

  • Introduction of limited powers for Probation to shift start / end times of the curfew period/s within a 24-hour period only (the total curfew hours imposed may not be changed) and the address (unless it would interfere with a residency requirement) for Adult Community Sentences.

Aims/Benefits

  • This measure will help to reduce pressure on Probation and courts by removing the requirement to return to court to vary a curfew time or address
  • It will also support effective supervision and reduce breaches

Additional Information

  • Probation will complete a Variation Notice to notify the sentencing court of the curfew changes and provide reassurance that the Person on Probation has given consent to these changes.
  • Changes to the boundary area of the address where a boundary has been stipulated are not in scope of the legislation, these will need to be returned to court.
  • If Probation refuse the request, the Person on Probation has the right to appeal the decision to the court
  • The changes also apply to non-electronically monitored curfews
  • All changes impacting Probation apply to those convicted on or after the commencement date of the relevant section of the Act (28 June 2022)

Changes that impact Senior Attendance Centres

Change 1

Removal of Senior Attendance Centres for adults from the menu requirements available to the judiciary

Benefits

  • The use of SACs has been declining since the introduction of RARs, in 2014, and provision is not universally available across the country.
  • Removing SACs will help to create more consistent national sentencing options, by meeting offender needs through other rehabilitative interventions which are available across all regions.

Additional Information

  • Your region has been given discretion as to whether to work off outstanding SAC hours under the current delivery format or whether to move to delivering the remaining SAC hours via the newly implemented Structured Interventions.


Amy’s message 24th June

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Amy Rees – Director General Probation, Wales and Youth


Update message to staff – Friday 24 June


This week saw my favourite event of the year – our annual Prison and Probation Officer awards. I was delighted to have the opportunity to meet so many of our fantastic staff and to present some of the awards during the ceremony in Leeds on Wednesday.

Hearing all the nominations made me continue to feel so very proud and privileged to be your Director General so a huge well done and congratulations to all our nominees and our winners on the night: Debbie Cox, Shoshi Khan, Emma Winston, Laura Gomez-Fernandez, Linda Davies-Llewellyn, Michelle Fraser, Paula Turnock, Humayun Shouib and our team of the year Gwent Community Payback.

Staying on the theme of awards, this year sees the launch of the new Inspire Justice Awards, delivered by Skills for Justice. These awards are set to celebrate and shine a light on the wider justice workforce, including our Probation Service, that keeps our criminal justice system running smoothly.  There are ten categories including Probation Staff Member of the year and the closing date for nominations is the 8 August. Find out more about the awards and how to nominate by visiting: www.skillsforjustice.org.uk/inspire-justice-awards

I was really pleased that Jo Farrar, Second Permanent Secretary and HMPPS CEO was able to officially open our new Approved Premises in London last week – Joyce Meggie House.

It is great to see another site opening in London as we work towards our pledge to create an extra 200 beds in Approved Premises.

The Approved Premises was named to commemorate Joyce Meggie, who sadly passed away during the coronavirus pandemic. Joyce worked as a chef at Ellison House AP for 17 years and taught cookery skills to people in APs across London.

You can take a virtual look around Joyce Meggie House here.

Looking ahead to next week, the Police, Crime, Sentencing and Courts (PCSC) Act comes into effect on the 28th of June 2022. Alongside other measures, the Act introduces changes to Electronic Monitoring requirements on Community Orders and Suspended Sentence Orders for those convicted on or after the 28th of June 2022. These changes will apply across England and Wales.

The Electronic Monitoring Business Change and Stakeholder Engagement team have delivered briefing sessions to Probation staff to raise awareness of the change. A recording of the session and FAQs will be available on the HMPPS intranet and Probation Hub prior to these changes taking effect. EQuiP is also being updated to provide guidance and to reflect the recent process changes.

If you have any questions about the Electronic Monitoring changes introduced as part of the PCSC Act, please email emchange@justice.gov.uk.

As always, thank you for all you are doing.

Amy

Workplace wellbeing – download the new app

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Approved Suite of Probation Practitioner Toolkits – Changes to Chemsex Toolkit

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Approved Suite of Probation Practitioner Toolkits – Changes to Chemsex Toolkit

From immediate effect the Chemsex toolkit is now no longer available for delivery with new cases. It has been removed from the EPF Tool and no new NSIs within NDelius will be able to be opened.

For cases where delivery of materials from this toolkit is part way through, all delivery must be concluded ahead of 29 of July 2022, and PPs will need to close the Chemsex NSIs for existing, inflight cases no later than this date. The toolkits NSI will automatically closed by the NDelius team after this time.

A note alerting PPs to the date of removal for the NSI will be added onto the ‘maintenance banner’ within NDelius.

The decision was taken at the National Effective Interventions Panel and endorsed by the governance Board for toolkits – The Accredited Programmes and Interventions Delivery Strategy Board in 2022, not to approve the Chemsex toolkit for continued inclusion as part of the Approved Suite of Probation Practitioner Toolkits.

The materials content was recognised as having merit for re-purposing as a Probation Practitioner resource pack. It will provide practitioners with information and hints and tips to support work they undertake with people on probation where there is an offending related need linked to the use of chemsex drugs.

The resource pack will be made available on EQuiP for national use and more details will follow ahead of launch planned for Autumn 2022.

London region action

Ahead of the 29 July, London region should identify any existing cases where the chemsex toolkit is being delivered and finish this work and/or switch over to delivery from materials within the ASPPT.

Where work cannot be finalised ahead of 29th July, practitioners should liaise with Stephen Morris Chemsex Lead in London (Stephen.Morris@justice.gov.uk) to discuss what alternative materials from approved toolkits or other main menu intervention offers might best support finishing any outstanding work on areas of assessed need.

For further information on Toolkits visit the Toolkits page on the Probation Hub

Amy’s message 10th June

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Amy Rees – Director General Probation, Wales and Youth


Update message to staff – Friday 10 June


Thank you to everyone who worked over the Jubilee Bank Holiday weekend, I hope you have managed to have some well deserved time off since.  I hope everyone else enjoyed the long weekend and saw some sunshine where you were.

I enjoyed speaking to lots of you during our all staff live MS Teams event on Wednesday this week and inviting colleagues to join me to update you on the work we are doing including how we are recruiting and retaining staff to reduce workloads as well as how we are enhancing our learning and development – all of which will really support our journey to delivering excellent practice.

We had over 3,000 of you on the call so a big thank you to everyone who was able to join us.  We want to keep checking what you think about our events and identify if there are ways in which we can improve them so if you could take a few moments to tell us by completing our Slido Poll here or use the QR code below that would be greatly appreciated.

For those that were unable to attend on the day, you can access this recording of the event.

June is Pride month and this year is the 50th anniversary of the first Pride event taking place. I am really proud and so grateful to all our champions and staff networks for their hard work throughout the year in supporting staff and making the MoJ a place where LGBT+ colleagues can feel they belong.

There are a range of events taking place throughout June giving everyone the opportunity to celebrate Pride and raise awareness – find out more here. The staff network Pride in Prisons and Probation (PiPP) are also looking for more colleagues to become local and regional leads as well as members and allies.  If you are interested in taking on one of these important roles, please get in touch via PiPP_HMPPS@justice.gov.uk

Just to remind we have a  number of recruitment campaigns ongoing which are open to you and your family and friends including training to be a Probation Officer which closes on 26 June (for internal staff) and part time admin roles for either university students or those wishing to return to the workplace so please do take a look if you are interested and let others know.

Finally, the Prison and Probation Officer of the Year awards are coming up this month and you now have the opportunity to vote for you winner in the Staff Support category.  The judging panel have selected the three Probation finalists for this category and you can find out how to vote here Staff Awards 2022: vote for your staff support winners – HMPPS Intranet (gsi.gov.uk).  Good Luck to Caroline, Linda and Sofena!

As always, thank you for all you are doing.

Amy

Staff benefits

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Staff benefits available to everyone

There are some great discount sites and membership cards available, as well as accessing assistance to many wellbeing offerings.

This Benefits wheel – HMPPS final (pdf) provides a sign post to everything!

Also have a look at JURA – the Justice Recreation Association – JURA Justice – for great sports and leisure events locally.

Latest strategy updates including Recruitment & Retention Strategy

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Charity for Civil Servants – session ‘Dealing with Stress’ 16 June

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Pre-Intervention

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Pre-Intervention Module

Pre-Intervention Module Explained

What’s happening?

A tool is now available (6 June) to help practitioners structure conversations with people on probation about taking part in Structured Interventions.

 

What’s the benefit?

People on probation

When people on probation are referred to interventions, they might be experiencing a range of practical, social, emotional and psychological challenges that can affect their readiness to participate. This brief module will help people on probation get ‘group room ready’.

The module encourages participants to think about: how they might overcome barriers to engagement, changes they might want to make and how interventions might support change.

Probation Practitioners

The module enables practitioners to use their motivational skills to help people on probation prepare for Structured Interventions.

 

When can I use it?

It’s available from 6 June.

 

Who needs to know?

Whilst the module is designed to be delivered by the Probation Practitioner, regions have flexibility in how they choose to implement it and the interventions team will support and promote its use. The way that participants are supported in completing the module will be tailored to the way interventions are coordinated and resourced in that region. Support can be provided by:

  • Another Probation Practitioner
  • A facilitator appointed by the Programme Manager
  • A peer mentor appointed by the Programme Manager

 

How to use it

The booklet has an interactive online format that can also be printed out to let participants record their thoughts in writing and share them with supporters.

The module is generic, but it is currently only mandated as a prerequisite for Structured Interventions. The module is designed to only need completing once, but it can be revisited throughout the sentence if this is deemed to be beneficial by the Probation Practitioner. Completion of the module is counted as a single Rehabilitative Activity Requirement day (no matter how many times it is revisited).

More information

Here’s the module in the SI workbook

Here’s guidance on how to complete the pre-intervention module

Guidance on how to complete the pre-intervention module can also be found can by clicking on the paper clip in the first step of the Structured Intervention EQUIP process map.

Video 1 A walkthrough how to use the tool (7mins 15secs)

Video 2 An account from a probation practitioner who has used it (3mins 49secs)

If you have any or any questions about the pre-intervention module, contact a treatment manager for Structured Interventions.

Amy’s message 27th May

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Amy Rees – Director General Probation, Wales and Youth


Update message to staff – Friday 27 May


Amy Rees - Director General for Probation

Last night was not a typical Thursday evening for me! I was out and about shadowing Field Monitoring Officer Simon from the electronic monitoring team as he undertook his shift across South Wales fitting devices including a GPS and an alcohol monitoring tag.  I really enjoyed seeing first hand the important work undertaken by our electronic monitoring colleagues which is an integral component to how we protect the public.

Our approach to electronic monitoring continues to evolve with new technology to enhance how we manage people in the community and it was great hearing Simon’s enthusiasm for the difference this is making.  One new development to flag if you are not already aware is that we will be rolling out Alcohol Monitoring on Licence (AML) in England from 15 June following the initial roll out in Wales.  There are practitioner briefings being organised ahead of this where you can find out more on the 13 and 14 June (please follow this link to book onto a session ) and all the guidance and supporting materials are now live on EQuiP.

Staying on the theme of new developments in how we work with people, I was really pleased that we were able to announce the news this week of the government’s investment for a new Women’s Residential Centre – due to open in 2024.  This twelve bedroom centre in Swansea will provide intensive support for women in line with our Female Offender Strategy. We will keep you posted on this as it progresses.

This week we are launching a great initiative which I hope will introduce lots of new and potential future people to the Probation Service.  We are commencing a brand new recruitment campaign offering a part time route (minimum one day per week) into the Service. This will be a fantastic opportunity for students to undertake part time work during their studies, while learning more about what a rewarding future career in the Probation Service could offer.  The roles are also open for anyone to apply to and might also suit people looking to return to the workplace. Find out more here and do tell any of your friends and family who may be interested.

Nominations are now open for this year’s Butler Trust Awards.  Entries need to be in by the 30 June so please do take a look at the categories and think about nominating your fantastic colleagues. Details about how to nominate can be found at Butler Trust Awards.

Some dates to flag for your diaries:

June is Pride month – do look out for events taking place during the month hosted by our LGBT+ network colleagues.

Carer’s Week is taking place from the 6 to the 12 June.  We know lots of you have caring responsibilities which you balance with your jobs every day, or you may be managing or working alongside a colleague with caring responsibilities.  There will be a range of cross MoJ events taking place throughout the week to raise awareness which are open to anyone to join – find our more at:  Events – Ministry of Justice HQ Intranet

Our next all staff MS Teams live event is taking place on the 8 June at 10.30 and I hope lots of you are able to join us.  We have a range of important topics to update you on including our work on Safeguarding Children  – you can join by following this link: All Staff Event.

For those of you taking leave next week, I hope you have a well earned break and hopefully some sunshine.  For colleagues working over the bank holidays, thank you in advance.

As always, thank you for all you are doing.

Amy

Improving capacity and efficiency of Senior Probation Officers (SPOs)

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Improving capacity and efficiency of Senior Probation Officers (SPOs)

The Managerial Role Review:  Recommendations have been identified and approved which will aim to improve the capacity and efficiency of SPOs.

SPOs within sentence management and courts have been the starting point for the Managerial Role Review.  Over the last seven months we’ve held conversations with many of you across the business to gain insights into the role of Senior Probation Officers – what works, what doesn’t and as a result, what needs to change.

The conversations were frank and honest and captured valuable insights into what we need to do as an organisation to ensure the role of a SPO is improved and our skilled workforce gets the support it needs.

The full Managerial Role Review identified a total of forty different recommendations which will be implemented by teams across Probation, HMPPS and MoJ.

The following will be our initial focus moving forward due to the significant improvements that could be made:


Topic When
Recruit new admin roles to support SPOs

Scoping the role with a view to commencing recruitment in late Summer/Autumn.

 From July 2022
Recruit SPOs nationally

Recruitment ongoing with a further review to take place once these roles have been placed.

 Ongoing
Clarity of job description

Improving the job descriptions and making it more relevant and targeted to the role of an SPO.

 December 2022
Review the Touchpoints Model

Review of the Touchpoints Model to ensure that it reflects a unified service and remains fit for purpose.

 December 2022
Next steps – Business Managers

The Business Managers are the next role to be considered as part of the Managerial Role Review

 To be completed by March 2023

More information

This is just a snapshot of the recommendations and next steps – read the full report for more detail.  For managers you can use the Manager’s Overview slide deck to share with you teams.

Questions or feedback?

If you have any questions or feedback regarding the Managerial Role Review, please email the team on MRR@justice.gov.uk

CBF, Reflective Practice Supervision & Performance Management

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Competency Based Framework, Reflective Practice Supervision and Performance Management – Flexibility for Probation

Why and how are they different?

Many staff are asking for clarity on the differences between Competency Based Framework (CBF) for pay progression, Reflective Practice Supervision (RPS) and Performance Management (PM) which is the new process replacing SPDRs. Whilst these processes all focus on conversations between staff and their line managers, they all have different purposes.

Whilst these processes all focus on conversations between staff and their line managers, they all have different purposes. In practice however, the content of your routine conversations could be used for multiple purposes.

CBF is purely for staff to demonstrate competence and to progress through the pay points within their pay band. There are no objectives to set as the focus is on capturing competence examples from everyday tasks and activities that have been completed, as opposed to an aspirational level of performance. The CBF is for all staff on probation terms and conditions who are below the top of their pay band. Those at the top of their pay band are not required to complete a CBF record on SOP, however are encouraged to familiarise themselves with CBF; either in readiness for future promotion at which point CBF will be required or in order to support the use of CBF for staff they line manage. The CBF end of year outcome is a decision on annual pay progression for all eligible staff.

NB:  If you are eligible for CBF, you must have an opening conversation by June 1st   or within 8 weeks of starting in the Probation Service and update this accurately on SOP. Throughout the rest of the year, competence examples can be obtained via other regular conversations which may include RPS or Performance Management. However, the outcomes and outputs of CBF must be separate to RPS and performance management.

Making it work for staff

In practice, the content of your routine conversations could be used for multiple purposes if relevant and reflects the approach that many of you are already taking in having conversations which discuss work with your line managers. Routine conversations are spaces where you can reflect on practice and delivery and set aspiration and personal development activities.

The Performance Management policy is lighter touch than SPDRs – no longer focusing on twice yearly retrospective appraisal assessments and performance markings. At the core of the approach are regular, open and honest conversations between line managers and their staff. Performance Management conversations should be held once every 8 weeks. However, if CBF or Reflective Practice applies to you, then you have the flexibility of reducing your Performance Management discussions to once every four months.

The new Performance Management process has been piloted for probation by Surrey PDU.  The leadership team felt it was easy to use, that probation staff responded better to it than the SPDR process and that staff felt it was more individualised and person centred.  Whilst the feedback identified the overlap with the CBF, it was recognised that both processes were relatively new and would require time to embed.

Performance Management is starting to be rolled out for 2022/2023 in line with regional plans led by your Regional Probation Director (RPD). You can read more about the introduction of Performance Management on the intranet. Guidance on flexibility within the system for the Probation Service can be found in the PM toolkit (page 5) and the PM FAQs (page 2).

CRS deliver services to support resettlement for individuals in prison

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Services that can be delivered via Commissioned Rehabilitative Services to individuals whilst in prison to support resettlement

Guidance for Probation Practitioners

Commissioned Rehabilitative Services (CRS) are a range of services delivered by specialist providers to meet key areas of rehabilitative need including: Accommodation; Employment, Training and Education; Personal Wellbeing; and Women’s Services.

Additional CRS are currently being commissioned and further updates will be provided in due course.

The following services can be delivered to individuals whilst in prison to support resettlement:

Accommodation – starts pre-release and continues after release to support sentenced people in prison to maintain tenancies or move into suitable accommodation.

Women can also be supported into accommodation by CRS Women’s Services.

Social Inclusion – One part of the Personal Wellbeing (PWB) service). This is a pre and post-release mentoring service to support transition from prison to the community and can help those who struggle or cannot cope with returning to the community after being released from prison. Social Inclusion services can help to reduce anxiety for those coming up to release and those who may have little or no support in the community. It can include a meet at the gate service.

Women can also access pre- and post-release mentors through the CRS Women’s Services.

Guidance and what’s new

Wherever possible, referrals should be made pre-release as this allows the Person in Prison to prepare for release.

However, for some men and women it is in effect not possible to make a pre-release referral. With effect from 4th May 2022, Probation Practitioners (via the CORRE for Wales) can now make post-release referrals to the Social Inclusion Service in a limited number of circumstances. These are:

  • Men and women, unsentenced and held in custody, who are subsequently released ‘time served’, following sentence, direct from the sentencing court or from the prison where they have been held.
  • Men and women approved under the Parole Board Executive Release process, where release is directed to take place within 3 working days of the instruction being made.
  • Men and women sentenced to very short periods in custody of 1 day to potentially 7 days, by exception and where there is insufficient time, whilst in custody, for Probation Practitioners to make a referral to the CRS provider using the Urgent Timescale process.  (The current ‘Urgent’ timescale captures Provider obligations for those with 14 days or less to serve but there is still concerns that a Probation Practitioner may not have capacity to make a referral on behalf of people on probation with a 1-7 days sentence.)
  • Men and women who are released with a robust reintegration plan including sources of support during the period of transition from custody to community who, experience a sudden and unexpected breakdown of the plan and would benefit from the support offered within the SI service to reduce risk of reoffending / for stabilisation.

Post-release referrals can be made up to 6 calendar weeks after the date of release. After this time, people on probation should be referred to other pathways within the Personal Well-Being services.

This is a change in practice to how we have asked CRS Providers to deliver the Social Inclusion service. If you require further information or have any questions, please contact your CRS Provider.

Action and Top Tips

Assess all people on probation who are close to release to see if they would benefit from this support. If so, make a pre-release referral to Social Inclusion via Refer and Monitor.
 
Only in cases where it is not possible to refer pre-release, make a post-release referral within 6 calendar weeks of the release date via Refer and Monitor.

If a person on probation has an urgent need for support, contact the CRS Provider to see if the Assessment Appointment can be arranged quickly.
 
For people on probation who – were released more than 6 calendar weeks ago or who are subject to a Rehabilitation Activity Requirement And who have emotional well-being needs or needs in relation to social isolation or poor relationships with family or peers which is linked to re-offending or overall stability – make a referral to one of the other pathways available in Personal Well-being.

This a change in practice to how we have asked CRS Providers to deliver the Social Inclusion service. If you require further information or have any questions, please contact your CRS Personal Well-Being Provider.

zArchivedMay Statement on Harmonisation – May 2022

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May Statement on Harmonisation – May 2022

This note provides a further update on the progress of the harmonisation negotiations currently underway between HMPPS and the 3 recognised Trade Unions; NAPO, UNISON and GMB SCOOP.  

We have now held 9 negotiation sessions thus far which continue to be both positive and constructive in arriving at an agreed harmonisation package to align the pay, terms and conditions of former Parent Organisation and Supply Chain colleagues to those of the Probation Service – subject to union members approving that package via staff ballots. 

All parties have engaged well in this process and remain highly motivated to arrive at a deal which represents the best harmonisation package for all -but we are not quite there yet.  As such, we cancelled the scheduled staff update sessions to enable us to focus the time on concluding the negotiations. 

We are now in the process of working through the final draft of the agreement, ensuring that all parties are satisfied with the content prior to sign off. We aim to conclude negotiations as soon as possible so that preparations can soon begin for the staff ballot, which we anticipate will now take place in June.   

We will want to ensure there is sufficient time for you to fully understand the terms on offer prior to a ballot commencing. We will confirm actual ballot dates and time frames to you as soon as we can. 

For those of you who have already signed up with a Trade Union, the TUs will be contacting everyone that has signed up and who they believe are in scope for the ballot directly. The TUs are also planning meetings with members to go through the agreement document once finalised. To help the TUs contact you, please do confirm your details to your harmonisation representative as soon as possible:

If you have joined a union and don’t hear from your representative soon, then contact the named TU rep above for the TU you have joined. 

If you haven’t yet joined a union, remember that you need to be a TU member in order to have a vote. Participating in the staff ballot is the only way you can have your say and your views be formally recognised. 

In the interim, if you have any questions about your own situation, then please contact your Trade Union representative (details above). General queries about the harmonisation or secondary transfer process can be submitted to the harmonisation functional mailbox; HandSTenquiries@justice.gov.uk. 

Amy’s message 29th April

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Amy Rees – Director General Probation, Wales and Youth


Update message to staff – Friday 29 April


Amy Rees - Director General for Probation

I hope you had an enjoyable Easter Bank Holiday weekend, especially for those of you celebrating the religious significance of Easter, and that you got to spend some time in the spring sunshine.  For those who were working, thank you again and I hope you have managed to take some well-deserved time off since.

It does feel in many ways as though we are now at the beginning of a new term with colleagues returning from the Easter break and our renewed focus on our journey to delivering excellent practice.

One of the key areas I am really keen that we continue to build on is our hybrid model of working and ensuring staff across all our teams are back working in offices at least two days per week.  I know the vast majority of our operational front line staff have been doing this throughout the pandemic and I am very grateful to you all for doing so. It is now really important that all other staff also embrace the hybrid model and return to offices if you are not already doing so.  I have heard from lots of teams about the creative ways you are using the opportunities afforded by hybrid working to really strengthen how you work and make the most of the time when you are together and in our offices – you can find lots of tips and ideas here too.  If you have any particular individual concerns about returning to offices then please do speak to your line manager.

Sonia Flynn and I recently met with the Senior Presiding Judge for England and Wales, Sir Charles Anthony Haddon-Cave and his Deputy Senior Presiding Judge Lord Justice Edis.  We meet with them regularly to review our work in courts and to update them on key probation issues.  During our recent discussion, they were highly complimentary about your work in preparing pre-sentence reports and how valuable they are to assist sentencers.  They were keen to share their appreciation with you and you can read their full message here.

This week has been National Stalking Awareness Week and there have been lots of great events and resources made available to raise awareness and help you when working with people who have committed stalking offences.  If you have not yet been able to, please do check out the information available here.

Finally, I previously mentioned that the next trainee probation officer recruitment campaign opens to staff on the 30 May.  As with previous campaigns, this will include opportunities for both part-time or full-time courses including a 15 month course for PSOs with a Level 3 qualification or above who have completed their six month probationary period.  The campaign is also open to staff across the Ministry of Justice and external candidates.  If you are interested, please visit the Probation Hub to book your spot on the webinars taking place in May where you can learn more about the programme, and receive guidance on the application process.

As always, thank you for all you are doing.

Amy

The importance of Pre-Sentence Reports (PSRs)

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MoJ Leadership School 2022: applications now open

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The closing date for applications is 5pm, 29 April 2022.

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