The journey to achieving our Target Operating Model

After the 26th June 2021 the Probation Service will continue evolving towards achieving our organisational structures that were outlined in the Target Operating Model (TOM).

The TOM explains the new, unified probation service that we will start to implement in June 2021. It includes topics like our new regional probation structures that enable greater local accountability, partnership working and delivery of services that more closely meet individuals’ diverse needs. It also includes the planned investment in our workforce to support continuous development, attract and retain talent, create a diverse workforce, foster confident leaders and promote wellbeing.

The new unified Probation Service is made up of people who have joined from CRCs, Parent and Supply Chain organisations as well as existing NPS staff. After a short period of stabilising the service post transfer we will move forward into the next phase of the change as a unified group.

Alignment to our new organisational structures

Most people will continue to do the same role in the same location after we form our new organisation on the 26th June. However, a key element of achieving our TOM is to ensure we have the right number of people compared to available posts across our new organisation. In the next phase of the change, we will be reviewing the size and shape of our new workforce against the target staff numbers that we need to deliver our services effectively.

  • In most cases, we will have the right number of people to deliver our work
  • In some cases we might have too many people compared to the available posts and we may need to address this
  • In other cases, we may need to recruit as we will have too few

Where applicable, we will be following the agreed HMPPS processes for restructuring and redeployment that can be found on the intranet here. Please note that there is a commitment to no compulsory redundancies for two years in the National Agreement.

Learn more about achieving our new organisation structures

  • The process of reviewing our workforce won’t affect everyone directly as most people will remain in the same role and location after transfer. However, it is important to remember that if applicable, this process will apply equally to all Probation Service staff, whether they are existing NPS staff or transferring in from a CRC, PO or SC organisation.
  • In order to determine who might be affected by this process, the regions are reviewing their new workforce and comparing this to their target staff numbers. Changes may happen when we have too many or too few people in specific roles or locations.
  • Please remember that we expect most people to continue doing the same role after transition. We expect that only a small number of people will be affected by the situations where we have too many people compared to roles.
  • A certain amount of local movement of people is a normal part of workforce planning to ensure people are in the right place. This may happen even when we don’t have too many people compared to the number of roles.

There may be areas where we have too many people compared to the number of available posts. This could be addressed in variety of ways:

  • If the number of people is only slightly higher than the number of posts, then we won’t take any action.
  • Where there are significantly more people than posts we will take people through a placement process to fairly fill the available posts. This will be done regionally (working to national principles for consistency) and only after staff and Trade Unions have been engaged locally.
  • This process may involve everyone in a group undergoing a preference exercise or being interviewed to determine who will be appointed to the available posts. Anyone who doesn’t secure a role in this phase will be eligible to apply for other unfilled roles at their grade (before these roles are advertised more widely).
  • If anyone remains without a role after this phase, then they would be supported through our redeployment process to seek a suitable role in the wider organisation.
  • We have no plans for compulsory redundancy, retaining the skills and experience of our people is a high priority.
  • Those of you who are transferring employment to the Probation Service will do so on the 26th June and we will become a unified organisation. You will continue to do your current role or the role that has been agreed for you during the role alignment activity.
  • The timescales for the next phase of the change will vary for different regions and roles so we aren’t able to provide more definitive timelines at this stage. We are aiming to achieve our organisational structures by April 2022.
  • Within the regions, work to assess the changes needed may begin immediately, but the process to place staff into the structures (where this is needed) may take time and won’t happen before Trade Unions and staff have been engaged.
  • Hearing about this process may feel daunting for those who suspect that they will be impacted. If you are going to be impacted then you will be supported by your manager and receive local communications from your region or team after transfer.
  • We will be consulting with our Trade Unions ahead of any changes being made.

All teams will be reviewing their workforce plans and how they integrate incoming transferring staff. Our organisational change principles are the same across all areas of MoJ and if restructuring is required, our Trade Unions will be consulted.

The regional organisational structures, illustrated as organograms, will be shared locally within each region – this is because there is some regional variation. The structures will evolve over time and we are aiming to achieve them by April 2022.

If you are aligned to a team within the MOJ then your team structures are available as part of the MOJ functional team induction packs, found here.

If you are aligned to a HMPPS or Probation Service National team then your team structures can be found here.