The POD model, which is underpinned by national principles, encourages collaborative working between colleagues and will provide opportunities for me to utilise my skills and experience for the benefit of my colleagues and PoP, whilst also encouraging peer support and learning, recognising my colleagues and I bring different skills, expertise and experience. My region will communicate with me when we are moving towards the POD model and what this will look like within my region; the timing will vary depending on the region and will be influenced by resourcing and workload challenges.

POD National Principles

1. PODs will consist of a cross grade grouping of staff with a mix of PO, PSO and Case Administrator (CA) colleagues. Ideally in a 2:3:1 ratio however this will be subject to local variation in available staff mix. This will also allow for a range of experience within the POD.
2. Probation Practitioners will be allocated SUs with a risk of harm level appropriate to their experience, expertise and grade. Change of assessed risk that results in changing the case Tier will prompt a reallocation of the case, ideally within the POD to provide consistency for the SU.
3. Case knowledge will be shared between POD members. Working as a team will enable probation practitioners to focus on their areas of expertise and play to individual strengths for example to facilitate the direct delivery of RARs.
4. The Case Administrator (CA) is a critical part of the functioning of the POD, enabling others to be proactive rather than reactive.
5. Management of the POD remains the remit of the SPO. Any management or allocation of PO or PSO work remains the remit of SPO.
6. The POD structure will be outlined as part of the induction process for SUs to ensure that expectations and roles are set out from the beginning. This ensures that trust and transparency principles are achieved.
7. Consideration of equalities will be embedded into the POD structure. This will be evident within both the caseload allocation and staffing. (To include considerations regarding the placement of staff with lived experience across PODs)
8. The number of Professional Qualification in Probation (PQiP) learners allocated to each POD will not exceed the number of qualified POs who have completed their Newly Qualified Officer (NQO) period. This ensures that there is adequate support and development opportunities for PQiPs without overburdening the POD.
9. PQiPs will not form part of the 2 PO:3 PSO ratio outlined above, despite being considered as PSOs in the workload management tool for a portion of their week.
10. Where possible, PODs must have an experienced PO within them and therefore cannot consist solely of NQOs.