Formation of the new Probation Service.

Unifying to form the new Probation Service brings the best from former CRCs, Supply Chains and former NPS. As a change leader I am uniquely placed to work collaboratively with my colleagues to start to create a One Probation Service culture. In line with the Culture Code I will feel that I am part of an organisation that recognises and appreciates difference.

I am likely to be welcoming new colleagues into my team over future months.  The opportunities to support, mentor and coach new colleagues will support my professional development and help to inform the new culture of the probation service.

Day 1

The Probation Service Probation Delivery Unit (PDU) structures have been updated to reflect the future unified service.  If I joined the Probation service from the former CRCs I will have moved to these structures between July and December 2021, I will share the schedule provided to me with my team.

Case allocation

I will now be allocating all cases to my team, using the Workload Management Tool (WMT) and the unified tiering model. If I determine a case should remain with a PSO until expiry in contradiction to the unified tiering model, I will provide my rationale and mark it as ‘management oversight’ on nDelius

Performance Management

Through my local line management, I will have been informed of the new and continuing performance measures, and the regional processes to manage performance. I will have had sight of and access to supplementary materials including a ‘nutshell’ guide and a staff briefing document, which I will have used to enable me to support my team in achieving and understanding the measures.

I will need to familiarise myself with the HMIP inspection processes and measures, as well as assurance arrangements for the Probation Service and Commissioned Rehabilitation Services.

Being familiar with these will allow me to support the delivery of a quality service within my team

Transfer of cases

I will be aware of the expectations of the case transfer  framework, which came into effect on the 26th June 2021 to support unification and details changes to internal case transfers and transfers between regions, including risk.  I will ensure that I have briefed my team on the framework so that the changes are adopted.

Case Transfers (rocstac.com)

Commissioned Rehabilitative Services

I will be aware of the specialist commissioned rehabilitative services in my region for accommodation, Education, Training and Employment (ETE), personal wellbeing and women’s services and I will be kept informed by my region of any new commissioned services.  I will have used the My Learning training package to understand the referral process and new systems i.e., how to use the digital system to select, refer, and book and track.  Having this knowledge allows me to support my team to use the services provided.

Changes to UPW Standalone Cases

There will be flexibility in each region on the management of standalone UPW cases, to reflect the geographical differences. My local model may change to deliver the different models inherited and this will be communicated to me locally so I will ensure that my team are aware of the changes.

Changes to my place of work  

Estate modernisation activities continue to take place and the office in which I work, which may now be used by staff from former CRCs as well as those formerly part of the National Probation Service, may be undergoing a major refurbishment or seeing smaller scale smarter working initiatives rolled out. These will have been communicated through regional comms packs providing detail of those changes.

Start working to agreed National Standards 

From 10th September regions moved out of Exceptional Delivery Models (EDM) into National Standards. My region will have informed me of any local variations to National Standards that have been agreed as part of a response to Prioritising Probation. I need to ensure that I and my team understand the standards we are required to meet and have local plans to achieve this. In January 2022 I can expect my region to move to full National Standards, if there continue to be any local variations in place this will be communicated with me.

Preparing for Mixed Caseloads

From September 2021 I will have the ability to vary the cases that my team manage, this will be subject to regional variations. I will need to support my team to be ready for a mixed caseload by assessing their learning and development needs and enabling them to complete any required learning and development, such as SEEDs 2.

Two tools are available on the probation hub to assist me, the SPO assurance consideration document and Learning and Development (L&D) role checklists. Once I am assured that my staff member is ready, I will authorise allocation of cases previously unfamiliar to them. Holding a greater variety of cases supports the professional development of my team, developing their skills and knowledge, whilst also providing greater opportunities for career progression. The full benefits of mixing caseloads will be realised in stages due to resourcing and recruitment within my region. My region and Head of PDU will discuss with me any learning and development I may need, to enable the move to managing a team with a varied caseload.

Visor Vetting

My team will be managing VISOR eligible cases therefore, I will need to undertake VISOR vetting and training and I will need to ensure I understand the requirements for accessing and sharing VISOR information whilst I wait for my vetting and training. In the meantime, I will be able to access VISOR information cases held by my team via a vetted/trained colleague or, where they exist, a dedicated regional VISOR team. My region will organise training for me in relation to MAPPA and chairing MAPPAs, where this is required.

Wind down of UPW – Professional Services Centre (PSC)

In North West, Yorkshire and the Humber, Greater Manchester, East Midlands and South Centrals if my team received UPW standalone activities and administrative services from the Professional Services Centre (PSC) this will change from October 2021 as this moves from the PSC to the regions; and by Jan 2022 my team will only use local administrative services. During this period, my team will begin to access services through local admin models and changes will be communicated to the team locally. I will need to ensure that my staff are aware and support them with these changes.