Guest Blog 18

Having spent the last 18 months with a feeling of being 'out of control' with my future working in Probation and for many in CRC, redundancy is a likely option after 1st February, it is worth reminding us all, particularly those in the NPS, that the Enhanced Voluntary Redundancy Scheme is only valid until 31/03/15 which is 10 weeks from now. This Scheme allows for an agreed last day of service before 31/03/2016. 

The message I seem to be getting in NPS is there will be no redundancies and yet some posts are clearly being made redundant ie Prison Programme Tutors, Prison PO posts where the Job Description is changing beyond recognition or the Internal Verifier who works with Trainees or New Learners as they are now referred to. 

I understand £60 million was put aside for Enhanced Redundancy and money not used will go into CRCs, so as much as I spend my time as a Union Rep working for the good of all staff, it sickens me to think that money that should be rightfully going to employees may end up in the laps of CRC Fat Cats! By the way, I will never pass another penny to Shelter who have now joined the list of 'charities' on this lucrative Gravy Train who, in their small print, will choose which clients they consider are motivated enough to change and disregard the rest, how unjust is that!

So the point of this blog today is to have a discussion on the subject I would normally be actively avoiding and for NPS staff in particular to raise this issue quickly as the forthcoming Election will mean Ministers are somewhat pre occupied. They know Civil Servants posts will be cut in the next 12 months, they know with CRCs relocating, buildings and locations will be rationalised, however their selfish intentions mean that NPS staff are likely to miss a key opportunity to take control of their future.

It's not about the money, it's the principle. Our vocation has been dissected to the point of no recognition. For those that want to refer to the documents with details of the Enhanced Voluntary Redundancy Scheme, this is the link to the Probation Association, which although no longer in existence, has an archive of key documents which is a good starting point for anything around employee relations. (reproduced below).

Let's have a discussion across staff grades and areas to see just what the current situation is. I am also told there is likely to be 'selective' redundancies ie avoiding those near retirement etc.

Tutudesigner

Appendix B

REHABILITATION PROGRAMME: ENHANCED VOLUNTARY REDUNDANCY SCHEME

1. This Appendix sets out the voluntary redundancy scheme which will apply to employees in a category where there is a potential oversupply post transfer. This is likely to apply initially primarily to Senior Management and Corporate Support staff posts. The provisions apply in all cases of voluntary redundancy arising as a direct consequence of the TR Programme and will remain in operation until 31 March 2015, last day of service agreed to be no later than 31 March 2016.

2. Additionally, the commercial contracts will specify that, other than where more beneficial terms exist, where voluntary redundancy is offered, these enhanced terms should apply to any member of staff employed by a Probation Trust on 31 May 2014.

3. The decision in respect of individual applications on whether to award voluntary redundancy is at the employer’s absolute discretion and will include consideration of, amongst other things, the exigencies of the service, organisational issues and business needs. Whilst the decision as to which applications for voluntary redundancy should be agreed and at what date this will take effect will rest with the employing body, it is expected that, in reaching a decision, the employer (Trusts in the period up to 31 May 2014) will reach agreement with MoJ/NOMS in terms of future service delivery arrangements.

Time Limited Roles to Support Transition

4. A variety of time-limited roles and working arrangements may be agreed to support transition, for example to complete work connected with the dissolution of Trusts. Where possible, these roles will be undertaken by staff currently undertaking the work who have agreed, once those roles have been completed post-transition, to accept voluntary redundancy in line with the National Agreement.

Calculation of Redundancy Payments for Staff

5. Qualifying Service – For the purposes of establishing entitlement to, and the calculation of, a redundancy payment, continuous service will include service with any public authority to which The Redundancy Payments (Continuity of Employment in Local Government, etc) (Modification) Order 1999 applies.

6. Redundancy Pay – Redundancy payments will be based on the employee’s actual weekly pay and not the statutory rate.

Voluntary Redundancy for those under age 55

7. Redundancy compensation will be paid, subject to a maximum of 67.5 weeks’ pay and reckonable service of 15 complete years, as follows:

Four and a half weeks’ pay for each year of completed service

8. Any statutory redundancy payment is included in the compensation payable.

9. A ready reckoner is set out at Annex A to this Appendix.

Voluntary Redundancy for those aged 55 or over

• Redundancy payment will be paid, subject to a maximum of 67.5 weeks’ pay, in accordance with Paragraph 6 above 

• Immediate payment of standard retirement pension and a standard retirement grant (i.e. pension lump sum).

10. Where existing local arrangements are more favourable in individual cases, they will supersede the provisions of this scheme.