"It's supposed to disguise the fact that Interserve are selling most of their experienced Probation Officer's services to the NPS instead of providing anything like a proper Probation Service to the community or to the clients unlucky enough to be allocated to their CRCs"
"I too work within an Interserve CRC and just cannot understand what on earth our management are trying to achieve other than get more with less staff - it's confusing and frustrating for staff and service users alike especially when good relationships have been formed that have took time and effort on both sides to be just ignored depending on what supposed "specialisms" that service user is deemed to fit - yet again another farcical model that management are all happy clappy about just like they were with the first one that didn't work."
"I too work within an Interserve CRC and just cannot understand what on earth our management are trying to achieve other than get more with less staff - it's confusing and frustrating for staff and service users alike especially when good relationships have been formed that have took time and effort on both sides to be just ignored depending on what supposed "specialisms" that service user is deemed to fit - yet again another farcical model that management are all happy clappy about just like they were with the first one that didn't work."
well this is what Dame Glenys has to say in today's press release:-
Humberside, Lincolnshire & North Yorkshire CRC– clear strengths but staff struggling with the pace of organisational change
The Humberside, Lincolnshire & North Yorkshire Community Rehabilitation Company (CRC) was found by inspectors to have clear strengths. There was a capable leadership team, it performed well in some areas and the CRC had a good understanding of where improvements in service delivery were needed.
However, the CRC, one of five in the Purple Futures group, was assessed overall as ‘Requires improvement’. Inspectors’ concerns focused, in particular, on the impact of organisational changes.
Dame Glenys Stacey, HM Chief Inspector of Probation, said the fieldwork for the inspection in October 2018 took place a week after the CRC had announced a new change programme, ‘Enabling our Future’. This had caused some staff anxiety about their future roles.
“The CRC’s operating model is now in place and is understood by staff and others who work alongside the CRC. However, the morale of operational staff is low. They report a disconnect between themselves and the aspirations of their senior leaders.
“They continue to find the pace of change overwhelming and believe it is not communicated well. This has had a negative impact on service delivery and is contributing to staff feeling that their workloads are unmanageable.” Inspectors, though, did not believe workloads were excessive and concluded that “constant change is the main factor affecting staff motivation.”
Another concern for inspectors was a variation in the quality of services delivered by senior case managers (those qualified as probation officers) and case managers (probation services officers). Case managers were not well equipped to deliver high-quality, personalised services for those under supervision.
Dame Glenys added that this difference in quality was most marked in work to manage the risk of harm to others. “Here, the work of case managers is not effective and leaves actual and potential victims not fully protected.” Inspectors noted that the quality of some aspects of work was “erratic.”
On case supervision, inspectors noted:
Overall, Dame Glenys said:
“This CRC’s senior leaders are committed to promoting a culture of learning from mistakes, and they respond well to findings from audits and independent inspection. We expect that the findings in this report will help to tackle shortfalls in practice and develop the quality of service delivery.”
"Scrabbling around desperately for something positive to say about private probation company, the women's centres are praised, expect the CRC doesn't run them"
Humberside, Lincolnshire & North Yorkshire CRC– clear strengths but staff struggling with the pace of organisational change
The Humberside, Lincolnshire & North Yorkshire Community Rehabilitation Company (CRC) was found by inspectors to have clear strengths. There was a capable leadership team, it performed well in some areas and the CRC had a good understanding of where improvements in service delivery were needed.
However, the CRC, one of five in the Purple Futures group, was assessed overall as ‘Requires improvement’. Inspectors’ concerns focused, in particular, on the impact of organisational changes.
Dame Glenys Stacey, HM Chief Inspector of Probation, said the fieldwork for the inspection in October 2018 took place a week after the CRC had announced a new change programme, ‘Enabling our Future’. This had caused some staff anxiety about their future roles.
“The CRC’s operating model is now in place and is understood by staff and others who work alongside the CRC. However, the morale of operational staff is low. They report a disconnect between themselves and the aspirations of their senior leaders.
“They continue to find the pace of change overwhelming and believe it is not communicated well. This has had a negative impact on service delivery and is contributing to staff feeling that their workloads are unmanageable.” Inspectors, though, did not believe workloads were excessive and concluded that “constant change is the main factor affecting staff motivation.”
Another concern for inspectors was a variation in the quality of services delivered by senior case managers (those qualified as probation officers) and case managers (probation services officers). Case managers were not well equipped to deliver high-quality, personalised services for those under supervision.
Dame Glenys added that this difference in quality was most marked in work to manage the risk of harm to others. “Here, the work of case managers is not effective and leaves actual and potential victims not fully protected.” Inspectors noted that the quality of some aspects of work was “erratic.”
On case supervision, inspectors noted:
- Assessments focused appropriately on factors related to offending but analysis of these factors was often weak.
- Planning for work to reduce reoffending was generally done well but inspectors found that planning did not fully address how to keep actual and potential victims safe.
- The engagement of individuals under supervision was prioritised well but not enough interventions were delivered to support desistance – the cessation of offending or other antisocial behaviour – and keep other people safe.
- Reviewing of work was erratic and “significantly let down by responsible officers failing to focus meaningfully on risk of harm issues.”
Overall, Dame Glenys said:
“This CRC’s senior leaders are committed to promoting a culture of learning from mistakes, and they respond well to findings from audits and independent inspection. We expect that the findings in this report will help to tackle shortfalls in practice and develop the quality of service delivery.”
--oo00oo--
Tweet from Frances Crook:-
POA shows the way at HMP Liverpool.
ReplyDeleteAbout 100 staff walked out today in support of a colleague dismissed for using a pre- emotive strike against a prisoner.
Staff solidarity in the face of bullying and provocative management shows that they can be taken on and forced to retreat.
What NAPO fail to learn is that you have to fight the small battles to ensure that morale is high and that management know there will be a reaction when they try to weaken a united front.
Despite the prison service threatening to injunction the union, the members stuck together, came out as one and went back united after gaining concessions
I salute them
I think that should be pre-emptive strike, bloody predictive text no doubt. Readers will recall that Napo members rejected the former POA man in the election for General Secretary.
DeleteNothing saying he could have bettered Ian Lawrence. The poa are not allowed to strike so action all kinds is attractive. Probation action consists of bah bah bah bah . Lambs slaughter house mint sauce anyone .
DeleteIf tickles me when these reports come out . Unpaid work rates as good . Who exactly have they
ReplyDeleteAsked. If you ask the wrong people you get the right answer . Stand downs ,staffing issues , lack of projects and poor leadership !! The list goes on
That the management of an operation can be rated well while what is delivered is below the line calls into doubt the effectiveness of the inspection regime. Or worse the loyalties of the inspector. I don't doubt the ethics of the inspector. Shes done a grand job calling out Shirking Links for example. But there is a weird doublethink re management and leadership. Leadership... There's a notion which should be exercising us all in current climate. I am suffering. I go to work in probation and its impossible and the management of me is 100% dysfunctional. Then there's Brexit and my natural home Labour which is a shitshow. GAH!
ReplyDelete"That the management of an operation can be rated well while what is delivered is below the line calls into doubt the effectiveness of the inspection regime."
ReplyDeleteBecause the same Managers are the ones who will be involved in TR2, anything below that is not adequate is the acceptance that TR1 was/is not fit for purpose, Unpaid Work, the easiest marker to show the public that Community Orders work, therefore classed as good and will no doubt be one of the most reworked/reorganised parts of TR2.
I hear ya
ReplyDeleteSeriously # Me too # !!!! as I work within a Interserve CRC it's bloody awful - I just can't believe how management still come out smelling of roses when staff are absolutely slated when it's the bloody so called " leaders " that have and continue to create chaos and unworkable " models " whilst happily cracking the whip of their masters !! No wonder we have so many " shiny new managers " within the organisation , they've been attracted by the rat like child catcher from chitty chitty bang bang offering them sweets !!!!!!
DeleteWe all hear that TR2 is a repeat of the ideology claiming lessons learned. However this was not what is supported by the ridiculous Tory parasites stealing the public wealth for their own share holders conservatives PLC. TR2 only provides a new vehicle to hide and lose the identity further of what was and should be reinstated the gentle craft of offender rehabilitation. Lost forever in the rubbish of the NPS chain of command and serve culture. Dismantled in CRCs. The example of the South west dispute that has dogged the Working Links failure is evidence that some unity in strength has worked. It would have been a complete surprise had the recent HMIP report not called for an intervention. Moreover not identified the immutable lines crossed as these had already been well discussed in the SW constant flow of criticism of the failures of the Working Links management Model. The bulk of the feedback is on this blog and what it illustrates on review is the way in which the National general secretary was engaged by the local branches. Keeping attention on the crisis made it a national matter and the dual work with the central Napo leader and branch orchestrated activism does appear to have generated some success. I doubt the end of the working links is solely attributable to one two three branches but their solidarity in common cause against Working Links has had the punch required. This in conjunction with the NAPO Leader gave their efforts both credibility and central support that in effect magnified their confidence. The dividends are twofold the close union strategy has delivered a winning combination. This should help them continue the impasse should it be necessary in the new contract holders future. Secondly they have made the importance of working with the unions a critical need not something to be ignored as the credibility of the privateers should and must be made to respect the views of the workforce representatives. It has been a credit to the NAPO leadership Unison and the branches that will still need to be alert to the likely farce or corruptions that TR2 will certainly become.
DeleteName and address supplied :)