This angry comment has come in and was awaiting moderation:-
"A post from yesterday but I think it is worth including on here to ensure more people see this. It is beyond a joke at this point. It was only a few weeks ago one of our Senior "Leaders" was spouting about working on next year's pay deal. Hard working staff are having the p*ss taken yet again, anyone heard from NAPO!?!?!? Thought not."
It follows on from this yesterday:-
"What crap. Pay me my money the MPs took what they wanted no debate. The management come to me with more work and loads of additional tasks because I have been willing to try. Then I get criticised for under performance when I am doing two people's work. Well you can fuck off with soft soap pay the owed reduce the workloads and stop bullying staff with this shite of manipulation. Just fuck off NPS cloakroom kids."
I agree. It is worth repeating that probation intranet piece with Ian Barrow, Executive Director Probation Workforce Programme, if only because hardly anyone ever bothers sharing such stuff any more. It therefore goes some way in confirming just how low morale is within the newly formed Service, and despite the best endeavours of the spin doctors with last week's 'Probation Day' lovefest. Indeed, I've been informed that over on the infamous private social media site there have been 61 enthusiastic responses to the question:-
"Anyone on here no longer in Probation? I'm curious to know what roles people go on to do. I need an exit plan."Probation Service pay award – Ian Barrow interview
Pay is a subject often close to our hearts and at the recent Probation Service all-staff events, many of you asked questions with regard to pay, in particular how long the pay award takes each year.
We sat down with Ian Barrow, Executive Director for the Probation Workforce Programme, to provide some more information and insight about the process that sits behind this work and explaining the current state of affairs for 21/22.
Ian, can you bring us up to date on this year’s pay award and pay progression?
I know that some of you are frustrated with the time it has taken to make progress on this year’s pay award and pay progression. Firstly, it’s important to acknowledge that your pay progression remains contractual for this year.
However, it forms part of the total pay award and therefore the process that underpins its agreement. As part of the Civil Service, the Probation Service has to follow Civil Service guidelines, which includes the pay remit guidance. The pay remit guidance lays out how much each government department can award their staff each year.
Once we’ve received this, we then need to engage with both HM Treasury and Cabinet Office on our pay award proposals to make sure they have all the information they need, and with our Trade Union colleagues to ensure that it is fair and in line with collective bargaining principles.
This can take some time and pay awards are not always agreed or processed prior to the end of a pay year. Pay is important and we always want to make sure we’re getting it right to secure the best deal we can for our workforce – even if that takes longer than usual.
We are currently engaging with HM Treasury and Cabinet Office and with the recognised Probation Service Trade Unions (GMB/SCOOP, Napo and UNISON) to work to agree the pay award for this year. We will keep you updated as we progress with breakthroughs in negotiations via the intranet, Probation News and dissemination via your regions.
Will we receive our pay progression this year?
A number of you have had concerns about whether there will still be pay progression payments this year, due to the temporary pause on pay rises for most public sector workforces in response to the economic challenges brought about by COVID-19.
If you are eligible for pay progression, then once we have agreed this year’s pay award, you will receive pay progression payments backdated to 1 April 2021.
Can you tell us if other pay reforms are planned?
As well as working to agree a pay award for this year, we’re also currently working to continue our pay modernisation journey which started in 2018 with the Modernisation Agreement that was agreed between HMPPS, Probation Trade Unions and staff.
One of our core areas to focus on is to make sure that the pay structure is coherent, sustainable and rewarding. We will be continuing our engagement with staff over the next few months and continue to collect your views on pay and its importance to your job in probation, and as part of your overall reward package.
Where can we get further information?
Pay information will appear on the dedicated Probation Service Pay page.
I know pay can be a really dry subject so we are developing a number of short articles to demystify pay and reward which will be published on the new Pay and Rewards updates intranet page in the coming weeks.
--oo00oo--
I would remind readers that Napo emailed this to members last Friday:-
Indicative ballot to reject the pay freeze and the insulting pay offer from the Probation Service
Earlier this year the Probation trade unions submitted a multi-year pay claim to try and achieve some certainty on pay going forward. After some promising early exchanges, the negotiations hit a barrier when the government announced a public sector pay freeze.
Despite every effort by negotiators to point out how staff have maintained vital services at great risk in the face of the pandemic while helping to deliver Probation reunification, we eventually received a derisory pay offer for 2021 that has recently been considered by Napo’s Probation Negotiating Committee (PNC).
Indicative ballot to be launched – reject the pay freeze!
Essentially the offer means that only those staff earning less than £24k would receive £250, with no increase in pay or allowances for anybody else. That means the majority of probation staff will get no pay rise at all this year and probation pay will continue to go backwards.
Members are understandably asking about when contractual pay progression will be paid out. As we have explained previously this requires clearance by the Treasury, but it is important to remember that pay progression arrangements are designed to ensure that staff receive the rate for the job within 5 years. Therefore, pay progression is not a pay award to compensate you for rises in living costs.
In light of the above, and the disappointing pay award in 2020, the PNC have recommended that Napo members in the Probation Service should be asked to reject the pay offer and indicate their willingness alongside UNISON members, who are also being balloted, to take industrial action. Any action would only take place following a second statutory ballot.
Further details of the indicative ballot will be sent to members next week together with an electronic ballot paper. Members will be asked to send a strong message to the government, and to the Probation Service, that we will not accept the pay freeze lying down and that the offer from the employer is an insult.
This is not a pay offer as the majority will receive £0. Unacceptable probation workers are treated this way. Nobody credibly speaking on behalf of the workforce. A second-class experience for all below the senior manager pay grade. The same senior managers received £1500 monthly bonuses during the lockdown while the workers doing the work received £0 and now being forced back into offices. This other thread comment today exemplifies the different rules for senior managers. Get paid more and their mistakes are brushed under the carpet.
ReplyDelete———
Over to probation services in the news. Is there yet a HMPPS statement?
A terror attack might have been stopped had a convicted criminal been recalled to prison after buying items used to fake a suicide belt, an inquest found.
https://www.bbc.co.uk/news/uk-england-london-58281243
Q1: 'Are you satisfied that, on the balance of probabilities, Sudesh Amman was lawfully killed?'
A: YES
Q2: 'Did HM Prison and Probation Service miss an opportunity which may have prevented the attack and the consequent death of Sudesh Amman, in not deciding to recall him to prison after being notified on 31 January 2020 of the purchases he had made on that date?'
A: YES
Asked about the mistakes leading to the attack, Dr Joseph Downing, a fellow in nationalism at the London School of Economics who studies security and terrorism, told MailOnline today: 'That's clearly incompetence. The problem is when something like this happens is that the person may do stuff in the preparation for an attack but it may be mundane. When it's something like buying equipment for a bomb then clearly there has been an oversight.
https://www.dailymail.co.uk/news/article-9911713/Streatham-terrorist-Sudesh-Amman-lawfully-killed-jury-finds.html
Carina Heckroodt, head of the London Extremism Gangs and Organised Crime Unit at the Probation Service, denied it was a 'missed opportunity' not to recall Amman to prison on January 31 after he was spotted buying items later used to fashion a fake suicide belt.
Ms Heckroodt’s witness statements, read before the inquest jury, said:
“On January 9, I attended a JOT (Joint Operational Team) meeting in London to discuss Amman.
“This meeting was attended by a number of people and included the police and the security service (MI5).”
Ms Heckroodt also said Amman was considered at that meeting to be “high threat” and it was “suspected he would use a knife to carry out an attack”.
She said she subsequently learned Amman bought some bottles of Irn Bru soft drink, a roll of tape and some kitchen foil from Poundland prompting her to call the Probation Service’s national security lead to discuss whether Amman could have breached the terms of his release from prison.
However, it was not felt Amman’s actions were sufficient enough to recall him to prison. He struck two days later.
Giving evidence, Ms Heckroodt said she was “satisfied” there was nothing about the purchases that suggested he had breached any licence conditions.
Rajiv Menon, representing Amman’s family, said: “Your failure to recall him was a most serious missed opportunity in this case.”
Ms Heckroodt replied: “I disagree, it was not a missed opportunity.”
But in their conclusion, the inquest jury said: 'Whilst the jury does acknowledge that several other avenues were explored in order to recall, there was a missed opportunity.'
They agreed that, based on its policy framework, HM Prison and Probation Service 'could have recalled Amman to prison if satisfied that his behaviour indicated an increased or unmanageable risk of serious harm to the public or that there was an imminent risk of further offences being committed'.
https://www.standard.co.uk/news/uk/police-poundland-metropolitan-police-london-streatham-high-road-b949359.html
Currently 67 comments and increasing. Most regret joining probation and all want to leave probation. Poor pay and conditions, threats of SFOs and disciplinary, the bulling and racism is rife. Senior managers and directors have a lot to answer for. Spend a day at London probation if you think a joke, with it’s all white head of operations elite club and parrot director.
ReplyDeleteI cant regret joining Probation. It has taught me so much over the last 40 plus years. First decade or two, all about social justice, teamwork, decency, human dignity. Last fifteen: the horrors of managerialism and neoliberalism. Older, wiser, absolutely beyond my tether, but still working under the radar to establish meaningful and therapeutic relationships and progress with people that need us. But what a shit show. What a distressing thing to have lived through, this catastrophic ruiniation of a crudial social institution and profession
DeleteI don’t regret joining probation because I like the work and have had a reasonably good career so far.
DeleteI regret joining probation because I could have instead entered a profession with much better pay, conditions and prospects.
I’m tired of the know it all managers who don’t know much, the bullying, obnoxious and underhanded senior managers, and the toxic culture of gossip, cronyism and blame.
You can always make an FOI request. A simple and risk free task for a retired colleague. Just keep bombarding them with FOIs. Stress is the biggest cause of stress across the PS at the moment. They'll blame it on anything other than poor workforce planning and Tory bungling. The people being punished are experienced staff at the frontline. No other profession gets treated this way and certainly not proper civil servants. Noone in their right mind would want to join probation whilst it is in its current state.
Delete11.36am Jim posts this. Since....3 posts!!! If anyone is wondering why they think they can get away with treating us as they have the past 10+ years here's your answer. A meek union with a passive workforce.
ReplyDeleteBy email:-
ReplyDeleteHi Jim,
As ever, I am unable to post comments directly onto the blog for reasons unknown.
The current situation regarding pay has become a farce with the statistics showing a 26% reduction in income in real terms over the past decade and little sign of any catching up in the near future little sign of any management concern and little sign of employees being too bothered.
The causes of this are many fold, but in my view, the rot set in when NAPO half heartedly called a series of half day strikes some years ago to protest over pensions rather than an all out dispute. Initially the response was positive although many of ‘ the bright young things,’ scabbed it in my area because they thought pensions didn’t affect them. I truly hope that if they are still around they are regretting their actions today.
We who did participate then undermined our own arguments by rushing back to work next day and doing twice as much work to catch up so as, ‘….not inconvenience the courts.’
Without wishing to inflame old debates the erosion of role boundaries was another long running saga in which NAPOs contribution does not withstand scrutiny.
For many of the older staff, pensions increase annually whilst wages stand still making full or semi-retirement a very viable option. Most are better off financially working shorter hours and benefit mentally and physically as a result.
NAPOs latest strategy, an indicative ballot regardless of outcome is doomed to failure in the longer term because they are trying to win the war without fighting any of the minor skirmishes which bolster confidence and undermine the opposition.
Having already voted indicating support for industrial action I will be interested in seeing what the returns are should they decide to publish the numbers, and what they propose next. After months of silence, will we be subject to a hot air contest?
NAPO have been silent for so long on so many issues or actively colluded with management in allowing them to wriggle out of agreements or move the goal posts but they suddenly want members to have every confidence in them. The members for their part have to realise that you can’t expect others with little or no vested interest to do it for you.
Although I remain a member, part of a dwindling crowd, I do so because I am a Trades Unionist rather than because I have any great confidence in the current post holders. Those with long memories may remember a constant battle in union meetings with Some of us wanting to discuss wages, terms and conditions, (issues which unite us) being sidelined and eventually unheard by those who wanted to focus upon ‘professional matters,’ about which you could hypothesise but which did not require anything to be done, or motions about naked statues being clothed!
I note with some degree of satisfaction that UNISON have elected a new General Secretary who is apparently intent on taking the fight back into the workplace rather than trying to influence the bourgeois political establishment. Let us hope nobody truly believes that the fight should be about electing a future Labour government and hoping they will legislate in our favour. History shows the futility of such an argument.
Probations self proclaimed ‘leaders,’ seem to have nailed their defences on a strategy of there being no difficulty recruiting new staff but the retirement of the older, more experienced officers combined with the burnt out, disenchanted and disillusioned new intake indicates serious problems for the future once the consequences of the wages standstill for some becomes apparent whilst others race ahead.
As events increasingly signal an end to collective bargaining or negotiating, I suspect people will continue to leave in droves until we reach the point where staffing the probation service resembles the current lorry drivers debacle in which the exploited have simply voted with their feet and the top table look around and ask themselves, ‘How did that happen?’
I'm old and recognise all the factors here you mention. Keep in mind under Ian Lawrence Napo took a darkened routeway of internal corruption hiding off the back of ledgergate. The nec have been bent out of shape ever since with no authority. Until we get rid of the Lawrence fool and silly support Napo is a waste of money.
DeleteI do wish posters would not use personal insults as it detracts from the message. The following has been edited:-
Delete"Very true but pay increase is contractual and therefore a direct breach of all staff working terms. Fat cat [Ian] Lawrence of nafo must understand this. He should do his job and enforce legal action immediately he needs no ballot for contractual breach. Of course they have [him] in their pockets and he knows nafo is not really the recognised negotiator so the employers can just breach away contracted terms with nafo blessing and impunity."
I'm reliably informed that the number of respondents to the question:- "Anyone on here no longer in Probation? I'm curious to know what roles people go on to do. I need an exit plan." has now reached 97!
ReplyDeleteAnd not a single person is interested in or advocating staying in probation. Retention has been a problem for years. Not it’s worse than ever.
DeleteVOTE TO REJECT THE PAY FREEZE AND THE INSULTING PAY OFFER FOR 2021/22
ReplyDeleteProbation staff face a cruel and unnecessary government pay freeze this year. Despite your efforts keeping communities safe during the pandemic, and the risks which you and your colleagues took in coming to work during the lockdowns, the government wants to freeze your pay.
With RPI inflation running at 3.8% (July), and forecast to be higher, the government is only allowing your employer to offer the following derisory pay award this year:
A £250 increase in the pay of all probation staff earning up to £24,000 (basic pay)
Nothing for all other probation staff
No increase on any allowances
That means the majority of probation staff will get no pay rise at all this year while probation pay continues to go backwards. Whilst the cost of living has risen by 27.6% in the last 10 years, your pay has gone up by only 1%.
Just to remind you, the unions’ pay claim for this year was for an above inflation rise on all pay points, and allowances, in addition to pay progression.
To avoid any doubt, the contractual pay progression that most members are waiting to receive, backdated from 1st April this year, is not a pay rise. The pay progression arrangements are designed to ensure that staff receive the rate for the job within 5 years. Therefore, pay progression is not a pay award to compensate you for rises in living costs.
Just think how much buying power your salary has lost in the last 10 years. Your earnings are falling further and further behind and we need to do something about it, or it will just continue. That is why we need to hear from you in this consultative ballot for all trade union members working in the Probation service.
VOTE TO REJECT THE PAY FREEZE
We need to send a strong message to the government, and to the Probation Service, that we will not accept the pay freeze. This is why the unions are now recommending that you vote to reject the pay freeze and to indicate that you would be prepared to vote for industrial action to seek a decent pay offer and to defend your salary from further erosion.
This is not an industrial action ballot, and you will not be asked to undertake any action as a consequence of this vote. The result will be indicative only and a further statutory postal ballot would be needed before members were called upon to take part in industrial action. Each union will be running the consultative ballot separately under their own arrangements, but on the same timetable.
The vote will open on 25th August and close at mid-day on 22nd September. Please read the offer from the employer and vote using the form below to reject the 2021 Probation Service Pay Freeze. You deserve more.
Ian Lawrence Napo General Secretary
Ben Priestley National Officer UNISON
VOTE TO REJECT THE PAY FREEZE
The Probation Service Employer wants to impose the government’s public sector pay freeze on probation staff in 2021. This would mean:
£250 increase for probation staff earning up to £24,000 (basic pay)
No increase for probation staff earning over £24,000 (basic pay)
No increase on any allowances
Please read the above Joint Probation Unions Pay Bulletin before you vote. Napo’s Probation Negotiating Committee strongly recommend that members vote to REJECT the pay freeze and show that you would be prepared to vote for industrial action in a future ballot to support our claim for an above inflation rise for probation staff this year.
Please note:
THIS IS NOT AN INDUSTRIAL ACTION BALLOT. You will not be asked to take any industrial action unless you have voted again in a formal industrial action ballot which Napo may call in the future as a result of this consultation.
Sorry folks - you've all been thrown collectively under a really big bus (excluding the favoured ones who seem to be blessed with considerable rewards).
ReplyDeleteWhen Jody McKnight let go of the reins at napo there was a tangible shift in the union's approach. I'm not just referring to the Benny Hill behaviour of sexpest ledger, but the whole demeanour of the post-McKnight relationship with NOMS (later HMPPS) changed. It was as if there'd been an agreement, an 'understanding', a cosy arrangement....
... and so it has proven to be as napo have, in my view, sat back & watched HMPPS etc crush the probation service as it used to be - not just into submission, but into oblivion.
What exists now is 'probation service' in name alone, the "new" NPS; and the new order of things has little bearing on what went before.
The contempt with which you are all now being treated by arrogant senior simple serpents is heartbreaking to read about.
It did shift but those who resisted the sell out were beaten up by Napo . Tom tendon culture was appalling weak and pathetic . I understand Ian Lawrence despatched him then used the nec to attack known activists who challenged him surly and slowly he reduced any opposition by likspittals NEC and national aggressive stupidity chairs.
DeleteYes indeed he colluded and suspended NEC activists . It was an incredibly appalling ham fisted move. The nec allowed it and spelled the end of any accountability. The suspended 3 were not guilty of anything by the way only the corruption of the incompetent chain of chairs Napo suffers from.
Deletehttps://www.napomagazine.org.uk/mps-to-probe-misleading-answer-to-pq-on-probation-pay/
ReplyDeleteA Parliamentary Question put down by Liz Saville Roberts MP, Chair of the JUPG, was answered by Justice Minister, Lucy Frazer, last week.
DeleteThe MP asked what the Secretary of State for Justice would be taking to ensure that National Probation Service staff are paid their contractual increments on time.
The misleading answer was:
“In 2018 agreement was reached with National Probation Service (NPS) Trade Unions on pay modernisation. This replaces automatic pay progression with a new scheme that will link pay to professional development. Development of this scheme has been delayed. Clearly, this is a scheme that all parties want to get right and therefore we are working with Trade Union colleagues to implement it as soon as possible. We are committed to ensuring that NPS staff receive their annual pay award at the earliest possible point during 2020/21. When the pay award is made, it will be backdated to 1 April 2020.”
This is disingenuous to say the least. The reference to professional development is not only inaccurate, it masks the fact that the Treasury have intervened and not authorised payment.
Napo has briefed the parliamentary group and will be putting down a series of further PQs to draw out the deception including:
why development of the new scheme has been delayed.
in what ways probation pay will be linked to professional development.
what evidence exists to support his assertion that NPS Trade Unions have agreed to link pay to professional development.
what discussions he has had with Treasury colleagues over the delay to the development of the new scheme.
and what assessment he has made of the impact on probation staff morale of the delay to their contractual pay increments.
Tania Bassett, National Official (Press, Parliament and Campaigns)
1245 ‘Spend a day at London probation if you think a joke, with it’s all white head of operations elite club and parrot director.’
ReplyDeleteTotally agree. The Regional Director is indeed a joke but unfortunately a rather bad and problematic one that struggled pre Transition and is all over the place post. It is like dealing with the Queen in Alice in Wonderland. Bonkers. ‘If I want your opinion I’ll give it to you’
London
DeleteRegional Probation Director
Kilvinder Vigurs
Head of Operations
Carina Heckroodt, Andrew Blight, Stephen Carroll
Probably runs round her office shouting at them "Off with his/her head!" / "Off with their heads!".
“Strengthening probation and building confidence” it is not. Two thirds of the Heads of Operations are known incompetents. The first publicly exposed by an inquest, second barely an SPO.
"we will not accept the pay freeze lying down"
ReplyDeleteno... as always, we'll remain at our desks frantically trying to keep up to date with any amount of data imputting, online training & meeting management's performance targets so we don't have our salaries reduced yet further by the secret performance-linked pay structure we never knew about when we were all gathered in like lambs to the slaughter.
"Come Bye"
as a returning PO out after 15 years and in post for 16 weeks what have i found. incredible pressure on main grade staff, cover ur arse comments from some managers, a blame culture and the depressing loss of passionate staff who are simply fed up and or over worked. I have huge admiration for my fellow main grade staff, and for some SPO above that I have no idea, never met them and the blurb that comes out is not relevant. Its the loss of passionate new staff that i find most concerning. They are the future
ReplyDeleteSo, 'excellent leaders' tell us how this will work?
ReplyDeleteNo conferring; show all working out in the margins; vagueness, bluster & passing the buck will be marked down.
NB: candidates may NOT donate their £1500 monthly coronavirus bonus to a local drugs agency or use it to help pay the financial penalties imposed (ha ha - as if that would ever be an issue!)
" A woman who stole booze and food from stores has been told to have treatment for drug dependency.
At the town's magistrates' court [she] admitted the following offences:
* Stealing alcohol worth £100 from B&M on May 20
* Stealing alcohol worth £98 from Heron Foods on May 23
* Stealing food worth £96 on June 18.
* And failing to appear at Magistrates' Court on August 17 when required.
Magistrates imposed a community order, which includes a requirement to have treatment over six months for drug dependency under direction from the Probation Service.
The defendant must also carry out up to 20 days of rehabilitation activity.
Magistrates imposed compensation orders totalling £294, reimbursing the three stores she stole from as well as costs of as costs of £85 and a £95 victim surcharge.
The sentence replaced an earlier community order, imposed in March, for stealing food worth £19 from Morrisons"
So, let's recap: a woman is determined as suffering a chronic drug dependency & is thus in need of specific support. She is therefore burdened with nearly £500 of financial penalties (on top of any outstanding drug debts) as well as being required to complete "20 days of rehabilitation activity".
Thankyou for highlighting that annon @21:44.
DeleteIt's a sad tale that many wretched and broken lives are living with no real avenue of escape.
That the solution is seen as being located in process rather then progress I find really disturbing. Now, not only chased by the drug dealers and money lenders, the person in question will be chased for her fines and compensation by the courts and State outsourced private collection agencies, whilst trying to deal with a chronic drug problem, and navigating a probation system that itself is in a state of chaos. I feel so sad for how it all must be affecting her mental health.
But do you know what? Maybe something for annon @17:15 might contemplate on, probation has become a law enforcement agency in today's world, and the people drawn to the service are drawn to and joining for that reason, where once people were drawn to the service with a passion to help repair and support broken lives. The contrast is stark.
Remembering the ethos that I seen in probation officers of old, I wonder annon @17:15, is todays probation service really the right place for a "probation officer" to be??
https://dcgoodwill.org/blog-posts/destroying-morale-spirit-killers-in-the-workplace/
'Getafix
Here are the seven deadly sins highlighted in the link offered by 'Getafix, all of which feature prominently of the HMPPS/NPS playbook:
Delete1. Be inconsistent in your directives and expectations - "change is the only constant"
2. Publicly criticize others - just look at any SFO report
3. Taking credit for the work of others - "let's celebrate 114 years of Probation""
4. Micromanagement - every office, every day
5. Expecting too much with too little
6. Failing to recognize good work - now formalised within the performance-related pay structure
7. Burning out your staff
In recognition of the Halloween season, we thought we’d share a few thoughts on how to keep a happy and productive team at work and avoid killing the “spirit” of your associates.
DeleteHiring good people is hard enough. Keeping them is even harder. However, as we all know, an employee often accepts a job for the money but remains in a job for the culture.
In order to keep good employees, you have to create an environment that empowers them, rewards them and challenges them. You can’t do that if you create a culture of intimidation, inconsistency or unrealistic expectations.
Therefore, in no particular order, below are seven “spirit” killers at work. Avoid them at all costs. Adopt them at your own peril!
1. Be inconsistent in your directives and expectations
Nothing frustrates an employee more than a supervisor who cannot make up his/her mind and is unclear or inconsistent about what is expected in the workplace. Employees both need and deserve to know how much autonomy they have, what the goals are and how you want things done. Just as importantly, they need to feel confident that you aren’t going to change the rules on them mid-project. Otherwise, they will find themselves flying blind and afraid to make decisions because they don’t know if they will ever meet your expectations. Be clear and consistent with your directives or you’ll burn through employees like a blow torch through a jack-o-lantern.
2. Publicly criticize others
Believe me, there are definitely times when we all want to put the public hammer down on a lazy or inefficient employee or co-worker. However, unless you enjoy being publicly criticized for your own mistakes (sorry but none of us is perfect), refrain from practicing public criticism. It never works to your benefit. You alienate the employee you’re criticizing, you damage your own reputation in the workplace, and you put your own job in jeopardy. Offering criticism in a private manner is always the best approach and will gain the respect of others and the appreciation of the person being called out.
3. Taking credit for the work of others
Unprofessional and unethical. You will build trust, appreciation and respect by giving credit where credit is due. Remember – the best manager hires and trains good people. You win, if they win! It’s a simple equation.
4. Micromanagement
None of us enjoys feeling the hot breath of our supervisor looking over our shoulder. You hired your employees because they were qualified to do the job for which you selected them. Now let them do it. As the supervisor you retain the right to approve their work anyway. Why do you need to spend your time watching them do it?! If you give clear direction, you don’t need to hover over them like a third grade school teacher. Take a step back and focus on bigger issues. You’ll be glad you did.
5. Expecting too much with too little
DeleteWe all want champagne results on a beer budget. And there is nothing wrong with expecting more while spending less. It forces you and your team to think more creatively and to challenge each other in a productive way. However, there are limits to a “more with less” strategy. If you try to get too much with too little, you’ll only succeed in demoralizing your team who will feel that they can simply never meet expectations. When they begin to believe they have been set up for failure, you’ll quickly see your best and brightest jumping ship with little regard for leaving you behind. Provide them with all the tools they need to succeed, within reason. No one expects you to spend money frivolously, but requiring they repurpose paper clips might be a step too far.
6. Failing to recognize good work
Let’s face it, we’re all human and we all want to feel appreciated. Some people enjoy being recognized publicly, others prefer a simple pat on the back or a private thank you. Regardless of how you choose to recognize a good employee, what is important is that you do it. Don’t take a strong performance for granted or you may soon find your competition congratulating your previous best employee.
7. Burning out your staff
We all know that work can be demanding. There are often times when we need to arrive early, stay late or come in on the weekend to complete a project. That is to be expected, especially if you and your employees are career driven and committed. However, be careful not to require this type of dedication every day or you will only succeed in burning out the the strongest employees you have. Most of us want to give 110% but as human beings we also have limits. There is life outside of work and the best way to keep a good employee happy is to allow them to enjoy it occasionally. Those of us who have experienced burnout know the signs. If you don’t, just ask your employees. They’ll be honest with you if they believe your concern is genuine.
If they believe your concern is genuine. There's the rub. Where I am we are starting to see the steely glare of management morphing to the wide eyed panic of rabbits in headlights, as staff leave, recruitment adverts illicit no response, and long term sickness absences seem to be increasing. Id be interested to know what the long term sickness absences look like across the board: in my office it is a significant proportion of the dwindling staff. Whenever I see this discussed, there is a defensiveness: the figures cant be compared becuase the CRC stats are not available or comparable or relevant now. Or its all down to Covid so obviously we cant exptrapolate or draw concusions in this exceptional time. Not for the first time the words WE WARNED YOU spring to mind. Its all a bit of a mess, isnt it?
ReplyDeleteYes Anon 15:50 and the mess is getting bigger as experienced colleagues start taking their early retirement and now leaving as an option to carrying on. 3 months notice and no replacement so the solution of the management team is to add their hours to yours and if you complain it's classed as a business need get on with it. Apparently anyone can do this job and a recruitment drive eventually will fill in the vacancies. Not sure who will train these new people but hey... yet another business need and another job on top of the ever increasing workload.
DeleteStaff at 60 will always have planned to go. It's what the NPS actually want. Old ideas values reform ideologies are to be vanquished on the deriliction of people services. It has been said a long while back on this blog there is no need for any professional judgement as we are moving to a penalty organisation. Infiltrated by police crime is a process for punishment as more attractive to the Tories than reform. Punishment is meted out as a tariff on balance to the crime. Reform is costly and measures are not easily transformed into figures of achievement . So we have seen and it cannot escape anyone's notice the promotion structure has favoured aggressive thickening attitudes from some nasty characters many at DD level. The crcs have a part to play in their left over disasters now in power roles . Probation for officers is finished. Probation is not what it was or should be but it will be unrecognisable in a few yew years and specialist trading for certain roles is all we need. The rest of you will be cheap to hire and fire as the po tish will finally be sunk by the superior po managers who have no value stock in their original career base. It is because they think they are special to achieve this financial status and lower so they will do as they are bid.
ReplyDelete"Reform is costly and measures are not easily transformed into figures of achievement"
DeleteTories must be wetting themselves with utter delight as the batshit crazy reforms imposed by Grayling (under Cameron) finally bore fruit this year (under Johnson) with the total assimilation of probation service provision into HMPPS, ensuring they have a foot on the throat of anyone who dare to step out of line from their punitive policies & exploitation of the criminal classes.
I & many others have said/written on numerous occasions: "Probation is dead".
In this context 'Probation' = a humane, considered professional interaction with those subject to orders of the court in a bid to assist people to make meaningful changes to their lives such that they remove themselves from the risk/s of committing offences.
Those interactions often involved:
* assisting with claiming benefit entitlements to ease unnecessary financial difficulties,
* advocating for housing,
* supporting people to secure help with health/mental health/substance misuse problems,
* developing working relationships & trust with people who may never have experienced trust,
* finding resources for those who are isolated/lonely,
* helping people look at future possibilities, e.g. employment, regular medication, substance-free living - whatever might work for them without the need or temptation to commit offences.
But its far easier for the lazy, obscenely wealthy crooked bullies in Parliament to scapegoat a vast tranche of society, to isolate them, to hold them accountable for "all that is wrong with this country". A convenient smokescreen behind which they hide their own criminal behaviours, their financial wrongdoings & greed-mongering.
"Taxpayers left “picking up the bill” as cost of crime rises to £95bn, says Labour"
"The “cost of crime” to individuals and businesses has soared to almost £100 billion a year, according to analysis of government figures."
Covid alone has cost the public purse £37.9 billion ... & counting... and we know where most of that cash has gone (pockets of Tory chums).
Bloomberg have calculated an overall cost of Brexit to the UK to be £200 billion by the end of 2020... god only knows what it will be by the end of this year.
"Chris Grayling's 'breakneck' probation reforms will cost taxpayers £467m, say MPs"
So there's almost £250 billion of disclosures of public money squirrelled away to their chums under the pretence of "government contracts".
How much hasn't been disclosed as yet?
Can you get your heads around that figure? I can't.
DeleteThe Tories have effectively embezzled A QUARTER OF A TRILLION POUNDS STERLING from the public purse, handing it out to their various chums - and no doubt receiving some themselves indirectly, e.g. free holidays, wallpaper & paint or school fees.
And the Chief Thief is still topping the polls when it comes to who the UK would vote in next.
Totally Fucking Unbelievable.
https://www.theguardian.com/law/2021/sep/01/child-killer-colin-pitchfork-released-from-prison
ReplyDeletehttps://www.leicestermercury.co.uk/news/leicester-news/double-child-killer-colin-pitchfork-5855905
Her Majesty’s Prison and Probation Service Staff Equalities Report: 2020 to 2021
ReplyDeletePrison and Probation staff numbers and processes split by protected characteristics, for England and Wales
From:
Ministry of Justice and Her Majesty’s Prison and Probation Service
Published
7 September 2020
Last updated
1 September 2021 — See all updates
Release date:
25 November 2021 9:30am (provisional)
These statistics will be released on 25 November 2021 9:30am
Deaths of offenders in the community, 2020 to 2021
ReplyDeleteNumber of deaths of offenders in the community during probation supervision in England and Wales.
From:
Ministry of Justice and Her Majesty’s Prison and Probation Service
Published
7 September 2020
Last updated
1 September 2021 — See all updates
Release date:
28 October 2021 9:30am (confirmed)
These statistics will be released on 28 October 2021 9:30am
Multi-agency public protection arrangements (MAPPA) annual: 2019 to 2020
ReplyDeleteAnnual statistics on multi-agency public protection arrangements (MAPPA) eligible offenders.
From:
Ministry of Justice and Her Majesty’s Prison and Probation Service
Published
7 September 2020
Last updated
1 September 2021 — See all updates
National Statistics
Release date:
28 October 2021 9:30am (confirmed)
These statistics will be released on 28 October 2021 9:30am
Do not give up - you are still needed - please - how about announcing -
ReplyDelete"Probation Service Practitioner Survey 2021 – Your views about unification and the new Probation Service
Probation Service practitioner survey 2021
Your views about unification and the new Probation Service
HM Inspectorate of Probation want to hear the views of Probation Service staff about how the unification process has affected you and your work."
https://survey.alchemer.eu/s3/90378055/Probation-Staff-Survey-2021
Civil Service World 12/August 2021:-
ReplyDeleteThe Ministry of Justice has offered staff a pay deal that will see salaries go up by an average of 9.9% over three years, in return for reforms to working conditions including changes to hours and overtime payments.
The pay offer put to unions this week will see pay for civil servants working below senior civil service level increase by a minimum of 4% over three years.
If union members vote to accept the offer, pay will go up by 4.13% for 2020-21, 2.79% this year and 2.79% next year.
The offer, which is more than two years in the making, comes several months after unions accepted a deal for HM Revenue and Customs staff that also busted the public sector pay cap implemented at last year's budget, while overhauling terms and conditions.
The MoJ's proposed pay increase is part of a similar reform package that introduces a 37-hour working week across the board and cuts overtime payments for some staff.
The standardised working week will mean an increase in hours for some MoJ officials, who will receive a buyout, or compensation payment, based on their current pay rate if the deal is voted through.
Staff who cannot increase their working hours to 37 a week would be given the option to convert to part time, or staying on their current hours. However, these staff may see their pay decrease as they would receive a pro-rata salary based on those hours.
Napo going to agree this asap I bet the general yellow secretary has already noodded it through probably got a pen ready . The problem with this derisory piss take is it's not NOT a pay rise . It is in fact a deal in purchasing out our terms and conditions. We don't get directed to overtime as that triggers additional pay rates. Sell em off and bang goes flexi working. We will be in late programmes hostel shifts and all sorts. Naive Napo looking to forge such an offer this should never have have hot air time. Still nafo will support it through and some staff will need protections or less pay. That's abuse not a pay deal can anyone tell the Napo people what their role is. Please can we see a properly negotiated pay increase based on rpi . Can we see no strings offer. Can we have a one year lift on all rates. Can we see a staggered percentage favouring the lowest paid. Can we please see no deal until the contractual terms are met currently been stolen from us. We want pay on time and no discussions on terms until after 2 years settling.they must have alternate staffing hours planned already. Can we please see some competent performance from Napo. Does anyone know if donald duck or Mickey mouse is available to do our negotiating better.
Delete@18.33 the MOJ pay offer has nothing to do with probation, it only affects civil servants on MOJ terms and conditions. Probation staff are on separate T&C's and already work 37 hours per week. I guess MOJ staff must currently work fewer hours. The current offer to probation staff is 0% so the MOJ offer would actually be a considerable improvement!
DeleteEmoloyers shafting us as usual. We always lose and Napo always fail us.
DeleteThank u 2225 understand this so let's hope the obvious list is not wasted on Napo cloth ears.
DeleteAs a local Napo rep who does her best for members I take exception to all this Napo bashing that makes me wonder whether there are in fact senior management stooges on here having a cheap shot and trying to cause as much anti-union sentiment as possible. Constructive and informed criticism is surely preferable to name calling. The way to change how a union represents people is to join it and use the democratic processes to elect those you want. You are not stuck with leaders. If you resort to name calling or misrepresentation of facts then you are simply contributing to the problem rather than being part of the solution. This blog should be building bridges to the unions and those who want to support probation. Many potential allies of the profession and potential new voices are put off by name calling and lack of reasoned arguments.
Delete"This blog should be building bridges to the unions and those who want to support probation."
DeleteWrites "Anonymous5 September 2021 at 22:15"
No - This or any Blog can publish whatever the Blog creator wishes and the host publisher allows.
If "Anonymous5 September 2021 at 22:15" wants it otherwise s/he can make whatever arrangements to publish the opinions that they choose!
Thanks Andrew Hatton for posting that survey, which was clearly designed by somebody with NO CLUE WHATSOEVER about Probation work. I may yet struggle on through it, as I see there are a few boxes at the end asking for comments, although comments dont fit on a spreadsheet, so will be binned I guess
ReplyDeleteDeal is not open to Probation. It is specific to HMCTS and LAA and Moj centre.
ReplyDeleteSo we’re about to be further financially shafted by our esteemed Justice Minister.
ReplyDelete“Social care must be adequately funded, Justice Secretary Robert Buckland has said, amid reports ministers plan to raise national insurance.”
“For someone on average earnings of £29,536 a year, a 1% increase in national insurance would cost them £199.68 annually.”
https://www.bbc.co.uk/news/uk-politics-58430364
Still cheaper than the gas hike news. Also the Tories need to promise all their private care home landlords there's plenty of new cash coming were taking it off the working population. Of course we have to look after those people properly but yet again previous government's Tories stored up this mess by cutting public health services . Don't you just luv em .
DeleteHow come there is little comment on this blog on how the training that is crop e learning and caseloads are going since the merger of crc nps not to mention any sickness absence through stress?
ReplyDeleteHMPPS/NPS have their foot on the throats of staff - "one wrong move & we'll crush your larynx"
DeleteEveryone's terrified of getting caught out.
Welcome to the New Probation Service.
Everyone knows it. Probation Staff Survey 2021 states:
"We will only report statistics where we have enough replies to ensure that no individual can be identified."
Taking Back Control. Freedom. A World Class System.
Or just right-wing totalitarianism?
Wouldn't surprise me if JB hasn't had a shot across his bows warning him to "publish positive propaganda or we'll close you down".
"Wouldn't surprise me if JB hasn't had a shot across his bows warning him to "publish positive propaganda or we'll close you down".
DeleteI'd very much welcome having something positive to publish.
I note Anon 4 September 2021 at 11:16 asks?
Delete"How come there is little comment on this blog on how the training that is crop e learning and caseloads are going since the merger of crc nps not to mention any sickness absence through stress?"
I regret I cannot answer but wonder why does not Anon from 11:16 tell us all s/he knows rather than just hint?
I have definitely myself commented more than once on the lack of training available to staff, specifically on one to one work and skills to meaningfully address key issues such as anger/stress management, personal wellbeing and other skills. The "mandatory" e learning in child protection and domestic violence are in particular very basic and belittling. The mantra of probation today appears to be about referring the person on, either to other services, offending behaviour programmes that most have already attended, or watered down commissioned out services. I'm not against individuals working with other agencies...but I have started to question what the point of an individual actually attending probation is anymore. While a load of "exercises" have been chucked into equip, the skills based training to actually deliver meaningful supervision sessions is sorely lacking. The focus on writing parole reports and assessments using paint by numbers QA tools misses the point entirely.
DeleteReal training went south years back silly newbis love IT so training is a shite rush down hill where we will all end up. No training no professionalism no care. Oh dear 3 in a row sloganism Tories crap.
DeleteJB 13:31 Things are indeed grim. I have been a probation officer for 17 years and never known so many people going off with stress and no let up of allocations. The so called workload management tool indicates how much in excess of 100%. If we were paid according to the WMT then it would be fiddled to keep us all at 100%. I am 40% over and a PQIP just went off with stress literally ran from the building sobbing on Friday. Surely my salary should be increased by 40%. There is noone left except one other officer who said she is at breaking point. What happens when I am the last one there? I heard they are threatening people who are off with stress to come back to work. All the experienced colleagues have left or want to leave. They keep telling us there are more trainees coming but who is suppsed to traine them. Some left during COVID without actually once seeing a person on probation face to face. This job is now shit and if I get another senior management pep talk I'm liable to puke. I just want to call in sick tomorrow and stay off for 6 months. I advise everyone to go sick and don't put up with this crap anyomore.
Delete1658 I do not work in the hardest hit LDU OMU whatever the xxxx they call in these days so cannot say, hence the question. I've heard there is huge unrest though. As for outside of this business as usual in shoving people into roles with no proper training or care, staff in tears and unwell with stress because they are left to it without management support or even responses to the problems. Shared services constant xxxx ups and months and years with no reasonable adjustments in place. It beggars belief. Maybe everyone is just too tired and stressed to say or perhaps too under the grip of fear those bxxxxxxs impose.
ReplyDelete158 days
ReplyDelete1 April 2021 - 6 September 2021
It's almost like our contractually obliged pay progression comes as a surprise to these incompetent b*stards we have for leaders!
If one of my "people on probation" were to go missing much longer they'd be unlawfully at large. Unfortunately these lot won't be having warrants issued any time soon