Well, here's some astonishing news from HMI Justin Russell. Apparently, when 'probation' is done well, it works. I think most of us would be astonished to know how on earth that is possible given the current toxic HMPPS work environment, massive caseloads, poor morale and high rates of sickness, but hey ho!
Inspectorate research demonstrates clear link between high-quality supervision and reduced reoffending for people on probationGround-breaking new research by HM Inspectorate of Probation, analysing thousands of probation cases, has found that higher-quality probation supervision leads to significantly better sentence completion rates and reduced reoffending.
The Inspectorate’s latest Research and Analysis Bulletins – compiled by the organisation’s own specialist research team – looked at what progress has been made in the past four years and where improvements can be made.
For cases getting high-quality probation supervision, the sentence completion rate was 24 percentage points higher, and the reoffending rate was 14 percentage points lower than for cases where supervision was judged to be inadequate by our inspectors.
The three reports are available on the HM Inspectorate of Probation website. They examined:
- The role of engagement (between probation officers and people on probation) for positive outcomes in probation
- The links between probation supervision and positive outcomes – early progress
- The links between probation supervision and positive outcomes – completion and proven reoffending
“This vital research demonstrates the difference that high-quality probation supervision can make to reoffending rates. By matching our judgements on thousands of individual cases with data held on the Police National Computer, we have been able to show that where probation staff engage well with people on probation and ensure that the factors driving their offending are identified and dealt with, people are more likely to successfully complete their sentence and less likely to commit further crimes.
“Reoffending costs the country approximately £18 billion a year, so this clearly highlights the importance of investing in the Probation Service and ensuring that this work is of the highest possible standard. Less than half of the cases we have inspected over the past 18 months reaching our required standards, so there is still a long way to go to ensure that every case gets the quality of supervision it needs, but the pay-off to doing so would be enormous.”
The three Research and Analysis Bulletins focus on samples of cases analysed by HMI Probation inspectors, where both sufficient and insufficient quality of work had been found. These were then matched to the data held on probation case management systems and the Police National Computer, indicating whether the cases had been successfully concluded and whether there was any evidence of further police cautions or convictions.
HM Inspectorate of Probation Head of Research, Robin Moore:
“Reoffending costs the country approximately £18 billion a year, so this clearly highlights the importance of investing in the Probation Service and ensuring that this work is of the highest possible standard. Less than half of the cases we have inspected over the past 18 months reaching our required standards, so there is still a long way to go to ensure that every case gets the quality of supervision it needs, but the pay-off to doing so would be enormous.”
The three Research and Analysis Bulletins focus on samples of cases analysed by HMI Probation inspectors, where both sufficient and insufficient quality of work had been found. These were then matched to the data held on probation case management systems and the Police National Computer, indicating whether the cases had been successfully concluded and whether there was any evidence of further police cautions or convictions.
HM Inspectorate of Probation Head of Research, Robin Moore:
“Our inspection programme gathers a wealth of data, and this means we can drill down to the details of what high-quality probation supervision should look like through the eyes of our skilled inspectors.
“There are clear consistencies in terms of what positive work with people on probation looks like: working alongside a person via consistent and meaningful engagement during their supervision; tailored work and interventions that get to the heart of a person’s offending and tackle it; building upon strengths; and helping to remove barriers to engagement and completion. There are challenges, but this research shows there is a clear path to positive outcomes at all stages of probation.”
A summary of the findings from each of these Research and Analysis Bulletins
The links between probation supervision and positive outcomes – completion and proven reoffending (PDF, 495 kB)
“There are clear consistencies in terms of what positive work with people on probation looks like: working alongside a person via consistent and meaningful engagement during their supervision; tailored work and interventions that get to the heart of a person’s offending and tackle it; building upon strengths; and helping to remove barriers to engagement and completion. There are challenges, but this research shows there is a clear path to positive outcomes at all stages of probation.”
A summary of the findings from each of these Research and Analysis Bulletins
The links between probation supervision and positive outcomes – completion and proven reoffending (PDF, 495 kB)
- Where our inspectors judged that the delivery both engaged the person on probation and supported their desistance, the sentence completion rate was 24 percentage points higher, and the reoffending rate was 14 percentage points lower compared to cases where both judgements were negative.
- For those who had reoffended, we found significant reductions in the frequency of reoffending when probation delivery was of a high-quality nature.
- Where practitioners had been empowered to deliver their best practice and given the time and space to build relationships, we found notable improvements in sentence completion and the reoffending outcomes.
- A ‘one size fits all’ approach is unlikely to be successful and work needs to be tailored to meet individual needs and be personally meaningful.
- Probation work is complex, and staff are required to utilise a significant number of skills in order to work with individuals.
- Individuals may face barriers to engagement, such as trauma. Engagement and the development of rapport and trust is a complex process and cannot be rushed.
- Positive progress was much more likely when the delivery was of high quality, encompassing the key probation tasks of (i) engaging the individual, (ii) supporting their desistance, and (iii) keeping other people safe.
- The findings support a personalised balanced approach, underpinned by secure, consistent and trusting relationships between practitioners and people on probation.
- Practitioners need to be empowered to deliver their best practice and given the time and space to build secure and trusting relationships.
Probation has once again been outed as an institutionally racist organisation. How can there possibly be high-quality supervision and trusting relationships when the racism present amongst probation officers and managers is sprawled all over the media.
ReplyDeleteThis story was posted here yesterday and one commenter wanted to “hear the other side”. There is no other side to racist behaviour. There’s perpetrators and all those that support it or turn a blind eye, then there’s victims.
“Man wins payout over Reading probation office monkey chants”
"It is disappointing that, in this case, HM Prison and Probation Service chose to defend themselves on the basis of legal technicalities rather than to commit positively to protect and support their own staff."
https://www.bbc.co.uk/news/uk-england-berkshire-66598290
This could be re-posted straight back to HMPPS Probation leadership with a covering note: "Physician, heal thyself".
ReplyDeleteI have worked in Probation for over 30 years and i have seen very little evidence of racism. The case mentioned is a very rare and exceptional case, does not at all represent Probation. I can’t say about prison as I have never worked in that environment.
ReplyDeleteShame on you. It is not rare or exceptional. There is widespread evidence of racism in the Probation Service over past decades. The problem has always been those like you that either choose or pretend not to see it, or are the racists.
DeleteRacism by probation service staff is rife, say inspectors
https://www.telegraph.co.uk/news/2021/03/16/racism-probation-service-staff-rife-say-inspectors/
Probation service 'racist'
http://news.bbc.co.uk/1/hi/uk/801451.stm
Anon 10:51. Racist incidents like this are not rare. Shocking that you think it is.
DeleteNot need to cry shame . Focus on the issue. Racism is a real factor for those who have visible difference they have to consider it in everything they do as way of the sense of treatment care management. Every white person always denied being anything other than perfect example of tolerance. I knew a po who marked the work of a black and white worker on a recording. They marked the black worker down 2 points. On analysis the marks were recorded corrected and the black worker never recovered. The point is the treatment manager thought it was fair and accurate bit it could not have been. Taking the video home at the weekend to make these assessments on performance while doing tea and toast is not professional and who else could have seen confidential group work. No one worked out the inappropriate conduct of the assessor and they were not corrected. In fact the continued assert their position which further attacks the black worker. The management do not understand the playing field is not level for some staff and worse for many others. It's time to scrap accelerated career paths and assisted minority placements . Set an independent panel for recruiting promotions and engagement take it off the chums and promotions should be competence proven and experience demonstrable across a range of skills.
DeleteYes shame on them that say racism doesn’t exist in Probation. We all know it does. We’ve all had diversity training. We’ve all seen the news articles and reports. For someone with 30 years service to say racism in probation is rare or exceptional is why racism continues to be a problem.
Delete15:58 the “management” are well aware the playing field is not level for some staff and worse for many others. Don’t fool yourself into thinking it’s anything but that.
DeleteRubbish, I suspect you're one of the privileged elite, try sitting on the opposite end of the spectrum
ReplyDelete"Ground-breaking new research by HM Inspectorate of Probation, analysing thousands of probation cases, has found that higher-quality probation supervision leads to significantly better sentence completion rates and reduced reoffending."
ReplyDeleteTurns out that Justin Splinterpants, he of fence-up-the-arse syndrome, is also suffering from a brass neck & an absence of shame. There must be something in the water; a brand only drunk by these highly paid myopic visionaries.
"Ground-breaking new research"
We are currently undertaking secondary analysis of our existing data to further develop this evidence base.
Key topics are as follows:
examining the links between probation supervision and positive outcomes
the role of engagement for positive outcomes in probation
the quality of public protection work
the quality of pre-sentence information and advice provided to courts.
https://www.justiceinspectorates.gov.uk/hmiprobation/research/research-analysis-bulletins/research-analysis-03-04-05/
Elsewhere on the hmip site you can "Find out more about how a probation service’s leadership, management and set-up contribute to high performance."
"Inspirational leadership: A quality attributed to leaders who are able to create a culture of motivation and commitment. Inspiring leaders aim to create an environment of trust in which people can be creative and motivated to fulfil their potential. They tend to: have passion; have a sense of purpose; be honest and trustworthy; encourage others to share their vision; inspire others to achieve their potential." (The Investors in People Standard)
"high performance" = 35 inspections averaging less than 20%?
Why such low scores?
Ah, here's the answer: the inspectorate expresses concern about "Cynicism amongst staff members can be a barrier to organisational change"
Nowt to do with shit leaders who bully, harass & are generally incompetent in a sick organisation no longer fit for purpose.
But remember - none of the qualities we highlight in our research applies to the relationship between strong, excellent leaders & the cynical workshy fools on the frontline. Our research clearly shows that if they simply do what they're told, wondrous things can happen (like bonus targets being met, promotions, awards, etc)
“This vital research” honestly made me laugh, they are just reiterating what front line practitioners have been saying for DECADES, still now they’ve caught up ….
ReplyDeleteJustin Russell appears to have undertaken a great deal of research in order to discover the obvious! Surely we have known for decades that his research findings, namely that good client centred supervision helps outcomes and reduces reoffending? Why can't Justin Russell instead concentrate on calling out the toxic culture in Probation particularly it's problems with excessive workload, bullying and abuse of staff and it's miserable record of Senior Managers being anything other than "excellent"?
ReplyDeleteMeanwhile at the MoJ
ReplyDelete"What about this wheel thingy? It sounds a terribly interesting project."
"Ah," said the marketing girl, "well, we're having a little difficulty there."
"Difficulty?" exclaimed Ford. "Difficulty? What do you mean, difficulty? It's the simplest machine in the entire Universe!"
The marketing girl soured him with a look. "All right, Mr Wiseguy," she said, "You're so clever, you tell us what colour it should be"
(Douglas Adams, the Restaurant at the End of the Universe)
Anon 10:51 “I have seen very little evidence of racism. The case mentioned is a very rare and exceptional case, does not at all represent Probation.”
ReplyDeleteI bet that’s the same bullshit response the racist probation managers gave Mr Odain when the matter was "swept under the carpet".
Many of the minority managers are appallingly entitled and lack the skills and knowledge yet no one dare say anything. What's this then racism or incompetance.
Delete“Many of the minority managers are appallingly entitled and lack the skills and knowledge”
Delete^^ an example of a typical racist statement.
16:01 you utter twat! You must be the fast tracked SPO in Northumberland who openly expressed racist views, was challenged and complained about by several experienced POs but was swiftly promoted, you and your ilk make me sick to the stomach. I have hung in so far but I am going to look for an out .paradoxically I want to thank you Jim for allowing this fees so as to expose the demise. Thank you sir!!!!!!
ReplyDelete“who openly expressed racist views”
DeleteThey are all over probation. Among all grades of staff. Even in the diverse areas.
No analysis. No construction for context. Nothing here indicates consideration of veracity. Polarising abuse immidiatly sets a locked position. Failure to examine any single aspect. This one dimensional view prevents solution. You might try and consider that some things could be true before you dismiss the premise no matter how difficult they appear. All staff have some belief in equality which includes themselves.
DeleteThere’s no acceptable context for racist behaviour. To fail to understand this is a racist position in itself.
Delete0840 this is a bit nuanced do you think 2127 can appreciate the rights of others.
DeleteArh well thanks for that but I did not get into the sort of exchange that took us nowhere.
DeleteThis makes me so bloody angry! Of course any descent PO knows this and strives to spend as much time as possible building a positive relationship with service users. However in the current service since being forced into civil service we are now completely overwhelmed with beauracracy and endless exhausting assessments, part A,B,C, OASYS and reviews PAROM, AP referrals and housing referrals etc that the key supervision work is now sidelined in my view and squeezed into a tiny portion of the day by which time you you have had no time to prepare or think about completing those one to one programme sessions we are supposed to be doing for RAR days. As well as this you are bombarded with constant requests for targets or harassed to book on training etc.The demands are impossible and that's why PO's are going off sick because they are basically broken by the impossible demands. It infuriates me that despite this we are never asked how we feel or how the job could be made more tolerable. The answer from faceless HMPPS is aways to create even more beauracracy which makes the situation worse and try to convince us they are doing something to improve situation which we know they are not. I feel desperately sorry for those coming into the service now who are lied to a out the wonders of the job but will likely drop out very soon after completing training if not before. All.the experienced officers will be gone,which seems to be what HMPPS want but what will be left behind will be an exhausted workforce who just do as they are told and tow the line but will ultimately vote with their feet and move on..That's why some service users are telling me they have had multiple changes of officer which is never good in terms of developing trust and working on long term issues.. Another thing, if staff are blowing the whistle about racism or any other discrimination then you bloody well listen, accept and sort it out.
ReplyDeleteThe question around racism in probation is an interesting one. We don't seem to censure service users that do it without any basis in fact. I'm aware that many ethnic minorities have been treated abysmally by the criminal justice system, but several have committed horrendous crimes which can't be explained away because they have been treated poorly because of their race. I'm white. I've been spoken down to and treated poorly by two ethnic minority SPOs, many, many times at differing times in my probation career. I know the difference between it being a personality clash and it being because I'm white. I'm aware that for those SPO's to treat me in this way is discrimination-not racism- or that's the supposed correct way of thinking-but there should be parity. I'm aware of my being white and the privilege of being so, but I've also been at pains throughout my life not to make decisions about a person based on skin colour or ethnic background. It's also not acceptable for ethnic minority SPOs to speak or treat me in the manner they have- simply because I'm white and once you work out a process of elimination and you're left with the only reason why you're being singled out is because of your background, then it's that. Probation is killing itself with this kind of behaviour; and it's not acceptable no matter who is doing it and to whom its being targeted at. it's not the service users that are often the problem- it's colleagues. That discrimination is, thankfully, a minority, but it's still a palpable way of knocking you off course and having you question everything you do. If probation don't want more staff leaving, they need to address this. Just to clarify: I work with a lot of people from all kinds of backgrounds and most of them are respectful-, hard-working and talented, although many take the complete P when it comes to case coverage whilst sick or on leave and dump everything on duty. But these cultural norms and desperations to keep afloat are warning signs of a worsening service by the day. It is not sustainable.
ReplyDeleteRacism isn’t an excuse for committing crimes. I’m concerned you’re saying it is. There is a problem you need to work on if you’re “at pains” when not racially discriminating against your clients.
DeleteGenerally white people tend to say, “I'm not racist”, and black tend to people say, “I can't be racist”. If they’re harming people based on race, they're all racists. If the ‘racism’ you’re feeling as a white person from black SPOs is because YOU have a problem with black SPOs then that’s a racist position.
‘Reverse racism’ isn’t supported by a racist institutional or societal structure promoting white inferiority and affecting generational social and economic opportunities and privileges of white people. The probation service and CJS is known to be institutionally racist by white people against black people. To respond to this racist culture by claiming to be victims of racism by black and ethnic minority groups is a racist position too.
https://www.justiceinspectorates.gov.uk/hmiprobation/inspections/race-equality-in-probation/
No, I
ReplyDeleteNo, I was saying that some service users use their experiences of racism within the CJS to justify their offending and it's also used as method to disengage I don't need to work at anything. It's condescending for you to say otherwise- as I haven't got a clue, which I have. I'm not responsible for the institutional bias of an organisation, although I can be aware of it. It's my behaviour and attitudes I regulate and ratify on a regular basis, neither of which warrants anyone subconsciously bullying me because they've been treated badly by society and to right wrongs they've experienced themselves, perhaps growing up? I'm not that person. I'm a choir already preached to.
ReplyDeleteIt’s quite clear what you said at 12:36 and 17:28. One day in the future you may understand the clarity of and necessity to understand what I said. Until then continue to feel this is “preaching” and “condescending”, which is also a racist position.
DeleteOh everything is a racist perspective. Not a chance you could consider anything else is there. If spos bully staff they should be managed. If as described I never hear of any issue being addressed to some managers .
DeleteReading your posts you totally misunderstand ethnic minority offenders, you singled out ethnic minority staff for “taking the P”, and you have a problem working with ethnic minority SPOs. Through a “process of elimination” you’re claiming to be a victim of racism because you’re “white [that’s not racism btw]. Seems to me you’ve made this about race. I think you have racist views and are the one needing to be “managed” [out].
DeleteThere are too may people like 18:59 who think that because you disagree with them you are racist or take a racist position. It’s pointless trying to discuss things with them.
ReplyDeleteYes indeed and anyone dare attempt to deal with any issues of poor performance and or conduct with some staff the issue will be diverted to some underlying discriminatory issue.
Delete^^ more typical racist responses. Not surprisingly 10:19 speaks as if a manager in probation.
DeleteI have been in a minority in an office with mainly black staff in London and have been bullied, shamed and discriminated against because I didn’t belong to their group and came from a “small white town” so they believed I had no place within the service. I am sure in other parts of the country racism against black people is much more prevalent however I have experienced first hand from the other side what this is like. Any racism is ridiculous in a service like ours that should support everyone no matter their backgrounds . Absolute hypocrites
ReplyDelete"bullied, shamed and discriminated against because I didn’t belong to their group" - and that is plainly a crap, unpleasant & distressing place to be.
DeleteNow extend those experiences to the entirety of your life - from birth through school & college into adulthood, on the streets, in the media, on the sports field, in a restaurant, on a bus/plane/train, in a car... no respite, no escape. That's closer to the experience of racism.
The human condition is pretty grim. Any form of bullying, discrimination or abusive behaviour should be unacceptable & challenged. But it isn't. People want to 'fit in' and to do so often means they have to exclude someone so they can close the circle; as a result they don't challenge the bullies, in fact they'll often side with the bullies to make themselves 'safe'.
Ok I accept what your saying and am certainly not suggesting your experience and description would be racist. I think anyone in your department would however. This is indicative of the workplace not having considerations or caught up on managing power differentials and perceived injustice experienced. Hr or sscl won't have the skills either and will likely have similar trench like sides. The future looks bleak.
DeleteExaggerating 1045 not in this day and age. Sports music more other religions in London than Christianity nottinghill carnival mosques everywhere synagogues come off it. Hardly think minorities as a word is relevant now.
Delete21:35 bullying and cliques are rife in offices. Sounds like you’re working in a toxic culture and should log and report the incidents. When you say “I have experienced first hand from the other side what this is like”, I think you’re wrong to compare what you’ve said to white on black racism. It does sound like bullying and you should be supported.
DeleteAccountable policies do not apply to accelerated staff and those described in the London view.
DeletePolicies apply to everyone.
DeleteBy “accelerated staff” you mean black and BAME probation managers.
Stop with the racist views already!
Read 2135 no they don't . As described this is the experience of many staff these days. Accelerated promos lift egos entitlement and delivers a lack of experience and reasoned experience. No accountable conducts here it's all justified by 1045 to abuse. 2117 makes it clear .2224 wants to close out disagreement removal. What you need to consider is if these views are held what you have to do to ensure professional collegiate relations are part of the job. Denial blame removal of those you don't like amplifies what's said and those who are fearful to say anything will continue stay silent. 0840 offers a need to consider the issues. For my view it appears there some underlying concerns which should not be real in the workplace for all sides to ensure harmonious tolerant workplace.
DeleteNot at all blond female 20 something's. Too much assumption was something avoided when I was training. It's not all about you .
DeleteRacism? What racism? Where?
ReplyDelete"more other religions in London than Christianity nottinghill carnival mosques everywhere synagogues... Hardly think minorities as a word is relevant now."
Alf Garnett? enoch powell? nigel farage?
onehmpps will make everything Right again!
I wondered more about why 1045 justified abuse experienced by 2135. Is not that worse selecting out a justification to abuse a fellow worker . Nasty indifference and you would not challenge that . Hypocrisy alert.
DeleteI don’t suppose they have bothered to track the decline in probation standards since the civil service got involved? This would be much more worthwhile than rehashing points we already knew worked. A longitudinal study…although I doubt that would be considered helpful as we also know what the answers to that study would be. So in the words of a fictional senior leader “Well, that’s all good then”.
ReplyDeleteHMP Woodhill is a reflection of the chronic problems in the Majority of our Prisons. More staff leaving than being recruited, self-harm, suicide and violence perpetrated on prison officers and prisoners, drug use etc. We do listen to the stories of ex prisoners and what I hear is shocking. Time to blow the lid on the state of UK prisons and release the statistics so that everyone is aware of the problem. The idea of rehabilitation in majority of UK prisons is a nonsense (leaving out Scotland as don't know too much about that)
ReplyDelete