Today is a day for reflection, particularly for our members who were working in the Divisional Sex Offender Units, as today, technically these units no longer exist. It is an end of an era for the Probation Service, which has historically prided itself on being an evidence based and research driven organisation, and these teams were held in high regard by sentencers, police, social services and by sentence management colleagues for the knowledge and insight they bought in working with people who have committed sexual offences.
No reason has been given for the removal of these experienced teams, other than "career progression" for those without a probation qualification and who will now be expected to deliver Horizon and New Me Strengths (for those with intellectual disabilities), in the main without the experience and same level of training as those gone before and without an increase in pay, whilst moving into the rollout of Building Choices, which will be one programme whatever the offence may be.
Napo and our sister unions, along with our members (THANK YOU), have worked hard over the last 4 years to raise the concerns for public safety by removing the divisional sex offender units, but sadly the wider HMPPS has refused to hear these. Be assured though, we are still continuing to challenge this in every way we can.
Napo wish to acknowledge our members in those lost units and their commitment to the work to give those convicted of sexual offences an opportunity to address their reasons for making those choices to ensure no more victims going forward, their commitment to ending violence against women and children, their commitment to supporting colleagues in sentence management and overall their commitment to keeping the public safe.
Thank you for your service, we value and respect you.
Napo and our sister unions, along with our members (THANK YOU), have worked hard over the last 4 years to raise the concerns for public safety by removing the divisional sex offender units, but sadly the wider HMPPS has refused to hear these. Be assured though, we are still continuing to challenge this in every way we can.
Napo wish to acknowledge our members in those lost units and their commitment to the work to give those convicted of sexual offences an opportunity to address their reasons for making those choices to ensure no more victims going forward, their commitment to ending violence against women and children, their commitment to supporting colleagues in sentence management and overall their commitment to keeping the public safe.
Thank you for your service, we value and respect you.
We don’t need thanks, we need the pay rise already. Going by a comment from yesterday I do not think anybody is being kept safe. Not the probation staff, not the people supervised by probation in the community. Meanwhile our “strong leaders” are busy cancelling community supervision, pushing prisoners out on to the streets …..
ReplyDeleteInspectors found casework across all four of the Inspectorate’s delivery standards to be ‘INADEQUATE’, despite the STRONG strategic approach and direction shown by PDU LEADERS.
https://www.justiceinspectorates.gov.uk/hmiprobation/media/press-releases/2024/08/essexnorthpdu2024/
Inspectors were concerned that some staff reported feeling UNSAFE and had experienced RACISM, DISCRIMINATION, and POOR BEHAVIOUR at their workplace. Whilst senior leaders are taking steps to address this, it is critical this work continues to be prioritised
https://www.justiceinspectorates.gov.uk/hmiprobation/media/press-releases/2024/08/bedfordshirepdu2024/
It’s a decision that will come back to haunt them in time. Those who have committed sexual offences need that specialised intervention
ReplyDeleteA bit naff Napo. The facts are I recall stop in it's inception . It became elitist nonsense taken over by the intelligencia although they were not that. It became a dark programme. Shrouded in 2 way mirrors literally. All said programmes should be rightly onward developed to a systemic approach on mass equality and cost effective. Probation Napo should welcome.innovation change as at least it supports our delivery functions and jobs. Napo look a bit out of capacity to pretend to tell the employers the job roles or subject materials. Stick to your brief terms and conditions. The duties are employers control and jobs are what people accept.
ReplyDeletehttps://www.gazette-news.co.uk/news/24492160.colchester-offenders-need-support-probation-report-says/
ReplyDeleteGovernment agree to RE-OPEN PAY TALKS
ReplyDeletehttps://www.napo.org.uk/news/government-agree-re-open-pay-talks
No offence that email that came out about the the HMPPS pay offer through NAPO this afternoon takes the biscuit and that's putting it politely. Back dating the increase on the increment we are already entitled do. NAPO needs to start taking action and seriously consider strike action. It's like we are the forgotten P in this one service. The prison gets a 5% pay rise. What about probation?
ReplyDeleteIt equates to such a small amount between April to October when you drill it down ….. taking the biscuit indeed! Will they still be giving us the next increase in October as per pay deal? That could improve this ‘agreement’
DeleteAgree , I thought NAPO response shocking ! I am cancelling my subs
DeleteNapo’s Probation Negotiating Committee met yesterday to consider a pay offer that had received the personal endorsement of the new Lord Chancellor Shabana Mahmood. While the PNC noted that the offer does not wholly satisfy the terms of Napo’s current trade dispute on pay and workloads, it follows the joint unions’ campaign to re-open the three year pay award to give probation staff more pay now. The unions submitted a claim to get more pay back in 2023, which HMPPS rejected in April this year.
ReplyDeleteBut following votes in the UNISON and Napo consultative ballots of members which showed strong support for consideration of industrial action, the change of government, the escalating prison overcrowding crisis and the embarrassment of probation pay falling further and further behind prison pay, HMPPS finally agreed to re-open the award and offer more money in this final year of the Multi Year Pay Deal MYPD to our members. Of course, It would have been better if the employer had done this much earlier, but their hands were tied by the previous Conservative government.
The HMPPS offer would not have happened without the unions’ campaign to re-open the pay talks over the last year and a half.
HMPPS OFFER
ReplyDeleteThe offer which HMPPS made to the unions this week is for:
The pay rise for all staff which was due on 1 October 2024 to be brought forward to 1 April 2024. This will deliver much needed additional cash to staff 6 months earlier than set out in the current three year pay award. The back pay owing will be paid in a single lump sum as soon as possible. This money will be subject to tax and national insurance in the usual way. staff who have left the organisation since 1st April 2024 will be entitled to the pay rise back pay so we ask colleagues who may be in touch with them to tell them to write in to claim it.
The deletion of the lowest pay point in pay band 2. The unions have been battling for months to get HMPPS to treat pay band 2 staff fairly who were affected by the implementation of the national living wage in April 2024. The offer from HMPPS will delete the lowest pay point in pay band 2 and move all staff on this pay point to the next highest pay point of £23,250 (full time salary) backdated to 1 April 2024.
The temporary extension of premium overtime rates to pay bands 4, 5 & 6 until 31 March 2025. Currently, staff on pay bands 4, 5 & 6 are only entitled to time off in lieu or payment at plain time for any additional hours worked above contractual hours. The unions have been seeking the extension of premium overtime rates since the start of this year, so this is a welcome move. However, the Unions want to see this made permanent. The extension of premium overtime rates is undoubtedly linked to the demand which is coming Probation’s way from SDS40. There is very little likelihood of this demand having receded by 31 March 2025, so Napo will be arguing that these overtime rates will have to be extended again.
A temporary overtime bonus scheme. In addition to the extension of premium overtime pay to pay bands 4, 5 & 6, HMPPS has offered an overtime incentive scheme as follows:
£125 payable to staff after two weeks in which the employee has committed to work at least 5 hours per week over a two week period.
£250 payable to staff after four weeks in which the employee has committed to work at least 5 hours per week over a four week period.
Napo ACCEPTS the offer Napo’s PNC Met on 1 August to consider the offer. The Committee agreed to accept the offer with the following reservations.
HMPPS to confirm when the lump sum back pay will actually be paid
HMPPS to set out what staff on each pay point in pay bands 2-6 can expect by way of lump sum backpay (gross pay) when the offer is paid
HMPPS to set the detail of the pay band 2 proposal
HMPPS to enter into urgent negotiations with the unions with immediate effect to agree the protocols which will govern the award and payment of overtime and the overtime incentive scheme going forward for staff on pay bands 2-6. Both overtime and the incentive scheme must be administered fairly and transparently AND GIVE ACCESS TO ALL STAFF WHO CHOOSE TO TAKE UP THE OFFER IRRESPECTIVE OF PAYBAND AND ROLE . These talks must also clear up the on-going misapplication of sessional pay for overtime and the confusion over the relationship between overtime and unsocial hours to the unions’ satisfaction.
Napo’s Negotiating Committee also AGREED THAT OUR CURRENT TRADE DISPUTE IS NOT FULLY RESOLVED AND TALKS CONTINUE AT HIGH LEVEL ON THE NEED TO REDUCE WORKLOADS.
WHAT NEXT?
DeleteSubject to the urgent talks next week, the rules for the extension of overtime and the overtime incentive scheme should be published shortly. HMPPS should also confirm to staff what they are entitled to by way of backpay for the early payment of this year’s salary increase with effect from 1 April.
With probation pay falling further and further behind prison service pay (Prison staff got a 5% pay rise last week) our attention will then turn to next year’s pay claim. Members can expect to be consulted on your ideas for our 2025 pay claim in the autumn.
THANKS
Thanks to all the Napo members who took part in our digital consultative ballot back in June. Of those voting, 98% said that they would be prepared to consider industrial action to get HMPPS to offer more pay if formally balloted. This showed HMPPS the strength of feeling of members over their pay and this could not be ignored.
So basically no new pay rise...I don't really want to work extra hours as I have a family, I'd just like to be paid a fair wage and for the HMPPS to stop thinking of new ways that make doing the job that much harder for no reason!
ReplyDeleteWhat exactly is being applauded here?
ReplyDelete“The pay rise for all staff which was due on 1 October 2024 to be brought forward”
But it’s still a pittance. Increase the amount and add the 5% prison staff are getting.
“The deletion of the lowest pay point in pay band 2.”
Why not all pay bands. Tired of this do-more-for-lower-bands approach.
“£125 payable to staff after two weeks in which the employee has committed to work at least 5 hours per weeK”
Or pay everyone a bonus. Tired of these silly calculations which are then reinterpreted by managers.
“(Prison staff got a 5% pay rise last week) our attention will then turn to next year’s pay claim”
But what about the 5% THIS YEAR for probation staff?
It's really not good enough. Overtime payment is dependant on local arrangements, so will areas that only currently offer time in lieu be compelled to start paying enhanced overtime??
ReplyDeleteOur ACO has said that virtually no one will get the overtime or the bonus
DeleteThis agreement is so unfair compared to the prison 5% and also between same Probation grades who are at different points on the pay scale. Depending on which pay point you are on in the three year deal, some staff will receive around £2,000 (but they only benefit from 50% of this rise as additional as they would have got it for 6 months anyway). If you are a Band 3 and currently on £30,208, (which is not the top of the band) you would only increase to to £30,285 - a grand total of £77 increase for the year (<1% rise). If on Band 4 and currently on £39,821, you only in increase to £40,165 £344 for the year (<1% rise). The original table states for a Band 2 now on £24,255 they will move to £24,255! A typo? A Band 5 currently on £45,500 (which is the top point of the band), will move to £46,000 - a £500 (1% rise) increase for the year!
ReplyDeleteNapo state they have asked hmpps: HMPPS to set out what staff on each pay point in pay bands 2-6 can expect by way of lump sum backpay (gross pay) when the offer is paid. Were they not able to do the Quick Look I have before agreeing to this pitiful rise? They are likely now to have played their hand and are unlikely to get a decent deal next year as HMPPS will deem this as the catch-up pay sorted and agreed!
I'm a long serving pso and this is worth about £250 for me .and come 1st October am still on shit pay.. thanks
ReplyDeleteI am furious. How do you get a pay deal accepted and through the treasury in 48 hours! Years of pay cuts really hurts and this is an insult . I am out of this first opportunity
ReplyDeleteAnother repost if that's ok, with some added observations.
ReplyDeleteUnison's review of the 3 year deal states:
"the 3 year deal for probation band 4 starting on pay point 1 in 2022:
apr 2022: £30,812
apr 2023: £33,342
oct 2023: £34,509
apr 2024: £36,255
oct 2024: £38,435"
* That's a £7,500 lift in two & a half years
Top of Band 4 scale in 2022?
"apr 2022: £38,289
apr 2023: £38,289
oct 2023: £39,821
apr 2024: £41,082
oct 2024: £42,000"
* That's a £3,500 lift
Are the experienced & time-served really worth less than half?
Plus those outside-looking-in might ask if POs really are saying that a £7,500 pay increase to ~£40k a year isn't enough?
The majority of this is the agreed scale for the role. When comparing the increase in level pay points you get the actual new % increase overall.
DeleteAnd while everyone's wetting their knickers over pay...
ReplyDeletehttps://www.bbc.co.uk/news/articles/c1e5154j4z0o
A prisoner who has served almost five times his original sentence for a laptop robbery still has no prospect of being released.
Abdullahi Suleman, 41, from Cardiff, is still in prison after being handed an Imprisonment for Public Protection, external (IPP) sentence in 2005.
These were handed out between 2005 and 2012 to try and keep the most dangerous criminals behind bars, but scrapped after criticism, such as the fact less serious offenders were getting caught up in the provision.
Suleman is one of the 2,734 prisoners who remain incarcerated after receiving an IPP sentence - 1,132 of whom have never been released, according to the latest data, external.
It say he was released on 2011 and then recalled FOUR times. Looks to me there’s good reason he is in prison.
Delete* Looks to me there’s good reason he is in prison.
DeleteYou're right Jim, it is the end of an era.