The following came in yesterday and I think it's worth highlighting, especially given the amount of space devoted recently to high profile positive pieces. I have a feeling the sentiments expressed are widely held:-
"Where do you start with all the issues that are finally “rising to the surface and smelling really off” in the wreck of the Probation Service we now work in?
Staying until I can retire in a few years time is an impossibility for me. For a number of years I have found myself wanting to spend more time in face to face interviews, using my supervision skills to avoid repetitive endless bureaucracy. Unfortunately sitting for endless hours in front of a computer is clearly essential in order to cover your backside as an employee when something inevitably goes wrong.I know I am a dinosaur in an organisation that is now asked to mirror, but play second fiddle to the police and the prison system. My working day makes me feel missused by my employers and absolutely pointless in face to face work as the current approach we must take nearly always “pokes the bear”. Anger or weary resignation and lack of respect for probation being the inevitable outcome. It is exhausting running at that brick wall.
Regarding the pay review, NAPO needs to learn to hunt cleverly and stop posturing at their members (I am a long term member) expense- previous strikes where I picketed produced very little and wages were forfeited by operational staff.
As for becoming a registered practitioner, there is a consensus around experienced colleagues I know that it is just another way to make operational staff more responsible when things go wrong. Thus allowing management to get staff struck off the register, then naming and shaming them by publicising what decisive action they have taken.
I have finished grieving for the service I knew.
Isn’t it about time the employers considered putting staff in uniform to complete the full integration into HMp(probation)PS. Don’t expect too much natural fibre content as that would be an expense too far….Mind you there is an attractive probation pin available for Registered staff to place on a shirt lapel or pocket."
AI reminds me "The five stages of grief, as described by Elisabeth Kübler-Ross, are denial, anger, bargaining, depression, and acceptance. These stages are a framework for understanding the emotional responses to loss, but they don't necessarily occur in a linear or predictable order. Denial and anger are two of the initial stages, often experienced after a significant loss. "
ReplyDeleteThe question I keep asking myself is whether Probation is completely deceased, in which case, accept and walk away...there's been enough denial, anger, depression, even bargaining already.
Is Probation braindead on life support In which case pull the dam switch, someone, and let it go
Or is there still a faint heart beat and hopes of some recovery?
An accurate diagnosis would be helpful
12.5 million hits here & I'd suggest the general concensus is that Probation is well & truly dead. The reality post-2007 has increasingly been command/control, social engineering & JFDI (just fucking do it).
DeleteThe recent evangelical praising of current practice comes from the re-imagineering & deceptions of overpaid revisionistas in hmpps who are working hard to maintain a facade of purpose, i.e. "public protection".
"This is the voice of the Decepticons.
We know that you can hear us, Probation. We now have your Service completely within our control. Our agents are everywhere. Our revenge for your principled approach will continue with the total destruction of the pinko ethos & wet-blanket ideals you hold dear."
https://www.port.ac.uk/news-events-and-blogs/news/emotional-organisational-and-identity-based-factors-drive-probation-service-staff-turnover
"A new study carried out by experts at the University of Portsmouth has revealed that the high rate of voluntary resignations among probation staff in England and Wales is linked to three main areas; identity and values, emotional impact of the job, and organisational climate... The true strength of the probation service lies in its people. Probation officers play a vital role in supporting individuals to make positive changes... The weakening of probation's identity, along with constant changes in the organisation, has left many people feeling disconnected and unsupported."
A few of those recent posts are certainly not praising anything and are actually promoting everything except “public protection”.
Deletehttps://assets.publishing.service.gov.uk/media/670ceb8330536cb9274830a7/exclusions-working-policy-framework.pdf
Delete"Probation Service
The Probation Service (formerly the National Probation Service) for England and Wales is a statutory criminal justice service, mainly responsible for the supervision of people on probation and the provision of reports to the criminal courts to assist them in their sentencing duties.
Consideration [for exclusion] will include evidence of any behaviour or action (including reasonable suspicion) that could compromise the good order, security, safety, or reputation of HMPPS, its business partners... This may include, but is not limited to
* Inappropriate relationships with prisoners or people on probation
* Accessing and disclosing personal, sensitive, or restricted information without authorisation.
* Any violent or threatening behaviour at any time whether during the course of employment or at any other time.
Example 1
D, a well-regarded Probation Officer who served a valued length of time within HMPPS, starts to drink heavily and this is not known to their line manager or anyone else they work with. They are arrested for drink driving a number of times over a short period of time. D discloses one of these arrests, but not the others. The others come to light, and D is immediately suspended, pending investigation under the loss of authority and conduct and discipline policy. D is interviewed by the Interviewing Manger for all the evidence is fully considered, and the full disciplinary process followed. Once complete, the decision is taken to dismiss D and also remove their authority to practice as a probation officer. It is decided that D should also be placed on the Exclusion Register, as their integrity has come into question, for failing to disclose some of the offences."
And you think hmpps would tolerate their employees giving media interviews & having articles published unless they were approved in advance so as not to "compromise the reputation of hmpps or its business partners" ?
That case of D is is not consistent with the policies. I know a civil service code in relation to prison officers drinking simply leads to support care no dismissals as alcohol is addictive noted and illness not wilful. The double drive is a bit unhelpful but the first instance is the alarm the second is complicated in the same conduct but linked to the root cause. It is well known an spo was done 3 times until dismissed in one area. The policy and a clever representative could reasonably have saved D career and prevent dismissal. It should have been a serious issue that met support assistance with milestones of completed help. Formal disciplinary has a range of outcomes and everything short of dismissal could have been used. They made an example of D negatively and if Napo was representing no doubt the rep would have gave employers the nod they would neither appeal or lodge any unfair dismissal claim.
DeletePolicy name: Exclusion from Working for HMPPS Policy Framework
DeleteIssue Date: 14 October 2024. Implementation Date: 01 January 2025
"That case of D is is not consistent with the policies... if Napo was representing no doubt the rep would have gave employers the nod they would neither appeal or lodge any unfair dismissal claim."
No-one in any of the probation-related unions has challenged the example contained within the policy framework since October 2024, so there is plenty of doubt when it comes to being represented.
Too many blurred boundaries, e.g. where managerial ambition over-rides one's duty as a union rep. Its not unheard of a union rep being compromised by the employer dangling the opportunity for career progression in front of them.
interesting read...
Deletehttps://www.statewatch.org/news/2025/april/uk-over-1-300-people-profiled-daily-by-ministry-of-justice-ai-system-to-predict-re-offending-risk/
Over 20 years ago, a system to assess prisoners’ risk of reoffending was rolled out in the criminal legal system across England and Wales. It now uses artificial intelligence techniques to profile thousands of offenders and alleged offenders every week. Despite serious concerns over racism and data inaccuracies, the system continues to influence decision-making on imprisonment and parole – and a new system is in the works.
The Offender Assessment System (OASys) has been in use since 2001. More than seven million “scores” (pdf) setting out people’s alleged risk of re-offending were held in the system’s database as of January this year.
The Ministry of Justice told Statewatch in response to a freedom of information request (pdf) that “the HMPPS Assess Risks, Needs and Strengths (ARNS) project is developing a new digital tool to replace the OASys tool.”
An early prototype of the new system has been in the pilot phase since December 2024, “with a view to a national rollout in 2026.” ARNS is “being built in-house by a team from [Ministry of] Justice digital who are liaising with Capita, who currently provide technical support for OASys.”
https://www.statewatch.org/media/4865/uk-oasys-foi-response-250107008.pdf
DeleteAs of 12 January 2025, a total of 7,090,636 OASys assessments are held on the OASys database.
From 12 January 2024 to 12 January 2025 (inc), 476,474 assessments were completed.
The OASys guidance/manual is exempt from disclosure under section(s) 31(1)(a) of the FOIA, because it would be likely to prejudice the prevention or detection of crime.
There has been one significant change to the OASys tool in this period which was to update the OASys Sexual Reoffending Predictor (OSP). The rationale for this change was identified following a revalidation of HMPPS risk predictor tools.
https://www.gov.uk/government/publications/actuarial-prediction-of-sexual-reoffending-responding-to-changing-offending-patterns
the HMPPS Assess Risks, Needs and Strengths (ARNS) project is developing a new digital tool to replace the OASys tool. Further information on the ARNS project is exempt from disclosure under sections(s) 35 (1) (a) as it covers information related to the development and formulation of government policy... the ARNS project will deliver an organisational change in the approach to how assessments, risk management and sentence planning is undertaken in practice, enabled by a new digital service.
I appreciated the recent high profile positive pieces (not the one about the manager that cries), but is anybody listening? I think it’s fair to say the ship has sailed when it comes to Napo and union support, we’re moving backwards, not forwards. Things aren’t improving, and unless we find a way to break free from the grip of the larger services, not by quietly slipping away, but by fighting our way out, then the situation is only going to get worse. Take the concept of being “registered”, what does that even mean anymore? How can senior managers, RPDs, and even the Chief PO retain registered status when they no longer practice or work directly with clients, except for staged photo opportunities? I remember not too long ago, a head of service posing as a frontline practitioner in a glossy recruitment video. Has he returned his pin yet? Let’s not forget the issues of racism, discrimination, and related toxic behaviours. I’ve been reading the Rademaker report, and while there’s yet another promise from leadership to tackle structural inequality affecting Black, Asian, and minority ethnic staff, actions still speak louder than words. Why are some staff and managers , white, brown, Black, male, and female alike, allowed to get away with malicious, bullying, and offensive behaviour? The common thread seems to be that they target the vulnerable, the quiet ones, the unpopular ones, the new recruits, the PQIPs. Is this the culture we’re fostering? Are these the lessons we’re passing on to staff and clients alike, that it’s acceptable to learn from those who arguably shouldn’t be in this profession at all? Sometimes, it’s not the clients who make this job difficult, it’s the so-called colleagues sitting right beside us. These issues haven’t just emerged; they’ve been embedded in the profession for a long time. What we’re seeing now is merely the wreckage rising to the surface.
ReplyDeleteA question though, when was probation “better”? Was it ever “better”?
ReplyDeleteWhat the fuck???
Deletehttps://www.instituteforgovernment.org.uk/event/lessons-government-insourcing-probation-services
"The new public sector Probation Service was created in 2021 to unify the outsourced management of low- and medium-risk offenders with the public sector management of high-risk offenders.
While the initial transition went well, four years on probation still faces deep structural challenges – as do other public services. The government is committed to public service reform and a ‘mission-driven’ approach, but it is not yet clear what this will look like.
So what can the government learn about improving public service reform from probation insourcing? What are the implications for Labour’s strategic review of probation governance? And what comes next for the probation service?
To discuss these questions and more, we were joined by an expert panel including:
Professor Harry Annison, Co-Investigator of Rehabilitating Probation Research Project, and Professor of Criminal Justice at Southampton Law School
Helen Berresford, Director of External Engagement at Nacro
Sam Freedman, Senior Fellow at the Institute for Government
Martin Jones CBE, HM Chief Inspector of Probation
The event was chaired by Cassia Rowland, Senior Researcher at the Institute for Government.
This event was kindly supported by Rehabilitating Probation."
https://rehabilitating-probation.org.uk/
"Rehabilitating Probation: Rebuilding culture, identity and legitimacy in a reformed public service is a three-year (2022-2025) ESRC funded research project that aims to examine the implementation, experiences and consequences of a significant and unprecedented programme of public service reform that has brought formerly outsourced probation services back into the public sector."
08:53, an excellent synopsis of the current state of play.
ReplyDeleteI dont know who would give an accurate diagnosis as there are two distinct schools with vested interests.
My heart tells me to acknowledge the faint heartbeat, but my head says death is inevitable.
Ah yes, Napo. The theatre, statements, posturing, the odd strike, but little strategic movement. The talk of uniforms and a label pin isn’t just sarcasm, it’s a reflection of how far we’ve been absorbed into the culture and structure of enforcement. We’re no longer distinct from the police or prisons, claiming to be “offender managers” when it suits them. The grieving you speak of, many are there too. But even from that low point we can start to ask different questions and demands, not just about survival until change, retirement or a new job, but about reclaiming space, promoting the credible voices from within, where professional values can still exist. Because it is broken, those of us left in it need to find ways to preserve our integrity, however we can. In solidarity and not at each other’s throats.
ReplyDeleteSolidarity ok but where is this. Once the Napo following saw this secretary hand over probations local services terms and conditions it was fully the end of independent probation. Anyone who doesn't realise the significance of that gross idiocy doesn't deserve to work in a service of yesteryear. The spanner that sold us out still takes 100k from us a year who is getting fleeced here just us fools.
DeleteSolidarity is wherever you want it to be, but if you have to ask then you’ve already lost. Instead of whinging about your crappy probation trade union, leave it, get together and set up a new one. And while you’re moaning about your employer either get together and challenge the status quo, or leave that too.
DeleteThis was the first inspection of Sunderland Probation Delivery Unit (PDU) since its establishment...
ReplyDeleteFieldwork started May 2025 Score 5/21 (23%)
1. Organisational arrangements and activity
P 1.1 Leadership Good
P 1.2 Staffing Requires improvement
P 1.3 Services Requires improvement
2. Service delivery
P 2.1 Assessment Inadequate
P 2.2 Planning Requires improvement
P 2.3 Implementation and delivery Inadequate
P 2.4 Reviewing Inadequate
https://hmiprobation.justiceinspectorates.gov.uk/document/an-inspection-of-probation-services-in-sunderland-pdu-2025/
_________________________________________________
An inspection of probation services in North Tyneside and Northumberland PDU
Fieldwork started May 2025 Score 5/21 (23%)
Overall rating Requires improvement
1. Organisational arrangements and activity
P 1.1 Leadership Good
P 1.2 Staffing Requires improvement
P 1.3 Services Requires improvement
2. Service delivery
P 2.1 Assessment Inadequate
P 2.2 Planning Requires improvement
P 2.3 Implementation and delivery Inadequate
P 2.4 Reviewing Inadequate
https://hmiprobation.justiceinspectorates.gov.uk/document/an-inspection-of-probation-services-in-north-tyneside-and-northumberland-pdu-2025/
______________________________________________________
Seems jones has been caught in that same old Orwellian trap, i.e. leadership Good, everyone else Bad.
How the fuckity-fuck can 'leadership' be rated "Good" when the organisation's performance is so utterly dire???
That's NOT 'leadership', its lying/cheating/misleading/deception - its the chumocracy writ large.
If an organisation is so shit it can only manage to achieve a score of 5 / 21, its 'leadership' CANNOT be "good" by any measure... ahhh, but wait, I forget...
... once we've translated the data using the hmpps-approved HMI Probation chum-o-graph, all becomes clear:
"Upside-down is the right way up with these fantastic sleights of hand. Go for something classic with our probation upside-down cake recipes, try our fudged creations or dare to go fact-free with mini bullshit cakes."
https://www.deliciousmagazine.co.uk/collections/upside-down-cake-recipes/
Totally empathise with the OP - I too have been in the service a long time and considering early retirement. While never prefect , I don’t feel I’ve ever seen it as bad as it is now.
ReplyDeleteMe too....along with 2 other POs in this office!
DeleteMe too. I can’t keep up with the pace of change and quite honestly I’ve stopped trying.
DeleteI'm just out. Id stopped trying too. The changes I couldn't cope with were almost without exception, technical. I suggested hiring in admin help, I'd have stayed if I'd had a hand with the inputing but there was zero interest in that -repeated- proposal. Because the job they wanted done is the inputing.
DeleteFrom the cobbler's business showcase:
Delete"Additional proposals included software to standardise how staff input information on offenders, alongside transcription tools to cut the administrative burden and cost to taxpayers, while allowing staff to focus more of their time on cutting crime."
https://www.gov.uk/government/publications/building-choices-process-evaluation-of-the-design-test-of-a-new-accredited-offending-behaviour-programme
ReplyDelete"Overall, the findings suggest that Building Choices showed promise" - damned with faint praise?
I bet when they initially evaluated CRCs they 'showed promise', they also said the initial reunification of Probation started well then proceeded to decline dramatically
Deletehttps://www.gov.uk/government/publications/assessing-the-effectiveness-of-radio-frequency-electronic-monitoring
ReplyDelete"There was no evidence of a lasting deterrent effect of RF EM when it was used as part of a community order: the proportion of offenders reconvicted at court for an offence committed within 12 months of completion of their disposal was almost identical between the groups with and without an RF EM condition... the court reconviction rate was actually higher for offenders who were only subject to a curfew order with RF EM (by up to three percentage points). This could indicate that a modest amount of reoffending was deferred until after the monitoring period has ended. By contrast, court reconviction rates were identical when the curfew order with EM was served in conjunction with other requirements."
"There was no evidence of a lasting deterrent effect of RF EM when it was used as part of a community order... a modest amount of reoffending was deferred until after the monitoring period has ended. By contrast, court reconviction rates were identical when the curfew order with EM was served in conjunction with other requirements."
DeleteAh, but that was before we had utilised the chum-o-graph. Now, fully chummed-up, here's the press release about the cobbler's business showcase:
"These technological solutions follow the publication of recent research that confirms curfew tags, which keep offenders at home and off the streets during certain times, can reduce reoffending by 20 per cent. This demonstrates how even older technology is supporting punishment in the community and cutting crime."
They. Are. Full. Of. Shit... Every. Last. One. Of. Them.
We can’t tag people who are homeless and we can’t tag people who are domestic abusers. The only people getting tagged already have some stability. They will always have better outcomes than the chaotic volatile people who commit most of the offences. The people who are suitable for curfews are the ones most likely not to offend again anyway. It’s the stable home life and relationships that are the factors leading to desistance, not the tag.
Deletewhat could possibly go wrong?
ReplyDeletehttps://www.gov.uk/government/news/businesses-showcase-tough-justice-tech-to-government-ministers
"On Tuesday 01 July, seven top tech companies pitched their ideas to the Prisons and Probation’s Minister, James Timpson, as part of a Dragon’s Den style pitch, after being whittled down from over 90 submissions.
The finalists included companies developing AI home monitoring which will toughen up punishment outside of prison. Cameras would be installed inside offenders’ homes, with artificial intelligence used to analyse offenders’ behaviours ensuring they comply with licence conditions.
Other radical tech ideas included ‘smell detector’ devices which use synthetic brain cells and AI to replicate the behaviour of a human nose. The tech will help deliver enhanced surveillance and detect the use of drugs, such as Spice or Fentanyl, offering prison and probation a swift way to detect drugs and boost staff safety."
https://www.justice.crim.cam.ac.uk/mcwilliams/lectures
Deletethank you. i'll give that a listen tonight when i'm struggling to get to sleep
DeleteDoes anyone else get an "ID ten T" error message when trying to enter data on their system?
ReplyDeleteRemember the revolving door used by mp;s & senior civil servants moving from public office to fill their boots, & the "rules" supposedly "governing" that?
ReplyDeleteHere are extracts from a letter sent by pickles (yep, he's in charge of acoba) to pat mcfadden:
"I am writing to you in my capacity as Chair of the Advisory Committee on Business Appointments (ACOBA) regarding a failure to follow the government’s Business Appointment Rules (the Rules) by Mr Mark Jenkinson, included in the annex... Mr Jenkinson has acknowledged that he should have sought advice and has apologised for his failure to do so. He has no reasonable excuse for the failure..."
So what happens now one of their own has been found out & admitted it?
"There are currently no consequences of sanctions for breaches of the government’s Rules. The government owns both the Rules and their enforcement. It is now a matter for you to decide what appropriate action to take."
https://www.gov.uk/government/publications/jenkinson-mark-assistant-government-whip-acoba-correspondence/letter-from-acoba-to-the-cabinet-office-regarding-breach-of-the-rules-redghyll-ltd-and-nuvia-group
xenophobic UK?
ReplyDeleteDid people realise the govt regularly posts the following information on its .gov.uk pages? These are 'charges against', not proven or convicted. Is it any wonder that right-wing thugs know where to find their victims?
https://www.gov.uk/guidance/court-appearances-fraud-and-providing-unlawful-immigration-advice
know anyone who's unemployed? How the fuck do they manage to ever receive any payments?
ReplyDeletetry unravelling this:
https://www.gov.uk/government/publications/work-and-health-programme-including-jets-provider-guidance/chapter-5a-mandation-to-activity-attracting-a-lowlower-level-sanction
This is the 2024 Criminal Justice Statistics annual bulletin.
ReplyDelete* The number of individuals formally dealt with by the Criminal Justice System in England and Wales increased by 4% in the latest year
* In the latest year, 53% of defendants remanded in custody at Crown Court... the volume of defendants remanded in custody (at Crown Court) increased by 13%
* The number of offenders sentenced to immediate custody increased 11% on the previous year
https://www.gov.uk/government/statistics/criminal-justice-system-statistics-quarterly-december-2024/criminal-justice-statistics-quarterly-england-and-wales-year-ending-december-2024
interesting to seek out these releases:
ReplyDeletehttps://www.gov.uk/government/statistics/accredited-programme-sentences-and-starts-ad-hoc/accredited-programme-sentences-and-starts-ad-hoc
https://www.gov.uk/government/publications/crime-and-policing-bill-2025-factsheets/crime-and-policing-bill-overarching-factsheet
ReplyDeletehttps://www.gov.uk/government/publications/crime-and-policing-bill-2025-factsheets/crime-and-policing-bill-management-of-offenders-factsheet
ReplyDeletePolice-led management of sex offenders in the community
The government has committed to halving levels of violence against women and girls (VAWG) in a decade. Ensuring a robust system for managing registered sex offenders and those that pose a risk of sexual harm is a crucial part of delivering that commitment. We are going to strengthen the notification requirements for sex offenders, give the police a power to prohibit sex offenders from changing their names on official documents and issue statutory guidance for the police to follow when disclosing information about sex offenders to prevent sexual harm.
https://napomagazine.org.uk/they-dont-wear-uniforms-but-they-keep-you-safe-every-day/
ReplyDelete