Showing posts with label PQiP. Show all posts
Showing posts with label PQiP. Show all posts

Monday, 8 July 2024

Guest Blog 99

Future victims and a denial of cost cutting

Programmes is in a mess. Absolute turmoil, staff in meltdown, off sick or leaving in their droves nationally. 
Yet when we talk to our OM colleagues we are either met with a shrug, or indifference. Well, good luck, as shit rolls downwards.

Due to a job evaluation that has taken over two years the highly qualified band 4 officers who deliver sex offender programmes are being ‘re-banded’ to Band 3. Many have decades of experience with this cohort, imparting knowledge and risk assessments to OM colleagues and the courts.

Equally highly qualified Band 3 PSOs (many of whom are educated to Masters level) are taking on the sex offender group work. This is not the job they signed up for, and numerous have the attitude of ‘why should we, for ten grand less?’ Considering the Band 3 has such a low starting salary its now possible to be paid more in an admin level job in local authorities and councils. Now we value admin colleagues but lets face it the stress of dealing with DV perpetrators or those who offend sexually is markedly lower in admin than a PSO in programmes.

Recent VLO banding to Band 4 was of course welcome, but this is even more a kick in the teeth to PSO’s in Programmes who will often spend in excess of over 70 hours face to face with people on probation (BBR totals around 70 hours face to face work). The only PSOs who deal face to face with High Risk sexual and domestically violent offenders in the service are now wondering should they jump ship into Band 4 VLO positions, or head into a Domestic Abuse Safety Officer (DASO) role? But, hang on – they can’t because all band 4 roles are ringfenced for the Band 4 programmes officers being transferred in. Band 3 PSOs are facing a future as Intervention Facilitators, unable to access any other PSO roles in courts, or sentence mangers as they will be second class employees. They will be seen as external candidates for the PQiP route, closing every door internally. All TM roles are being allocated to the Band 4 probation officers being thrown out of the sex offender programmes. Therefore the TM training pathway and interview process for BBR and TSP is being watered down, resulting in the TM’s of the future never having delivered these programmes before telling those highly experienced BBR facilitators how to do their job.

The JES appeal is being appealed by NAPO as it was widely inaccurate and yet radio silence from the Unions to the wider probation service.

Many suspect the handling of this process is reminiscent of a nicely packaged up Interventions service heading for the private sector. Sold off twice – charming. Wonder how the public would react if they knew that highly specialist teams dealing with this cohort are being disbanded ready for another Grayling moment?

In the meantime in many regions of England and Wales there are no programmes being run for sex offenders, Band 3 teams cut in half, hampered in their attempts to offer domestic violence rehabilitation work, long waiting lists building up. What a shambles, again.

Anon

Monday, 18 March 2024

Fancy Being a Probation Officer? 4

Remember when initial allocation of a case was followed by a groan, then to be informed “they are in custody” - gave a sigh of relief and respite. However, under the ever-changing ECSL tectonic plates, release dates of prisoners now calculated in something akin to an FA Cup draw or ‘Wheel of Fortune’ format, rather than being something planned and embedded. The pressures and chaos this creates, along with an already substantial and sustained level of change, is leaving staff utterly bewildered. I am now of the opinion that if a custody case is allocated it will now be met with a groan.

****
As much as early release of prisoners will cause significant problems for probation, probation itself is part of the problem. There are many thousands in prison on recall, not because they have re-offended, but for non compliance. It's penal ping pong. Prisons release and probation recall. Prisons are full because there's too many routes into them. Is there really any need to have everyone leaving prison subjected to at least 12mths probation supervision?

****
With all this going on we’ve been told we must fill in weekly timesheets to explain our hours. Our SPO then told us from Monday she’s coming into the office 5 days a week “to model it to you all”. Not sure what’s going to be modelled. This SPO sits in her office with the door closed firing off emails and gossiping to her cronies all day. Ask her about a case she’s like a cat caught in the headlights.

****
If we are all due to be called back into the office five days a week, watch the sickness rates increase exponentially! Flexible working prior to Covid was a joke and you needed a letter from your mam and the local priest to be granted a work from home day. We also do not have the infrastructure for it. They have changed most if not all offices to only hold 60% of the work force in the buildings.

****
I’ve just received a call from my SPO. They are releasing a very high risk case on 2nd April and apparently there’s lot more of them. POP is on a standard recall but his sentence is less that 12 months custody so those cases are all being altered to fixed term recalls and being released, regardless of risk or MAPPA. Ive asked if this was national and he said he was but this is the first I’ve heard about it. I’ve been told not to share this with my colleagues because the legislation is not yet finalised. They also don’t want all staff seeing the list of names on there and they said this is because it’s confidential data but they don’t normally have a problem when we can see each others POP’s names on PP Dashboard, daily performance reports or when we need to cover another PP’s case on delius. Maybe they don’t want my colleagues to see the list for other reasons.

****
"I’ve been told not to share this with my colleagues because the legislation is not yet finalised. They also don’t want all staff seeing the list of names on there and they said this is because it’s confidential". This is an absolute shitshow. Back awhile the term Omnishambles was coined. This is on a whole new level: Omnishambles on Amphet. Ministry: doing what exactly? Doubling down on failed strategy. Ministers presumably hiding under their temporary desks,
Civil Service: doubling down on failed strategy and waiting for eviction of Ministers, so they can advise the New Boss to be Just Like the Old Boss.
Professional Leadership 1 HMPPS: that leader is a prisons leader. Number one priority get some space in the prisons, probation - whatever that is - will have to cope
Professional Leadership 2 Probation: (where is the Chief?) No idea
Local Management: Fractured coms, headless chickens, rabbits in headlights
Frontline: not enough staff, and being churned out of training into the frontline on a wing and a prayer.
...in the trenches, at all levels actually, good decent people are trying to get the best done for people, living and breathing human beings who should be entitled to a competent service. In every place, a knackered stressed person coming out of prison is faced with a knackered stressed person in a probation office and neither of them have much options. Omnishambles squared.

****
I am more than qualified for PQiP - at level 7 already - but I won't make that transition from PSO because of what I read about from current NQO's and RQO's, who criticise the excessive caseload, stress that creates due to the extra free time put in to meet deadlines - and there is the fear of SFO's which is more likely to come from a PO caseload than a PSO's. What is the point of working hours free of charge only to paid per hour the equivalent of a much less stressed specialist PSO?

****
The academic side of the PQIP is somewhat easier now the 8,000 word dissertation requirement has been removed. Caseloads are not in the mid-20s/30s before qualifying because of the high profile tragic and horrific cases that have caused Probation to reflect rather than the daft conceit of piling work on as a trainee in preparation for the high caseload to come. This never tackles the caseload, but further puts the emphasis on the NQO/PQIP- this is a 'get out of jail free' card for Probation to continue to culturally emphasise that it's the NQO's fault of how they manage cases not the caseload itself. PQiPs don't have to do duty if they're doing a PAROM - when the kitchen sink was thrown at me when I did my training. But will they be prepared to undertake high risk on their own without co-working? 

Cases all start with proper work made in the courts or prisons with meaningful work to prepare them for community testing - not the attitude that most offenders have when they believe that when they leave prison that's the 'end of their sentence'. Much more has to be done at the Court or prison end of the system so as to make the COM's job just slightly less arduous. In addition, cases are often more or not a success if the allocation is made as well as it can be. This comes from risk literacy and making sure that an NQO doesn't have a case of abiding magnitude that they feel overwhelmed and this may turn into an SFO.

****
The ads for the job are basically lies. A lot of the trainees that join would make brilliant probation officers. But they’ve been lied to, they’re disillusioned, and they want a better working life. Nobody can blame them for that. They may lack life experience, but they don’t lack intelligence. They value themselves. The younger generation would rather walk out of a job that makes them unhappy, and find jobs that pay less, if it means they’re happy, and not burned out every moment of every day. I respect them for that. They’re being honest with themselves. They’re valuing their worth and their mental health.

Maybe it’s not the trainees that should be criticised, but the recruiters. Recruiters know how pressurised the job is. The high staff turnover is a clear indication of that. Recruiting for numbers doesn’t work. There needs to be a re-examination of the recruitment process. Having hundreds of people join only to have hundreds of people leave again is a waste of time and resources. All it does is add to the pressure the existing staff are already under. It’s an optical illusion so the powers-that-be can say they’re recruiting X number of people to help ease the pressure, when in reality they’re just making it worse, through being dishonest about the leave-rate. Criticise the right people, and not those who try.

****
I qualified 18 months ago and have never felt so undervalued in a job. My WMT is 175% and my anxiety is through the roof for fear of an SFO. I do not feel supported. I cannot manage risk when I do not have the time to spend with the people I manage. I'm ready to quit.

Tuesday, 5 March 2024

Fancy Being a Probation Officer?

I'm hearing that recruitment for PO training has fallen off a cliff, standards are falling along with retention rates. I wonder why folks?

Seen on Twitter:-

"I see that PO training is being advertised again. Although I would never advise someone not to apply, I would urge caution. Chat to other probation staff and make sure you know what the job is. If you want to go for it I wish you the best of luck."

"Guy I know was asking me about applying. In every convo I had with him over ages, I warned him to lower his expectations. Eventually got on PQiP and lasted 2 weeks before returning to his old job. Couldn't believe the paperwork, demoralised staff and lack of contact with cases."

"Sadly the job is not the vocation we signed up for anymore. Desperately sad to see new colleagues leaving after a few months. Long and short HMPPS are not interested in rehabilitative work with people, just risk assessments that are generic." 

"Still relatively new having started in 2015. Often think I've been insulated from how bad it is, as it's been like this all the way through. YJS seconded currently - the longer I'm separated from probation practice, the more my eyes seem opened to the chaos colleagues experience."

--oo00oo--

Postscript

This came in over night and seems extremely prescient:- 

"Probation isn’t going to be sorted out anytime soon. They have gone for low hanging fruit by recruiting young female graduates rather than individuals (male or female) who have life experience. The job is not glamorous and without general appeal. It has been under attack as a profession both from psychologists and the civil service with criminology given a minor role.

The recruitment net has mostly dragged in the wrong type of fish but there are a few with potential. There is a big problem group of millennials who think older more experienced officers are toddlers who should retire asap. I don’t think anyone can blame the old guard for being defensive as they have been put upon time after time and many have been at the top of the salary range for decades seeing the main grade job degraded and perks we used to have such as lease cars, lower caseloads, and professional development opportunities become the stuff of myth. 

The job now mainly involves sitting in a poorly equipped airless office typing information into shoddy IT systems with the occasional irritating interruptions by people on the probation conveyor belt. The skill in the job is all but gone replaced by endless regulation designed to take away any professional judgement or autonomy. 

You should hear some of the newly qualified officers berating those who have been in the job for decades when they know nothing about life let alone probation work. In years gone by they would have been PSOs and supporting POs but now they think they know it all because they can whizz around computer systems and love filling in forms. Doing assessments is a bit trickier. There are also loads of administrators that no one really knows what they do half the time. There is no penalty for their failure or incompetence as bodies are in short supply and those that would previously be sacked are allowed to cruise along apparently believing the crap work they are doing is good enough - few experienced people to say otherwise. 

Most of the smarter POs have decamped long ago and would never be tempted back to the meat grinder. All the PR and flashy videos are peddling lies. It is dirty work now done extremely badly by the majority being propped up by the hard pressed few who refuse to quit. It is the few that I support and are keeping the flame alive for a better probation service."

Thursday, 23 November 2023

On Being a PQiP

I can't really blame PQIPs for getting their degrees and buggering off. I was bullied in my PQIP, exploited because of too few staff; undertook tasks I was not expected to do, and was told that after the task had been completed. Told continuously about "what happens when you get 50 cases, if you can't handle 35 now"- I dunno, I'll jump out of a window. 

PQIP is hazing- like a fraternity testing your mettle to see if you can cut it so 35-50 cases is normalised not addressed as being too high a workload. Court placements where you're supposed to be protected and then used as auxiliary to paper over chronic staff shortages. Co-working cases that you're exploited to end up doing yourself- to circumvent the high risk cases not being allowed to be in a PQIP's name. 

Probation is it at war with itself let alone the prison service or the civil service. It does itself NO favours having this dire, exploitive work culture normalised by PQIP task setting. Many PQIPs are quite young. They can pick and chose what career path to take. They're clued up not to want to be exploited and bullied and they leave. Improve this culture and the purpose of Probation, which requires canny buy-ins from new recruits and you might have staff retention longer than the training programme or fewer drop outs. 

Probation is its own worst enemy. It's within its gift to improve those aspects of which I've mentioned. Or be dammed and doomed to repeat this cycle, ad infinitum.

*****
Many PQiPs' enter the Probation Service simply to achieve a free degree and then swan off to another role elsewhere. This has to stop. If PQiP's gain their degree, there should be some contractual obligation to stay within the service to recoup their investment or else make them pay for the degree course as they would if they had applied directly to University, via a student loan.

*****
In defence of PQiPs I don’t see them cynically gain their qualification to then swan off. I see people coming into our service, many of whom have high hopes and good hearts but they are seen almost from day one as the cavalry, there to rescue us from our terrible situation. Yet, they have condensed training, no mentors and SPOs/PDU heads pushing to allocate cases before they’ve even had the relevant training. I had a harrowing conversation with one who left with two months to qualify (passing everything, not failing the qualification) seen as a good colleague, she was broken. Went straight back to her old job, I’ve suggested she posts about her experience and wish she would.

*****
I’m amazed HMPPS hasn’t clocked the ‘free degree’ issue yet. They will soon, just as social workers, nurses etc now have student loans it won’t be long for the PQips.

*****
In my experience, PQIPs joined with the intention of probation being a career, not a free degree. That changed after 3 years as a red site with no serious solutions and a huge workload that didn't allow you to do a proper job, driving people out of the service, often to YOTs.

*****
When I questioned the workload I was basically told that it would get much worse and that if I couldn't handle it as a pqip then I should leave. I'm not surprised so many quit.

*****
I found my PQiP period to be absolutely fine, with a great deal of support from both my PTA and SPO. What it didn’t do, however, was prepare me for the onslaught of a WMT over 150% or the pressure of the inevitable SFO’s.

Monday, 13 February 2023

It's The System That Needs Fixing

It's Monday and I was going to post something about the abysmal refusal of the government to do anything about IPP sentences and the dreadful position many prisoners find themselves in, but it will have to wait. 2,500 hits to this website on a Sunday is pretty unusual and I take it as a strong indicator of the anger and despair growing amongst probation staff. 

As a profession, we currently have the eyes and ears of a big chunk of media upon us, keen and eager to know more about what we do; why we do it and why the hell it's all going wrong. More importantly, it's also an opportunity to start a conversation about how to fix it. The following contributions came in yesterday and add to the growing testimony to an organisation that needs fixing: not fixing individuals found to be at fault.

--oo00oo--  

I don't know anybody who wants to be in case management. Such is the stampede whenever an alternative position is advertised that caseworkers have been blocked from applying for them. Its incredibly unhealthy. Those with the PO qualification have hardly anywhere to go anyway as programmes and court work no longer at their grade.

****
How many qualified probation officers are there in the probation workforce team, effective practice team, performance teams or on other secondments? If this were the police or army they’d all be directed back onto the frontline to hold caseloads.

****
An excellent call which serves to highlight the real stresses which are so great and which leads to staff looking for ANY way out of the front line….I know of several OMIC staff who would rather leave than return to the office and Community Supervision.

****
I also know people who don’t want to go back to case management from other teams.

****
Be honest, how much time are Probation Officers actually spending with service users? Personally I have noticed the amount of time I can spend with them shrinking rapidly over the last few months. It seems to get worse each week. I don't want to be chained to the desk, I didn't come into this to be nothing but a pen pusher. I came in to work with human beings and try to improve their lives and those of the public impacted by their behaviour. All the pressure is to complete assessments, records, reports and very little time to do any meaningful work.

Why doesn't the service collect these stats? Of course they won't as they know it will be damming! At the moment I would say 20% of my time working face to face max! This is the problem being affiliated with the Civil Service, that monstrous bureaucratic machine. I knew it would be like that as I knew people working for civil service. We need to be an independent service again, working within our local authorities and serving local people and organisations . It's the only way!

****
With a caseload of 60+ which is made up of 2/3rds Med RoSH and a third Low, it’s a battle. It is a Sunday afternoon and I’m working. More fool me … maybe… but I am not alone.. Be honest; lot of us are today updating Delius, completing RMPs, clearing the decks as best we can ready for Monday. I am looking after the grandkids, they’re doing homework I’m playing catch up! My age is my saving grace…. How does a young PO or PSO with family do this job? Truth is, we do what we can. Some of our cases get a lot of attention because they present as being desperate and need our time. Somehow we find it; but at a cost to others. 

At least I can fight my corner on what I do as knowledge and experience counts. I want to tell my younger colleagues it will get better, that they’ve made the right choice and can make a difference. They have and they can with the right leadership. The reality is… we only have managers who can fill your inbox with edicts from on high.. targets, paint by number toolkits which they have no understanding of. Yes they are under pressure as well, but it is within their gift to push back and say stop this nonsense. Now more than ever we need leadership and less management. Sadly, I cannot say I would follow our current senior management: not even out of curiosity..

*****
Read the news, spot checks are incoming. Senior Managers are not asking for your fealty or opinion. They are telling you what is required. How you manage your probation work is up to you. Despite your “knowledge and experience” you are working on a Sunday, probably not out of choice, probably not even claiming overtime. You are losing not winning. You are complying and fighting to stay afloat, not “fighting your corner”. You are not doing better than those “younger”. Probation across the country is “inadequate” and every probation officer knows it because we haven’t the time or resources to do the job. It’ll be the same next week and the next, as it was last week and the previous. Managers can not and will not “push back”. It won’t “get better” and only you can say “stop”. I’m sorry to burst your bubble. This is the truth all probation officers need to recognise. The saying goes, it is at the precipice people find the will to change.

*****
Identifying risk correctly may provide the assessor with some protection when things go wrong, but just identifying the correct level of risk won't by itself prevent SFOs. Even whilst in prison people are prosecuted for serious offences, including murder and rape. A probation service that positions itself as the vanguard of public protection is on a hiding to nothing. There's always going to be SFOs committed by people subject to probation, and probation will continue to shoulder the blame. Where else would blame be attributed if not to those charged with public protection? Staff shortages, high caseloads, inexperience and burnout are all things that have to be considered as contributory factors and mitigation, but ultimately an SFO will always be seen as a failure.

In many ways those arguments are like the offender on licence caught shoplifting who says they're homeless, cant get benefits, can't access services they need, but ultimately as much as the circumstances can be understood and even sympathised with, it doesn't prevent the prosecution and the consequences that follow.

Probation needs to be able to do more for the people they're involved with to prevent reoffending. Probation staff need a professional qualification that allows them autonomy in the decisions they take, and be given the right to defend and explain their decisions when something goes wrong. They need time to spend with the people in their charge, and they need the ability and autonomy to tap into whatever local services they feel necessary that might help to stop someone reoffending. Endless assessments only identify problems, and that process becomes pretty pointless if you're unable to find solutions.

****
This may, or may not seem contentious. But can I suggest that there is another way to respond to the terrible work situation many face. I retired 3 years ago but I spent 5 years counting down to that date. I had returned from a spell in NOMS and was ill prepared for the absolute shit shower on my return to an SPO role in Yorkshire. It soon became clear to me that in order to remain sane I had to manage my work in a way that kept senior managers at arms length without alerting them to the fact that I was only doing what I wanted to do and generally ignoring the rest. 

Now I know people will say that I knew I was leaving and had little to lose, but it got me through 5 years. Just imagine what could be achieved if the majority of staff started to manage the service rather than letting the service manage them. I targeted a number of avenues. I spent the first few months perusing a number of policies. The sickness policy was a boon as I quickly worked out how much sick leave I could pull without drawing too much immediate attention. I also stopped filling out sickness absences that only involved a few days. That way staff avoided being drawn into a prolonged HR process. If the computer packed up I went home. If the systems aren’t working then that’s not my fault. The organisation failed to give me the tools to work so I didn’t. And more importantly I didn’t rush to complete a deadline if the computers failed. The service was to blame not me. So they got the blame. 

If my manager insisted it got done then I didn’t do something else and made it clear that hadn’t got done as the service was to blame. Then I started to take sick leave. But I was careful and planned it well in advance. On one occasion I got wind that I was going to be moved. So I waited until closer the time to move and promptly went off sick. Long term sick is better than a couple of days. Always take as close to 6 months as you can. I know that seems extreme but stress on a doctors note works a treat. Put your feet up and let your manager know how keen you are to come back…but don’t. 

When you eventually return the phased return is a joy. Until it ends then you wait until…another until you can repeat. Just one month with stress and this time a bit of anxiety. You have to break through the garbage we are fed about working hard and the usual tripe about a fair days pay for a fair days work blah blah blah. It’s engrained in us and our colleagues but you have to draw a line. Your objective shouldn’t be about damaging the organisation that’s just a by-product. Keep it simple like working to your contracted hours and easing the work place demands. Use work policies to your advantage. Health and safety policies can be very helpful. Do not involve the Union. They are not your friends and they will not support you. Get your support from like minded peers. 

May I suggest you start with your working hours. Once your weekly hours are completed go home. Do not work from home and do not work over a weekend. Study your contract and use it to your advantage. You can not be sacked if you refuse to work more hours than you are contracted to for. If the computers fuck up then push back. Do not rush to complete the work as this is not your fault. These are just few examples I’m sure you can think of others. The strategy is yours to decide. I can go on about work place sabotage but I think I have said enough now. 

So in conclusion game the system to your advantage. If you put your head up ensure you are on solid ground (the policies support you). Stick to your hours. If the systems fail you put the blame where it’s needed. Don’t be nice and offer to do it later that evening. Because I know you will want to. Undermine at every opportunity. Use the sickness policy. And when you get really pissed off hit the fire alarm it’s amazing how long that takes out of your day oh and remember it’s not your fault it went off so please don’t rush around or make up your hours just go home.

Sunday, 12 February 2023

Lets Find Someone To Blame

Here we have the first indication of how the MoJ intends to deal with the probation problem, helpfully outlined in this Telegraph article yesterday:-

Probation officers face annual spot checks after series of blunders

New checks on officers' abilities to protect public from violent offenders come after 'unacceptable' failings led to murder of Zara Aleena

Every probation officer in England and Wales faces an annual check on their ability to protect the public from violent offenders after blunders that led to the murders of two women and three children, the Telegraph can reveal. All 18,000 probation officers will undergo a spot check where at least one of their offenders’ cases chosen at random will be reviewed by watchdogs to check they have made an accurate assessment of the risk to the public, and that they have in place all the necessary safeguards.

Staff in London will face six-monthly checks after a series of devastating HM inspectorate reports found “shocking” standards of supervision across the capital and “unacceptable” failings that led to the sexual assault and murder of Zara Aleena, a 35-year old law graduate. She was killed by Jordan McSweeney in a random late night attack in Ilford, east London, just days following his release from prison after probation officers wrongly classed him as medium rather than high risk and failed to recall him to jail for breaches of his licence.

It was the second case in a month after inspectors found similar errors with triple child killer Damien Bendall, 32, who was also wrongly assessed as “medium risk” which meant he walked free from court on a suspended sentence before murdering his partner and three children with a claw hammer. The cases prompted Justin Russell, the chief inspector of probation, to warn it was “impossible to say” the probation service was keeping the public safe from released violent criminals because it was “not getting it right” in its “core function” to safeguard society.

Speaking to The Telegraph, Fara Naz, Zara’s aunt who has acted as the family’s spokesperson, said: “A lot of people will say that there are rare people who commit monstrosities and that Aleena was very unlucky. But, actually, her murder was facilitated by a state that wasn’t doing its job.” She said it was important “front line officers aren’t blamed”, but that their managers and the way competence is assessed throughout the system was scrutinised to prevent a repeat of the tragedy. “If I am a manager and my team is operating well, that’s down to me,” she said. “If I’m not doing a good job, then it’s down to the person supervising me. So ultimately, who is accountable? It’s very important that we don’t just blame the probation officers.”

She welcomed the spot checks announced by the Ministry of Justice (MoJ), but said they did not go far enough. She is backing a call by Sadiq Khan, the Mayor of London, for all released offenders rated as medium and high risk and being supervised by the city’s probation service to be reviewed to ensure the assessments are sound and safe.

In a letter to Dominic Raab, the Justice Secretary, and Suella Braverman, the Home Secretary - as seen by The Telegraph - Mr Khan urged an independent inquiry into McSweeney’s case to establish; what was known by prison, police and probation staff; what was done to mitigate the risk; and what more can be done. He also called for increased resources after HM inspectors warned in November that 500 vacancies in London were contributing to a staffing crisis that meant cases “could not be managed properly”, and that the “assessment and management of the risks of serious harm to the public are far from satisfactory”. They found nine out of 137 “medium risk” offenders in London had been wrongly categorised and should have been deemed as “high risk of serious harm”.

Under the new spot checks, any probation officers judged to have got it wrong will have their caseload reviewed, and receive extra training and support. The MoJ said a review of hundreds of “medium risk” cases in London had begun in November. It said urgent work was underway to improve the quality of risk assessments nationally through updated mandatory training for all new staff and strengthened quality checks of risk assessments, while an extra 2,500 probation officers had been recruited.

An MoJ spokesman said the murder of Zara Aleena was an “appalling” crime. “We apologise unreservedly to Zara Aleena’s family for the failings in this case,” he added.

--oo00oo--

Meanwhile, this is the reality as expressed by someone yesterday at 21:46:-

All I can say right now is it's exhausting. Not so long ago we were all accused of being risk averse! Now it's the opposite and we are threatened with exposure and SFO's if we don't tow the line, do everything perfectly, tick all the boxes, send people back to custody or breach them after two failures even though they are homeless and struggle to remember what day it is. 

We are supposed to pull rabbits out of hats and wave magic wands to get people housed when there is no housing, get their mental health back on track when that service is pretty broken, sort out their relationships, mend their broken lives and heal their trauma, we basically have to do it all whilst chained to the computer screen churning out endless reports and doing mindless e training to show we have covered our arses when the next SFO comes in. The task has become impossible and meanwhile the new PQiP's fill up the desks that the experienced staff have vacated when they implode and go off with stress. 

I have never felt so exhausted in the job, I was even hoping I might get thumped the other day by an angry 'pop', ridiculous term, as I could at least have taken a few weeks off. Can't see me lasting too much longer at this rate. Used to love the job and spent most of the day seeing the punters, doing home visits, proper prison visits, going to various meetings and a bit of computer time but now it's become a sedentary desk job interspersed with trying to pretend I can actually do RAR days and supervise people in the 10 to 20% time that's left over! How can that be right? The idea that some PO's can manage caseloads of 60 or 70 is frankly ridiculous. We have very little admin help and the time it takes to negotiate all the bureaucracy is ridiculous. 

Management solution to coping with the crisis is to pile even more pressure on us. It's frankly ridiculous. PO's need more status and far more support. Start respecting us, listen to us and do what we say will work, bottom up and not top down. I have no respect for the ACO's that hide away pumping out more bureaucracy. They should have a few cases allocated to them so they can see the reality and how much time supervision of just one case can take up. Give all the ACO's and SPO's a couple of token cases and watch the colour drain from their faces, especially the SPO's who moan that they are not earning much more than a PO! Do they think their job is any harder? 

This is a bloody tough job, you have to be incredibly resilient to cope, yet maintain compassion. Sadly that compassion is lacking in the service as a whole. We are treated like robots and when we crack we will be shoved out into the junk yard because the service thinks the new PQiP's will be more malleable. Sadly they will likely use the service as a stepping stone and move on when they realise the dream job they were sold was a lie.

Wednesday, 18 January 2023

Is Training Good Enough?

There may be silence from Napo, but interestingly there were 4,309 hits to this blog yesterday as news broke in relation to the damning report on the Damian Bendall case, confirming it to be the 'go to' place in times of stress and drama. Before that, we had been discussing various aspects of training, an issue which of course features heavily in the case. I found these contributions to be of particular note:-   

I don’t agree with pushing these long service PSOs through shortened PO training just to get completions. There should be one route for probation officer training. Degree based university study with on the job placement training. Those with and without existing degrees should be eligible and relevant work experience should be part of the eligibility criteria. It’s not difficult to see why we have PSO, PQiPS and POs that can’t do the job and short cuts to qualification doesn’t help anybody. Qualified in name only in turn impacts on the rest of us who are too busy already.

******
I know there is concern about the qualification now after some managers including at senior level have, since reunification, gained the PO qualification by a different route without doing the day job of a PO ie directly managing their own case load, completing OASys, delivering interventions etc. So in effect a way of qualifying as a PO seems to have been created just for some managers who did not have the qualification but this was different from the qualifying route the rest of us have to follow. Several SPOs who had previously worked as PSOs and continued in their manager role whilst doing it were successful. Little information seems available on this but there seem to be several different routes now to gaining the PO qualification, including some sort of fast track.

******
Proper practice! SFO after SFO attributable to the lofty PO grade. The attitudes displayed here are the reason that Probation will not survive and no one takes it seriously. Many talk about Probation culture and mourn it but this culture appears to be built on self satisfaction and a belief that the PO is somehow better than the rest of humanity whilst bewailing the fact that others have more to give and its the case with most PSO's that they have more life experience as opposed to I have attended Uni thus I am superior.

******
That’s not the point really. The moaning stems from a desire to maintain standards. The current probation service is driven by process and systems, whilst the targets support this shift. Unfortunately, there is no evidence that processes and systems, no matter how well the targets are met, have any impact on offending behaviour. In a sense this highlights a problem at the heart of the organisation. Targets have become an end in themselves largely because they simplify what is in effect a complex area of work. As this continues the type of staff and managers required to meet the demands has shifted. 

I completed the CQSW, and have to agree with an earlier comment that it was garbage. What wasn’t however was my practice teacher and the high standard of education I was afforded. Both of these introduced me to new ideas and different ways of viewing the world. They were both demanding and made me appreciate the complexity of human life. And with that the complexity of criminal behaviours. I woke up to how society targets the disenfranchised and policed the poor. The depth of this education matched the demands of the work when I started my first job in 1987. Complex behaviour requires the ability to process complex ideas and formulate hypotheses that you test and adjust as you move forward.

Shortly before I retired I read a number of PSRs. Gone was the human messiness of life. Authors tried to simplify something so hard to grasp with pat phrases and jargon that lacked both evidence and rigour. To a one they were shallow and relied on puerile vacuity as though that could explain anything. The job I left championed process over practice. There are many reasons why this happened. But one is undoubtedly that it removes the need to address complex human behaviours. Behaviours that are difficult to judge, understand and almost impossible to change without using a high level of intelligence to understand what it was that lead to an offence occurring. Which of course means you don’t need highly trained staff, and can get by with people who only need to understand processes, time scales and systems. 
Not all POs were intellectual powerhouses but some were and they were a delight to work alongside. Not all PSOs were dullards but some were. And they certainly weren’t a delight to work alongside.

******
The current training provides staff with what they require for the current service. It’s crap but then they don’t need anything else. You can’t blame for applying. If I was starting out again I would probably think it was great. But I worked with students who were bright, clever, and socially aware. That was encouraged. This isn’t the job for those people anymore. Not because people are more stupid, but because the current job doesn’t require that level of intelligence. To be honest 2 GSEs is probably enough to fulfil the role. I suspect a well trained chimp can press buttons, scroll a screen and complete an OASys on time.

******
I am currently on the second cohort of this and have mixed opinions. It’s a good progression route for those who do not have the existing degree qualification. However, the pilot was designed to capture the skills and experience of the existing PSO. Like any role the skills and experience vary greatly. I’ve found myself fortunate to have a wealth of experience and knowledge and found the process fairly straightforward. However, there are many others struggling. Some who worked in TTG teams who have never experienced case management or others just joining to then apply via the progression route. The push for POs is ongoing and unlikely to stop, however how do we back fill competent and experienced PSOs holding 50 plus caseloads? The progression route should be available but you can’t pull a cork out of one hole to fix another and expect the boat not to sink.

******
In agreement with so much that has been written about the dire state of Probation in today's blog. Probation has so many irredeemable flaws that it's difficult for me to contribute to the Blog in any way constructively. So just one small point - the online training that was made absolutely mandatory by Senior Management is almost entirely worthless. As anyone who has completed the training will know there is usually an online training pass mark of 80 per cent. This sounds fine until you realise that overworked frontline Probation Workers are often unaware of the exact nature of the 20 per cent they may have got wrong in the quiz at the end of the training - this means that the online training is virtually useless. Imagine being operated on by a surgeon who has only 80 per cent of knowledge in his or her field of expertise and who doesn't actually know for sure what s/he does or doesn't know... terrifying.

******
It's the knowledge and understanding of the person that comes from the relationship between the PO and the client that provides the most valuable tool in assessing risk.

Assessing risk, as with everything else in probation has become a process, and because it's become a process it becomes easy to delegate parts of that process to anyone capable of following that process regardless of experience or training.

As long as probation continues along the road of processing its case load rather then engaging with it, the number of SFOs will continue rise, and blame for them happening will continue to be attached to (often undeservedly) those at the lower end of the conveyor belt.

Tuesday, 17 January 2023

Report Highlights Structural Failings

Press release issued today:-

Independent serious further offence review of Damien Bendall

Background

Damien Bendall murdered Terri Harris (aged 35), John Paul Bennett (aged 13), Lacey Bennett (aged 11) and Connie Gent (aged 11). He also raped Lacey. These crimes took place in September 2021 in Killamarsh, Derbyshire. He pleaded guilty in December 2022 and was later sentenced to a whole-life prison term.

Bendall was on probation when he committed these offences. The Lord Chancellor and Secretary of State for Justice the Rt Hon Dominic Raab asked HM Chief Inspector of Probation Justin Russell to conduct an independent review into this case. This review was completed in January 2022 and can now be published following the completion of the criminal proceedings.

Statement

HM Chief Inspector of Probation Justin Russell has made this statement:

“This was a deeply concerning case. The Probation Service’s assessment and management of Bendall at every stage, from initial court report to his supervision in the community, was of an unacceptable standard and fell far below what was required.

“Bendall had previously committed violent offences. His records show a former partner had made allegations of domestic abuse against him and a police child sexual exploitation unit had made enquiries about him with the Probation Service. Probation practitioners should take account of this sort of intelligence when assessing potential risks of serious harm. But this does not appear to have happened in this case.

“Bendall committed arson in May 2020. A member of the probation service’s court team interviewed him in June 2021 in order to prepare a report with sentencing options for the judge. The report author noted Bendall was suitable for a curfew requirement at the home of Terri Harris. They came to this wholly inappropriate conclusion without speaking to Ms Harris, visiting the property, conducting domestic abuse enquiries, or taking into account past domestic abuse claims.

“The court report author assessed Bendall as posing a medium risk of serious harm to the public and posing a low risk of serious harm to partners and children. We do not agree with this risk assessment; they under-estimated the risks Bendall posed and this had serious consequences.

“Probation managers and practitioners took the risk assessment from the court report as a given, and missed several opportunities to scrutinise and change it. If Bendall had been assessed as presenting a higher risk of serious harm – which would have been appropriate – it is unlikely a curfew order would have been deemed suitable and he would have been assigned to more experienced and confident probation officers.

“Instead, Bendall’s case was transferred to the East Midlands in the summer of 2021, and he was supervised by insufficiently qualified and experienced probation practitioners. The safety of Ms Harris and her children was not given due consideration. This was especially troubling as Bendall had started drinking alcohol and smoking cannabis again, which is likely to have increased the risk of serious harm.

“Probation services must strike the right balance between protecting the public and supporting individuals to move towards crime-free lives. Sadly, in this case, the balance was out of kilter.

“In January 2022, we published a separate thematic report on electronically monitored curfews which questioned why domestic abuse and child safeguarding enquiries are not mandatory before court ordered curfews. The Bendall case demonstrates clearly why these checks are so important.

“This review also highlights common issues that we have found in previous and recent inspections of probation services: the lack of qualified probation officers and managers with too many responsibilities to provide effective oversight for less experienced staff.

“The Probation Service must tackle these workforce issues. Probation practitioners must have the right knowledge, skills and experience to manage their assigned cases – and appropriate support and oversight from managers.

“We want to see probation practitioners and managers scrutinising case files and past criminal behaviour properly and developing a deeper understanding of the people they manage. We did not see enough ‘professional curiosity’ in this case – Bendall’s words and assertions were often taken at face value. Probation practitioners should be interrogating and verifying claims to build up a complete picture of the individual.

“As a result of this review, I made 17 recommendations for improvement to the Ministry of Justice, HM Prison and Probation Service and His Majesty’s Courts and Tribunals Service. They have accepted all these recommendations and responded with an action plan for implementing them. While this is welcome, over the past year in our local and national probation inspections we have continued to raise deep concerns about the quality of probation practice we find more generally in relation to the assessment and management of risk of harm. This is a subject I have raised repeated concerns about since becoming Chief Inspector. It is vital that this time lessons are learnt from this awful case.

--oo00oo--

Extracts from the full report:-

1. Foreword 

In September 2021, Damien Bendall was charged with the murders of Connie Gent (aged 11), Lacey Bennett (aged 11), John Paul Bennett (aged 13) and Terri Harris (aged 35), who was pregnant, and with raping Lacey. These shocking crimes have devastated families, friends, and the local community in Killamarsh, Derbyshire and beyond. In December 2022, the courts imposed a whole life sentence. 

Damien Bendall was on probation when he committed these crimes. The Probation Service typically conducts a Serious Further Offence (SFO) review when an individual on probation commits a serious violent or sexual offence. However, in this case, the Secretary of State for Justice asked me, as Chief Inspector of Probation, to conduct an independent SFO review into the Probation Service’s management of Damien Bendall. 

This report sets out the findings of that independent review. My inspectors found that the Probation Service’s assessment and management of Mr Bendall at each stage of the process from initial court report to his supervision in the community were of an unacceptable standard and fell far below what was required. 

Vital information about the serious risks posed by Mr Bendall to those he lived with, and the public, was not included in the Probation Service’s report and recommendations to the judge when he was sentenced for an arson offence in June 2021. As a result, he was sentenced to an entirely inappropriate curfew condition to reside with Ms Harris and her children. This was then compounded by a failure to allocate his case to an appropriately experienced and trained probation officer who could have managed him at the higher risk of serious harm level his past history certainly warranted. Several opportunities to correct these mistakes and amend his risk of harm classification and reallocate Mr Bendall’s supervision to an appropriate practitioner were missed in the period from June to September 2021. 

Inspectors found successive probation practitioners missed opportunities to ensure vital information known about Damien Bendall was included in assessments and plans to manage and address the risk of serious harm he posed to both women and children. Practitioners did not carry out safeguarding enquiries when he was sentenced for his most recent offence of arson. The impact of unmanageable workloads at both the probation practitioner and senior probation officer levels resulted in reduced oversight of new or struggling staff, frequent role changes and sickness absence. This made consistency and continuity of practice challenging. In this case, there was an increasing reliance on unqualified and trainee staff to manage workloads; this contributed to emerging factors linked to risk of harm not being recognised and escalated appropriately. 

This is a deeply concerning case that raises serious issues around the Probation Service’s assessment and management of risks of harm. This is a subject that has been of repeated concern to us in our local inspections and on which I have commented in my annual reports and in relation to other SFOs, 1 including that of Joseph McCann, 2 on which we reported in 2020. 

As a result of our findings, we make 17 recommendations for improvements to His Majesty’s Prison and Probation Service, His Majesty’s Courts and Tribunals Service and the Ministry of Justice regarding safeguarding and risk assessment practice and procedures, which I expect the service to respond to as a matter of urgency. It is vital that key lessons are learned from this awful case. 

Justin Russell
HM Chief Inspector of Probation

5. Executive summary 

Inspectors found that, at every stage of probation involvement, from the pre-sentence report provided to the court on 08 June 2021 to the commission of the SFOs in September 2021, the Probation Service’s assessment and supervision of DB fell well below the necessary standard. A failure to assign the correct risk of harm level to DB (which should have been ‘high’ risk of serious harm given his past history) meant that the court was missing vital information when reaching its sentencing decision. It is possible that, had a holistic assessment been provided to court (including his pattern of offending against Asian men, use of callous and organised violence against prison staff, an analysis of previous noncompliance and the most recent high risk of serious harm assessments), an immediate, rather than suspended, prison sentence might have been imposed. 

As it was, the court imposed a suspended prison sentence, which included an entirely inappropriate curfew condition to reside with Ms Harris and her children. The case was then allocated for community supervision to an inexperienced and inappropriate practitioner. 

There were then subsequent failures by supervising managers and new practitioners to adequately read the case and amend the initial, incorrect ‘medium risk of serious harm’ to ‘high risk of serious harm’. 

Had DB’s risk of serious harm to the public and children been correctly assessed as high, and had his risk of serious harm to partners been correctly assessed as medium, the court may not have curfewed him to an address with Ms Harris and her children. He would have been allocated to an experienced probation practitioner. This would have led to enforced weekly face-to-face appointments and improved communication with partner agencies, and assertions lacking evidence would not have been relied upon and repeated in future assessments. 

In sections 7 to 11 of this report, we analyse the management of DB during his two most recent sentences, the first a prison sentence with probation licence supervision imposed on 29 January 2017 and the second a suspended sentence order managed in the community imposed on 09 June 2021. In this summary we focus on our key lines of enquiry and summarise why, in our view, the following deficiencies occurred. 

Process for recommending curfew requirements 

The Criminal Justice Act 2003 requires that, ‘before making a relevant order imposing a curfew requirement, the court must obtain and consider information about the place proposed to be specified in the order (including information as to the attitude of persons likely to be affected by the enforced presence there of the offender)’. The current court process requires that court officers undertake domestic safeguarding enquiries ‘in order to assess risk of harm and suitability for sentencing options in all offences involving domestic abuse’,  which DB’s index offence did not. 

HM Inspectorate of Probation recently published a thematic inspection on electronic monitoring, including its use for curfews. In this report, we recommended that HMPPS: 

• mandate the requirement to make domestic abuse and safeguarding checks before recommending a sentence or release on electronically monitored curfew 

• work with the police and children’s social care at a national level to ensure that probation practitioners in every region are provided with domestic abuse and safeguarding checks in a timely manner.  

Before DB’s sentencing for arson, the court officer did not carry out domestic abuse enquiries on the address, find out whether Ms Harris’s children were known to children’s services or speak directly to Ms Harris to ensure she consented to her home being used as a curfew address by DB. The Sentencing Act 2020 requires courts to have sight of this information before imposing a curfew order. However, it appears that courts do not have a mechanism to ensure this information is seen in every case. In this instance, important checks were not carried out and the court proceeded to issue a curfew order without them. 

Child safeguarding 

Inspectors found that probation practitioners in this case based their risk of harm assessments on whether DB had convictions against children or for domestic abuse, or if children’s services were involved with the family. These are highly relevant factors, but probation practitioners should delve deeper to explore the broader attitudes and behaviours of the person under supervision, including their impact on the children in their lives. DB did not have a history of offending against children. However, we found that insufficient consideration was given to whether his racist, manipulative and controlling attitudes and his violent and unpredictable behaviour would have a negative impact on the wellbeing and safety of children. 

We did not find evidence of sufficient professional curiosity about the nature and level of the role he played in the lives of the children of his partners. 

Intelligence was available to the Probation Service from Wiltshire police’s child sexual exploitation team regarding DB’s risk of serious sexual harm to girls. However, this information was not explored or recorded sufficiently to inform the risk of serious harm assessment and plans to keep children safe. 

The probation practitioner who prepared the court report following DB’s arson conviction took his account and version of events in relation to his offending and circumstances at face value. This included DB’s assertion that he played an important part in taking care of Lacey and John Paul Bennett. This information was not checked with their mother. There were no checks to find out if children’s services were currently working with the family or had previously done so. Most egregiously, the report stated that DB was ‘suitable’ for a curfew at Terri Harris’s address. When considering a curfew in the home of children, the attitudes of the people in that home8 and the best interests of the child should be given weight. 

At the start of the most recent order, in June 2021, there was again a failure to be professionally curious about the children living with DB. To probation practitioners, DB presented himself as a father figure to the children of Terri Harris and this was accepted without challenge. No contact was made with the children’s parents. When DB admitted to using drugs and alcohol this was not escalated to a manager and a children’s safeguarding referral was not completed. We found that the risk of serious harm to children was inaccurately assessed and seriously underestimated. 

It is our view that there should be a section of the offender assessment system (OASys) that solely considers the wellbeing and safety of the children – actual and potential – in the life of the person on probation. This would separate children from assessments of broader familial and intimate relationships, and specific prompts should be used to facilitate a more rigorous and defensible assessment of the impact on a child’s ability to thrive. 

Domestic abuse 

During previous orders, DB’s relationships with his mother and grandmother were not explored appropriately. Probation practitioners did not demonstrate sufficient professional curiosity, did not conduct safeguarding enquires, and took information from DB, again, at face value. 

Inspectors found that key information on risk from prison and from DB’s ex-partner and her current partner was not given due consideration and was not recorded appropriately. The impact of this failure was significant, as successive probation practitioners did not recognise that DB posed a risk of serious harm within relationships. 

Probation at court appeared to take DB’s word without verification. The author of the court report noted that a curfew would be ‘suitable’; they did this without undertaking safeguarding enquiries on the address or communicating with the owner/lead tenant of the property. This loophole in the mandated checks required before a curfew recommendation needs addressing urgently. 

Probation practitioners should have explored DB’s relationship with Ms Harris in greater depth, including whether he was coercively controlling her. DB was open about the fact that he had very limited income and that Ms Harris was paying for his accommodation, bills and food. Inspectors conclude that contact with Ms Harris by the Probation Service before sentencing, and at key assessment stages and when there was evidence of increasing risk, would have been appropriate.

Inspectors found that the risk of serious harm to known adults, including partners, was underestimated. There was no focus on safeguarding in this case and, as a result, DB was sentenced to an inappropriate curfew requirement that may have exacerbated the risk of harm to Ms Harris and her children. 

Fast delivery report 

The use of a short format report in this case, rather than a standard delivery report, was incorrect. Mr Bendall’s criminal history was complex and as such met the threshold for a suitable adjournment period to allow for a thorough read of his case to inform the completion of a more detailed report. This case met HMPPS’s own criteria for a standard delivery report as ‘additional assessment, professional discussion and multiple enquiries [were] required to aid risk assessment’ and ‘liaison where medical report [was] unavailable on the day’.

Senior probation officer workload 

Inspectors found that high workloads and staff shortages in the Swindon office impacted on the ability of probation practitioners to undertake high-quality work. Inspectors heard that this was a long-standing issue that they had experienced since the changes introduced with Transforming Rehabilitation. 

HM Inspectorate of Probation has often found that the span of line management control for senior probation officers (SPOs) is concerning. SPOs increasingly deal with complex staffing and human resources issues, for which some feel unequipped. This also reduces the time they have available to provide effective professional oversight of the work of the practitioners they line manage with individual cases. HM Inspectorate of Probation has previously found that SPOs do not have enough time to supervise all members of their teams to the standard they would wish, and when they do hold supervision sessions, there is often a focus on managing volumes of work rather than improving quality. This case highlighted this issue on two specific occasions. 

Firstly, there was insufficient oversight of a member of the probation court team, which led to a poor-quality fast delivery report being presented to the court. This was due to SPO sickness and a lack of resources to cover the absence. 

Secondly, SPO3, who managed the probation practitioner responsible for DB after sentencing from June 2021, was unable to engage with the case fully. SPO3 managed a large number of staff. She directly managed 16, but when covering for colleagues she had oversight of up to 30 PQiPs. This is far in excess of the line management span recommended by HMPPS, of 10 full-time equivalent posts for SPOs. This prevented her reading DB’s case at the allocation stage and from providing the necessary oversight. 

Inspectors found that the SPOs were also not given meaningful, regular and effective supervision and support. 

Professional qualification in probation and probation services officer training and oversight

The probation practitioners who managed DB from June to September 2021 were inexperienced, unqualified and had insufficient support to understand and recognise the risks and needs in the case. We conclude that they should not have been exposed to cases such as DB at this stage in their careers. Following the unification of probation services, new guidance on allocations has been published, and this is welcomed. This guidance sets out clearly that ‘some case allocation decisions will rely on the judgement of the operational manager to decide whether a case is suitable to be managed by a probation officer or a probation services officer (PSO). This decision will be based on individual circumstances of the case, and the skills, ability and experience of the individual officers.’ 

Inspectors heard concerns about the efficacy of online training, especially for key learning on domestic abuse and child safeguarding, from all grades of staff, not just professional qualification in probation (PQiP) and PSO staff. There had been an understandable reliance on this method during the period of Covid-19 restrictions; however, some staff noted that prior to the pandemic there had been a trend towards self-reliant e-learning and development. Practitioners said that such self-selective training and development suffered when staff spent their hours ‘firefighting’ with excessive caseloads. DB’s case was one of 10 being managed by a staff member who had yet to complete basic safeguarding training.

6. Recommendations 

We have directed the recommendations to HMMPS and the Ministry of Justice to ensure national learning. HMPPS should: 

Court work and curfew requirements 

1. ensure that domestic abuse enquiries are carried out on everyone sentenced so that accurate risk assessments can be made and safe proposals are made in court reports 

2. ensure that child safeguarding enquiries are made in all cases where the person being sentenced lives with, is responsible for, has access to, or is likely to have a negative impact on the wellbeing or safety of a child 

3. develop a mechanism and reliable processes with relevant agencies to allow sufficient safeguarding enquiries to be completed, to verify information and therefore reduce reliance on self-disclosure 

4. ensure that sufficient safeguarding enquiries with relevant agencies are always carried out before finding a curfew requirement suitable, and that policy/practice guidance clarifies that assessment of suitability post-sentence should be ongoing. 

5. quality-assure risk assessments and proposals to the courts for accuracy and suitability 

6. introduce a process to contact relevant adult residents of the proposed curfew address and obtain their prior consent to a curfew condition at their address to assess whether the address is suitable for an electronically monitored curfew 

7. ensure that court reports provide a sufficient analysis of the person’s circumstances, including analysis of risk of harm, to provide safe sentencing options. 

Child safeguarding 

8. include a specific section in OASys that is dedicated to assessing and planning for the safety of children, and ensure that the nature of contact and impact the person on probation has in the life of the child have been considered on both current and future children in the person’s life 

9. ensure that the impact on children’s safety and wellbeing is sufficiently considered in every case. 

Risk management plans 

10. ensure that probation practitioners contact partners, family or other key adults in the lives of the person under supervision to determine and discuss their inclusion in risk management plans. 

Training and support 

11. consider the suitability and efficacy of online training, particularly on domestic abuse, child safeguarding and other key training required to correctly assess and robustly manage risk of serious harm 

12. ensure that each PQiP has access to a mentor who has at least two years’ experience as a qualified probation practitioner. 

13. dedicate time for probation practitioners to engage in reflective discussions with colleagues and the line manager regarding cases. 

Allocation practice 

14. ensure that NDelius entries for ‘management oversight – allocation’ include evidence that the manager has considered the complexity of the case and the capabilities and capacity of the probation practitioner receiving the case. 

Oversight of SPOs 

15. review and monitor SPO workloads to ensure that sufficient line management and management oversight of case work can be provided effectively 

16. review the line management responsibilities and supervision of SPOs responsible for PQiPs to ensure the standard of PQiP management and oversight is appropriately robust, including the suitability of the cases allocated to them. 

Ministry of Justice should: 

17. amend legislation to be more prescriptive of the information that should be obtained and considered by the court, to assure themselves of the safety of other household members at a proposed curfew address before they impose an electronically monitored curfew. 

Until this can be actioned HMCTS should issue guidance to court staff requiring them to satisfy themselves that relevant checks have been undertaken by the probation courts team.

Sunday, 15 January 2023

Opportunity Knocks For PSOs

What with all the covid stuff and lockdown, I must admit I don't remember this being initiated, but the MoJ have just published an evaluation report on the 'Probation services officer progression pilot' and it makes for interesting reading. I particularly note that 79% of the applicants were female; 43% were aged 40 and above and 44% had 6 or more years experience, but folks, there's lots more fascinating insights to be garnered from reading the whole thing.    

1. Executive summary 

This report presents findings from a process evaluation of Her Majesty’s Prison and Probation Service (HMPPS) Probation Services Officer (PSO) Progression Pilot. The pilot tested an accelerated 13-month work-based training pathway for existing PSOs. It was open to PSOs in the National Probation Service and Community Rehabilitation Companies. The pilot ran from January 2021 to March 2022 across four probation areas, forming two pilot regions. It was available to 50 eligible PSOs who had offender manager experience. PSOs both with, and without, an existing Level 5 (foundation degree or equivalent) qualification (referred to as ‘graduates’ and ‘non-graduates’, respectively) were eligible. Learners were required to undertake specific Level 5 and Level 6 academic modules, delivered by two higher education institutions. This was completed alongside the Vocational Diploma in Probation Practice Level 5. Those who successfully completed all elements were awarded the Professional Qualification in Probation (PQiP) and were eligible to apply for probation officer posts. 

Before the creation of this new pathway, the only way to obtain the PQiP was through a 15 or 21-month training programme, depending on the amount of recognised prior learning held by the learner. This route is known as the ‘PQiP programme’ and is only open to applicants with a Level 5 qualification (‘graduates’). 

The process evaluation aimed to understand learner and probation stakeholder experiences of the pilot and capture any lessons learnt. 

1.1 Approach and interpreting findings 

A mixed methodology was used, combining qualitative and quantitative data collected between January 2021 and April 2022 from probation stakeholders. Probation stakeholders are defined in this study as senior probation officers, practice tutor assessors and probation learning managers. The report describes applicant and learner characteristics, and academic grades achieved by learners. Findings are also presented from applicant, learner, and probation stakeholder surveys, focus groups, and interviews. 

It is worth noting that the COVID-19 pandemic and related probation regimes affected pilot delivery, and consequently the experiences of learners and stakeholders. The pilot was also relatively small (50 places). Overall, a degree of care should be taken when interpreting findings as they may not be generalisable to other cohorts or contexts. For example, the selection process may differ for future cohorts, and there may be differences in the method of module delivery, workloads, and training provision across time or regions. 

1.2 Key findings 

Selection Process 

• Applicants reported general satisfaction with the selection process, acknowledging the opportunity for non-graduates and transparency of the process. However, respondents frequently commented on the lack of feedback on their applications. 

Pilot outcomes 

• There were 122 applications for 50 pilot places. Available data highlighted that almost half of the cohort did not hold a Level 5 qualification when they applied for the pilot (45%, n=55)1 or started the pilot (48%, n=24). The average (median) age of applicants, where known, was 38 years, with a range of 22 to 65. 

• Of the 50 learners who were offered a place on the pilot, 41 (82%) were known to have completed the programme.2 This includes 23 of the 26 who held a Level 5 qualification at the start of the pilot, and 18 of the 24 who did not. 

• Graduate and non-graduate learners achieved similar grades on average across the Level 5 and Level 6 academic modules of the progression pathway. 

What was perceived to work well? 

• Overall experience – most respondents to the learner surveys reported that they were satisfied with their overall experience of the pilot. The majority of respondents to the stakeholder survey said they had a positive experience of managing or assessing learners. Probation stakeholders were highly impressed with the capabilities of the pilot cohort, praising them for their dedication, motivation and perseverance through difficult times. 

• Academic component – most learners said they felt prepared for the Level 5 and Level 6 assessments. The quality of teaching and support from one of the higher education institutions was commended in particular; it was suggested that some tutors went above and beyond what was expected. 

• Vocational Diploma in Probation Practice Level 5 (VQ5) – experiences of the VQ5 were broadly positive, with several learners stating their previous experience as a PSO made it easier to meet the qualification requirements. Some learners identified receiving constructive feedback on their practice as the most useful aspect of the pilot. 

• Professional development – the majority of learners agreed that their caseload met their development needs, and most learners and stakeholders were confident that the pilot has prepared learners for the transition to qualified PO. Learners suggested that studying probation theory through the academic component of the pilot, and then applying that learning through the VQ5 and case management, helped to improve their practice. 

What was perceived to work less well? 

• Timescales – most learners and stakeholders expressed concerns about the compressed timescales of the pilot. There were challenges for learner wellbeing, particularly when learners were completing four or five Level 5 modules. A number of stakeholders also reported that they found the increased time pressure stressful. 

• Approach to module delivery – higher education institutions use varying degrees of distance learning during business as usual, however, some components which were previously face-to-face, were moved online due to the COVID-19 pandemic. Some learners in one of the pilot’s regions reported they were dissatisfied with the self-taught nature of the academic programme and perceived there to be a lack of support from tutors. 

• Workloads and caseloads – there were mixed views reported on the efficacy of learners co-working high risk or complex cases with an experience probation officer and reported challenges with redistributing learners’ PSO caseloads. Some learners felt their caseloads were too high or lacked development opportunities. 

• Training – overall it was felt that some of the training the learners were placed on as part of the pilot was unnecessary for experienced PSOs, and there were reported issues with the timing of the training events. 

• Preparation for progression – some learners identified specific gaps in their probation knowledge and skills following programme completion, and a small number expressed concern about moving into a PO role with these perceived gaps. 

1.3 Conclusion and Next steps 

Learners and stakeholders reported that the pilot offered a much-needed career progression opportunity for experienced and capable PSOs. Learners enjoyed furthering their professional development through academic study and exposure to more complex cases. Stakeholders expressed how rewarding they found it to manage and assess experienced learners. Both learners and stakeholders emphasised perceived issues with the shortened timescales. Completing the Level 5 modules in the timescales provided was highlighted as especially difficult for non-graduate learners and for those who had not studied academically for a long time. However, non-graduate learners achieved similar grades to those with a previous Level 5 qualification indicating that the pathway was successful in increasing accessibility for internal staff and non-graduates. 

Recommendations for how the design and delivery of the pilot could be improved are outlined at the end of this report. 

HMPPS have reflected on the findings from this evaluation and have subsequently developed a second iteration of the PSO progression pathway. This new route, which commenced in March 2022, was open to both graduate and non-graduate PSOs with and without offender manager experience across all probation regions. The timeline for the pathway was also extended from 13 months to 15 months.