Members are invited to attend Napo's Learning and Development conference being held in York from the 15th until the 17th July 2012. HPT have kindly agreed to fund places at this important conference this year and members should register any interest with their Line Managers.

For further details on the conference please visit

Napo Learning & Development conference

Members are invited to join the H&IOW Branch of Napo delegation to Napo's Centenary AGM being held in Torquay on 4th - 6th October 2012.

AGM is an important annual event in your union's calendar and is open to all members. At AGM important policy decisions are made and this is your opportunity to contribute to the debates and decision making processes.

It is also an opportunity to network with our colleagues from around the country and this year - to share in the celebration of our union's centenary.

Travel and accommodation costs are met by Napo and attendees are expected to attend and participate in every AGM session.

If you wish to attend please register your interest at napohants@hotmail.co.uk

The following Report was presented to the Branch at this year's AGM;

CHAIRS REPORT

MATTERS ARISING THIS YEAR

• Programme Staff Contracts

There are concerns that HPT are failing to honour the negotiated Safeguarding document and SOGP Agreement for Programme Facilitator staff. This refers to recent grievance decisions and concerns raised by staff regarding instructions to undertake work outside of the agreement negotiated in good faith between HPT and the unions.

This matter has been referred to the next JNCC to be held on the 16/05/2012

• Admin Contract Changes

Negotiations failed. Management acknowledged that consequently, there are no changes to terms and conditions of employment for admin staff.

However there are ongoing concerns and grievances regarding admin staff directions and changes to hours. It is hoped that these matters will be resolved fairly.

Members will be advised generally of outcomes and whether there will be a need for further referrals/actions.

• Branch Officer Concerns

Branch Officers of the Executive Committee have reported receiving unfair and unfounded accusations of misconduct this year. One issue resulted in monitoring of Branch Officer emails. One issue resulted in allegations that a union representative had lied under oath.  

These matters were dealt with - with the assistance and support of our   national Napo Officers (one outstanding issue is still subject to internal Napo proceedings).

Further to a meeting with Board Members there is now a commitment on all sides to try to improve employment relations.

• Ongoing Issues

We continue to await the provision of detailed information regarding issues that may result in changes to staff working conditions such as the Lean Project and the Management Review.

Members will be advised of developments as we receive the appropriate information.

• Disputes

We are in dispute with HPT regarding the Staff Movements & Directions Policy and the Management of Change Policy.

We are awaiting notification of the Dispute Panel Hearing date and time .

• Current Concerns With Grievances

We currently have concerns regarding who hears grievances, how grievances are registered and accepted and the justification for decisions made.

This matter is on the agenda with management representatives.

• Absence Management Policy

We held concerns regarding the perception that the policy was being used unfairly against staff with disabilities, that the policy was regarded as punitive and not supportive and that all options were not being explored as potential adjustments or support mechanisms for staff prior to taking formal action. Successful meetings were held with management representatives and some changes made to the Policy that it is hoped will improve the ways in which absences are managed in HPT (see Note dated 02/05/2012).

• Facility Time

Facility time arrangements for Officers of the Branch is currently being negotiated. There are concerns that the proposals will significantly reduce the time availability and effectiveness of your union representatives.

Negotiations are ongoing and liaison with Napo National Officers confirm that they are closely observing any outcomes and will offer support and guidance as deemed necessary.

• Policies

Disciplinary Policy agreed this year

Grievance Policy agreed this year

Capability Policy – some issues agreed at previous JNCC however there is one outstanding issue (discussed at Branch meeting) to be reported back to the CE.

• Dress code – This was a major issue this year. There were concerns that staff members were being treated inconsistently and unfairly. A new Dress Code was proposed by HPT that we failed to agree. A referral was made to the Joint Secretaries regarding whether this Policy should be agreed as part of the terms and conditions of employment. Unfortunately, the Joint Secretaries felt this issue was not a terms and conditions issue. However, it is hoped that management will use this Policy fairly and reasonably in the future.
• Strike Action

Positively, almost every HPT office managed to have a designated picket line on N30 last year. Despite some minor issues reported and resolved, the majority of participants reported successful pickets and participation in afternoon rallies around the county. Although we are a relatively small union when compared to the larger union organisations in the county, many members addressed rallies and feedback indicates that we were a recognised local force.

• Stress Survey

The Branch have undertaken a Stress Survey of HPT staff this year. A good response and the findings are currently being analysed.

The Survey Report will be submitted to HPT management and posted on the branch webpage once completed.

• The Tolpuddle Festival – wet but primarily successful last year. Members are encouraged to come along this year especially for the Grand Procession on the Sunday.
• AGM at Eastbourne well received and feedback indicates that members attending found AGM informative, inspiring and interesting. Members are encouraged to come to our Centenary AGM in Torquay this year.
• Goodbyes and thanks given to George Clarke, Chas Smith, Jim Penders who have served on the Executive Committee this year and have either left the Service or stood down.

The Hampshire & IOW Branch Annual Report will be posted on the web page and provided to members shortly.

This week many trade unionists and activists across the world will rally and march to commemorate Mayday. Whatever we have today in the workplace has been fought for by brave and committed trade unionists in the past.

Many of us (workers) are now facing pay cuts directly or indirectly through the removal of conditions of employment (ie; ECU, lowered mileage rates), pay freezes or explicit cuts, pension changes - the lists go on. Meanwhile, a tiny proportion of the population are finding their wealth increasing - effectively they are prospering at the expense of our hardships. All of the pension changes have stolen from workers wage packets whilst prices rise, travel costs go up and job opportunities especially for the young, are limited. Key services such as refuges have been closed and our NHS is about to be dismantled. In fact, at least 80% of the cuts are still to come.

There will be a strike on May 10th by up to half a million public sector workers who still face struggles with ensuring a decent pension. For many of our fellow public sector workers the strike represents an opportunity to reignite the struggle to defend pensions from the attacks of the ConDem (or DamnCon - as one of our members has coined) Coalition. PCS, Unite, UCU, NIPSA, ISU and RMT members in the Royal Fleet Auxiliary will be on strike. Whilst our LGPS changes are being negotiated, other public sector schemes still face severe attacks.

The elections this week have shown that this government is weak, divided and unpopular. Union members and working-class people in general voted to get rid of them. We need to support the May 10th strike and build a movement of public and private sector workers that can push out the cabinet of millionaires.

We need to give our full support to our fellow public sector workers on May 10th. We will send a message of support to all of our fellow union members striking on the 10^th but if you pass a picket line on the 10^th demonstrate your support. If you are asked to donate to a strike fund - anything will be of help. A quick visit to a line to show yur support can be extremely motivating.

We wish our fellow striking public sector workers good luck and best wishes on Thursday.

Fred Pickstone is undertaking a charity ride for the Edridge Fund and to celebrate his 70th birthday during the week of 21st - 28th May, the week of Napo's 100th birthday. Fred, a former Probation Officer and Napo Chair is cycling from Land's End to John o'Groats.

Please consider a donation to Fred's charity fundraising. There are 3 ways that members can donate;

1. on his justgiving page www.justgiving.com/FredsEnd2End-2012/

2. by texting SFXFP47 £10 (any amount between £1 and £10)

3. by sending a cheque to the Edridge Fund (please indicate that it is to sponsor Fred).

Unfortunately, Fred will not be passing through Hampshire & the Isle of Wight but he is happy to keep anyone updated on his ride at afredp@gmail.com or on Twitter at @fredp.

Napo have now produced a Position Paper and Negotiation Pack on Role Boundaries - attached for your information.

Primary features of the Paper relate to common issues experienced throughout all Probation Trust areas.

In summary the Paper points out that;

• Probation Qualification Frameworks (PQF) will aid the clarification of role boundaries
• National Occupational Standards (NOS) are used to inform job roles and recruitment and no staff member should be undertaking tasks outside of their NOS for example, no PSOs should be undertaking high risk T3 or any T4 case supervision
• Job Descriptions (JD) are important documents that define tasks. Where staff are asked to undertake tasks not within the remit of their JDs for example a PSO being allocated an inappropriate case then the case should be handed back with the support of your Branch Rep if required. A re-evaluation of job role could then be requested with a view to rebanding and a revised Training Needs Assessment.
  
• Job Evaluation (JE) is the process that ensures Job Descriptions reflect the work that staff actually do. If you feel that you are being asked to do tasks that  are ab ove your grade then you should ask for your job to be re-evaluated. Your Branch Rep can assist you with this.
  
• There are 3 main roles that Napo feel have a real potential to have blurred boundaries; Senior Probation Officers/Team Managers, Probation Officers and Probation Service Officers. NOS's for each of these roles are in the attached documents. 
• Concerns have arisen regarding PSOs who have qualified thus gaining the PO qualification but have not been offered a PO role being asked to undertake PO tasks. These staff are not being properly renumerated for the work they do and advice should be sought from union reps.
  
• Tiering issues - specific Tiers tend to requre particular grades of staff to manage ie; T4s should only be managed by POs. It is recognised that as factors change so Tiers can be changed although down tiering for resource reasons is never acceptable. Any concerns should be reported to Branch reps.
  
• Interventions - Level 4 programmes should always be delivered by PO grade staff unless suitably trained PSOs employed by Trusts are in situ. Treatment Managers should always be PO grades. It is recommended that Level 3 programmes are delivered by a mixture of PO and PSO grades.
• Full Risk of Harm assessments should only be undertaken by suitably qualified PO staff. Should PSOs be requred to undertake a full RoH assessment due to dynamic changes in cases then SP countersigning and ideally reallocation should occur.
  
• Written reports in Courts should always be written by POs especially where custody is being considered and menatl health, child protection, serious sex or violence issues are present.  Napo advise that extreme caution should be taken where the Court have advised that all options are being considered (see the Goldring Direction in Appendix 1 of the attachment).
  
• PSOs and/or learners should be accompanied at Child Protection case conferences and should not be in decision making roles in these cases. 
• Napo's view is that all PO grade staff should be supervised by Managers who have the PO qualification.
• Case administrators should not take on any duties that are not within their grade.

Overall, Napo concerns revolve around the dilution of roles in the Probation Service, increasing moves towards shorter, quicker reports in court that could lead to deprofessionalisation in the Service, inappropriate tiering and allocations, increasing notions that there can be 'less serious' domestic abuse or sexual offences.

The integrity and reputation of the Probation Service will rely on maintaining the professional nature of our services thus, it is important that these boundaries are protected.

Napos position paper and negotiation pack on Role Boundaries1.doc  (368 KB)

We have met with management representatives regarding our concerns in relation to the Absence Management Policy and to discuss the introduction of a secondary tool to aid calculation of trigger points. Positively, we have agreed the following (subject to final minor amendments);

• The Bradford Index will be introduced as a secondary tool to aid the calculation of trigger points.  This will enable formal actions to be focused on those with frequent short term absences rather than including those who suffer with long term/one off incidents of sickness.

• The use of Managers' discretion to decide whether to move an individual to a formal stage of the procedure will be removed. Reaching both triggers will result in an automatic referral to the formal stages of the procedure. This will ensure that there are no differences in implementation across the county.

• The Return to Work documentation will be amended to ensure that HPT and the staff member explore every aspect of any emerging concerns regarding absence. The document will require a full exploration of any reasonable adjustments required to support the individual and will encourage creativity in working to reduce the potential for future absences to occur. (Examples could include the individualising of a trigger point for a staff member with a chronic disability as defined under the EA2010 or looking at different working patterns, phased returns to work, changing work locations - the options are constrained only by imagination within operational viability).

It is likely that due to the agreed procedures encouraging managers and staff to work together wherever possible and ensure the support of staff in the workplace, then referral to a formal stage in the procedure may well result in an Improvement Notice.

Consequently, it is extremely important that Return to Work meetings are used to explore all relevant health and welfare issues and any way in which HPT can support you in the workplace.

Advice can be sought from your union representatives at any stage.

We are still in the process of analysing the Staff Stress Survey. However, some concerns have been identified. For further details, (in line with HPT requests that sensitive information is posted internally) please go to;

STAFF SUPPORT

on the front page of Network Navigator (Lotus Notes)

UNION INFORMATION

and then the

latest NAPO posting

Napo are undertaking work exploring role boundary issues in preparation for a review of the job evaluation scheme this year.

We are fortunate in Hampshire & the Isle of Wight that PSO's have not been asked by our employers to undertake report writing as has occurred in many other areas and there have not been reports of any role boundary issues.

In other areas there are concerns that for example; admin staff are being asked to allocate reports and PSOs are being asked to managed high risk cases.

To enable us to feedback to Napo officers, if there are any concerns regarding roles please email napohants@hotmail.co.uk

International Worker's Memorial Day began in Canada about 20 years ago to commemorate those who have died as a result of their ordinary day to day work and to motivate other workers to fight for health and safety in the workplace.

There are events being held in Portsmouth and Basingstoke to mark the day and members are requested to hold a minutes silence at 12 noon and/or light a candle on the day to commemorate those who have lost their lives. Visit the TUC website for details if local rallies.

Attached is a copy of an H&S quiz sent to all MPs. It highlights worrying statistics.

	WMD quiz - Questions.doc  (30 KB)
	WMD quiz - Answers.doc  (43 KB)

How do you think workload stress issues could/should be addressed?

The Stress Survey results are currently being analysed and a Report will soon be produced. Issues have been identified and proposals will be recommended.

In line with the TUC guidelines on the study we are seeking suggestions on how staff feel that issues with workload stress can be addressed.

Appropriate suggestions will be incorporated into the Report as potential proposals.

Please send suggestions to napohants@hotmail.co.uk

Some members have requested further information on the Executive Committee roles up for election/re-election this year. Attached is a general outline of the roles and associated duties.

If you require any further information please contact napohants@hotmail.co.uk

Please ensure all nomination forms are returned by Monday 30th April 2012.

YOUR LOCAL UNION.doc  (56 KB)

Attached is the Probation pay claim for 2012 -2013.

This was submitted yesterday and negotiations are scheduled to begin in early May.

Once an agreed settlement is reached members will be advised and we will arrange appropriate workplace meetings to enable members to vote on the proposal.

Probation Pay Claim 2012-13.doc  (120 KB)

Members are reminded that our Branch AGM is scheduled for;

Friday 11th May 2012

at Town Quay, Southampton

at 12.30pm

Sarah Friday - new Napo Official

will be replacing Mike McClelland as our Regional National Officer and we are delighted to announce that she will be attending our Branch AGM to meet with Branch Officers and Branch Members.

* * *

Don't miss this opportunity to meet our new national officer

* * *

The majority of Branch Executive posts are filled and members will be aware that due to Napo consitution changes officers are now in post for 2 years.

However, the following posts are vacant and/or due for re-election;

Vice Chair(s)

Union Learning Representative (ULR)

Ordinary Member(s)

Any members wishing to be considered for elections should complete the attached form and send to the Branch Secretary no later than 5pm on Monday 30th april 2012.

If further details are required please contact napohants@hotmail.co.uk

Nomination form.doc  (27 KB)

If you haven't already done so please complete the attached short survey on court changes and send to hfletcher@napo.org.uk or fax to 02070950962.

These responses are essential for the Justice Unions joint survey that is currently being undertaken.

Many thanks.

Justice and the Courts Survey.doc  (78 KB)

Thank you to everyone who returned a survey. The response has been excellent.

We will now analyse the results and produce a report that we will share with HPT and staff.

Watch this space........

Today we officially say goodbye to many staff who are leaving the service. To those who are Napo members, as well as those who are not, we wish you well in the uture.

One of these leavers is George Clarke. George has previously served Napo as a Branch Chair and Vice Chair and has on occasion been the single backbone of our Branch. He has served us as members with dedication, commitment and passion and he will be sorely missed.

Personally, George is one of the local activists that motivated and encouraged me to become involved in Napo locally. (Not sure whether I should thank you for that George).

Never one to go along with a popular or convenient view for the sake of it, you always knew that George's advice was given with sincerity and premised on a wealth of experience. Always loyal to the principles of working for the collective good George is inspiring.

He continuously encouraged members to become more involved in local employment issues and helped to develop confidence in our ability to challenge unfair practices. George is one of a kind and his relentless perseverance in striving to achieve fairness for us all will continue to inspire many of us in the future.

Typically George wanted no fuss as he leaves but we managed to present him with the traditional trade union gift of a Miners Lamp at the last Executive Committee meeting. Strictly no photos allowed!

Hopefully, George will remain as an associate member of the Branch and will continue to regularly attend Napo events such as the AGM. But whatever he chooses to do next we wish him well and send our heartfelt gratitude and thanks for his service.

Thank you George.   

Tina Williams

Chair - Hampshire & IOW Branch of Napo

Members will be aware that changes to court services have been required due to Probation Instructions including PI/05/2011 and SBC recommendations. We were advised that HPT intend to make changes including increasing to 85% the proportion of court reports delivered on the day or within 5 days; replacing the former 15-day adjournment report in cases where custody is inevitable, with a report delivered on the day; introduce a brief oral report where there are specific sentence enquiries and introduce a standardised format and content for oral reports.

We sought feedback from members and a consultation meeting with HPT management representatives was held on the 9th February 2012. Based on your comments and views we fed back to HPT that;

• the PI/05/2011 specified only a 70%/30% split so we queried why HPT were advocating and 85%/15% split
• staff reported concerns that they may feel pressurised into producing short reports against their professional judgement
• staff reported that SPO presence in courts would be beneficial
• staff reported awareness of the 3 new report types; same day oral/5 day written/15 day written.
• staff reported concerns regarding weightings given to reports which are perceived as unrealistic
• it was pointed out that although the specifications (in SBC) are mandated, the operating and costing models are non-mandatory
• PSO staff reported concerns regarding potential changes to their roles
• concerns were raised regarding health and safety issues in courts (including reference to the PI instruction that offenders must be interviewed in private)
• concerns were raised regarding training and skills development
• concerns were raised regarding moves into court teams (and how this could impact on career development for staff wishing to undertake professional training)
• concerns were raised regarding partner agency timeliness
• concerns were raised regarding the review and evaluation of these changes

Consequently we asked for specific feedback on detailed concerns. HPT repsonses are also reproduced below.

Napo: We requested confirmation that PSO job roles will not be changed.

HPT: Court based PSO's are currently expected to provide oral reports to the court. Within the new requirements this remains the same with a brief report template to be completed as a record of the report.

Napo: We requested a review of timings for the 3 report types.

HPT: ... have reviewed the timings of the reports and compared these to the SBC programme. The SBC provides for 50 minutes for a band three post (the ten minutes preparation is undertaken by a band two post), and 20 minutes for a specific sentence report. In fact the timings in the resourcing the courts project are premised on HPT allowing one hour for the oral report which encompasses both types of oral report described by SBC. As SBC anticipates that 70% of oral reports will be specific sentence reports this provides the potential for some generous resourcing by HPT for the preparation of these reports. The other reports are broadly in line with SBC although I will be looking more closely at the current weightings that apply to the standard delivery report as described by SBC. These report types are replaced by oral same day, 5 day written and fifteen day written reports in the probation instruction.

Napo: We recommended that HPT's confirmation that "final decisions should always be on a professional assessment of the risk and complexity of a case not on achieving a target" be explicitly issued in guidance.

HPT: ... have issued guidance on the probation instruction in relation to the three report formats and this has not changed.

Napo: We requested confirmation that all health and safety concerns will be addressed through court facility provisions.

HPT: Yes, a review of court facilities is currently taking place which will clearly consider health and safety concerns.

Napo: We requested confirmation of the training provisions that will be available to staff in court teams.

HPT: A court skills and consultation meeting [has been] held ... and a training plan has been identified. We have now received Minutes of this meeting that confirms that training provisions are in place.

Napo: We recommended training regarding new court practices for all court staff and implantation of those practices before measuring efficiency.

HPT: Clearly the link between training/resourcing and effectiveness are important developments. We see this as a transitional project and will be evaluating impact quarterly.

Napo: We recommended that Court PSOs be guaranteed the same opportunities for further training as other PSOs in case management roles.

HPT: No difficulties with this are identified.

Napo: We recommended regular reviews of court services to ensure volume and practice issues are identified.

HPT: Quarterly evaluations will take place

Napo: We recommended an exploration of capacity issues for SPOs required to undertake more tasks in courts.

HPT: The role of the SPO in courts leading this change is critical to its success. [It was] agreed that management capacity issues will be an important part in evaluating the implementation of the project.

An Implementation Group is managing these changes and we will be kept advised of developments. Much more efficient practices in court services will also be developed such as the use of laptops in court, the provision of one time electronic form completions and pre-court meetings.

This consultation period has enabled 'meaningful' discussion to take place regarding the changes to court and thank you to everyone who contributed comments and feedback.

The Chief Executive has confirmed that for those staff with a more general contract (where for example, 7pm is not specified as a late night working time) later working hours can be negotiated by agreement with the member of staff.

The key words here are negotiated by agreement . Hopefully, any staff member working new hours has negotiated the issue with their manager and agreed to the new practice.

Where any member has any concerns please contact napohants@hotmail.co.uk as usual.

Justice and the Courts Survey

The court system in England and Wales is experiencing cuts to its budgets of 20% during the period financial year 2010/11 through to financial year 2014/15.  This has involved court closures, reduction in staffing levels including legal advisors and the CPS and as a consequence staff across the CJS in Napo, POA, PCS and the Police Federation are experiencing increasing problems - adjournments, delays, the non attendance of witnesses, victims and even defendants and the unavailability of barristers and judges.  In addition, paperwork such as probation and specialist reports and court files are either unavailable, have been sent to the wrong court or have been lost in transit. 

The Justice Unions have agreed to carry out a joint survey over the coming period to try to gain firm and anecdotal information on the scale of the problem.  I would be grateful therefore, as Family Court and Probation members, if you could assist with this by completing the attached questionnaire and returning it to me at hfletcher@napo.org.uk or fax to 020 7095 0962. 

Many thanks as always for your assistance

Harry Fletcher

Assistant General Secretary

If completing the questionnaire on screen to email back, please don’t forget to save it after inputting the information.

Please note: Members are advised they should not disclose the names of any individuals. Any information which relates to individual cases should be anonymised and information should not be taken from employer networked databases.

Justice and the Courts Survey.doc  (78 KB)