Your National Change Map helping you navigate change

Your National Change Map: helping you navigate change Estates § Upgrade work in some offices continuing § Transition day moving offices complete This document helps you identify when change will be experienced locally, where it may come from, and what you might need to do as a result of it. A living document, it articulates how and when change will land across probation. Digital § Ongoing access to support § Some new systems in place Service Delivery § New Commissioned Rehab Services ETE, Accommodation, Personal Wellbeing and Women Offender services commencing Click on each phase to learn more: People and Workforce § Pre-transfer activity continues e. g. Trade Union engagement, vetting, onboarding and L&D § Welcome Hub launch for staff transfer information and updates § Recruitment will be ongoing § Qualification alignment will begin § Race action programme launch § Budget and goal setting will continue as normal Managing the Change § Updated Target Operating Model § NPS & CRC leadership events and regional engagement activity Digital and Technology continuing § New IT hardware rolling out § New technology in some offices § Guidance and support started r on how to use new tech fo § Setting up new user accounts g for transferring staff rin e Estates § Moving offices communicated Pr pa Service Delivery § New Target Operating Model launch § Revised National Standards § Some Commissioned Rehab Services providers announced e th w ne ch ar M – ry 21 a u 20 n Ja n io at b o pr People and Workforce § Ongoing support to transferring staff and to business to enable transition and maintain business continuity § Guidance for how to refer to Commissioned Rehabilitative Services (CRS) ni io sit ng to e th ic rv a ew p b ro n n tio Ju se e r be em c e D 1 – 202 ly Digital § Introduction of more, new, integrated systems People and Workforce 21 ) § Ongoing activity to support 0 n 2 ay end-state unified model a e D Tr n § New L&D model r Ju sfe progresses to support staff 6 § Continued delivery against 2 ran Estates § Upgrade work probation workforce (T strategy continuing People and Workforce § Pre-transfer activity finalised e. g. Trade Union engagement, vetting, e Digital onboarding and L&D (transition n e § Some new u learning) J vic software in place § New equality, diversity and inclusion r 5 2 1 § Training, strategy launch se – guidance and § Launch new recruitment and retention ir l 202 support ongoing strategy Ap § Rollout of new L&D model § Launch Recruitment Drive (PQi. P 10 b) § Pre-Employment Vi. SOR Vetting § Specialist provider competition comes Managing the to an end and outcome announced Estates Change § Ongoing recruitment § Some moving § NPS & CRC § Aspiring Leaders toolkit launch Technology offices leadership events § Staff transfer to new providers § New Facilities § IT hardware and regional underway rollout Management engagement § Trial of Competency-Based Pay § New collaborative continuing activity continuing Progression Framework (CBF) workspaces launches Please note: This document provides information which was correct at the time of publishing (March 2021) and may be subject to change. Further versions of this document will be shared throughout the lifecycle of the probation programmes. For more information, please contact the Business Change team. Version 2: March 21

Click to go back to map > Click on each section to find out more Estates § Moving offices communicated People and Workforce § Pre-transfer activity continues e. g. Trade Union engagement, vetting, onboarding and L&D § Welcome Hub launch for staff transfer information and updates § Race action programme launch § Recruitment will be ongoing § Qualification alignment will begin § Continued collaborative work with Trade Union colleagues to pursue modernisation agenda and pay reforms § Opportunity to be involved in the development of the new Competency Based Pay Progression Framework 1 2 0 ice v 2 r a – se h n rc atio Mw y the r a or f u ne b o pr g n in r Ja epa Pr Service Delivery § New Target Operating Model launch § Revised National Standards published § Unified Tiering model guidance and training § Commissioned Rehab Services (CRS) announcements for ETE, Accommodation, Personal Wellbeing and Women's interventions Technology § New IT hardware rolling out § New technology in some offices § Guidance and support started on how to use new tech Managing the Change § Updated Target Operating Model communicated § Awareness events continuing Covid-19 Recovery § Aim to bring service delivery closer to precovid levels where possible § Processing the outstanding cases in Interventions § Survey launch to get your views on the ongoing impact of covid Digital § Testing new software § Setting up new user accounts for transferring staff

Preparing for the new probation service January – March 2021 < Click to go back to phase In this phase, you will see … Estates A large proportion of estates will move from CRCs to the new probation organisation on 4 January 2021, this won’t mean any immediate changes in how we work but will allow us to prepare the sites for unification and install data lines in our locations. You may notice some moving of desks and meeting areas taking place in office sites – this is to optimise health & safety, security and accessibility and will also inform any future works that need to take place. All of our Estates work is underpinned by a Probation Offices Design Guide which sets out the desired look and feel of the contact centres of the future. It has been developed to help realise the new probation organisation’s values of fostering an enabling environment, keeping staff and service users safe, promoting staff wellbeing and creating inclusive and accessible environments. The vast majority of staff will not be required to move offices on transfer day. However, if you are required to move offices, then you will be informed and consulted in this period – localised plans will support staff in their move to new locations. Covid-19 continues to present a considerable challenge to the estate team’s ability to deliver for June 2021, as outlined in our strategy. The transfer of CRC buildings in to the new probation organisation, onboarding a large number of CRC buildings on to new Facilities Management (FM) contracts, and having the requisite human resource are additional challenges that need to be addressed. The estates team are working through contingencies to ensure that they are able to deliver all projects outlined in the estates strategy. Click to go back to map >

Preparing for the new probation service January – March 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … People and Workforce The race action programme will also be launched, clearly outlining how the NPS trainee Probation Practitioner recruitment will be ongoing, including part new organisation will promote an inclusive and open culture. You will see -time and internal progression routes. Vetting will continue to be underway for communications around this programme, and may be asked to join-in some staff transferring into the new probation organisation – you will be contacted events. Race ambassadors will also be recruited to champion the programme as required to provide information. More information on vetting can be found – please get involved. The critical structures for the new L&D model will be on the Welcome Hub. put in place. Staff will see changes to the existing central and regional For staff transferring to Commissioned Rehabilitative Services (CRS), structures, including the expansion of existing teams due to the introduction of employee checks and vetting will commence between January and June 2021 new roles. as new the suppliers are awarded contracts. Where required, you will be provided with training, guidance and support to For those of you in-scope for the pre-transfer placement process, you will behelp you use the new systems and processes ahead of transfer day. invited to an engagement event in January that will explain the process in PSO Progression Pathway learners start, PQi. P 9 merit list candidates detail. onboarded, pre-launch for PQi. P 10 campaign and internal application At the end of January, we will launch the Welcome Hub a website that will actroute for PQi. P 11 in place. as a one-stop-shop for information and updates for transferring staff, including Staff who don’t have the Probation Officer qualification will discuss options information about key required learning to be undertaken. to “align” their qualification. A guidance document will be shared to provide Budget-setting within NPS will take place in this period, as usual. Your role further information on eligibility, and a dedicated mailbox will be available to answer queries. You will be informed of these once available. in this process will be the same as it is now. Your induction experience, including the design of learning products, will be We will continue to work collaboratively with Trade Union colleagues to developed and may begin during this phase. You will be given clarity about pursue modernisation agenda and pay reforms. what this will be like, how to participate and what the time commitments for Staff will be introduced to the Competency Based Pay – you are likely to be as soon as possible. Progression (CBF) - late March Framework, which will set out the Contracts for ETE, Accommodation, Wellbeing and Women’s Services will competence areas that you must demonstrate for progression to the next pay be awarded and communicated – look out for information arriving on the new point within your pay band. The trial period will launch in April 2021 for twelve months, and you will have the opportunity to be involved in the development specialist providers delivering rehabilitative interventions. and review of the CBF throughout the trial year. Communications will be shared on the future structure of the Corporate Admin Hubs – those impacted by the new structure will be communicated with first. This may mean your admin support will be different on transfer day.

Preparing for the new probation service January – March 2021 In this phase, you will see … Digital and Technology In the run up to June we will be ensuring your workplaces are appropriately kitted out with network connectivity, printing and workstations have screens installed. We will also be ensuring we are ready to migrate CRCs users’ data safely across and ensure all the devices users need will be readied for their use. The deployment is being staggered CRC by CRC to ensure the process is sustainable and responsive to the local conditions arising from covid measures. In January, we will be introducing new PDU structures into Ndelius to support the revised regional configuration of NPS. You may be asked to test some new digital software due to rollout by transfer day – digital will be in touch about this – this is to make sure sufficient digital processes and systems are in place to support service delivery. Where there are new technologies or processes you will need to use on transfer day, guidance training and support will be offered to you, to help prepare you for continuous service delivery. These materials have been designed to reflect our new approach to learning, and so will focus on learning by doing and applying new knowledge quickly e. g. via the use of self-driven video tutorials. IT hardware will also start to be rolled out in this period; including laptops and mobile phones (where applicable). You will be contacted about when you will receive your hardware, which is being rolled out in a staged basis from CRC to CRC. Digital will be extracting data from existing legacy systems and setting up CRC user accounts – you may be asked for information or to ‘test’ some of this work. < Click to go back to phase Click to go back to map >

Preparing for the new probation service January – March 2021 In this phase, you will see … Covid-19 Recovery The Probation Business Recovery Programme continues to support regions working to bring service delivery back up to as near to pre-covid levels as possible, and make inroads with the outstanding cases of Interventions. However, these plans have to remain flexible due to the unpredictable nature of covid and the increased contingency of the winter months. We continue to try to recover unpaid work (UPW) and other areas of delivery currently affected, as far as the changing Covid circumstances allow, in line with Government and wider health advice. We are working on the challenges created by the interventions outstanding cases, operationalising some of the outstanding cases solutions, and linking in with Reform colleagues around future planning for this under UM. A survey of NPS staff and service users will be undertaken looking at the impact of service provision during covid-19 on substance misuse and mental health. < Click to go back to phase Click to go back to map >

Preparing for the new probation service January – March 2021 In this phase, you will see … Managing the Change Communications will be shared to support the launch of the updated Target Operating Model, which outlines how probation will operate once the unified model has been implemented and embedded. A rich picture will also be developed to inform staff of the changes. If you receive them, please review and cascade them within your teams as appropriate. NPS & CRC leadership events and regional engagement activity will continue – bringing you up to date on the changes regionally and are an opportunity to share your questions or thoughts. We know change can be uncertain and unsettling, especially when all outcomes from change aren’t clear – do keep talking with your line manager and teams on this change; sharing any suggestions or concerns you have. < Click to go back to phase Click to go back to map >

Preparing for the new probation service January – March 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … Service Delivery In this period, there will be the launch of the new Target Operating Model (TOM), which will set our intentions for the future delivery of probation services. It will also provide an overview of what services will look like in June 2021 and a broadmap for implementing the new model. Communications will be shared to support the launch of the updated Target Operating Model, including how it will impact on different areas of work in the longer-term and the changes that people can expect to see. A rich picture will also be developed to inform staff of the changes. If you receive them, please review and cascade them within your teams as appropriate. Alongside the TOM, we will publish revised National Standards to support transfer day delivery. Briefing events to support the revised standards will be held over the spring. Guidance and training on the Unified Tiering model will be delivered to performance and quality teams. Pilots for different ways of working will also be carried out in some service areas – such as short sentences – if you are in those areas, you will be informed in this period and involved in them. On short sentences – this launched in Wales in Aug 2020 and plans are underway to put in place similar in Yorkshire and the Humber and North West regions. Contracts will have begun to be awarded to new Commissioned Rehabilitative Services (CRS) providers for ETE, Accommodation, Personal Wellbeing and Women's interventions. These will be communicated as this happens. Communications will be shared on Commissioning / Contract Management function roles and joint working for day one. In March, we will start rolling out provision to support the Alcohol Abstinence Monitoring Requirement (AAMR) across England, having successfully introduced this in Wales. It will provide Electronic Monitoring colleagues and court colleagues with the ability to propose an AAMR tag at court. That tag will test for Alcohol in the blood encouraging abstinence in those offenders with offender that are alcohol related. The HMPPS Reducing Reoffending Directorate have identified four priority areas covering (1) accommodation, (2) education, (3) employment, and (4) substance misuse. The Accelerator project which launched in January 2021 will seek to rapidly introduce and test several new or refined roles in these four areas, across 16 prisons. These roles require specialist skills and will be additional resource for prisons, aimed at developing local and regional partnership working and system leadership. We will be trialling new roles within each of these themes, with posts starting in Spring 2021. More communications will be shared via the HMPPS intranet as the project launches.

Click to go back to map > Click on each section to find out more Managing the Change § Awareness events ongoing Service Delivery § Current service levels to remain, in line with recovery plans and EDMs § Scaling-up newly Commissioned Rehab Services (CRS) providers § Mechanism and guidance in place for referring service users to CRS § New community payback and structured interventions manuals § Directory of services available § New Unified Tiering Model goes live Estates § Some moving offices § New collaborative workspaces § New Facilities Management Covid-19 Recovery § Continue to recover delivery as far as changing covid circumstances allow § Aligning the EDMs between NPS and CRCs 1 ce 2 0 vi r 2 n se e tio n ba u o J pr 25 e new – r th l ri g fo Ap r pa in e Pr Technology Digital § IT hardware rollout § Some new continuing software in § Training, guidance and place support ongoing § Training, § Refer and Monitor system guidance and to support referrals to support external providers ready ongoing for transition day People and Workforce § Pre-transfer activity is finalised e. g. Trade Union engagement, vetting, transfer letters issued, onboarding and L&D (transition learning) § New equality, diversity and inclusion strategy launch § Launch new recruitment and retention strategy § Rollout of new L&D model (roles & structures) § Launch April Recruitment Drive (PQi. P 10 b) § Pre-Employment Vi. SOR Vetting § Specialist provider competition comes to an end and outcome announced § Ongoing recruitment § Aspiring Leaders toolkit launched § Staff transfer to new providers underway § Launch of the Competency Based Pay Progression Framework (CBF) trial § Continued collaborative work with trade union colleagues to pursue modernisation agenda and pay reforms

Preparing for the new probation service April – 25 June 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … Service Delivery We will continue to try to recover all areas of delivery, as far as possible, in line with any restrictions in place at this time. We will continue to make use of the EDM process whilst aligning the CRC & NPS EDMs. Regional processes will also be in place for non-operational administration support through corporate admin hubs – you will be informed of these new processes ahead of them going live. Those involved in the new corporate admin hubs will be notified and involved first in the setting up of new processes. There will be a mechanism (Refer and Monitor system) and guidance in place for referring service users to Commissioned Rehabilitative Services (CRS), delivering locally tailored rehabilitation interventions. This will be shared with staff ahead of go-live. Relevant support will be given around the easy to use new digital system enabling recording and referrals to new providers delivering ETE, Accommodation, Personal Wellbeing and Women's interventions. The Resettlement Pack and Short Sentence Function Design will be complete in this period – helping support Resettlement colleagues transition smoothly to new ways of working and digital systems. Click here to see the next page on Service Delivery Processes will also be in place to enable local people and organisations to make nominations for Unpaid Work schemes in their locality. Those using these processes will be informed ahead of transfer day and relevant support provided. The realisation of plans for increasing delivery of unpaid work and tackling the outstanding cases, in line with the easing of social distancing restrictions. Unpaid Work staff are able to update the NPS case record with all information relating to attendance and risk – UPW staff will be informed of this in advance of go-live and will receive the necessary training.

Preparing for the new probation service April – 25 June 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … Service Delivery A new Community Payback Operating manual will be shared with staff which covers the new processes, mandatory requirements and good practice. Communications will be provided to service users (in-flight cases) regarding any changes to their current interventions/service delivery. There will be a Structured Intervention Practice Manual available in this period for staff working in this area, and a probation practitioner toolkit for Sentence Management available too. These products will be shared with you ahead of transfer day. A Directory of services (provider summary sheet) will be provided to staff in all regions on services available locally. By April, we aim to launch the a number of new Trailblazer projects – these will set out to address challenges prison leavers face when coming into contact with a range of organisations in the community. In April, the Electronic Monitoring for Acquisitive Crime offenders service will go live in six pathfinder Police Force Areas. This will introduce trial monitoring as a compulsory condition for qualifying offenders, requiring the Service User to wear a GPS tag to record their movements. A subsequent rollout to a further 13 Police Force Areas will take place in September – further comms will be provided on this. By June, we will have rolled out provision to support the Alcohol Abstinence Monitoring Requirement (AAMR) across England, having successfully introduced this in Wales. It will provide Electronic Monitoring colleagues and court colleagues with the ability to propose an AAMR tag at court. That tag will test for Alcohol in the blood encouraging abstinence in those offenders with offender that are alcohol related. In May, the new Unified Tiering model will go live – communications will be provided on this. Amended Policy and Probation Instructions guidance material will be provided to operational senior managers in the regions and middle managers events will be arranged to provide staff briefings on Probation Instructions.

Preparing for the new probation service April – 25 June 2021 In this phase, you will see … Estates You may notice some moving of desks and meeting areas taking place in office sites – this is to optimise health & safety, security and accessibility and will also inform any future works that need to take place. You may also experience new collaborative workspaces, including different work settings for different types of work – this is to allow for smarter and more flexible working. For staff moving offices, the dates of relocation will also be communicated over this period. Communications and training materials relevant to your relocation will also be rolled-out ahead of the move. For many, Facilities Management (FM) contracts will now be in-place for transfer day and security and access will be managed by FM providers. This means you may need to speak with different FM suppliers than you do currently – local communications will be shared to update you on this. In this period, the remainder of CRC sites will move across to the new probation organisation. CRC branding in some sites will be removed as we get closer to Day One - temporary signage will be erected by Day One to make it clear the site belongs to the new probation organisation. < Click to go back to phase Click to go back to map >

Preparing for the new probation service April – 25 June 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … People and Workforce During this period, if you are transferring to the new probation organisation your role will be aligned to a role in the new probation organisation (or in some cases with roles in the wider organisation). This will be communicated to you by your current employer. Everyone who is transferring in to the new probation organisation will receive a transfer letter from HMPPS (NPS). This letter will confirm the transfer of your employment from your current employer to HMPPS (NPS) and will also outline key details of your employment (job title, pay, location, etc). You may have received some of these details in the previous months. Staff transferring to the Dynamic Framework will also receive a similar transfer letter from your future employer. In April, the probation workforce equality, diversity, inclusion and belonging (EDIB) strategy will be launched – encouraging a cohesive and open culture for our new organisation. There will be materials and team events aligned to this – please get yourselves and your team involved. We will also be publishing a recruitment and retention strategy – this will include our plans for how we plan to recruit our future workforce and ensure that we retain and develop our current and future workforce. Where required, you will receive learning guidance and support to help you use the new systems and processes ahead of transfer day, including Commissioned Rehabilitative Services learning support. More information, including an outline of learning that will be available post-transfer, will be shared nearer the time. By June, everyone will be aware of their new management arrangements – the vast majority of line management will not change, but some more senior positions may align with new regional and/or national structures. Those with new line management chains will be informed. The Aspiring Leaders toolkit will be launched for all staff – this will include a framework and materials/programmes to support rapid organisational progression in the new structure – part of our commitment to professionalising the probation service. Employee Checks and Security Vetting will continue to be underway. Our next recruitment campaign for PQi. P 10 b intake launches in April 2021 to onboard learners in November 2021. Vi. SOR vetting will be incorporated into the recruitment process from this campaign onwards. Staff who are eligible for qualification alignment will be scheduled to complete “qualification alignment” training. The HMPPS performance management process will be launched in April for current NPS staff – this will outline the new probation organisation performance management approach, which all new probation organisation staff will need to follow beyond transfer day, and brings the new probation organisation in line with HMPPS and the Mo. J more widely. More information will be shared on this as part of launch. Any new performance measures will be communicated to staff through a 'nutshell guide' as well as workstream communications and local line management. For existing NPS staff, on 1 April 2021 we will commence the trial of the Competency Based Pay Progression Framework (CBF). This process, designed collaboratively with Trade Unions, will enable eligible staff to progress through their pay scale. The CBF will use existing line manager conversations and supervision to record an individual’s competency across the year. It has been agreed that NPS staff will be able to work with the CBF scheme in place for at least 12 months before it is linked to pay. Support and training will be made available to you and your line manager to utilise the CBF ahead of, during and after the trial launch.

Preparing for the new probation service April – 25 June 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … Digital and Technology You may be asked to test some new digital software due to rollout by transfer day – digital will be in touch about this – this is to make sure sufficient digital processes and systems are in place to support service delivery. IT hardware will continue to be rolled out in this period; including laptops and mobile phones (where applicable). You will be contacted about when you will receive your hardware, which is being rolled out in a staged basis from CRC to CRC. You will receive training, guidance and support on how to use your new technology in the right way. Different people might receive different learning depending on their role and which systems they will use. You can find out more about how we’re modernising our technology and follow our rollout on our Welcome Hub. New digital tools will be introduced to support delivery of new specialist rehabilitative ETE, Accommodation, Personal Wellbeing and Women's interventions. Responsible Officers will need to find these interventions and refer to the new providers - relevant staff will need to be notified of this ahead of go live. Support and guidance will be provided. Mechanisms will be in place to monitor interventions attendance and completion – you will be informed of the system used in your intervention. The Refer and Monitor system to support referrals to external providers will be ready in this period for transition day. You will receive communications about this system in advance if you are required to use it.

Preparing for the new probation service April – 25 June 2021 In this phase, you will see … Managing the Change Your onboarding experience will be underway during this period and is provided through the Welcome Hub. All the information provided on the Welcome Hub has been designed to help you to feel supported, prepared and welcomed in to the new organisation, directing you to any learning that will need to be completed before June. By transfer day all colleagues should have received access to the Welcome Hub and materials, as well as any L&D relevant to your onboarding. NPS & CRC leadership events and regional engagement activity will continue – bringing you up to date on the changes regionally and are an opportunity to share your questions or thoughts. < Click to go back to phase Click to go back to map >

Preparing for the new probation service April – 25 June 2021 In this phase, you will see … Covid-19 Recovery By June, we are aiming to have worked through the 4 UPW outstanding cases categories, and issued the relevant instructions for either terminating, extending or crediting requirements in scope. We will have communicated the impact of the outstanding cases solutions on the UM, and be monitoring progress against milestones on the delivery of all the outstanding cases solutions. < Click to go back to phase Click to go back to map >

Click to go back to map > Click on each section to find out more Service Delivery § EQui. P to host existing CRC guidance, process maps and probation instructions § All relevant data has been migrated across from nonauthority CRC system § All service users now supported by the new probation organisation § Staff transfer with their cases as part of service delivery § Commissioned Rehabilitative Services (CRS) providers delivering ETE, Accommodation, Personal Wellbeing and Women's interventions § Guidance for how to refer to Commissioned Rehabilitative Services (CRS) Managing the Change § Awareness events ongoing People and Workforce § Transfer letters § Ongoing support to transferring staff and to business to enable transition and maintain business continuity ) y a D ce r vi e r f se s n n io t a a r prob T ( w Estates § Upgrade work in some offices continuing § Transition day moving offices complete 1 ne 2 the 0 2 g to 26 J e nin n u itio s n ra T Digital § Ongoing access to support § Some new systems in place Technology § All staff using new probation organisation hardware

Transitioning to the new probation service 26 June 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … People and Workforce All staff transfer to the new probation organisation or Commissioned Rehabilitative Services on 26 June 2021. You will have been informed of any changes to your role before 26 June 2021 in your transfer letter. The vast majority of roles, services and locations will be the same as before transfer day – transfer for many will be a simple process. Workloads will also remain the same for transfer day. Only more senior roles will be impacted by line management changes on transfer day, as we build new organisational structures. For staff groups that cannot move on an ‘as-is’ basis, for example, Contract Management and some Corporate Services staff, there is more work to be done before we are able to provide more detail of what role these staff would do upon transfer and in which location. The pre-transfer national onboarding experience and any pre-transfer L&D will be complete. Further national and regional onboarding events and activities, transitional L&D will continue to be made readily accessible so that staff are empowered to operate effectively and to enable a smooth transition and integration of our new workforce. Any remaining employee checks and vetting for those moving into the new probation organisation will be finalised post-transfer. Final payroll preparations will be concluded to deliver the first payroll effectively. Trade Union engagement will continue to support staff during the transition and help resolve any queries. Recruitment of trainee probation practitioners continues – the next cohort of learners join the service in July, and the next new recruitment campaign opens in April to onboard staff in November. CRC staff moving to Commissioned Rehabilitative Services (CRS) delivering rehabilitative interventions will also begin employment with new providers – this will have been communicated in advance of transfer day and preparation for transfer will have been underway since the Spring. Staff transferring in to the new probation organisation will begin to use the Competency Based Pay Progression Framework (CBF) from their transfer date on 26 June 2021. The CBF supports eligible staff in progressing through the points of their pay band by demonstrating and recording their competence in their role. It has been agreed that pay progression will not be linked to the CBF until you have been able to work with the CBF scheme for 12 months. This means that decisions concerning progression will only be linked to CBF from 27 June 2022 onwards for transferring staff. Support and guidance will be made available to you and your line manager to use the CBF ahead of, during and after it is linked to pay.

Transitioning to the new probation service 26 June 2021 In this phase, you will see … Digital and Technology All probation staff will now be on new probation organisation systems for technology and have new laptop and phone (majority if not all will have had this in advance). You will have access to training, guidance and support to help you use these new systems pre and post transfer day. There will also be additional support in place to fix any teething troubles with using new IT hardware and/or systems. Everyone will be using Ndelius, as well as Interventions Manager and Media Manager for recording – this will be new to some, and training will be provided to those who have not used the programmes previously. All sites will now have appropriate connectivity, printing and capacity to support intended usage. Support will also be available for any teething troubles with this equipment (which will have been installed / upgraded ahead of transfer day). < Click to go back to phase Click to go back to map >

Transitioning to the new probation service 26 June 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … Estates Some staff may move to new offices but will have known and been consulted on this in advance. The majority of staff will stay in the same buildings. Buildings will have fresh temporary signage in preparation for the new shared identity/branding for the organisation. Permanent signage will be installed at a later date. Estates upgrading will continue – and those impacted locations will be informed ahead of any works. You may also be able to get involved in the refurbishments.

Transitioning to the new probation service 26 June 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … Service Delivery EQui. P will host existing CRC guidance documents and process maps that are still relevant. Processes and probation instructions will also be updated and on EQui. P. All staff will have access to an updated list of contacts for services in their local area. All relevant data has been migrated across from non-authority CRC system and is available to staff. You will be informed about a revised process for dealing with transfers in to and out of regions which will include how interventions will be transferred. All Unpaid Work, Accredited Programmes and Structured Interventions will be delivered by the new probation organisation. High, medium and low risk service users will now also be managed by the new probation organisation – for the majority, there will be no change to their caseload. Commissioned Rehabilitative Services (CRS) providers delivering locally tailored ETE, Accommodation, Personal Wellbeing and Women's interventions set-up - including pre-release accommodation and mentoring services will be set up. New contract management guidance will be in place to support this. There will be a mechanism (Refer and Monitor system) and guidance in place for referring service users to Commissioned Rehabilitative Services (CRS), delivering locally tailored rehabilitation interventions. Processes will also be in place to enable local people and organisations to make nominations for Unpaid Work schemes in their locality. Those using these processes will be informed ahead of transfer day and relevant support provided. Unpaid Work staff are able to update the NPS case record with all information relating to attendance and risk – UPW staff will be informed of this in advance of go-live and will receive the necessary training. Former Enhanced Through The Gate staff will no longer complete BCST-2 for high-risk Service Users to reduce duplication with Community Offender Managers completing the pre-release OASys assessment. A new blended supervision model will be in place that allows for a mix of face to face and virtual contacts with Service Users.

Transitioning to the new probation service 26 June 2021 In this phase, you will see … Managing the Change Staff awareness-raising events will continue – bringing you up to date on the changes regionally and are an opportunity to share your questions or thoughts. Staff events will continue in each regionbringing you up to date with changes happening nationally and in your area. The events provide an opportunity for you to share your thoughts and ideas as well as start growing the culture of the new probation organisation. < Click to go back to phase Click to go back to map >

Click to go back to map > Click on each section to find out more 1 e 2 0 vic r 2 se r n be atio Managing the Change § Awareness events ongoing ob r m p e w c e n e e D th Service Delivery § Move to mixed caseload starts § New practice standards – ing to J y ion l u it Tr s n a People and Workforce § Ongoing activity to support end-state unified model § New L&D model progresses to support staff § Continued delivery against probation workforce strategy Estates § Four year modernisation plan continues § Upgrade work continuing Digital § Introduction of more, new, integrated systems

Transitioning to the new probation service July – December 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … People and Workforce There will be ongoing activity to fully implement and deliver the new unified model including support and training to move to a mixed caseload and completing any outstanding vetting. National and local engagement events and activities will continue to support the integration of our workforce and embed our desired culture in the new organisation. In the probation workforce strategy we set our ambition for a positive, inclusive and diverse workforce and the steps we will take to achieve it over the next three years. There are five key objectives driving our focus on our people, the action taken under each is tailored to our core purpose of Assess, Protect, Change: 1. Promoting wellbeing for everyone. 2. Attracting and retaining talented people. 3. Supporting and developing our people. 4. Creating a more diverse workforce where everyone feels included. 5. Fostering confident leaders who inspire and empower others. The vision of the strategy applies equally to all our workforce, regardless of where in the system you work, and sets out our commitment to you in investing in your wellbeing, your ongoing professional development and making sure that probation is an excellent and rewarding place to work. The L&D model continues to support staff in their continuous professional development, in an agile and accessible way, with continued roll-out of re-designed learning resources and experiences, which includes delivery of the re-designed SEEDS 2 and adult and child safeguarding learning. The July 2020 PQi. P 9 campaign was hugely successful, attracting high numbers of applicants, with learners starting in post in January 2021. Due to the large number of successful candidates, there were not enough vacancies to provide for them all in our January 2021 intake. We will seek to onboard candidates on the merit list during our PQi. P 10 a intake in July 2021. Our next recruitment campaign for PQi. P 10 b intake launches in April 2021 to onboard learners in November 2021. Vi. SOR vetting will be incorporated into the recruitment process from this campaign onwards. Staff will continue to complete “qualification alignment” training. All staff will be building their knowledge of the Competency Based Pay Progression Framework (CBF) throughout the trial year. There will be ongoing opportunities to feedback and input on the development of the framework.

Transitioning to the new probation service July – December 2021 < Click to go back to phase In this phase, you will see … Service Delivery We will begin to move towards a mixed caseload - communications will outline timescales for this, and there will be a range of events to involve you in the process and gain your views. Training and other support materials will feature in this work, helping you to move towards this new way of working. Consultation will be underway for new practice standards, as well as the creation of a new professional register – your views and opinions will be valued for this, and you have multiple opportunities to have your say. We are also planning to introduce a new ‘Tier 3’ of the Community Accommodation Service that would ensure no one needs to leave prison homeless by providing 3 months transitional accommodation for prison leavers to enable settled accommodation to be found. We will initially establish this in a small number of probation regions during 2021 -22. This will both contribute to reducing reoffending and meeting the Government’s rough sleeping target. By July 2023, we will have created an additional two hundred bedrooms in approved premises. This will see an extra 1, 700 people leaving prison each year receive closer probation supervision on their release and represents a 10% increase in the current number of places available. These bedrooms will be created through extending and reconfiguring existing approved premises. A further £ 10 million will be spent on refurbishments and security for approved premises, including upgraded CCTV systems and personal alarms for staff. We are also building a new, replacement approved premises in Southwark, in partnership with the local council. It will be open in early 2021 and house 36 prison leavers at any given time. Click to go back to map >

Transitioning to the new probation service July – December 2021 < Click to go back to phase Click to go back to map > In this phase, you will see … Digital and Technology There will be a move away from the use of some legacy digital systems – this will be gradual, and on a system-bysystem basis. You will be involved in any systems changes ahead of decisions being made / changeover being introduced, and relevant training or learning opportunities will be provided.

Transitioning to the new probation service July – December 2021 In this phase, you will see … Estates Longer-term estates management planning will be underway, in-line with the estates strategy. This means you may have the opportunity to get involved locally in any office refurbishments. The four year estates modernisation programme will be continue to harmonise our estate and modernise our non residential buildings, supporting better environments for our staff, service users and specialist provider partner organisation staff. < Click to go back to phase Click to go back to map >

Transitioning to the new probation service July – December 2021 In this phase, you will see … Managing the Change Staff events will continue in each region- bringing you up to date with changes happening nationally and in your area. The events provide an opportunity for you to share your thoughts and ideas as well as start growing the culture of the new probation organisation. < Click to go back to phase Click to go back to map >