Napo Probation & Family Court Union conference
Questions on the Financial & Annual Report: Thursday 10th October 2024
I spent three hours on the train from London Kings X to Newcastle reading Napo’s Annual Report and Vice Chair Finances report.
Carole Doherty’s report tells a story that is not always easy to read from accounts. She writes on page 1,
“The ongoing increase in cost of living has impacted on the Union’s finances. At times, the NEC has had to make difficult financial decisions to enable us to balance the books.”
Freeze on Napo staff recruitment
When asked she gave as an example the freeze on recruitment of new staff.
Increase in membership, a surplus and lower operating costs
It is good to have a £36,485 increase in membership income that we didn’t expect. It is even better to see a surplus of £84,710 overall. Operating costs were also £3,470 lower. This indicates a financially healthy Napo. I wondered what led to the £11,353 increase in Annual General Meeting (AGM) costs. It seems Nottingham is more expensive to have a conference than Eastbourne.
£375K in Capital Gains Tax paid
Napo sold its Chivalry Road office some years ago, then rented space and a few years ago bought the current office. The capital gains tax on the original sale amounted to a sizeable £375,000. It was confirmed that this has now been paid.
Ian Lawrence, General Secretary, in his introduction to the draft annual report helpfully gives highlights to the work of Napo. On page 4 in the section titled ‘Post-Reunification challenges continue’ he writes,
“But it’s worth reflecting that we now have One HMPPS, yet it’s anything but, with 4 sets of pay, terms and conditions in operation!”
On page 9 under National Executive Committee (NEC) section 2. Employers’ issues, it reads,
“A dispute was registered by the Napo Staff Side supported by Unite the Union and referred to ACAS for Arbitration. A hearing was held on 11 July 2024 and the findings issued on 25 July 2024.”
It is always worth being reminded that Napo staff are employees and in their work like any workers disputes can arise. I understand that the Advisory, Conciliation and Arbitration Service (ACAS) gave a view that supported how Napo had acted.
Under NEC section ‘6. Branch Disputes, it reads,
“South Yorkshire raised a dispute re workloads in Sheffield. This was escalated via the disputes procedure and heard at a national level due to being unsatisfactorily resolved locally. Napo’s case was upheld at the national dispute hearing and following this a joint communication was developed between Napo and the employer which was issued in late May. It will be shared more widely across the region (Yorkshire and the Humber).”
It was encouraging to read that South Yorkshire branch raised a dispute regarding workloads and it was heard at a National level. We were reminded of the mechanisms for dealing with local disputes in the regions and how they can be escalated to be heard at the National level.
On page 18 under ‘Probation Negotiating Committee’ subsection ‘HMPPS Offer’, it reads,
“4. A temporary overtime bonus scheme.
In addition to the extension of premium overtime pay to pay bands 4, 5 & 6, HMPPS has offered an overtime incentive scheme as follows:
a. £125 payable to staff after two weeks in which the employee has committed to work at least 5 hours per week over a two-week period.
b. £250 payable to staff after four weeks in which the employee has committed to work at least 5 hours per week over a four-week period.”
It seems if this is not happening consultation should occur with your line manager.
Page 21, Editorial Board Probation Journal
section 3. Sage Partnership, it reads,
“The relationship with Sage Publications remains extremely positive and regular meetings are held with Sage’s production team. Sage actively promotes the Journal both nationally and internationally and has given it access to markets which it would be difficult to reach without an internationally respected publisher. It is already read in more than two dozen countries worldwide, and the income and profile of the Journal has continued to increase as a result of Sage’s international marketing. The 2023/2024 Royalty Statement is awaited from the publishers).”
The Royalty statement will inform us of the money raised via the journal.
On page 23 under Equal Rights Committee section 2. AGM Motions: Combat Discrimination, it reads,
“The trade unions received a comprehensive report from the employer showing the breakdown by protected characteristic on the number of Probation Staff subject to a Conduct and Disciplinary process and the outcome. A breakdown of grievances was also provided showing the number of Probation Staff that raised a grievance by outcome and protected characteristic. The report also showed the reason for the grievance and the protected characteristic of staff raising the grievance. The reports shared by the probation service covered the period 2018/19 to 2022/23.”
These reports are available under ‘Government statistics’ such as the one below.
On page 23 under Equal Rights Committee
section 2. AGM Motions: Combat Discrimination, it reads,
“A further separate report has been received which shows the equality analysis of reward and recognition schemes. This is broken down by grade and protected characteristic. The trade unions receive regular updates on staff recruitment and retention broken down by protected characteristic.
Due to continuing ongoing concerns raised by the Probation trade unions the employer has commissioned a report into bullying, harassment and discrimination in the Probation Service. The Probation Service commissioned Jennifer Rademaker, one of the Ministry of Justice’s Non-Executive Directors, to look at the organisational culture in probation and how the service applies its policies, procedures and practice relating to bullying, harassment and discrimination. Alongside Jennifer, a King’s Counsel barrister, was instructed, Eleena Misra, to lead a legal team, providing high quality legal advice. At the time of writing this annual report, we are still awaiting an outcome from the service on the publication of their report and any corresponding action plan. HMPPS advised that the report was delayed due to the announcement of the General Election. However, we expect the release of the report imminently…..”
It is expected that this report will be released in November.
On page 34 under ‘4. Napo’s Health, Safety and Welfare Support Network’
under section 9. Update on Health, Safety and Welfare elements in the 2024 Operational Plan: it reads,
“Objective 1: Promoting and protecting members’ interests
Negotiate the cessation of allocating additional cases to those who are in excess of the Workload Measurement Tool (WMT) guidance. If this not forthcoming, Napo will advise members to seek legal advice around litigation and compensation for members who are knowingly and wilfully being subjected to undue stress as the result of the employers’ actions (Resolution 3)”
Napo has advised 10 members to seek legal advice around litigation and compensation who are knowingly and wilfully being subjected to undue stress as the result of the employers’ actions.
This is written as a member of Napo The Four Shires to highlight the work that Napo has carried on behalf of its members and to empower members with knowledge.
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