It’s very clear that a number of CRC owners are having some difficulty with NOMS over the impact of the Weighted Annualised Volumes (WAVS). This is the measure which shows the actual numbers of clients on the CRC's books (which NOMS says are falling drastically in some areas) and are a key component of the complex payment mechanism that helps to determine how much tax payers money the CRC contractors can claim for the services they provide. It’s a priority issue that we have brought to the attention of Liz Truss, and it was also the main topic of discussion between the unions and the project lead for the Probation Systems Review when we met a couple of weeks back.
One could easily write a book called ‘We told you so’, but the more important point is that lower WAVs equals less money which equals less need for staff. If whatever discussions that are going on between NOMS/MoJ and the privateers fail to arrive at a solution for the expected funding shortfall, then the earlier reductions (or planned reductions!) in CRC staffing will look modest compared to what may happen down the line in some parts of the CRC estate.
We have tabled Parliamentary questions to try and heap more pressure on the decision makers, and have told the Secretary of State that the money which has been set aside for the hoped for payment by results (PbR) dividend payable in late 2017 (which was the main incentive to encourage the privateers to invest in the CRC contracts) needs to be utilised now. That’s a view we seem to share with the largest CRC owners so let us hope they (and their competitors) take up the offer we have been making with them for several months to join us in common cause and do something to help their staff instead of their shareholders.
As has been said many times before, it’s not the fault of hard pressed CRC employees (who never voted for privatisation but find themselves working in a climate of increasing uncertainty), that this situation has occurred. As I see it the choice is simple for the CRC owners: find the money to prevent an irretrievable collapse of service provision or hand the CRC keys back.
We will get more news to you as soon as we can, but meanwhile I make absolutely no apologies for saying that membership of Napo is paramount in the face of this new threat to jobs. In the land of the CRC, union density is the best protection that we have if we want to improve our bargaining position with these people.
Maternity and paternity policies - we say: get a move on!
As members will know from our regular communications we are consistently and frequently raising Napo’s frustration at the continued discrepancies with civil service wide terms on areas such as maternity and paternity provision. We have repeatedly been told by the NPS that proposals for improvements in these areas are imminent.
The situation is compounded by examples where Shared Services have issued the wrong advice to people who have then made decisions in good faith that have then had to be withdrawn. It’s caused misery for some members and we are actively exploring legal options for redress.
Some time ago your NEC instructed us to push on regardless with trying to reach agreement on these specific policies but NPS have been holding out for a deal to be reached on a raft of other policies at the same time.
We will again seek to pick this up at Mondays meeting of the National Negotiating Council where will again urge senior management to get their act together and give this issue the importance it deserves.
Cafcass practitioners can seek specialist support
Credit where it is due to Cafcass management who have launched a new service providing practitioners with access to consultations with clinical psychologists which it is claimed will enhance confidence and strengthen the quality of recommendations to the judiciary.
Early days, but I would welcome comments (in complete confidence) from any of our Cafcass members who avail themselves of what, on the face of it, looks to be a supportive and intelligent initiative.
Workplace 2020 review open for comments
In five years’ time the world of work will look much different than it does today says the Labour Party, who have this week launched their Workplace 2020 initiative. Here is a link to the full information pack: http://www.workplace2020.org.uk/
Below is an abbreviated summary that they have sent over asking if we can circulate it to our members. I am happy to do so on the basis that the review is open to everyone irrespective of your individual political viewpoint.
What is Workplace 2020?
Workplace 2020 will be the biggest discussion with working people and employers on what the world of work should look like in 2020.
The world of work has seen major changes in the last few decades. The UK is one of the most unequal modern economies. Those at the top earn very high incomes, but six million workers earn less than the UK living wage. The share of wages in our national wealth has fallen sharply and rewards need to be shared more evenly.
Advances in digital technology and robotics are transforming the workplace and globalisation is changing where jobs are based and where workers are in demand.
The UK has the most restrictive trade union laws in Europe and the number of workers belonging to a trade union has halved in the past generation. Work has become increasingly insecure for many people.
Employers want to play their part in successful workplaces and we must ensure that those employers who do the right thing are not disadvantaged.
We want to showcase good employment practices and actively demonstrate that successful businesses go hand-in-hand with good employee relations.
Race Equality
In a week where more depressing stories of deaths caused by knives or other deadly assaults were all too common, news of the murder of a Polish worker in Essex apparently because he was overheard speaking in a foreign language, suggests that there are still massive problems to be addressed in the UK around racial tolerance.
Timely then, that the Shadow Equalities team led by Angela Rayner MP launched a consultation document on Race Equality last Monday. Again, this I something that I am pleased to promote given that the aim of this review is to: ‘give a voice to and engage with those communities whose daily lives are blighted by inequality, disadvantage and discrimination.’
The link to the document is available here http://www.yourbritain.org.uk/news/race-equality-consultation. Twitter: #RaceEquality2020
We will send over a copy of our submission to the Lammy Review on Racial Bias in the Criminal Justice Sector once it is finalised, and which we will of course circulate to members. I hope the review team also take a look at the Cafcass website as part of their work, where I came across two superb contributions from two young people named Tony and Aleesha Ali both members of the Family Justice Young People’s Board (FJYPB) (see: shares what diversity means to him) which demonstrate just how the Board are promoting diversity within the family justice sector.
Lapsed members still welcome in Napo
While we continue to make steady progress in the Direct Debit switch campaign we have had to bring our records up to date and notify those members whom we have not heard from for some time that their Napo membership has now lapsed. If you are reading this it means that Napo will not be able to assist you unless you apply to rejoin us
This is a necessary step which we are obliged to do in all fairness to those subscription paying Napo members who have made the switch and whose support finances the work that we are doing across 24 employing bodies and which often benefits all staff by way of collective agreements.
Napo AGM - 29th September to 1st October
Finally, another weekly reminder that now the holiday season is coming to an end, now is as good a time as any to sign up to the annual conference in Cardiff. Kath Falcon will be pleased to assist you with any enquiries, but you can book via this LINK on the Napo Website.
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