Unpaid work
A new (6 February 2025) thematic inspection from HM Inspectorate of Probation on the delivery of unpaid work (UPW) in the Probation Service has found that, while recent improvements in delivery are encouraging, its full potential to deliver effective punishment and essential life skills has yet to be realised.
Martin Jones, Chief Inspector of Probation summarised the findings:
“This inspection took place during a challenging time for the Probation Service. Probation regions were preparing for the early release of prisoners under the SDS40 arrangements, and service delivery was being adjusted in line with the probation reset. Positively, we found that performance in this area has improved significantly over the past two years. However, building a renewed confidence in unpaid work will be crucial in delivering effective punishment and making a positive impact on people’s lives.”
The main purpose of unpaid work is community punishment, although it has always been recognised that the sentence can simultaneously provide a positive opportunity for employment, training, and rehabilitation. More could be done to highlight the value of this work to the public and local communities. A positive example is the work being done nationally with the Canal & River Trust (CRT) who are working with UPW teams to undertake vital maintenance to the canal network. The CRT have estimated the added value of the work undertaken so far by UPW teams is £2.5 million.
Background
Following the Covid-19 pandemic and the unification of the service in 2021, a considerable backlog in UPW delivery had built up, amounting to 14,493 cases, 30 per cent of the caseload, at one point. This backlog had since been reduced and was continuing to fall. At the time of the inspection it stood at 2,625 cases, seven per cent of the caseload. This reduction had been achieved through effective collaboration between the central unpaid work team and probation regions. However, there remain areas that require improvement. For example, too many community and suspended sentence orders terminated without completion of the UPW requirement. In addition, the post-sentence assessment process and the provision of risk information to unpaid work supervisors need to improve.
Range of work
Most unpaid work was completed outdoors in working groups. Inspectors observed many “impressive” projects which made a significant contribution to the maintenance of schools, parks, and canals. The unpaid work supervisor role was often challenging, and inspectors were impressed by the professionalism they observed. This included building positive relationships and exercising appropriate authority, both of which were appreciated by those completing the unpaid work.
In response to the inspectorate’s national survey, three-quarters of respondents said that doing UPW helped them feel they were giving back to society. Some of these placements enabled people on probation to acquire skills, though many involved unskilled labour, such as litter picking.
Inspectors highlighted that that there needs to be a range of placements to suit the different requirements of the individuals undertaking UPW. They were clear that this should include work placements where, as well as making reparation, people on probation can acquire skills to enhance their future employment prospects.
Delivery
Currently, the management of UPW cases was shared between sentence management and UPW teams. This had contributed to inconsistent delivery, primarily because sentence management teams, rightly, focused on public protection practice. To ensure that UPW delivery is also consistently prioritised, the inspectorate recommends that these arrangements should be reviewed.
Overall, inspectors concluded that UPW projects were well managed and well supervised. The probation regions had developed some excellent projects for women, and they all provided female-only placements, where necessary. However, the arrangements for placing lone women, with their consent, to work in all-male groups was an issue that the inspectorate drew attention to.
Recommendations
This thematic report makes a series of nine recommendations, asking HMPPS to:
- ensure all practitioners complete high-quality assessments for unpaid work cases, incorporating a thorough analysis of relevant risk information before making placement decisions
- review the operating model to prioritise the delivery of unpaid work within multi-requirement orders, ensuring consistent decision-making in the enforcement of cases
- ensure that education, training, and employment undertaken as part of an unpaid work requirement are accessible and aimed at building employment-related knowledge and skills
- increase the number of UPW placements that offer practical vocational training and meaningful employment opportunities
- ensure that comprehensive and accessible risk information is consistently provided to unpaid work supervisors
- design and implement a comprehensive training and professional development programme for unpaid work supervisors and placement coordinators, which includes risk assessment, risk management, and techniques for managing anger and aggression
- review the arrangements for placing lone women in all-male work groups
- ensure that all UPW placements meet health and safety standards, providing facilities in full compliance with legislation
- implement the ‘human factors approach’ adopted for unpaid work delivery in Wales across the English regions.
