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57 Prob. J. 3 (2010)

handle is hein.journals/probj57 and id is 1 raw text is: Probation Editorial The Journal of Community and Criminal Justice Copyright © 2010 NAPO Vol 57(1): 3-8 DOI: 10.1 177/0264550510361 81 2 www.napo.org.uk http://prb.sagepub.corn Probation qualifications framework: Getting the right balance The introduction of a new probation qualifications framework to replace the Diploma in Probation Studies (DipPS) marks another significant development in the training and education of probation staff. The introduction of the DipPS was seen as groundbreaking at the time, both in terms of its intention to remove probation training from social work, and its structure in combining an NVQ with an honours degree. In retrospect, the qualification appears to have served the organization well and has provided a more focused curriculum although it has not been without its weaknesses. It has been aimed exclusively at one grade of staff and in this respect has not been responsive to the needs of the overall workforce. It has a fairly rigid recruitment structure and high costs of delivery resulting from the complex infrastructure required to oversee the academic and practice-based components of the programme. Moreover, whilst trainees generally seem to have found it a stimulating programme, they have in many cases struggled to balance the various demands placed upon them (Collins et al., 2009). Studies have also suggested that the programme has by and large produced confident and able workers possessing appropriate skills and knowledge at the point of qualification. This has been undermined, however, by a lack of consistent procedures to affect the transition of newly qualified staff into the workplace and 'what is lacking for the majority of the respondents is the kind of supervisory relationship that could help them in the reflective cycle so necessary to the continued development of their learning' (Gregory, 2007: 67). The new probation qualifications framework would seem to address some, but not all, of these issues through the provision of more flexible recruitment processes which could potentially be more responsive to the needs of local probation trusts. Under the new arrangements budgetary responsibility is devolved from the centre to local employers. In recent years there has been something of a mismatch between the number of trainees seeking employment following qualification and vacancies available in the local areas. Whilst the new arrangements could potentially lead to more responsive workforce planning, they will require robust systems at the local level to meet these challenges. It is important that the infrastructure provided by the 3

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