Asked by: Afzal Khan (Labour - Manchester Rusholme)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what progress has been made on improving screening and identification of neurodivergent individuals at the point of entry into the criminal justice system.
Answered by Jake Richards - Assistant Whip
The Ministry of Justice remains committed to improving support for neurodivergent individuals in the criminal justice system.
Neurodiversity Action Plan
The Cross-Government Neurodiversity Action Plan, along with subsequent progress updates published in January and September 2023 set out how the department, working alongside health and justice partners, has made progress and monitored delivery and outcomes across the criminal justice system. We are committed to publishing a final update to the Action Plan shortly, which will set out the significant improvements made in improving support for those with neurodiverse needs and next steps.
Cross-Government Collaboration
NHS England is responsible for commissioning healthcare services in prisons, including the provision of clinical interventions. We continue to work closely with partners including the Department for Health and Social Care (DHSC) through the Health and Justice National Neurodiversity Programme Board to improve support for neurodiverse individuals in the criminal justice system.
The Youth Custody Service operates under the Framework of Integrated Care (SECURE STAIRS) co-commissioned by NHS England. Young Offender Institutions have Neurodiversity Support Managers (NSMs), and qualified Special Educational Needs Coordinators and psychologists to meet the needs of children. Education, Health, and Care Plans (EHCP) are requested from the community, and we work closely with Department for Education and DHSC to ensure effective delivery.
Funding
We do not hold data centrally on the funding allocated to interventions for neurodivergent people in prison or on probation. HMPPS provides a range of interventions, including educational interventions delivered as part of the Prisoner Education Service, therapeutic interventions specifically for neurodivergent individuals and tailoring of interventions, including Accredited Offending Behaviour Programmes, to be inclusive of neurodivergence.
Screening
HMPPS screens all prisoners as part of the induction process following entry into prison to identify any needs that may affect their ability to engage with the regime and navigate its environment and opportunities.
To improve prison screening practices, a new Additional Learning Needs tool was introduced in October 2025 as part of the new Prisoner Education Service. This tool identifies individual strengths, and any additional learning needs they may have as well as what adjustments might help support them.
Reasonable adjustments differ at each stage and therefore, a universal screening tool would not be practical to identify individual needs across the criminal justice system.
Neurodiversity leads
NSMs have been successfully rolled out across the prison service. As of November 2025, there are NSMs in 116 prisons across England and Wales, with seven sites recruiting. NSMs use a range of methods to ensure that sufficient support for neurodiversity is available in their prisons, including introducing Neurodiversity Staff Champions or Neurodiversity Peer mentors. Regular networking and training opportunities are provided to NSMs, providing them with ongoing support and development.
As of September 2025, 99 prisons had reported progress on implementing this support. 45 reported having Neurodiversity Support Champions and 66 (two-thirds) reported having Neurodiversity Reps or Peer mentors.
Training and support for staff
We do not hold data centrally on the proportion of staff who have completed neurodiversity training. However, a key priority for NSMs is to provide training and guidance to prison staff to equip them to better support neurodivergent individuals. This includes training on neurodiversity supportive practice and ensuring that all staff members have the support, and resources they need to facilitate reasonable adjustments as required.
In probation, HMPPS offer neurodiversity learning packages for all staff as part of the Probation Learning and Development curriculum, and new Probation Service Officers and those undertaking the Professional Qualification in Probation are required to undertake learning that includes neurodiversity.
Easy Reads
We aim for all prisoner-facing documents to be written in clear, simple English. When our staff write new or revised policies, or other documents which prisoners need to read, we require them to use plain language, keep text brief, spell out acronyms on first use, and avoid unnecessary words or jargon.
NSMs have received training on creating easy-read documents. As part of their role in making prison environments more supportive of neurodivergence, many have produced easy-read versions of key prison documents, including a Prison Induction Handbook for prisoners with low literacy.
Asked by: Afzal Khan (Labour - Manchester Rusholme)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what proportion of prison and probation staff have completed neurodiversity awareness training since 2022.
Answered by Jake Richards - Assistant Whip
The Ministry of Justice remains committed to improving support for neurodivergent individuals in the criminal justice system.
Neurodiversity Action Plan
The Cross-Government Neurodiversity Action Plan, along with subsequent progress updates published in January and September 2023 set out how the department, working alongside health and justice partners, has made progress and monitored delivery and outcomes across the criminal justice system. We are committed to publishing a final update to the Action Plan shortly, which will set out the significant improvements made in improving support for those with neurodiverse needs and next steps.
Cross-Government Collaboration
NHS England is responsible for commissioning healthcare services in prisons, including the provision of clinical interventions. We continue to work closely with partners including the Department for Health and Social Care (DHSC) through the Health and Justice National Neurodiversity Programme Board to improve support for neurodiverse individuals in the criminal justice system.
The Youth Custody Service operates under the Framework of Integrated Care (SECURE STAIRS) co-commissioned by NHS England. Young Offender Institutions have Neurodiversity Support Managers (NSMs), and qualified Special Educational Needs Coordinators and psychologists to meet the needs of children. Education, Health, and Care Plans (EHCP) are requested from the community, and we work closely with Department for Education and DHSC to ensure effective delivery.
Funding
We do not hold data centrally on the funding allocated to interventions for neurodivergent people in prison or on probation. HMPPS provides a range of interventions, including educational interventions delivered as part of the Prisoner Education Service, therapeutic interventions specifically for neurodivergent individuals and tailoring of interventions, including Accredited Offending Behaviour Programmes, to be inclusive of neurodivergence.
Screening
HMPPS screens all prisoners as part of the induction process following entry into prison to identify any needs that may affect their ability to engage with the regime and navigate its environment and opportunities.
To improve prison screening practices, a new Additional Learning Needs tool was introduced in October 2025 as part of the new Prisoner Education Service. This tool identifies individual strengths, and any additional learning needs they may have as well as what adjustments might help support them.
Reasonable adjustments differ at each stage and therefore, a universal screening tool would not be practical to identify individual needs across the criminal justice system.
Neurodiversity leads
NSMs have been successfully rolled out across the prison service. As of November 2025, there are NSMs in 116 prisons across England and Wales, with seven sites recruiting. NSMs use a range of methods to ensure that sufficient support for neurodiversity is available in their prisons, including introducing Neurodiversity Staff Champions or Neurodiversity Peer mentors. Regular networking and training opportunities are provided to NSMs, providing them with ongoing support and development.
As of September 2025, 99 prisons had reported progress on implementing this support. 45 reported having Neurodiversity Support Champions and 66 (two-thirds) reported having Neurodiversity Reps or Peer mentors.
Training and support for staff
We do not hold data centrally on the proportion of staff who have completed neurodiversity training. However, a key priority for NSMs is to provide training and guidance to prison staff to equip them to better support neurodivergent individuals. This includes training on neurodiversity supportive practice and ensuring that all staff members have the support, and resources they need to facilitate reasonable adjustments as required.
In probation, HMPPS offer neurodiversity learning packages for all staff as part of the Probation Learning and Development curriculum, and new Probation Service Officers and those undertaking the Professional Qualification in Probation are required to undertake learning that includes neurodiversity.
Easy Reads
We aim for all prisoner-facing documents to be written in clear, simple English. When our staff write new or revised policies, or other documents which prisoners need to read, we require them to use plain language, keep text brief, spell out acronyms on first use, and avoid unnecessary words or jargon.
NSMs have received training on creating easy-read documents. As part of their role in making prison environments more supportive of neurodivergence, many have produced easy-read versions of key prison documents, including a Prison Induction Handbook for prisoners with low literacy.
Asked by: Afzal Khan (Labour - Manchester Rusholme)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, whether neurodiversity screening tools have been standardised across all prisons and probation regions.
Answered by Jake Richards - Assistant Whip
The Ministry of Justice remains committed to improving support for neurodivergent individuals in the criminal justice system.
Neurodiversity Action Plan
The Cross-Government Neurodiversity Action Plan, along with subsequent progress updates published in January and September 2023 set out how the department, working alongside health and justice partners, has made progress and monitored delivery and outcomes across the criminal justice system. We are committed to publishing a final update to the Action Plan shortly, which will set out the significant improvements made in improving support for those with neurodiverse needs and next steps.
Cross-Government Collaboration
NHS England is responsible for commissioning healthcare services in prisons, including the provision of clinical interventions. We continue to work closely with partners including the Department for Health and Social Care (DHSC) through the Health and Justice National Neurodiversity Programme Board to improve support for neurodiverse individuals in the criminal justice system.
The Youth Custody Service operates under the Framework of Integrated Care (SECURE STAIRS) co-commissioned by NHS England. Young Offender Institutions have Neurodiversity Support Managers (NSMs), and qualified Special Educational Needs Coordinators and psychologists to meet the needs of children. Education, Health, and Care Plans (EHCP) are requested from the community, and we work closely with Department for Education and DHSC to ensure effective delivery.
Funding
We do not hold data centrally on the funding allocated to interventions for neurodivergent people in prison or on probation. HMPPS provides a range of interventions, including educational interventions delivered as part of the Prisoner Education Service, therapeutic interventions specifically for neurodivergent individuals and tailoring of interventions, including Accredited Offending Behaviour Programmes, to be inclusive of neurodivergence.
Screening
HMPPS screens all prisoners as part of the induction process following entry into prison to identify any needs that may affect their ability to engage with the regime and navigate its environment and opportunities.
To improve prison screening practices, a new Additional Learning Needs tool was introduced in October 2025 as part of the new Prisoner Education Service. This tool identifies individual strengths, and any additional learning needs they may have as well as what adjustments might help support them.
Reasonable adjustments differ at each stage and therefore, a universal screening tool would not be practical to identify individual needs across the criminal justice system.
Neurodiversity leads
NSMs have been successfully rolled out across the prison service. As of November 2025, there are NSMs in 116 prisons across England and Wales, with seven sites recruiting. NSMs use a range of methods to ensure that sufficient support for neurodiversity is available in their prisons, including introducing Neurodiversity Staff Champions or Neurodiversity Peer mentors. Regular networking and training opportunities are provided to NSMs, providing them with ongoing support and development.
As of September 2025, 99 prisons had reported progress on implementing this support. 45 reported having Neurodiversity Support Champions and 66 (two-thirds) reported having Neurodiversity Reps or Peer mentors.
Training and support for staff
We do not hold data centrally on the proportion of staff who have completed neurodiversity training. However, a key priority for NSMs is to provide training and guidance to prison staff to equip them to better support neurodivergent individuals. This includes training on neurodiversity supportive practice and ensuring that all staff members have the support, and resources they need to facilitate reasonable adjustments as required.
In probation, HMPPS offer neurodiversity learning packages for all staff as part of the Probation Learning and Development curriculum, and new Probation Service Officers and those undertaking the Professional Qualification in Probation are required to undertake learning that includes neurodiversity.
Easy Reads
We aim for all prisoner-facing documents to be written in clear, simple English. When our staff write new or revised policies, or other documents which prisoners need to read, we require them to use plain language, keep text brief, spell out acronyms on first use, and avoid unnecessary words or jargon.
NSMs have received training on creating easy-read documents. As part of their role in making prison environments more supportive of neurodivergence, many have produced easy-read versions of key prison documents, including a Prison Induction Handbook for prisoners with low literacy.
Asked by: Lord Boateng (Labour - Life peer)
Question to the Ministry of Justice:
To ask His Majesty's Government what assessment they have made of the levels of recruitment and retention of prison officers in England and Wales; and how many positions are vacant due to retirement, resignation or ill health.
Answered by Lord Timpson - Minister of State (Ministry of Justice)
We know that sufficient and skilled frontline staffing is fundamental to delivering safe, secure, and rehabilitative prisons. We remain committed to ensuring prisons are sufficiently resourced and that we retain and build levels of experience.
Substantive recruitment efforts will continue at all prisons where vacancies exist or are projected, with targeted interventions applied to those prisons with the most need. We closely monitor staffing levels across the estate, including at a regional level, and look to provide short-term tactical support where possible. Where establishments feel that their staffing levels will affect stability or regime, there are a number of ways they can maximise the use of their own resource and seek support from other establishments in the short term, through processes managed nationally at Agency level.
HMPPS has a retention strategy in place which is linked to wider activities around employee experience, employee lifecycle, and staff engagement at work. Alongside the strategy a retention toolkit has been introduced which identifies local, regional, and national interventions against the drivers of attrition, which are utilised by establishments to ensure that they are embedding individual Retention Plans.
HMPPS publishes the following data as part of the HMPPS Workforce quarterly statistics for prison officers. This includes:
The number of prison officers appointed to HMPPS annually, consisting of direct new recruits and existing staff who converted to a band 3 officer grade;
Resignation rates cover the rate for those who voluntarily resigned from the organisation;
Leaving rates covers the rate for all leavers and all reasons for leaving, including deaths, resignation, dismissals and redundancies; and,
Reasons for leaving for prison officers.
This data can be accessed via the following link: HM Prison and Probation Service workforce quarterly: HM Prison & Probation Service workforce quarterly: September 2025 - GOV.UK:. Table 1 below gives an overview of Band 3-5 prison officer joiners, leavers, leaving rate and resignation rate: 2019/20 to 2024/25:
Table 1: Band 3-5 prison officer joiners, leavers, leaving rate and resignation rate: 2019/20 to 2024/25
12 months to end of… | Number of joiners | Number of leavers | Leaving rate | Resignation rate |
Mar-20 | 2,317 | 2,852 | 12.2% | 8.0% |
Mar-21 | 2,410 | 2,116 | 9.2% | 5.4% |
Mar-22 | 3,845 | 3,386 | 14.5% | 10.9% |
Mar-23 | 4,314 | 3,331 | 14.6% | 9.7% |
Mar-24 | 4,821 | 3,170 | 13.2% | 8.5% |
Mar-25 | 2,416 | 3,047 | 12.5% | 8.3% |
Sep-25 | 1,971 | 2,622 | 10.9% | 7.0% |
HMPPS also publishes the difference between Staff in Post (SIP) and Target Staffing Figures (TSF) for Band 3 to 5 Prison Officers at establishment and national level in the Annex of the workforce quarterly publication (Table 4 of the Prison and Probation Officer Recruitment Annex, which can also be accessed via the link above). There was a difference of 1,225 FTE between the SIP and TSF for Band 3-5 prison officers in HMPPS at the end of September 2025. We are unable to attribute specific vacancies to reasons for leaving and as such, cannot calculate a breakdown of vacancies by reasons for leaving.
Asked by: Lord German (Liberal Democrat - Life peer)
Question to the Ministry of Justice:
To ask His Majesty's Government what steps they take to assist prisoners whose disability worsens over the course of their incarceration.
Answered by Lord Timpson - Minister of State (Ministry of Justice)
The Disability Advocacy & Wellbeing Network in HM Prison & Probation Service (HMPPS) offers internal disability awareness training to promote understanding of the issues faced by prisoners with disabilities. Prison staff have access to a suite of guidance materials in relation to disability, enabling then to be confident in their approach and meet the needs of prisoners with disabilities. These resources are reviewed regularly to ensure that they continue to complement our national equality policies, which provide direct instruction to prison staff on meeting the requirements of our Public Sector Equality Duty under the Equality Act 2010.
Dedicated Neurodiversity Support Managers are now in place in every public prison in England and Wales. These specialist staff are tasked with making sure prisoners with neurodiverse needs are identified and can access the right education and training opportunities while in prison, as these are crucial to reducing re-offending.
Some neurodiverse offenders may have speech and language needs which can lead to challenging behaviour, meaning they struggle to engage with prison rules and rehabilitation programmes. Support managers will ensure other prison staff know how to avoid and de-escalate volatile situations when working with offenders who have neurodiverse conditions.
HMPPS has a duty to make reasonable adjustments for prisoners with disabilities. These adjustments must be monitored and adapted as necessary throughout the course of the prisoner’s sentence. Where prisoners are transferred, the adjustment requirement will transfer with them.
There is an expectation that each prison will allocate sufficient resources to ensure that equality and diversity are managed effectively locally. The amount of resource required varies from prison to prison, and it would not be possible to obtain a total figure without incurring disproportionate cost. Our newly revised policies place renewed emphasis on the responsibility of senior leaders, including prison governors, for identifying and addressing disparity and promoting inclusion.
Asked by: Lord German (Liberal Democrat - Life peer)
Question to the Ministry of Justice:
To ask His Majesty's Government how many diversity officers are available to prisoners with disabilities in prisons.
Answered by Lord Timpson - Minister of State (Ministry of Justice)
The Disability Advocacy & Wellbeing Network in HM Prison & Probation Service (HMPPS) offers internal disability awareness training to promote understanding of the issues faced by prisoners with disabilities. Prison staff have access to a suite of guidance materials in relation to disability, enabling then to be confident in their approach and meet the needs of prisoners with disabilities. These resources are reviewed regularly to ensure that they continue to complement our national equality policies, which provide direct instruction to prison staff on meeting the requirements of our Public Sector Equality Duty under the Equality Act 2010.
Dedicated Neurodiversity Support Managers are now in place in every public prison in England and Wales. These specialist staff are tasked with making sure prisoners with neurodiverse needs are identified and can access the right education and training opportunities while in prison, as these are crucial to reducing re-offending.
Some neurodiverse offenders may have speech and language needs which can lead to challenging behaviour, meaning they struggle to engage with prison rules and rehabilitation programmes. Support managers will ensure other prison staff know how to avoid and de-escalate volatile situations when working with offenders who have neurodiverse conditions.
HMPPS has a duty to make reasonable adjustments for prisoners with disabilities. These adjustments must be monitored and adapted as necessary throughout the course of the prisoner’s sentence. Where prisoners are transferred, the adjustment requirement will transfer with them.
There is an expectation that each prison will allocate sufficient resources to ensure that equality and diversity are managed effectively locally. The amount of resource required varies from prison to prison, and it would not be possible to obtain a total figure without incurring disproportionate cost. Our newly revised policies place renewed emphasis on the responsibility of senior leaders, including prison governors, for identifying and addressing disparity and promoting inclusion.
Asked by: Lord German (Liberal Democrat - Life peer)
Question to the Ministry of Justice:
To ask His Majesty's Government what training regarding prisoners with disabilities they provide to staff.
Answered by Lord Timpson - Minister of State (Ministry of Justice)
The Disability Advocacy & Wellbeing Network in HM Prison & Probation Service (HMPPS) offers internal disability awareness training to promote understanding of the issues faced by prisoners with disabilities. Prison staff have access to a suite of guidance materials in relation to disability, enabling then to be confident in their approach and meet the needs of prisoners with disabilities. These resources are reviewed regularly to ensure that they continue to complement our national equality policies, which provide direct instruction to prison staff on meeting the requirements of our Public Sector Equality Duty under the Equality Act 2010.
Dedicated Neurodiversity Support Managers are now in place in every public prison in England and Wales. These specialist staff are tasked with making sure prisoners with neurodiverse needs are identified and can access the right education and training opportunities while in prison, as these are crucial to reducing re-offending.
Some neurodiverse offenders may have speech and language needs which can lead to challenging behaviour, meaning they struggle to engage with prison rules and rehabilitation programmes. Support managers will ensure other prison staff know how to avoid and de-escalate volatile situations when working with offenders who have neurodiverse conditions.
HMPPS has a duty to make reasonable adjustments for prisoners with disabilities. These adjustments must be monitored and adapted as necessary throughout the course of the prisoner’s sentence. Where prisoners are transferred, the adjustment requirement will transfer with them.
There is an expectation that each prison will allocate sufficient resources to ensure that equality and diversity are managed effectively locally. The amount of resource required varies from prison to prison, and it would not be possible to obtain a total figure without incurring disproportionate cost. Our newly revised policies place renewed emphasis on the responsibility of senior leaders, including prison governors, for identifying and addressing disparity and promoting inclusion.
Asked by: Nick Timothy (Conservative - West Suffolk)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what (a) interviews and (b) security checks there are for foreign nationals applying for positions in the prison service; and whether their country of origin is a factor.
Answered by Nicholas Dakin - Vice Chamberlain (HM Household) (Whip, House of Commons)
HM Prison & Probation Service welcomes applications from people wishing to work in prisons in England and Wales. The interview process is the same for both UK and non-UK nationals. Selection is on the basis of fair and open competition, in accordance with the legal requirement set out in the Civil Service Recruitment Principles.
Each candidate is assessed against the criteria published in the job advertisement. Most recruitment is managed locally. In relation to nationality, eligibility is governed by the Civil Service Nationality Rules.
All candidates, regardless of nationality, are subject to robust screening to assess their suitability against the relevant legislative requirements and security-related factors. These checks include confirmation of identity; confirmation of right to work in the UK; a criminal record check, declaration of any connections with offenders; employment reference enquiries; and a financial vulnerability assessment.
All directly-employed prison staff must achieve, as a minimum, security clearance at Enhanced Level 2. HM Prison & Probation Service also undertakes a range of digital vetting and social media checks for new prison officer starters and chaplains.
Non-directly employed staff working in our prisons must achieve, as a minimum, clearance at Enhanced Level 1. In some cases, depending on risk and role, these staff may additionally require either a Standard or an Enhanced Check by the Disclosure and Barring Service. For staff working in prisons in the Long-Term High Security Estate, an additional National Security Vetting Check, at Counter-Terrorist level, is required as a minimum for all staff.
Asked by: Jessica Morden (Labour - Newport East)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, how many hours of community service were not carried out in each (a) local justice area and (b) region in (i) England and (ii) Wales in each year since 2010.
Answered by Edward Argar
Please see attached annex for data table contain information on how many hours of community service were not carried out in each local justice area and region in England and Wales since 2010.
Owing to data migration issues following the move to a single National Recording Platform, with Transforming Rehabilitation in 2014 and subsequent changes to Probation Delivery boundaries, it is less possible to accurately map older locations to the current Probation Regions.
The dataset covers reasons hours are not carried out including offender deaths, deportation, orders revoked, and resentenced, successful appeals and Suspended Sentence Order (SSO) activated.
This Government has announced up to £93million additional investment in Unpaid Work over the next three years. The funding is being used to recruit an additional ~500 Unpaid Work staff so that we can ramp up delivery to address the Covid backlog and effectively manage oncoming orders.
This investment gives Probation a vital opportunity to relaunch Unpaid Work and make sure that placements are visible and robust, and put UPW delivery on a sustainable footing following disruption caused by the pandemic.
Asked by: Liz Saville Roberts (Plaid Cymru - Dwyfor Meirionnydd)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, pursuant to the Answer of 13 November 2023 to Question 340 on Probation Service: Staff, how many and what proportion of probation officers have workloads that are above 100% on the Workload Management Tool in each region.
Answered by Edward Argar
The Probation Service currently uses the Workload Measurement Tool (WMT) as an indicator and as one of several sources of information to support management of workloads. There are, however, significant limitations with using the WMT to monitor workload due to its daily fluctuation, capacity for human error and the challenges in accounting for periods of leave and case support. The WMT is therefore only one element of probation capacity and should be considered alongside the situational context and other reporting routes.
This table shows by region the proportion of POs who are over 100% (as of the 22 November 2023) on the WMT. To note, the WMT is not considered a reliable estimate of total staff.
Region | Total Probation Officers | Number of Probation Officers over 100% |
National | 3,338 | 2,591 |
East Midlands | 217 | 165 |
East of England | 279 | 236 |
Greater Manchester | 211 | 180 |
Kent Surrey Sussex | 176 | 133 |
London | 454 | 375 |
North East Region | 223 | 163 |
North West Region | 335 | 253 |
South Central | 176 | 141 |
South West | 234 | 192 |
Wales | 272 | 177 |
West Midlands Region | 367 | 267 |
Yorkshire and The Humber | 394 | 309 |
Recruitment and retention remain a priority across the Probation Service and we have injected extra funding of more than £155 million a year to deliver more robust supervision, recruit thousands more staff and reduce caseloads to keep the public safer. The Probation Service is in its second year of a multi-year pay deal for its staff. Salary values of all pay bands will increase each year, targeted at key operational grades to improve a challenging recruitment and retention position. Positively, the Probation Service leaving rate was 9.9% in the 12 months to 30 September 2023, a decrease from the previous 12 months.
The Probation Service saw an increase of 2,170 FTE or 11.8% (Probation Service grades) since September 2022. There has been an increase across all Probation Service grades such Senior Probation Officer (13.0%), Probation Officers (6.9%), Other Band 4-6 (16.0%) and in particular Other Bands 1 to 3 staff saw an increase of 1,260 FTE staff (26.4%), following centrally run recruitment for key grades supporting frontline staff. We have accelerated recruitment of trainee Probation Officers (PQiPs) to increase staffing levels, particularly in Probation Delivery Units (PDUs) with the most significant staffing challenges.There were 2,185 staff, equivalent to 2,164 FTE, as at 30 September 2023 undertaking the PQiP training, which we anticipate will start to directly impact on the reduction of caseloads as they qualify.