ABSTRACT
This chapter considers the importance of discretion and accountability in probation work. It focuses on the question of the extent to which probation should be seen as a technical activity or as intrinsically indeterminate. The chapter looks at the implications of the ideas for the probation workforce and, for education and training. R. C. Mawby and A. Worrall argue that one key component of probation culture is the motivation that staff bring to the job. G. Robinson has shown that probation is not reducible to technicality and that in practice staff do not and cannot simply apply prescribed schedules and routines. The immediate line managers of service delivery staff, senior probation officers, were seen more as senior practitioners and consultants than as managers. Staff supervision should attend to accountability but also to support and to the continuing professional development of staff. The chapter concludes with thoughts about staff motivation and morale.
