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Lighthouse Mentor Scheme

VOLUNTEER MENTORS

HANDBOOK

CONTENTS

Section 1 INTRODUCTION Section 2 THE ROLE OF THE MENTOR Page 3Section 3 MENTORS AND SURREY PROBATION HOW IT WILL WORK Page 5Section 4 THE MENTORING RELATIONSHIPS A BASIC REFRESHER Page 6Section 5 VOLUNTEER MENTOR RESOURCE GUIDE Page 9Section 6 EQUAL OPPORTUNITIES Page 9Section 7 CONFIDENTIALITY AND DATA PROTECTION Page 10Section 8 SMOKING Page 10Section 9 PERSONAL APPEARANCE Page 11Section 10 GIFTS AND DONATIONS Page 11Section 11 CREATING FUTURES POLICIES Page 11Section 12 PERSONAL SAFETY Page 12Section 13 EXPENSES Page 13Section 14 FORMS USED Page 14

Appendix I REFERRAL FLOWCHART Page 15Appendix II MEETING FLOWCHART Page 16Appendix III

LONE WORKER CHECKLIST Page 17

Appendix IV

EXPENSES CLAIM Page 18

Appendix V INCIDENT REPORT Page 19Appendix VI

GLOSSARY OF TERMS Page 20

Telephone07958219743 (Duncan Woolley)07765893477 (Rebecca Daddow)

Mentor Handbook Page 1 Version 1 March 2009-

[email protected]@rsa.org.uk

Section 1: INTRODUCTION

Welcome to the Lighthouse Mentor SchemeThe Lighthouse Mentor Scheme is a pilot which aims to provide one-to-one support and guidance to five prisoners (initially) who are within three months of release from HMP Highdown. The scheme is designed to help prisoners determine the life they want to lead away from crime, building their self-esteem and confidence by enabling them to chart their own journey toward a set of goals while knowing that dedicated support is always ready and available.

We want to thank you for taking the time out of your busy schedule to complete the mentoring training and for committing to work and support offenders in HMP Highdown and through the gate to turn their lives around. The Lighthouse Scheme targets those offenders who are serving sentences of less than 12 months which means that they are not subject to supervision once released.

The role of a Lighthouse Mentor should not be seens as a replacement to the support that offenders might receive from Offender Managers (Probation Officers). Mentors provide the mentee with support and guidance in addressing their offending and inappropriate behaviour, developing action plans driven by the mentee. Volunteer Mentors have given a commitment to the whole of the pilot which is 1 year, beginning in December 2008; to contacting their mentee at least every week and meeting in person at least once every two week. Mentors also attend regular supervision/support sessions which will be held with the Volunteer Co-ordinator, and Mentor Peer Group learning events.


Section 2: THE ROLE OF THE MENTOR

A Definition of Mentoring:A Mentor is a wise and trusted advisor guiding the person on a journey at the end of which the person is a different and more accomplished person. Mentoring can be understood as providing support, challenge, and vision. (Laurent A Daloz, 1990)

Mentors work with people who need motivation, support, practical help or signposting, to address personal problems, health issues, housing difficulties, money problems and a host of other issues. As a Mentor, you will be supported by a Volunteer Co-ordinator who will ensure that Mentors have the support, guidance and resources they need to make a success of their Mentoring relationships.

The difference between befriending and Mentoring is usually the emphasis placed on goals. Mentoring tends to have a stronger emphasis on goal-setting and time limited work and less on the development of a social relationship. Befriending aims to provide a supportive social relationship where none exists and has less emphasis on goal-setting. (Mentoring and Befriending Foundation).

The Mentoring relationship is voluntary for all parties and may be ended at anytime by the Mentor, Mentee, or Volunteer Co-ordinator. Reasons will be discussed with all concerned. Mentors are trained to challenge appropriately and are supported in their Mentoring work with regular supervision, peer group sessions, and additional training to build their skills in Mentoring and support, and the provision of information, advice and guidance.

A Mentor is a trained volunteer from a local community who: Spends time with Mentees because they want to Does it on a voluntary basis Is independent Can be trusted and relied on Will offer help with resettlement Can support their Mentees in planning their future

What’s in it for the Mentee ? Mentees, in discussion with the Volunteer Co-ordinator and prison advisor, decide if

mentoring would be beneficial -- it’s their choice Impartial advice – Mentors are not like your OM or a teacher Mentors encourage you in a relationship that can help the Mentee get back on track


A Mentor will: Meet with the Mentee at least once every two weeks for approximately two hours

(although this is flexible and can be determined by mentor/mentee) Agree boundaries for how the relationships will work, what will and will not be

discussed/shared Encourage and motivate the Mentee to try out new activities Work with the Mentee to find and access resettlement services (a home, registering with

a GP, education, training and employment) Listen and provide advice; and when necessary, challenge the Mentee constructively Work with the Mentee to identify goals and develop an action plan, and support to

achieve itA Mentor will not:

Judge the Mentee Do the resettlement work or nursemaid the Mentee – empowerment is in the hands of the

Mentee Talk all day Support Mentee when they are wrong, but they will discuss/support Mentee to change

their life and get back on track Be able to answer all your questions but will find out the information you need Intervene between the Mentee and other support agencies where needed.


Section 3: THE MENTORING RELATIONSHIPS - A BASIC REFRESHER

The Volunteering with Offenders in the Community Pack and all the handouts from the three day training, combined with this Handbook form the essential information, advice and guidance you will need to be a successful Mentor. Covered here are reminders of the key learning from the training.

StagesRemember that the Mentoring relationship is a cycle of stages, and unlike many other types of relationships, it is anticipated that there is a clear definition in terms of planned stages of the relationship. Each stage of the relationship will be different.

The beginning of the relationship is vital in terms of setting up good conditions to ensure the development of a trusting and positive relationship that allows for effective management of the following stages of the relationship.

Talk about the limits and boundaries that you wish to set and get the Mentee to comment on these

Ensure the Mentee knows about the limits of confidentiality in a clear and easy to understand way

Give space for the Mentee to express their feelings/anxieties about being a Mentee Are there specifics that the Mentee wishes to gain from the Mentoring relationship Set up a framework for future meetings

The middle stages of the relationship are when you and your Mentee will regularly review progress against agreed aims and goals informed by both the sentence plan and the needs and aspirations of the Mentee. It should be a time of change and growth for both of you.

Review the action planning (a set framework where Mentor and Mentees have agreed to look at the lines of progress being made). Progress is often slow initially, so encouragement and appropriate feedback are essential. Some useful questions are:

Are there any areas that the Mentee would like to change; if so, what ? Does the Mentee feel they have made progress; if so how, if not why ? What aspects does the Mentee find difficult; what further support is needed ? Is the action plan appropriate; what changes could be made ? Are there some new goals/strategies; are the timelines appropriate ?

The ending of the relationship needs to be managed in a way which presents the experience as positive. Remember that when embarking on the mentoring relationship, all parties are aware that there is a timescale during which the mentee will benefit from your support. They (or you) must not become dependent on continued support. The mentor should talk openly about the timing of ending the relationship during all stages of the relationship.

If you feel that the mentee is particularly vulnerable, discuss this with the Volunteer Co-ordinator and arrangements will be made to support the mentee.


What to talk aboutSubjects for discussion may include: finance, employment, education, addiction, family and relationships, health, housing, benefits; and any subjects which are appropriate for a mentoring relationship designed to support a person to move forward.

You are not a counsellor, a therapist or a lawyer. You lead by example and support the mentee to reflect and make appropriate choices to move forward, not dwell in the past. Much of your discussion will involve your knowledge of what the mentee has expressed as his needs to the Volunteer Co-ordinator recorded on their application form and learned from the intial interview.

Dealing with difficult situations and challenging appropriately and effectivelyIt is important for mentors to:

Be aware of their own personal boundaries and limitations and recognise that offenders can be manipulative. They need to be clear about issues of confidentiality, and to recognise that as mentors, they have a responsibility to the scheme and society.

Offenders can be vulnerable people and mentors need to recognise this. Whilst acknowledging that in normal day-to-day relationships people are free to share their personal lives and experiences. It is important to remember the distinct boundaries which must exist between mentor and mentee.

Equally, offenders can sometimes be adept manipulators, and mentors need to keep a clear sense of reality alongside the boundaries identified during their training. Without putting your mentee off, it is possible to resist attempts to divulge personal details which may leave you vulnerable in the future. Mentors and mentees must not only accept clear boundaries, but respect them.

For a mentee to take the mentor into their confidence might be really affirming for them but remember that the mentor has a responsibility to society as well. If they believe that their mentee is about to divulge something which relates to a potential offending issue, they should interrupt the conversation and advise them that they may have to share this information with the Volunteer Co-ordinator and authorities. For the integrity of mentor/mentee relationship, it is important to be clear that at such times, all concerned have defined responsibilities, and matters such as public protection must be referred back to the Volunteer Co-ordinator.

One area to remain alert to is the risk of mentee’s ‘conditioning’ mentors to accept that which they normally would not. For example a mentee might ask their mentor to provide an alibi -- to agree that s/he was with them at a particular time – which they were not. Mentors have a clear duty to demonstrate high and consistent standards of honesty and good faith. One of the best tools we have in helping offenders is by demonstrating positive language and behaviour – positive social modelling. Allowing your mentee to ‘misuse’ your offers of support are never appropriate.

To challenge appropriately and constructively can be a positive way of moving forward. It also ensures that boundaries are respected and it can help in making the changes you are aiming for. To increase the probability of a positive outcome consider these points:

DO State your intentions and your feelings State your fears or reservations Describe specifically the behaviour you are confronting


Listen for understanding Own any responsibility you have for the problem Describe specifically the change you want Offer your help in the change Describe the consequences Check for understanding Agree on a specific follow-up

DON’T Evaluate and judge the mentee ‘Name call’

What to record in writing and what can be discussed with othersInformation a mentor may receive is confidential to themselves, the mentee, and the Volunteer Co-ordinator. Conversations you have with your mentee are also confidential but within limits. If your mentee shares with you information of any activity or plans which could be detrimental to the security and safety of any other person, or harmful to the mentee, you have a legal duty to report it to the Volunteer Co-ordinator who will take appropriate action.

Details of a mentor’s work must not be discussed with anyone other than those listed above. Be mindful of accidental breaches of confidentiality e.g. discussion within earshot of other people and storage of notes taken. It is not appropriate to take notes about your discussions while with the mentee except, for example, notes you are making on the Action Plan, which both of you will have a copy of. It is also neither appropriate nor necessary to record every detail of the conversations you have with your mentee – only that information which is essential to advancing the agreed goals of the Action Plan.

Data Protection ensures that the mentee has a right to personal privacy, and that care is taken with the information he/she shares; and a trusting mentoring relationship must respect this. (See below for a fuller statement of Confidentiality and Data Protection).

Boundaries – the essentials Boundaries: time-limited, no surname, phone numbers, very limited sharing of personal

details (use the ‘I have a friend….’ technique to make a point) Emphasis: on the mentee’s needs and problems, not on our own Purpose: relationship has some aim or objective Non-judgemental: of mentee’s actions – they may have reasons for behaving in ways we

find inappropriate; exploring those reasons, not criticising Acceptance: of the mentee’s values; not imposing our own Challenging: constructively – looking at outcomes of less appropriate actions Choices: supporting the mentee to see and understand the outcomes of more

appropriate actions; identify positive options; Support: the mentee to make the choice, not telling them what to doSupport: through difficult times; but aiming towards independence: encouraging self-

reliance, not dependence


Section 4: CONFIDENTIALITY AND DATA PROTECTION

The Lighthouse Mentors Scheme is fully committed to compliance with the requirements of the Data Protection Act 1998. In order to operate efficiently, the scheme has to collect and use information about the mentees with whom it works. The scheme regards the lawful and correct treatment of personal information as very important to its successful operations and to maintaining confidence between the scheme and those with whom it carries out business. We must ensure that we treat personal information lawfully and correctly.Mentees will be advised verbally and in writing (the Mentoring Agreement) that although we will treat information given as confidential, we may have to pass some information on as necessary to the safety of themselves and others. The nature of the information which will be shared must be made clear to the mentee and all concerned must satisfy themselves that the mentee understands this and the types of information which must be disclosed.This personal information must be handled and dealt with properly, however it is collected, recorded and used, and whether it be on paper, in computer records or recorded by any other means. All paperwork pertaining to mentor/mentee meetings should be kept secure and not passed onto any other person unless authorised. When referring to mentors and mentees on paper, be careful not to use full names. Any paperwork that is finished with should not be placed in normal refuse but securely destroyed. If you have a problem disposing of secure documents, send/give it to the Volunteer Co-ordinator who will be able to dispose of it securely.If you have any questions about data protection or confidentiality contact the Volunteer Co-ordinator as soon as possible.

If you are keeping data on a computer, consideration should be given to using a secure password. Portable memory devices should not be used for confidential data.

Section 5: SMOKING

From 1st July 2007 it is an offence to smoke in almost all workplaces, restaurants, work vehicles and most other public areas. This legislation also applies to volunteer staff. The reason for this legislation is to offer non-smokers a clean air environment.

You should not smoke at any Probation offices or during any meetings with staff. This will also apply when you meet your mentee if it is at an indoor public location.

If you meet your mentee in an outside location, you may be allowed to smoke but this will have to be agreed with your mentee. If the mentee is not happy with you smoking, you should stop.

If the mentee wishes to smoke but you are not happy for them to do so, you should ask them to stop. If they refuse to stop, you should terminate the meeting.

You should inform the Volunteer Co-ordinator as soon as possible of any problems.


Section 6: PERSONAL APPEARANCE

The Lighthouse Scheme does not have a dress code for staff and volunteers however the following guidelines represent good practice and should be considered by all Volunteer Mentors. It is intended to ensure that all persons present a professional appearance and do not place themselves at risk in any way.

Volunteer Mentors should be tidy and not dress in a way that would give offence and not wear anything that gives out any sort of political message or slogans that could be considered offensive. Do not dress to draw undue attention to yourself.

Volunteer Mentors should also not wear any clothing that could be considered provocative, too revealing or could cause offence to any person. If you are unsure of what you should wear, speak to the Volunteer Co-ordinator.

Section 7: GIFTS AND DONATIONS

If a mentor is offered a gift from their mentee they must politely refuse as acceptance of such a gift may lead the mentee to believe that the mentor is under some degree of obligation to them.

If the gift is of a trifling nature and value such as a thank you card and it would be difficult to refuse to accept the gift, it may be accepted but it must be stressed that it is received on behalf of the scheme and not just the mentor. Gifts of alcohol must not be accepted under any circumstances.

Any offers of gifts must be reported to the Volunteer Co-ordinator as soon as practicable.

Any persons who have indicated that they would like to make a financial donation to the scheme must be asked to contact the Volunteer Co-ordinator.

Section 8: LIGHTHOUSE SCHEME POLICIES

The Lighthouse Scheme has policies and procedures on various subjects that may concern volunteers including health and safety and lone working that they may find useful to refer to.

If you wish to refer to any of these policies or procedures at any time either in electronic form or hard copy, contact the Volunteer Co-ordinator.


Section 9: PERSONAL SAFETY

The most important consideration when attending meetings with mentees is the issue of safety. It is not expected that mentors will be exposed to any dangerous situation but we must not ignore the possibility that a problem may occur. A totally risk free environment is impossible but we do have a duty of care towards all our people whether volunteers, staff or mentees.

The meeting will be pre-arranged and agreed by the Volunteer Co-ordinator. The meeting should not be where alcohol is available. It should be in an open and public location where there are other people in the vicinity. The mentor should always arrive first and leave last and be careful where they are seated. Try not to sit near other people who could hear your conversation.

Prior to the meeting the mentor should telephone the Volunteer Co-ordinator to confirm the location, and the estimated time of the meeting. The mentor must have a fully charged mobile phone with them with sufficient credit to make calls when and if required.

If the mentee turns up at a meeting with another person or obviously under the influence of drink or drugs, terminate the meeting immediately and inform the Volunteer Co-ordinator.

If during a meeting, the mentee becomes distressed, agitated or threatening in any way or you feel in danger, you should terminate the meeting immediately if possible and inform the Volunteer Co-ordinator as soon as possible.

If you are unable to terminate the meeting easily, immediately telephone the Volunteer Co-ordinator using a coded prefix (TBC). On hearing this prefix, the Volunteer Co-ordinator will ask a series of questions requiring a yes/no answer. Depending on the answers given during this call, the Volunteer Co-ordinator will contact the relevant agencies. If the situation becomes more urgent and the circumstances warrant, the mentor should phone the police direct. The code word prefix may change from time to time. Make sure that you know the current word prior to the meeting.

Do not give the mentee any personal details about yourself or family, such as home address, home phone number, mobile phone number or vehicle details. If the mentee requests a contact telephone number, give them the Volunteer Co-ordinator’s phone number.

At the end of the meeting, the mentor should telephone the Volunteer Co-ordinator to advise them that the meeting has finished. This call must be made once the mentee has left the venue and the mentor has had time to leave. It is important to make this call as failure to do so may mean that emergency procedures are carried out.

If the Volunteer Co-ordinator has not received a call from the mentor within 10 minutes of the estimated finish time of the meeting, they should attempt to call the mentor. If they get no answer, they will wait another 10 minutes and call the mentor again. If the Volunteer Co-ordinator still gets no reply, they will then call the police. The police will be informed of the full details including the location and times. An Incident Report form must then be completed.

If the your main Volunteer Co-ordinator is not available, another Co-ordinator manager will be available to take telephone calls. If you are unable to get a response, the meeting should not go ahead.

If you have any questions or concerns about your personal safety at a mentoring meeting,


contact the Volunteer Co-ordinator as soon as possible.


Section 10: EXPENSES

Volunteer mentors can claim out of pocket expenses incurred whilst they are carrying out their mentoring duties.

Travel expenses

Volunteer mentors can claim travel expenses from their home address to the mentoring venue. The amounts that can be claimed are:

Cars 28p per mile Motor cycles 24p per mile Bicycle 20p per mile

Volunteer mentors using their own motor vehicles must have a valid current driving licence appropriate to the vehicle. The vehicle must be roadworthy, insured, taxed and have a current MOT certificate if required.

Volunteer mentors must give the Volunteer Co-ordinator a copy of their driving licence, vehicle insurance policy and MOT certificate (if applicable).

Volunteer mentors must not take mentees in their own vehicles under any circumstances.

Bus and/or train fares will be fully refunded, provided a valid ticket or receipt is produced for the journey.

Refreshment expenses

Volunteer mentors will be paid reasonable expenses for refreshments purchased during mentoring sessions. A receipt must be provided.

Postage and phone costs

Volunteer mentors will also be paid reasonable expenses to cover phone calls made and postage costs in connection with their mentoring activities.

How to claim expenses

All details of expenses must be entered on an Expenses Claim form (form 05). This should then be sent with all receipts to the Volunteer Co-ordinator.

All expenses will be paid as soon as possible by the most appropriate method.

Any other expenses claimed will need to be approved by the Volunteer Co-ordinator prior to claiming.


Section 11: FORMS USED

There are various documents that you will use whilst carrying out your role as a mentor. These are listed below. As appropriate, all printed materials held by mentors or the Volunteer Co-ordinator will be held in secure files. If you need any of these forms at any time, contact the Volunteer Co-ordinator.

Volunteer Mentor Agreement to be completed on joining the project

Initial Mentee Contact to be completed by the Volunteer Co-ordinator when mentee is referred to the project

Mentee Register for use by the Volunteer Co-ordinator to record contact details

Mentoring Agreement to be signed after a discussion, by the mentor and mentee

Mentee Action Plan to be used by the mentor and mentee for planning goals, activities and tasks

Mentor Supervision Record to be used by the Volunteer Co-ordinator in supervision meetings with mentors

Meeting Feedback to be used for collecting feedback from mentees and mentor

Lone Working Checklist to be used for collecting feedback from mentees and mentor See Appendix III

Expenses Claim to be completed for all out of pocket expenses

Incident Report to be completed in the event of an any untoward incident that occurs whilst you are acting as a mentor

Please note that forms all forms are attached to this handbook as an appendix


Appendix I: APPLICATION FLOWCHART

Offender applies to join scheme

Volunteer Co-ordinator reviews application with Head of Reducing Re-offending

Risk assessment completed

Volunteer Co-ordinator & Head of Reducing Re-offending meets potential mentee

Volunteer Co-ordinator discusses possible match with mentor; they agree match

Volunteer Co-ordinator arranges first meeting

Initial meeting

Volunteer Co-ordinator leaves meeting

Mentor and mentee arrange next meeting


Appendix II MEETING FLOWCHART (once released)

Mentor contacts Volunteer Co-ordinator or nominated person

Mentor arrives early at venue

Mentor meets mentee

Mentor arranges next meeting with mentee

Mentee leaves meeting first

Mentor leaves venue

Mentor contacts Volunteer Coordinator or nominated person

Mentor completes Feedback form

Mentor completes Expenses Claim form

Mentor feedback to Volunteer Co-ordinator


Appendix III

LONE WORKER CHECKLIST

Lone Worker Checklist

YES NO

If travelling by car, did you park far enough away from the venue ?

Does your mobile phone have sufficient credit ?

Have you checked your mobile phone signal ?

Do you have the phone numbers to call ?

Do you know the current code word ?

Have you received a background check on the mentee ?

Have you phoned Co-ordinator prior to the meeting ?

Has the meeting place been approved by Co-ordinator ?

Have you checked the meeting place prior to the meeting ?

Do you know of an alternative exit from the venue ?

Do I feel well enough and physically able enough for the meeting ?

Do you feel confident and ready for the meeting ?

Do you know how to report an untoward incident ?

If the answer to any of the above questions is ‘NO’ contact the Co-ordinator immediately for guidance.


Appendix IV: EXPENSES CLAIM

To be added


Appendix V: INCIDENT REPORT

Date: Location of incident:

Name of Mentee: Name of Mentor:

Outline of incident:

Signed: (Mentor) Date:

Signed: (Co-ordinator) Date:

How was this incident followed up?

12 Incident Report


Lighthouse Mentor Scheme

INCIDENT REPORT FORM(if this is a child protection issue, please use relevant form)

END OF PROBATI

ON REVIEW

Appendix VI: GLOSSARY OF TERMS

ACRONYM Meaning Notes

ACCT Assessment, Care in Custody and Teamwork Prison ServiceACO Assistant Chief Officer (Probation)ACR Automatic Conditional Release Of an inmateACU Active Communities Unit Home OfficeATB Attitudes, Thinking & Behaviour Pathway AreaBME Black & Ethnic MinorityC+F Children and Families Pathway AreaCARAT Counselling, Assessment, Referral, Advice, ThroughcareCDRP Crime & Disorder Reduction PartnershipCJS Criminal Justice SystemC-NOMIS Computerised National Offender Management Information SystemCO Chief Officer (Probation)CPS Crown Prosecution ServiceCRB Criminal Records BureauCRC Criminal Records CheckCRE Commission for Racial EqualityCSV Community Service VolunteersCVS Council for Voluntary ServicesDAAT Drugs And Alcohol TeamDfES Department for Education and Skills Gov DepartmentDIA Diversity Impact AssessmentDIP Drug Intervention ProgrammeDoH Department of Health Gov DepartmentDRR Drug Rehabilitation RequirementDTI Department of Trade & Industry Gov DepartmentDTTO Drug Treatment & Testing OrderDWP Department of Work & Pensions Gov DepartmentETE Education, Training & Employment Pathway AreaGP General PractitionerHMP Her Majesty's PrisonHMPS Her Majesty's Prison ServiceHO Home OfficeIMB Independent Monitoring BoardsIPP Indefinite Imprisonment for Public ProtectionIRC Immigration Detention CentreJP Justice of the Peace (Magistrate)LA Local AuthorityLCJB Local Criminal Justice BoardLSC Learning and Skills Council


LSCB Local Safeguarding Children's BoardMAPPA Multi Agency Public Protection ArrangementsNACRO National Association for the Care and Resettlement of OffendersNGO Non-Governmental OrganisationNHS National Health ServiceNIMHE National Institute for Mental Health in EnglandNOMS National Offender Management ServiceNPS National Probation ServiceNTA National Treatment AgencyOASys Offender Assessment SystemsOLASS Offender Learning and Skills ServiceOM Offender ManagementPBA Probation Boards' AssociationPCT Primary Care TrustPHU Practical Housing UnitPOELT Prison Officer Entry Level TraineesPPO Prolific & Priority Offenders Pathway AreaPSI Prison Service Instruction Rules, regulations PSN Prison Service News MagazinePSO Probation Service OfficerPSO Prison Service Orders Rules, regulationsPSR Pre-Sentence ReportRIF Racial Incident FormROM Regional Offender ManagerRoTL Release on Temporary License From PrisonRRLO Race Relations Liaisons OfficerRRLO Race Relations Management TeamSAAVS Surrey Appropriate Adult Volunteer Scheme SEU Social Exclusion Unit Cabinet OfficeSHA Strategic Health AuthoritySLA Service Level AgreementSPO Senior Probation OfficerTWP Together Women ProgrammeVA Voluntary Action OrganisationVCO Voluntary & Community OrganisationVCS Voluntary & Community SectorVO Visiting OrderVS Voluntary SectorVSRA Voluntary Sector Resource AgencyYJB Youth Justice BoardYOI Young Offenders InstituteYOT Youth Offending Team


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