Being Renowned for Fairness, Excellent Career Opportunities, and the Commitment and Skills of all Our People
Recruiting and Developing our People
Since last year's annual report, the CPS's recruitment team has made progress in developing its recruitment and selection methodologies to ensure it attracts and appoints the right candidates for jobs in the Service.
Operating within the Civil Service Commissioner's Code, the recruitment process has been simplified and improved, with a move towards a range of specifically designed assessments. This gives candidates the opportunity to prove their capabilities in a fair and transparent environment.
To support the advances in recruitment policy during 2007/08, work will take place during 2008/09 to improve the CPS website. This will provide easily accessible and relevant information to those looking for information about the Service, as well as to those keen to apply.
During 2007/08 the CPS ran a number of recruitment fairs and open evenings where potential candidates were able to meet with current CPS staff; giving candidates an opportunity to truly understand the roles on offer.
Law Scholarship Scheme (incorporating the Legal Trainee Scheme)
Since the scheme began in 2003, 740 staff have benefited, or continue to benefit from the opportunities provided for further legal education: A levels, degrees, professional qualification. A number of CPS staff on the Law Scholarship Scheme were successful in the 2007 national campaign for internal and external applicants for the Legal Trainee Scheme. 1,870 applications were received and the CPS appointed 48 trainees in October 2007.
Nicola Warner, CPS Bedfordshire
Nicola Warner began working for the CPS in 2003 after completing her undergraduate studies. Having enjoyed her work at CPS Bedfordshire, Nicola decided that she would like to become a lawyer.
"I was encouraged to apply for funding through the Law Scholarship Scheme. After supporting myself at university I knew that I was unlikely to be able to pay the fees for the Graduate Diploma in Law (GDL) and Legal Practice Course (LPC) and the scheme seemed to me to be the perfect opportunity to achieve my aspiration. I was fortunate and secured funding for both the GDL and the LPC."
Although combining a full time job with studying is never easy, Nicola has received tremendous support including additional study leave and assistance with travelling expenses.
"My colleagues have been extremely encouraging; it has been invaluable to have such a supportive network of people to turn to when I have needed help and advice. They've really helped to keep stress to a minimum."
Now an Associate Prosecutor, Nicola has found it incredibly rewarding to put into practice everything that she has learnt. She has secured a trainee position subject to successful completion of the LPC in July 2008.
"I am looking forward to continuing my training under the Law Scholarship Scheme and I am grateful for the assistance provided in helping me to realise my dream of working as a lawyer for the CPS. I am certain that I would not have progressed as rapidly without the assistance provided."
Proactive Prosecutor Programme
The proactive prosecutor programme (PPP) addresses the critical skills of case analysis and giving investigative advice.
During 2007/08 the training day "Case Analysis Workshop: From Investigation to Trial" was launched. The workshop covers more complex cases, highlighting particular issues and reinforcing skills learnt from the two-day programme. It then goes on to move the process of case analysis forward to concentrate on the ‘think trial' approach. Between April 2007 and March 2008 1,081 prosecutors attended the course.
Effective Performance Management
Embedding performance management is one of the priorities in the CPS People Strategy 2008–11. In 2007/08 a new appraisal process – Performance and Development Review – was introduced. It focuses on the skills and behaviours needed to carry out every role below senior civil servants in the CPS.
Work is underway to develop a new range of performance measures that will link individual and team performance to business outcomes. This will be introduced in 2008/09.
Management Training
In 2007/08, 166 lawyer managers attended Proactive Prosecutor Management courses. The training was developed to help Unit Heads support lawyers in prosecuting cases proactively and to help them to embed new approaches to their work, such as making charging decisions and providing investigative advice to police officers.
Training for managers, in 2007/08, was delivered locally to cover individual needs and covered a range of topics from Performance Development Reviews to new HR polices. This work will be followed up in 2008 in CPS Groups. Also for 2008, the CPS is planning a new national programme for first line managers leading to a recognised qualification.
Leadership and Management Capability
In 2007/08, the CPS designed and introduced new leadership strategies. Implementation began with the CPS Board, Group Chairs' and Corporate Delivery and Management Group and other key leaders in the CPS. This included one-to-one discussions of their specific challenges and development needs. During 2008/09, this will be followed up with a leader development programme which will develop the whole senior leadership cadre across the CPS.
In 2007/08 Proactive Prosecutor Management (PPM) courses for over 150 lawyer managers were held. The training was developed to help Unit Heads support lawyers in prosecuting cases proactively and to help them embed new approaches to their work, such as making charging decisions and providing investigative advice to police officers. This will be continued in 2008.
Maximising Attendance
The CPS remains committed to reducing the level of sickness absence. For January - December 2006 the CPS absence rate was 8.7 days per employee; this has increased to 9.4 days in March 2008 (See Note at the end of this section). During 2007/08 the CPS undertook work to improve the level of sickness absence across the CPS, with improved recording and monitoring, the introduction of a case conference approach to long term absence, supported by the new attendance management policy. 2008/09 will see the CPS continue with its work to improve performance on sickness. As part of the CPS People Strategy 2008–11, a programme of activity will take place designed to embed a culture of proactive attendance management through managing attendance and employee engagement strategies.
2007/08 also saw further links established with the Employers' Forum on Disability. Line managers were issued with the latest Guide on Attendance Management and Disability to ensure operational line managers have appropriate support to manage complex absence cases.
NOTE: The calculation of the attendance figure has changed. Previous data was calculated as headcount per full year. This did not take into account people who worked only part of a year, or people with different working patterns i.e. a full-time person working for half a year would have been attributed as one. The new calculation is based on full time equivalent adjusted for the number of days available for work in the year and further adjusted for working patterns. In the previous example where the person was shown as one, in the new calculation they would be shown as 0.5.
Equality and Diversity
The CPS published its first Single Equality Scheme 2006-10 in December 2006. The Scheme incorporates race, disability and gender actions as required by relevant equality legislation. The Scheme also includes equality and diversity actions in respect of age, religion or belief, and sexuality and gender identity. The progress report on the outcomes of the Scheme's first year has been completed. The CPS has refreshed and revised several key policies and complementary guidance for prosecutors and we have developed new policies in relation to disability hate crime and crimes against older people (due to be published July 2008). The CPS has also produced a strategy and action plan on violence against women.
Health and Safety
The CPS works to ensure compliance with Health and Safety Legislation and good practices continue to be adopted, supported by a programme to increase awareness of health and safety across the Service.
During 2007/08, the CPS has successfully implemented:
- A smoke free policy;
- A revised CPS Health and Safety Policy Statement;
- Revised Fire Management Policy;
- In partnership with managing agents, a "Health and Safety Guide Control of Contractors On-Site"; and
- A wide range of health and safety training programmes for staff across the department, a total of 98 courses were held.
