Public Accountability and Inclusion Toggle accordion
Equality and diversity for the CPS is fundamental to delivering fair prosecutions, achieving equitable employment practice and building the confidence of our communities. Our goal is to be a prosecution service that performs its role fairly and transparently, addresses barriers and disproportionality effectively and works with stakeholders and the public to improve our practice to achieve high quality prosecutions, a better working environment and deliver better justice for all.
The CPS is required to publish equality information to demonstrate its compliance with the General Equality Duty. We regularly publish information to demonstrate how we are meeting the requirements of the duty in relation to our employees and people affected by our policies and practices (victims, witnesses and defendants). These pages provide information on how the CPS is working to:
- Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act
- Advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it
- Foster good relations between people who share a relevant protected characteristic and those who do not share it
The CPS is committed to making equality a day to day reality for employees, in our prosecution policies and practices and in our engagement with communities. These pages provide information on our equality and diversity policies, guidance, impact assessments and performance information relating to our priorities.
Performance Management Information Toggle accordion
- Key Measures Data: This information focuses on several key performance measures across a range of business areas including conviction rates, cases dropped, hate crime and sickness absence.
- CPS Website Data: This information provides traffic, spend and usability statistics for the CPS website, www.cps.gov.uk.
- Joint Enterprise Data: This information focuses on all murder related cases involving multiple defendants in the 'Homicide' category of cases recorded by the CPS for the years 2012 and 2013.
- SOCPA Information: This section contains the letters from the DPP to the Attorney General outlining the number of agreements made under sections 71 to 74 of the Serious Organised Crime and Police Act 2005. These letters are written and published on an annual basis.
- CPS asset recovery: This page outlines the work of the CPS Proceeds of Crime Division and shows the value of CPS restraint and confiscation orders.
- CPS case outcomes by principal offence: This report contains a monthly analysis of the outcome of CPS proceedings in magistrates' courts and in the Crown Court by principal offence category.
- Quarterly Departmental Sickness Absence Statistics: In common with other Civil Service Departments, the Crown Prosecution Service provides quarterly reports to the Cabinet Office on sickness absence levels in the Department
Finance Policy and Guidance Toggle accordion
- Exceptions to spending moratoria applied for by the Crown Prosecution Service
- Counsel Fees - Update Bulletins
- Very High Cost Case Fee Scheme
- Sustainable Development in the CPS
- Graduated Fee Scheme C - Manual of Guidance
- Higher Courts Advocates Application User Guide
- Witness Allowance Schedules
Human Resources Policy and Guidance Toggle accordion
- Pay Scales: Information about the pay scales applicable to Crown Prosecution Staff for 2014-15 and 2015-16
- CPS Code of Conduct: The Code of Conduct provides all employees with an understanding of what is expected of them whilst working for this Department and highlights their key responsibilities as a CPS employee and as a civil servant.
- CPS Whistleblowing Policy: The Crown Prosecution Service (CPS) is committed to ensuring high standards of conduct in all that it does. For civil servants, these standards are reinforced by the Civil Service Code and the departmental Code of Conduct. However, wrongdoing can occur. It is important that employees know what to do if, in the course of their work, they come across something that they think is fundamentally wrong, illegal or endangers others within the department or the public. The Policy, Procedures and Frequently Asked Questions will guide employees through the process of raising a concern, which is sometimes referred to as 'blowing the whistle'.
- An Employee's Guide on Violence against Women: This guide sets out the CPS' approach, as an employer, when an employee experiences or perpetrates any form of violence under the Violence against Women umbrella.
- Equal Opportunities Statistics: These statistics are for Minority Ethnic by Grade, Staff with Disabilities by Grade, Gender by Grade and P/T Staff by Grade.