Single Equality Scheme 1 12pt - Crown Prosecution Service

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Single Equality Scheme 2006-2010 Procuring external legal services from the Bar The CPS invests over £130m annually in securing legal services from the Bar. As a public body, the CPS is committed to ensuring that this expenditure supports and furthers the Service’s public sector aims including its equality and diversity aims. The CPS is undertaking two key developments: 5 a review of the preferred sets system in London and the South East; and 5 putting in place an Equalities Expectations Statement with the Bar. We will assess and consult on the impact on equality and diversity of the new proposals in particular the review of the preferred system. Year 2 (April 2008 – March 2009) Proposed policies for impact assessment – prosecution policies Pre-trial Interviews with Witnesses The CPS is piloting pre-trial interviews with witnesses in four CPS Areas. The pilots in Cumbria, Greater Manchester, Lancashire and Merseyside began in January 2006 and will run for nine months. A Code of Practice has been developed in consultation with the Bar, the Law Society, the Association of Chief Police Officers and Victim Support, and approved by the Director of Public Prosecutions. Following evaluation, consideration will be given to national roll-out which will be informed by an impact assessment to ensure that witnesses are treated equitably by the new process. The purpose of the interview is to allow prosecutors to reach a better informed decision about proceedings by clarifying or assessing the reliability of a witness’s evidence or to understand complex evidence. There is also an opportunity to explain the prosecution process to the witness. An interview can be held either pre or post charge. The pilot breaks new ground as historically prosecutors were not permitted to speak with witnesses about evidential matters. Year 2 (April 2008 – March 2009) Proposed policies for impact assessment – employment policies Invest Programme – A Review of Performance, Grading and Reward The >invest< programme has been identified as a key CPS priority within the HR Service Plan 2005-2006 and is fundamental to our corporate vision of becoming a world class prosecuting authority. In order to achieve this vision, we need a diverse, well motivated and skilled workforce capable of managing and handling change which has a focus on delivery, victim and witness needs, strategic management and strong leadership. This must be supported by professional human resources functions such as workforce planning, effective recruitment and retention processes, performance management and reward systems that ensure business objectives are achieved and individual potential is unlocked. Consequently, >invest< is looking at the jobs the CPS expects its staff to do, how those jobs are 50
Single Equality Scheme 2006-2010 organised and how performance and individual development is managed. The programme will also look at how the CPS expects its staff to behave in doing their jobs, what skills staff need to do their jobs and how they are rewarded for their contribution. A key output of the programme will be the identification of fully detailed career progression paths for both lawyers and administrators to provide all staff with a clear idea of how they may progress through the organisation from the most junior to the most senior grades enabling them to map their own individual careers against the requirements of the organisation. The >invest< programme will include an assessment of equality and diversity issues and impact of any newly developed strategies and/or structures. The programme will be monitored and reviewed for unjustifiable adverse impact as strategies and/or structures are implemented. Necessary corrective action will be taken if unjustifiable adverse impact is found. Transform A management development route for non-lawyer managers at Level B will be introduced during 2007 to provide them with the correct level of skills and knowledge to carry out their management duties. This will be reviewed in line with the Single Equality Scheme when it is introduced and the programme will be reviewed during year 2 (2008-09). The Equality and Diversity Complaints Procedure The Equality and Diversity Complaints Procedure was reviewed in 2005 and, following endorsement by the People and Equality Committee, a new procedure is to be rolled out over the period 2006 to 2008 and a full impact assessment will be undertaken in Year 2. Year 3 (April 2009 – January 2010) Proposed policies for impact assessment – prosecution policies Effective Trial Management Programme (ETMP) The Effective Trial Management Programme (ETMP) aims to improve case preparation and progression so that delays are reduced and cases go ahead as planned. ETMP has been rolled out across all criminal justice areas and is presently undergoing a process of post implementation review, being undertaken by the Criminal Case Management Delivery Unit (CCMDU). ETMP remains a key element of criminal justice reform, and subject to the normal trilateral governance arrangements supporting the National Criminal Justice Board. Allied to ETMP is the maintenance of the Criminal Case Management Framework, which defines the roles and responsibilities of all agencies in the process from the point of charge through to trial or earlier conclusion. 51
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