§ Mr. Berminghamasked the Attorney-General what steps he proposes to take to encourage recruitment to the ranks of the Crown prosecution service of (a) legally qualified staff and (b) non-legally qualified staff.
§ The Attorney-GeneralSo far as legally qualified staff are concerned, the recruitment position in the Crown prosecution service nationally but excluding London is particularly encouraging and 82 per cent. of posts for legally qualified staff are filled. The position in London is gradually improving. Recruitment will continue to be organised by means of monthly competition advertised prominently in the legal sections of the national press and in legal journals. Considerable success was achieved in raising awareness of the Crown prosecution service as a consequence of the media launch to coincide with the official start date of 1 October. This seems to have been1002W reflected in the number of candidates applying for legal posts in the current competition round. A total of 92 applications were received which represented an increase on previous rounds.
The position with regard to recruitment of non-legally qualified staff is that staff will continue to be engaged locally, as necessary, in respect of clerical grades. Recruitment levels for these grades are satisfactory and no special measures are necessary. Recruitment of executive officers, organised centrally by the Civil Service Commission, has produced a total of 162 staff since April 1986 out of a bid of 197. The remaining vacancies are expected to be filled within the next month.
§ Mr. Berminghamasked the Attorney-General whether he proposes to reconsider the salary structure of the Crown prosecution service; and if he will make a statement.
§ The Attorney-GeneralThe salary structure of the Crown prosecution service is, with one exception, linked to that for the remainder of Civil Service. The exception is the grade of Crown prosecutor—the most junior grade for legally qualified staff. The salary structure for this grade has already been substantially improved from the original proposals and has also been subject to a general increase of approximately 6 per cent. as a consequence of the increase in the pay of Civil Servants operative from 1 April 1986.
The position is always under general review to ensure that the CPS is able to recruit and retain sufficient staff of requisite calibre but in the light of my previous reply today to the hon. Member I see no need for any special review of the salary structure at this stage.
§ Mr. Berminghamasked the Attorney-General for what period of time he proposes that the temporary secondment from the Crown prosecution service in shire and metropolitan areas to London shall continue.
§ The Attorney-GeneralThe temporary secondment of prosecuting staff to London and other areas will continue to be necessary for some considerable time and it is not possible to estimate when it will end. The need for such secondment into these areas will be reviewed each month taking account of the current or anticipated levels of staffing and will be reduced as quickly as possible.
§ Mr. Berminghamasked the Attorney-General what is the average monthly cost of the policy of secondment of Crown prosecution staff from the shire and metropolitan areas to London, including the cost of additional agents in the shire and metropolitan areas.
§ The Attorney-GeneralThe average monthly cost of the policy of secondment of Crown prosecution lawyers from the metropolitan areas to London was approximately £17,000 for the six-month period to 30 September 1986. This figure includes an estimate of £9,000 for the cost of additional agents. Agents would have been employed in London in the absence of seconded lawyers and the £9,000 does not represent net additional expenditure. A small number of non-legally qualified staff were also seconded for a short time. Some prosecuting solicitors' department staff from shire counties worked for short periods in London prior to 30 September but they were not Crown prosecution staff at that time because the Crown prosecution service was fully established only on 1 October 1986.
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§ Mr. Berminghamasked the Attorney-General whether he has received any representations in respect of the differences between the pay structure of those who transferred as senior crown prosecutors and that of persons appointed senior crown prosecutors after transfer by way of the promotion boards; and what steps he proposes to take.
§ The Attorney-GeneralI understand a number of representations have been received by the Director of Public Prosecutions and his officials. The point has also been made by several staff in conversation with my right lion. and learned Friend the Solicitor-General who is presently undertaking a series of visits to CPS areas. Careful consideration is being given to this issue and a discussion paper proposing possible approaches to pay differences has been circulated to chief crown prosecutors and trades unions for urgent comment. It is proposed to review the response to the paper shortly and to implement any necessary action immediately thereafter.
§ Mr. Berminghamasked the Attorney-General whether it is proposed that members of the Crown prosecution service shall be entitled to see the assessments made of them by their seniors when applying for consideration by the promotion boards; and if he will make a statement.
§ The Attorney-GeneralThe Crown prosecution service has recently implemented an agreement with the trades unions in respect of promotion boards. The agreement covers an interim period and includes the requirement for an application form to be completed by line managers to assess suitability for promotion to the next higher grade. The form devised for this purpose is not subject to any agreement which would entitle a member of staff to see the assessments made although line managers are encouraged to inform staff of the general tenor of their comments. It is proposed to introduce a staff appraisal report form for all staff, including the large number who have transferred from prosecuting solicitors departments of local authorities, and this will replace the application form with effect from 1 April 1987. In accordance with Civil Service procedures this form is designed to enable all staff to see the assessment of their performance and if desired, to be informed orally or in writing of promotability markings (but not detailed assessments).