Our workforce

We believe that if organisational development is concerned with the diagnosis of organisational health and performance and the ability of the organisation to adapt to change, then it follows that the composition, capability and motivation of the human resources that constitute the workforce will be a significant factor in determining the extent to which the organisation is capable of achieving the change and development that will result in improved organisational performance. Harnessing their knowledge and innovation and using it to the benefit of the organisation will bring benefits to both the organisation and the individual. Most importantly, it will impact on the service we deliver.

The role of the management team is to support the trust board to:

• promote effective leadership and direction
• have effective decision making arrangements in place
• implement corporate decisions
• develop, commission and provide offender and victim services to meet their needs
• set annual corporate objectives and ensure that these are met
• utilise financial and other resources effectively
• monitor performance against NOMS and locally agreed performance targets
• scrutinise corporate risk and plans to address these risks
• establish and review operational management arrangements
• continuously learn and improve.

Our staff

We continue to ensure that the work happens at the right level, giving people the skills, encouragement and power to make things happen for themselves and the rest of the organisation.

Our Employee Engagement Programme is the key vehicle for empowering our employees to realise their full potential and contribute to the strategic objectives of the organisation.

Our move towards having a diverse workforce will help ensure that there is integration of diversity and equality into service design and delivery, ensuring that services are provided in a way that reflects and is appropriate to, the needs of the diverse communities that we serve.

In terms of gender balance, 30% of all staff we employ are male, 70% are female. Positive action initiatives are being considered to correct this gender imbalance, although it is recognised that this issue is not unique to our organisation, as it is the case in many other similar organisations, both in probation and social services sectors. In terms of Black and Minority Ethnic (BME) profile, 2.7% of our workforce is comprised of staff from black and minority ethnic communities. This compares very well with the regional profile of BME population, which as per available figures stands at 2.4%.

We have a relatively low staff turnover. Our age profile is: