Source · Select Committees · Justice Committee
Recommendation 33
33
Deferred
CCRC failed to adequately explore alternatives to remote working for recruitment and funding.
Conclusion
We were told that recruitment played a role in the decision to become fully remote. However, we hope that other options were thoroughly explored first and staff were consulted before this drastic step was taken. Moving to a hybrid model of working in January 2022 may have been sufficient to widen the pool of candidates given Birmingham’s central location and good transport links. If recruitment was the driving factor, the CCRC’s senior leaders should have been pushing the Ministry of Justice hard for more funding to enable the Commission to offer competitive salaries. (Conclusion, Paragraph 95)
Government Response Summary
The government states the CCRC is responsible for determining its staff's terms and conditions and working locations. It asserts that the CCRC Chair and Chief Executive ultimately define the best staff working model, with MoJ support.
Government Response
Deferred
HM Government
Deferred
CCRC staff are employed on terms and conditions determined by the CCRC as their employer. In relation to base of work, the CCRC is responsible for determining contractual locations in the best way so that its services can be operated. However, we agree with the Committee that the presence of senior leadership conveys important messages to staff. This is one reason why the Civil Service People Plan 2024-20277 sets the expectation that senior managers will spend more than 60% of their working time face to face with their colleagues in offices or out on official business. However, we recognise that CCRC staff are public servants, not Civil Servants and it is ultimately for the CCRC Chair and Chief Executive to define the best staff working model for the Commission, and the Ministry of Justice will support the organisation as it makes those decisions.