To ask the Attorney-General (1) what are the current establishment figures for legally qualified persons in each Crown Prosecution Service area in England and Wales;(2) what are the current establishment figures for non-legally qualified persons in each Crown Prosecution Service area in England and Wales;
CPS area | Establishment figures for legally qualified staff | Establishment figures for non-legally qualified staff | Staff-in-post figures for non-legallyqualified staff |
Avon/Somerset | 42 | 62 | 56 |
Bedfordshire/Hertfordshire | 47 | 60 | 57·5 |
Cambridgeshire/Lincolnshire | 34 | 48 | 38·5 |
Cheshire | 31 | 40·5 | 38·5 |
Cleveland/North Yorkshire | 46 | 64 | 61 |
Cumbria/Lancashire | 66 | 76 | 75 |
Derbyshire | 28 | 41 | 42 |
Devon/Cornwall | 37 | 43 | 37 |
Dorset/Hampshire | 66 | 84 | 79·5 |
Durham/Northumbria | 70 | 103 | 100 |
Essex | 32 | 49 | 43·5 |
Gloucestershire/Wiltshire | 27 | 41 | 37 |
Greater Manchester | 122 | 129 | 122 |
Humberside | 25 | 42 | 42 |
Kent | 44 | 61 | 57·5 |
Leicestershire/Northamptonshire | 38 | 59 | 57 |
London, Inner | 130 | 334 | 294·5 |
London, North | 96 | 177 | 158·5 |
London, South | 87 | 135 | 114 |
Merseyside | 74 | 107 | 105 |
Norfolk, Suffolk | 34 | 45 | 42 |
North Wales/Dyfed | 40 | 57 | 58·5 |
Nottinghamshire | 39 | 54 | 52 |
South Wales/Gwent | 76 | 103 | 97 |
South Yorkshire | 43 | 63 | 52·5 |
Staffordshire/Warwickshire | 41 | 59 | 57 |
Sussex | 41 | 52 | 49·5 |
Thames Valley | 53 | 74 | 61 |
West Mercia | 32 | 38 | 38 |
West Midlands | 91 | 124 | 116 |
West Yorkshire | 74 | 106 | 102 |
To ask the Attorney-General what are the proposed new rates of remuneration proposed for (a) legally qualified and (b) non-legally qualified persons in the Crown Prosecution Service.
The proposed new rates of pay for (a) legally qualified and (b) non-legally qualified staff in the Crown Prosecution Service are as follows:
(3) how many non-legally qualified persons were employed in each Crown Prosecution Service area in England and Wales at the latest date available.
The information requested is given in the following table, which represents the position as at 31 March 1988.
(a) Proposed rates of remuneration for legally qualified staff in the CPS | ||
Grade | Proposed rate (minimum and maximum) at 1 April 1988 | Performance point maximum1 after 1 October 19882 |
(i) National | ||
Crown Prosecutor (CP) | 13,125–17,736 | 20,532 |
Senior Crown Prosecutor (SCP) | 16,692–21,737 | 25,921 |
6 | 19,905–27,087 | 31,563 |
5 | 27,087–30,387 | 35,371 |
(ii) London3 and some Home Counties |
Grade | Proposed rate (minimum and maximum) at 1 April 1988 | Performance point maximum1 after 1 October 19882 |
Crown Prosecutor (CP) | 14,125–18,736 | 21,532 |
Senior CrownProsecutor (SCP) | 18,228–23,737 | 28,154 |
(b) Proposed rates of remuneration for non legally qualified staff in the CPS | ||||
Grade | Proposed rate minimum-maximum at 1 April 1988 | Performance point maximum1 | Proposed rate minimum-maximum from 1 October 1988 | Performance point maximum1 |
7 | 15,631–21,104 | 21,936 | 16,692–21,737 | 25,921 |
6 | 19,537–26,348 | 27,388 | 19,905–27,087 | 31,563 |
5 | 25,756–29,344 | 30,644 | 27,087–30,387 | 35,371 |
1 Subject to performance assessment. |
Grade | Present rate (minimum-maximum) at 31 March 1988 | Proposed rate (minimum-maximum) at 1 April 1988 |
SEO | 12,255–15,779 | Current offer is these rates plus 4 per cent. Detailed pay scales not yet published. |
H EO | 9,985–12,878 | |
EO | 5,870–10,292 | |
AO | 3,664–7,247 | |
AA | 3,314–5,799 | |
Senior personal secretary | 8,400–10,150 | |
Personal secretary | 6,607–7,846 | |
Typing manager | 8,400–10,100 | |
Typist | 4,964–6,363 |
Note: These figures do not include London weighting.
To ask the Attorney-General when he anticipates that the establishment numbers will be complete in the Crown Prosecution Service; and if he will make a statement.
It is difficult to estimate when the establishment figures within the Crown Prosecution Service will be complete until the full impact has been felt of the proposed new pay scales for lawyers. In addition to this offer, the service is considering a number of initiatives aimed at encouraging recruitment and retention of staff.