Académique Documents
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Workforce Profile
Report
Issue 1 November 2004
Introduction
CONTENTS
This is the first edition of the Workforce Profile Report for Introduction 1
the National Probation Service (NPS).
Supplementary Notes 2
The report provides a ‘snapshot’ look at the
demographic profile of the NPS workforce as at the 31 Diversity Profile
December 2003, and is based on information submitted
by each of the 42 Probation areas across the UK. Gender 2
¾ Women make up 2/3rds of the NPS workforce, and 41% of NPS staff recorded in the ‘Not Stated’
outnumber their male colleagues by a ratio of 2:1 category
¾ The average age of the NPS workforce is 43.1
¾ Although men constitute only 33.6% of the overall
years, compared to an average of 39 years in the
NPS workforce, male representation is much higher
UK labour force. Approximately 50% of staff are over
in senior operational and management posts
the age of 40
(approx 45 – 60%)
¾ The NPS needs to consider what succession
¾ Representation of black and minority ethnic groups
planning strategies it has in place in coming years,
in NPS is at 10.5%, which compares favourably to
with 20% of current staff over the age of 50
just 8.0% in the general UK population. This is also
well ahead of the current Race Equality milestone
target of 8.3% by 2009
¾ Representation of black and minority ethnic groups
is strongest in operational posts, and lower graded
support posts (>8%), but significantly weaker
amongst management posts (< 6%)
¾ Analysis of information on staff with disabilities is
limited by the high degree of underreporting, with
The data contained within this report is not directly Terminology & Conventions
comparable with any previous data collected Operational Staff – Represents those staff whose
through the RDS Probation Statistics work involves direct contact with offenders on a daily
The data collection date of 31 December 2003 basis
coincides with the end of Quarter 3, and as such Support Staff – Represents all other staff employed
should correlate with the data for that quarter within the Service. It is acknowledged that some
reported in issue 3 of the Workforce Information staff categorised within this group may have some
Report. However, there is some variation due to the contact with offenders
fact that the two sets of data, although referring to
the same period, were collected at different times. Not Stated – This is used where either the
The discrepancies have been minimized, but still information on a particular variable (such as
amount to approximately 223 of 19,313.2 FTE ethnicity, gender) is either not available, or the
across the NPS. This presents a 1.2% margin of individuals concerned have declined to provide their
error between the two reports details. Where applicable, the number of staff in the
‘Not Stated’ category is shown
All data in this report is presented in terms of
headcount, and not full time equivalent (FTE) figures Zero Values – As with the ‘Not Stated’ category,
there are a number of instances where data is not
Where applicable and appropriate, this report draws available for some individuals on a particular
comparison with relevant UK population statistics. variable. Where this is the case, individuals with
This provides a broad reference point against which zero values have been excluded from calculations.
to compare characteristics of the NPS workforce. This leads to some slight variations in total staffing
numbers
Diversity Profile
Chart 1 - Gender Representation by Region
GENDER BY REGION/AREA
As at 31 December 2003 there were No rth West
22,147 staff in the NPS.
No rth East
14,699 of these were women,
comprising two thirds of the total Yo rkshire & Humberside
workforce (66.4%), and outnumbering
their male colleagues by an East M idlands
men, with each at over 35%. In contrast, North West 1165 2120 35.5% 64.5%
This departure from the general trend West Midlands 420 909 31.6% 68.4%
West Midlands 805 1604 33.4% 66.6%
amongst the operational posts may be
48.9% 51.1%
explained by a corresponding difference in
Bedfordshire 62 163 27.6% 72.4%
average length of service between men and
Cambridgeshire 87 167 34.3% 65.7%
women in the operational category.
Essex 150 340 30.6% 69.4%
The ‘Service Profile’ section of this report Hertfordshire 77 182 29.7% 70.3%
shows that men in operational posts tend to Norfolk 103 179 36.5% 63.5%
have longer service with the NPS than Suffolk 107 149 41.8% 58.2%
women. Having longer service may tend to East of England 586 1180 33.2% 66.8%
mean that men are more likely to occupy 49.0% 51.0%
more senior roles within the operational Avon & Somerset 198 371 34.8% 65.2%
structure. Devon & Cornwall 192 338 36.2% 63.8%
Dorset 101 191 34.6% 65.4%
The second job group which contrasts with
Gloucestershire 76 142 34.9% 65.1%
the general trend is the ‘Other Operational
Wiltshire 61 118 34.1% 65.9%
Staff’ category in which just under 59.6% of
South West 628 1160 35.1% 64.9%
staff are men.
48.6% 51.4%
Beyond these exceptions however, women Hampshire 194 428 31.2% 68.8%
constitute more than 60% of the remaining Kent 170 349 32.8% 67.2%
grades within the operational category, and Surrey 74 200 27.0% 73.0%
form as much as 91.3% of the ‘Psychologist’ Sussex 145 267 35.2% 64.8%
job group. However, this extreme example Thames Valley 191 480 28.5% 71.5%
should be viewed in light of the fact that this South East 774 1724 31.0% 69.0%
is a very small group of staff. Relatively 48.8% 51.2%
minor changes in staff could dramatically London 972 1992 32.8% 67.2%
effect gender representation. 48.4% 51.6%
National Probation Service 7448 14699 33.6% 66.4%
As with the operational staff, the support 48.7% 51.3%
category also shows a wide degree of
variation in terms of the representation of
Enforcement, rehabilitation and public protection 3
Table 2: Gender Representation by Job Group (Operational Staff)
men and women.
Overall, this category consists of mostly Men Women Men % Women %
women, who make up 77.1% of the staff.
Senior Probation Officer 531 599 47.0% 53.0%
This is mainly as a result of the large number
of women employed in the ‘Support Staff – Senior Practitioner 84 143 37.0% 63.0%
Administration’ job group.
Probation Officer 1958 3400 36.5% 63.5%
This group comprises the bulk of staff in the
support category (70%), and the fact that Trainee Probation Officer 437 1347 24.5% 75.5%
89.4% of the group are women greatly
affects the representation figures for the Probation Services Officers 2211 3437 39.1% 60.9%
support category as a whole.
Psychologists 2 21 8.7% 91.3%
Outside of the administration grades, it is
interesting to note the increased Other Operational Staff 644 437 59.6% 40.4%
representation of men in the management
Operational Staff Total 5867 9384 38.5% 61.5%
roles within the support category.
In a reversal of the general workforce trend,
men make up more than half of those at Table 3: Gender Representation by Job Group (Support Staff)
‘Chief Officer (55.0%), ‘Deputy Chief
Officer/Director’ (53.3%), and ‘ACO & Men Women Men % Women %
Equivalent’ (56.2%) level.
Board Members 290 160 64.4% 35.6%
Although women predominate in the
‘Area/District Manager’ category at 70.8%, Chief Officers * 22 18 55.0% 45.0%
men are again better represented in the
Deputy Chief Officers/Directors 24 21 53.3% 46.7%
‘Section or Function Heads’ group (44.8%)
than they are in the NPS workforce in ACO and Equivalent 168 131 56.2% 43.8%
general.
Area/District Managers or equivalent 26 63 29.2% 70.8%
The representation of men is also more in
proportion to that of the general population in Managers-Section or Function Heads 241 297 44.8% 55.2%
both the ‘Support Staff Others’ (52.3%) and
‘Other Specialist Workers’ (44.8%) job Support Staff-Administration 511 4323 10.6% 89.4%
groups.
Support Staff Others 208 190 52.3% 47.7%
Unlike the operational category, men do not
have a greater length of service than women Other Specialist Workers 91 112 44.8% 55.2%
in the support job groups, and this variable
cannot be used to explain why men tend to Support Staff Total 1581 5315 22.9% 77.1%
hold the more senior roles.
Chart 2 - Gender Representation by Job Group (Operational Staff) Chart 3 - Gender Representation by Job Group (Support Staff)
Chief Officers
Senio r P ractitio ner
Other Specialists
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
32.8%
Full Time
Part Time
67.2%
London has by far the most ethnically North West 89.0% 3.1% 1.7% 1.3% 0.6% 4.2%
ethnic background. This is consistent Northumbria 96.4% 0.3% 1.7% 1.0% 0.4% 0.3%
with the fact that London is the most Teeside 97.3% 0.8% 0.5% 0.3% 0.0% 1.1%
ethnically diverse area in the UK with North East 95.6% 0.4% 1.3% 0.9% 0.3% 1.5%
Consequently, the overall Leicestershire & Rutland 72.8% 4.3% 6.2% 1.1% 0.2% 15.4%
representation of black and ethnic Lincolnshire 93.4% 0.4% 1.1% 0.4% 0.4% 4.4%
minorities in the NPS exceeds (at Northamptonshire 3.4% 0.4% 0.4% 0.0% 0.0% 95.8%
10.5%) that of the general population Nottinghamshire 83.4% 8.1% 4.6% 1.0% 0.7% 2.1%
in the UK (8%). East Midlands 73.6% 4.3% 3.7% 0.9% 0.5% 17.1%
This also means that the NPS is well Dyfed Powys 98.8% 0.6% 0.0% 0.0% 0.0% 0.6%
ahead of the representation target of Gwent 96.3% 1.5% 0.7% 0.7% 0.0% 0.7%
8.3% (to be achieved by 2009) set in North Wales 93.9% 0.4% 0.8% 1.2% 0.4% 3.2%
the Home Secretary’s Race Equality South Wales 94.2% 1.5% 0.9% 0.7% 0.5% 2.2%
Employment Targets. Wales 95.2% 1.2% 0.7% 0.7% 0.3% 1.9%
group identify themselves as ‘Black’ Warwickshire 89.7% 0.5% 6.0% 1.1% 0.0% 2.7%
(6.4%), followed by those identifying West Mercia 92.2% 4.8% 2.3% 0.3% 0.3% 0.3%
themselves as ‘Asian’ (2.5%). Those West Midlands 71.3% 14.4% 7.1% 1.5% 0.8% 5.0%
from a ‘Mixed’ background make up West Midlands 81.2% 9.0% 5.0% 1.2% 0.5% 3.0%
into the ‘Other’ category. Cambridgeshire 95.7% 2.0% 1.6% 0.0% 0.0% 0.8%
Essex 92.4% 2.2% 0.8% 0.8% 0.6% 3.1%
Charts 8 through 11 display how each Hertfordshire 88.0% 5.0% 3.1% 1.5% 1.9% 0.4%
of the broad black and ethnic minority Norfolk 86.5% 0.7% 1.1% 0.7% 0.0% 11.0%
categories described above breaks Suffolk 94.1% 3.1% 1.2% 1.2% 0.4% 0.0%
down across the NPS workforce. East of England 89.9% 3.7% 1.6% 0.8% 0.5% 3.5%
North East
Wales White
Caribbean
Black
Asian 21%
West Midlands
Mixed
Other
East of England
Not Stated
South West
South East
London
African
NPS 71%
50% 55% 60% 65% 70% 75% 80% 85% 90% 95% 100%
Wales
Eastern
Indian
South West Pakistani 55%
32%
South East
London
UK
50% 55% 60% 65% 70% 75% 80% 85% 90% 95% 100%
Chart 10 – Representation within the ‘Mixed’ Ethnic Category Chart 11 – Representation within the ‘Other’ Ethnic Category
Other
38% White & Black
African
12%
Other
White & Black
Caribbean 83%
32%
Se nior Proba tion Office r 85.0% 6.5% 2.4% 1.1% 0.8% 4.2%
Tra ine e Proba tion Office r 80.0% 4.4% 3.3% 1.8% 0.4% 10.1%
Proba tion Se rvice s Office rs 80.6% 6.5% 2.6% 1.3% 0.4% 8.6%
Othe r Ope ra tiona l Sta ff 82.9% 5.1% 1.9% 0.8% 0.7% 8.6%
Ope ra tiona l Sta ff Tota l 81.2% 6.4% 2.4% 1.4% 0.5% 8.2%
De puty Chief Office rs/Dire ctors 93.3% 2.2% 2.2% 0.0% 0.0% 2.2%
Area /District Managers or equiva le nt 92.1% 2.2% 1.1% 0.0% 1.1% 3.4%
Othe r Specia list W orkers 86.7% 3.9% 3.0% 1.0% 0.5% 4.9%
Board Members
Senior Probation Officer
Chief Officers
Senior Practitioner
White
ACO and Equivalent
Trainee Probation Officer Black
Asian
Mixed Area/District Managers
Probation Services Officer
Other
Not Stated
Section or Function Heads
Psychologist
50% 55% 60% 65% 70% 75% 80% 85% 90% 95% 100% Other Specialists
50% 55% 60% 65% 70% 75% 80% 85% 90% 95% 100%
ETHNICITY BY GENDER
Asian M en
1.02% M ixed M en
There is no substantial difference between Black M en
0.34%
men and women in terms of the relative 2.39% Other M en
representation of black and minority ethnic 0.26%
No Disability %
Not Stated %
No Disability
Disability %
Not Stated
Disability
Cumbria 4 217 0 1.8% 98.2% 0.0%
Cheshire 6 301 6 1.9% 96.2% 1.9%
Greater Manchester 31 1089 208 2.3% 82.0% 15.7%
Lancashire 52 562 50 7.8% 84.6% 7.5%
Merseyside 70 10 679 9.2% 1.3% 89.5%
North W est 163 2179 943 5.0% 66.3% 28.7%
22.2% 77.8%
Durham 10 283 1 3.4% 96.3% 0.3%
Northumbria 3 715 1 0.4% 99.4% 0.1%
Teeside 8 356 1 2.2% 97.5% 0.3%
North Ea st 21 1354 3 1.5% 98.3% 0.2%
24.2% 75.8%
Humberside 6 480 34 1.2% 92.3% 6.5%
North Yorkshire 2 139 149 0.7% 47.9% 51.4%
South Yorkshire 68 610 40 9.5% 85.0% 5.6%
W est Yorkshire 30 1153 2 2.5% 97.3% 0.2%
Yorkshire & Humbe rside 106 2382 225 3.9% 87.8% 8.3%
20.6% 79.4%
Derbyshire 11 380 2 2.8% 96.7% 0.5%
Leicestershire & Rutland 0 9 458 0.0% 1.9% 98.1%
Lincolnshire 6 267 0 2.2% 97.8% 0.0%
Northamptonshire 1 256 7 0.4% 97.0% 2.7%
Nottinghamshire 1 11 664 0.1% 1.6% 98.2%
Ea st Midlands 19 923 1131 0.9% 44.5% 54.6%
18.6% 81.4%
Dyfed Powys 0 171 1 0.0% 99.4% 0.6%
Gwent 5 264 2 1.8% 97.4% 0.7%
North W ales 15 231 1 6.1% 93.5% 0.4%
South W ales 21 561 1 3.6% 96.2% 0.2%
W ales 41 1227 5 3.2% 96.4% 0.4%
23.0% 77.0%
S t a ffo rd s h ire 9 485 3 1.8% 97.6% 0.6%
W a rw ic k s h ire 0 183 1 0.0% 99.5% 0.5%
W e s t M e rc ia 0 10 389 0.0% 2.5% 97.5%
W e s t M id la n d s 51 6 1272 3.8% 0.5% 95.7%
W e st M i d la n d s 60 684 1665 2.5% 2 8 .4 % 69.1%
19.9% 8 0 .1 %
B e d fo rd s h ire 5 218 2 2.2% 96.9% 0.9%
C a m b rid g e s h ire 5 80 169 2.0% 31.5% 66.5%
E s s ex 0 9 481 0.0% 1.8% 98.2%
H e rt fo rd s h ire 16 241 2 6.2% 93.1% 0.8%
N o rfo lk 2 278 2 0.7% 98.6% 0.7%
S u ffo lk 5 250 1 2.0% 97.7% 0.4%
Ea st o f E n g la n d 33 1076 657 1.9% 6 0 .9 % 37.2%
17.2% 8 2 .8 %
A vo n & S o m e rs e t 14 555 0 2.5% 97.5% 0.0%
D e vo n & C o rn w a ll 0 528 2 0.0% 99.6% 0.4%
D o rs e t 3 288 1 1.0% 98.6% 0.3%
G lo u c e s t e rs h ire 3 215 0 1.4% 98.6% 0.0%
W ilt s h ire 4 11 164 2.2% 6.1% 91.6%
S o u th W e st 24 1597 167 1.3% 8 9 .3 % 9.3%
19.1% 8 0 .9 %
H a m p s h ire 0 10 612 0.0% 1.6% 98.4%
K ent 22 20 477 4.2% 3.9% 91.9%
S u rre y 4 11 259 1.5% 4.0% 94.5%
S us s ex 20 389 3 4.9% 94.4% 0.7%
Th a m e s V a lle y 5 665 1 0.7% 99.1% 0.1%
S o u th Ea st 51 1095 1352 2.0% 4 3 .8 % 54.1%
16.3% 8 3 .7 %
London 33 8 2923 1.1% 0 .3 % 98.6%
17.2% 8 2 .8 %
N a ti o n a l P ro b a tio n S e rv ic e 551 12525 9071 2.5% 56.6% 41.0%
19.3% 80.8%
Wales Wales
London London
NPS UK
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 50% 55% 60% 65% 70% 75% 80% 85% 90% 95% 100%
DISABILITY BY JOB GROUP Table 8: Reported Disability by Job Group (Operational Staff)
Comment on the rate of disability by job
No Disability %
Not Stated %
group is again restricted by the
No Disability
Disability %
Not Stated
Disability
exceptionally large number of staff in the
‘Not Stated’ category.
While some regions have provided
Senior Probation Officer 38 580 512 3.4% 51.3% 45.3%
sufficient data for some comment to be
made, when the data is summarised by job Senior Practitioner 7 168 52 3.1% 74.0% 22.9%
group this opportunity disappears. All but Probation Officer 168 2988 2202 3.1% 55.8% 41.1%
one of the job groups have more than 20%
of staff in the ‘Not Stated’ category. Trainee Probation Officer 37 983 764 2.1% 55.1% 42.8%
As you would expect, the rate of disability Other Operational Staff 27 718 336 2.5% 66.4% 31.1%
amongst the different job groups reflects Operational Staff Total 409 8497 6345 2.7% 55.7% 41.6%
the very low rate for the NPS as a whole.
Amongst operational staff, Senior
Probation Officers, Senior Practitioner, Table 9: Reported Disability by Job Group (Support Staff)
and Probation Officer all have around 3%
of staff reporting a disability. However,
No Disability %
Not Stated %
No Disability
Disability %
Not Stated
Disability
The remaining operational categories all Chief Officers 1 21 18 2.5% 52.5% 45.0%
have less than 3% of staff reporting a
disability, including the ‘Psychologist’ group Deputy Chief Officers/Directors 0 20 25 0.0% 44.4% 55.6%
in which no staff have reported a disability. ACO and Equivalent 2 165 132 0.7% 55.2% 44.1%
Amongst support staff, the proportion of Area/District Managers or equivalent 3 71 15 3.4% 79.8% 16.9%
staff with disabilities is somewhat lower 11 339 188 2.0% 63.0% 34.9%
Managers-Section or Function Heads
than amongst their operational colleagues.
Most job groups in this category have 3-4% Support Staff-Administration 101 2609 2124 2.1% 54.0% 43.9%
of staff reporting a disability. However, the Support Staff Others 5 267 126 1.3% 67.1% 31.7%
‘Deputy Chief Officer’ group has no staff
Other Specialist Workers 4 150 49 2.0% 73.9% 24.1%
reporting a disability, and just 0.7% and
1.84% reporting a disability in the ‘ACO & Support Staff Total 142 4028 2726 2.1% 58.4% 39.5%
Equivalent’ and ‘Support Staff - Other’ job
groups respectively.
because of a lack of understanding (and consequently
In considering the above figures, it should again be reporting) on behalf of staff regarding what conditions are
noted that self reported disability may under- presently considered as constituting a disability.
estimate the actual disability rate in the workforce
B o ard M embers
Senio r P ro batio n Officer
Chief Officers
Senio r P ractitio ner
Deputy Chief Officer
P ro batio n Officer
A CO and Equivalent
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
DISABILITY BY GENDER AND Chart 19 – Combined Gender and Ethnic Representation of Staff with
Disabilities
ETHNICITY
Chart 19 shows the Gender and Ethnic Asian M en M ixed M en
0.75%
proportions of those staff who reported 0.56%
Ot her M en
Black M en
that they have a disability 2.26% 0.56%
36
The age of the population has
implications for succession planning, as 35
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
15 - 19 20 - 24 25 - 29 30 - 34 35- 39 40 - 44 45 49 50 - 54 55 - 59 60 - 64 65+
45 years old.
40
According to these figures there is a large
portion of the NPS workforce approaching 35
either the current normal retirement age,
or an age at which they may begin 30
planning for their retirement. Of that group
a good proportion occupy the most senior
roles in the organisation.
Chart 25 (page 15) maps the average age
of each Job Group (X axis) against the Chart 24 – Cumulative Distribution of Age in Years: Operational vs
Region in which they are based (Y axis). Support Staff
The higher the average age, the more red 100%
the display on the chart. The redder areas
90%
identify age ‘hotspots’, which are particular
job groups within selected regions where 80%
Operational Support
NPS
London 60-65
55-60
South East 50-55
45-50
South West
40-45
East of England 35-40
30-35
West Midlands
25-30
Wales 20-25
15-20
East Midlands
North East
North West
Deputy Chief/Director
Snr Practitioner
SectionHeads
Area/District Manager
Other - Operations
Specialist Workers
Snr Probation Officer
Psychologist
Probation Officer
100%
90%
80%
70%
60%
Women
50%
M en
40%
30%
.
20%
10%
0%
15 - 19 20 - 24 25 - 29 30 - 34 35- 39 40 - 44 45 49 50 - 54 55 - 59 60 - 64 65+
50
45
40
35
M en
Women
30
25
20
55
50
45
40
35
M en
Women
30
25
20
Operational Staff
Support Staff
support staff category at 7.2 years, compared to 7.0
Overall
years for staff holding an operational post.
Regionally, the longest serving workforces are in
Wales, the West Midlands, and North West, all of
which have an average length of service at or in
excess of 8 years. Cumbria 7.1 6.8 7.0
At the opposite end of the spectrum, East Midlands Cheshire 7.3 6.3 7.1
and the South East region have the shortest serving Greater Manchester 7.8 8.3 7.9
staff on average at 5.6 years and 4.8 years Lancashire 6.8 8.8 7.3
respectively. Merseyside 9.6 8.6 9.3
North West 7.9 8.1 8.0
Durham 5.7 7.7 6.2
LENGTH OF SERVICE BY JOB GROUP Northumbria 7.8 8.6 8.0
Teeside 6.2 6.6 6.3
For the operational category, the average length of North East 6.9 7.9 7.2
service largely conforms with the seniority of the job Humberside 6.5 6.2 6.4
group concerned. There is a steady reduction in the North Yorkshire 5.3 5.7 5.4
average length of service from ‘Senior Probation South Yorkshire 8.2 8.9 8.4
Officer’ (12.9 years) down to ‘Trainee Probation West Yorkshire 7.3 6.7 7.1
Officer’ (1.5 years*). Yorkshire & Humberside 7.2 7.1 7.1
This stands to reason, as the structure of these Derbyshire 5.8 6.6 6.1
posts is such that people normally join the NPS as a Leicestershire & Rutland 5.5 6.8 5.8
trainee, and then over the course of their service Lincolnshire 6.0 5.1 5.7
have the opportunity to obtain more senior posts. It Northamptonshire 4.8 3.3 4.2
is rare for staff to join the NPS in a senior Nottinghamshire 5.8 4.9 5.6
operational post, as the appropriate experience and East Midlands 5.6 5.4 5.6
skills are difficult to come by in other employment. Dyfed Powys 23.8 19.6 22.2
Gwent 5.4 8.0 6.3
The situation is quite different in the support staff North Wales 5.8 7.1 6.2
category. The job group with the longest service on South Wales 6.8 8.7 7.4
average is ‘ACO and Equivalent’ at 13.5 years. After Wales 8.4 10.0 8.9
this group, there is a steady decline in average Staffordshire 9.7 12.0 10.4
length of service roughly in line with seniority, in Warwickshire 7.9 8.0 7.9
much the same pattern as for the operational posts. West Mercia 6.4 6.5 6.4
However, in contrast to the operational posts, the job West Midlands 7.7 8.5 8.0
groups more senior to the ‘ACO & Equivalent’ West Midlands 8.0 8.9 8.2
category also show a steady decline in average Bedfordshire 5.3 5.4 5.3
length of service, with Deputy Chief Officers and Cambridgeshire 7.2 5.8 6.8
Chief Officers at 9.6 years and 2.8** years Essex 7.8 6.8 7.6
respectively. Hertfordshire 5.6 5.3 5.5
Norfolk 6.0 5.3 5.9
Suffolk 7.3 6.8 7.1
East of England 6.8 5.8 6.6
* Ordinarily the length of Service of a TPO is a maximum Avon & Somerset 7.1 7.5 7.2
of two years. Any extension to this would be in exceptional Devon & Cornwall 6.7 5.3 6.2
circumstances only e.g. due to long-term sickness. Also, Dorset 9.4 6.5 8.4
the figures are based on service start date. Some staff Gloucestershire 2.0 2.0 2.0
may take up a TPO role after having served with the NPS Wiltshire 6.2 5.8 6.1
in another capacity for a period of time, resulting in a South West 6.7 5.8 6.4
service figure greater than 2 years Hampshire 0.0 0.2 0.1
Kent 6.8 8.6 7.3
** Chief Officer service calculations are based on the Surrey 6.4 4.8 5.7
available information, which only provides the date at Sussex 6.5 7.1 6.7
which each CO was appointed to their current role. Thames Valley 5.6 6.2 5.8
Therefore the service figure is a reflection of time in post, South East 4.7 5.0 4.8
rather than total service London 7.4 8.4 7.7
National Probation Service 7.0 7.2 7.1
14
12
10
14
12
10
5
M en (Op) Women (Op) M en (Sup) Women (Sup) M en Overall Women Overall
16
14
12
10
8
M en
6 Women
16
14
12
10
8
M en
6 Women
Chart 36 – Average Length of Service in Years by Job Group and Chart 37 – Average Length of Service in Years by Ethnicity
Ethnicity and Job Group (Operational Staff)
16
10
10 14
9
12
9
10
8
8
8
White
7 6 B &ME
7
4
6
2
6
5 0
White (Op) Black & Whit e (Sup) Black & Whit e Overall Black &
M inority Et hnic M inorit y Ethnic M inorit y Et hnic
(Op) (Sup) Overall
16 No
Disability Diff
Disability
14
12
10
0
Disability (Op) No Disabilit y Disability (Sup) No Disability Disability No Disabilit y
(Op) (Sup) Overall Overall
16
14
12
10
8
Disability
6 No Disability
24
22
20
18
16
14
12
10 Disabilit y
No Disability
8
6
4
2
0
All statistics relating to the population of the Labour Force in the United Kingdom were sourced from the National
Statistics website www.statistics.gov.uk
Specific articles referred to in the creation of this report were:
1. Labour Market Trends: August 2002 – Labour Market Experiences of People with Disabilities
2. Labour Market Trends: February 2003 – Implications of Population Ageing for the Labour Market
In addition to the above specific articles, data on population characteristics was downloaded from the National
Statistics NOMIS database www.nomisweb.co.uk