~80% employee attrition / 9 months tells you all you need to know. - Non-registered Intermediary Communicourt Employee Review

It is true that travelling is part of the job description and we know that this can be frustrating at times. Unfortunately, there is little we can do about this in most circumstances. We do offer a generous disturbance allowance package when working away from home. We work hard to plan people’s schedules and make appropriate decisions when allocating work. Having consulted staff, and the courts, we have found that the highest importance when scheduling work is consistency for the client. Sometimes, you may be working with a vulnerable person who may change their plea at the last minute. There is nothing that Communicourt can do to control this last-minute change and in most cases it shows that the intermediary has done an excellent job, explaining the evidence against the defendant clearly. In these cases, we have to go ‘back to the drawing board’ and find alternative work for that employee. We know that this can be frustrating for all staff involved on that case (barristers, court staff, intermediaries, interpreters etc.). Unfortunately, it is not something which Communicourt can control. Communicourt invests heavily in training and development of staff. We have a professional pathway which outlines the career progression of each of our roles, creating opportunities for line managers to reward excellent career development in line with our structured pay scale. We have 4-8 training days per year which in the last 12 months have covered a Crime day, Autistic Spectrum Condition, Family Courts and Mental Health. These training days have included guest speakers and workshops. This year we have included optional leadership training from a National leading training provider which has been opened to all staff. Staff are paid for all training days and travel time and expenses to and from these training days. It is important as an employer to have policies in place. This ensures that everyone gets a ‘fair deal’ and everyone knows their entitlements. Without Policies in place, staff would be unsure of their role and expectation which would lead to a frustrating experience. We have consulted with the courts, Solicitors and the Legal Aid Agency (our clients), and employment advisers when writing these policies. We understand that the intermediary role does not suit everyone. For this reason, we explain the nature of the job fully at interview including a detailed job description and a video explaining the pressures and nature of the role. We do have a large team of staff who love the role and make a huge impact to the lives of vulnerable people every day.