Criminal Justice Workplace Assessments

Criminal Justice Workplace Assessments

Criminal Justice workplace assessments 

We specialise in advising Police Human Resource teams on cases where sickness, performance, development or retention is an issue.   

Our founder, Caroline Turner, was instrumental in creating the first Neurodiversity support group in British Policing. As you’d expect, our Criminal Justice consultants have a solid knowledge of modern-day Policing. We understand many of the complexities of adapting working practices and with the assistance of stakeholders are able to advise forces accordingly. 

Our bespoke Neurodiversity workplace assessments:

  • Recognise the challenges for the Police and the individual  
  • Suggest adjustments to working practices, environments and teaching methods  
  • Assimilate all the information to date and recommend a way forward with tailored reasonable adjustments

3-Tier System

Our workspace assessments are unique.  We employ a 3-Tier system so that assessments are right for the individual and the organisation.

  • Tier 1 – For new recruits to ascertain how to get the best out of them in the workspace.
  • Tier 2 – For those having challenges in the workspace or starting to suffer with anxiety .
  • Tier 3 – For those who are on performance improvement plans, absent from work or there is a suggestion of litigation. 

Whatever the level you will have a dedicated, qualified assessor to work alongside you and the organisation every step of the way.  Every assessment comes with a reporting element which includes effective reasonable adjustment suggestions as standard.

Creased Puddle has supported our recruitment team to reconsider processes and to think about how adjustments could be developed for neurodiverse candidates. As a Force the events have definitely increased understanding, resulting in staff gaining the confidence to share more with line managers. We want to embrace the full strengths of our workforce and Creased Puddle’s professional support has really helped us on this journey.

Alexis Poole, Assistant Chief Officer – People, Devon and Cornwall Police

FAQ

What will happen during the assessment?

We will provide you with a brief outline of the assessment process before we commence the process.  The outline will depend on the assessment you require.

We offer 3 Tiers of assessment, for new recruits, employees who have been with the organisation for some time and for those who have a longer sickness period or finding the workplace more of a challenge.

Your dedicated Assessor will focus on the challenges and also the strengths of the individual.  They will look at the employment history of the individual and identify ways which can assist them going forward.

Who can go to an assessment?

This depends on the assessment level itself.  However our preference is that the individual feels at ease and if this means bringing a mentor or staff association representative, that’s not problem.

Our assessors work hard to put everyone involved in the process at ease and encourage them to ask questions.

How long will the assessment take?

This depends on the type of assessment you have requested, there may also be a pre-assessment questionnaire sent to you before we meet.

  • Tier one – new recruits – around two hours
  • Tier two – existing employees – around three hours, includes around 1 hour with your manager
  • Tier three – existing employees with longer absence record – six hours, includes time with the Manager, HR and any other stakeholders.
I struggle to concentrate for long periods will that be a problem?

No. Our assessors are highly skilled at working at your speed.

With current COVID practises our assessors can take regular breaks from the teams/zoom call to give you time to rest. Equally when we do return to workspace visits our assessors will work at your pace.

Do you come to the workplace?

We can perform this service onsite and also remotely via Zoom or Teams.

Onsite visits are subject to a risk assessment due to COVID-19 restrictions but are being conducted with little distruption.

These are particularly helpful when we are considering the working environment eg Noise levels or lighting challenges.

The individual doesn’t have a formal diagnosis – does this need to be done first?

Not at all.  The Equality Act states a disability is  ‘a physical or mental impairment which has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities’.

We regularly do Neurodiversity workplace assessments for those who do not have a formal diagnosis but do identify with the challenges someone might experience who has.

It doesn’t stop you taking a ‘needs lead’ approach which will help the organisation to consider reasonable adjustments at that point.

Your assessor will find it very useful to review any previous diagnosis, however they will take a holistic view of the person in the workplace.

Police, Prisons, Courts Services