Inspection basics: twenty questions

CJI uses the ‘common core’ as its inspection framework. All its inspections look at agencies from the point of view of whether they are:

• Open and accountable
• Good partners with others in the criminal justice system
• Promoters of equality and human rights
• Learning organisations, and
• Efficient and effective in delivering results

The common core framework is designed by CJI especially for use in the criminal justice system in Northern Ireland. But it cannot be a substitute for the basic, common sense questions which anyone would ask if they were inspecting virtually any organisation. Inspectors need to have a basic
understanding of the criteria for a healthy, well-functioning organisation.When this is in place, then the ‘common core’ criteria allows inspectors to go into more depth.

Many people and organisations have attempted to capture their idea of what constitutes a wellfunctioning or ‘excellent’ organisation – the Business Excellence Model, for example. But here, for what it is worth, are my suggestions for the basics, reduced to just twenty simple questions. They form part of CJI’s ‘Inspector’s handbook’, which we hope to publish on the website early in the New Year.

The workers and the workplace

1. How many people work here? Are they appropriately graded and structured?
2. What are they paid? How does it relate to the marketplace?
3. Are they kept busy (but not run ragged)?
4. Do they feel that they are doing a useful job?
5. Do they think the organisation values them?
6. Do they know what the organisation is trying to achieve?
7. What is their attitude to customers or callers – are they keen to help?
8. Are they proud of their skills and keen to develop them?
9. Is the working environment businesslike, modern, efficient, with IT in evidence?
10. Is the workplace ethos non-discriminatory, nonsexist, non-bureaucratic, not overly hierarchical?

The management

(Focus these questions on the CEO in a small organisation, but think more widely in terms of the corporate executive board in a larger one)

1. Does the Chief communicate a sense of specific purpose for the organisation?
2. Does the Chief convey a sense that staff are valued?
3. How well does the Chief understand the business processes?
4. Does the Chief have a grip on what is happening right now?
5. Is the Chief really in control of the organisation? Does his or her writ run?
6. How meaningful is the management information the Chief receives on a regular basis?
7. Does the Chief walk the floor and talk to front line staff regularly?
8. Does the Chief delegate effectively, and keep time for forward thinking and benchmarking?
9. Does the Chief understand the potential of IT for the business?
10. If there is a non-executive Board, does it stick to its proper role of holding the Chief to account, or does it involve itself in what are really executive matters?

The danger in publishing the secrets of the trade like this is that it may lead anyone to think that they could be a Criminal Justice Inspector. But then, maybe you could. If you are interested in our work we would always be delighted to hear from you. We hope to recruit more inspectors in the near future.

Watch the CJI website and the local press to see when opportunities are advertised.