Annual Report of the Judiciary of Trinidad and Tobago 2012-2013 Annual Report 2012-2013 | Page 24

Recruitment and Staffing
The Judiciary continued its recruitment drive to attract and
retain a mix of talent, qualifications and experience for all
divisions of the organisation to enable it to achieve its
mandate.
The positions filled during the year in review included
Judiciary Secretaries, Judicial Research Assistants (JRAs),
Court Security Officers, Court Transcriptionists, Court
Records Officers, and Court Records Supervisors. Key
positions that are vacant include Deputy CEA, Court Head
Human Resources, Building Plant and Equipment
Manager, Judiciary Security Manager, and Senior Human
Resource Officers. The Judiciary continues to encounter
difficulty in filling some of these vacancies, principally
because prospective candidates consider the terms and
conditions inadequate and uncompetitive.
Other challenges with completing recruitment include
difficulties in finding qualified and experienced candidates
in the required numbers for some of the Judiciary’s vital
areas of operations. Among areas impacted have been the
Building Plant and Equipment Unit (BPEU), the Trinidad
and Tobago Judicial Education Institute (TTJEI), the Family
Court, the Court Human Resources Management Unit
(CHMRU), the Court Records Management Unit and the
Planning Unit.

Training and Development
The Judiciary contemplates an identity which incorporates
an organisational culture characterised by high quality
service, and which ensures that due process is given to all;
the provision of a secure, safe, and independent environment for the adjudication of disputes; reliable and
accessible information and communication; and the
maintenance of judicial independence and accountability.
The proposition also suggests the delivery of timely
services at all Judiciary locations at reasonable and affordable cost to any requesting customer. Developing the

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Reshaping the

Judiciary Identity

human and organisational capital requires the harnessing
of skills, talent, and knowledge of employees to ensure an
optimal complement of competent, engaged, properly
resourced and productive staff to meet the customer value
proposition of quality service, here, now and with ease..
To accomplish this requires a set of competencies, skills,
attitudes and behaviours that can meet the standards for
accessibility, timeliness and expedition, and due process in
a modern operating environment, using tools and work
appilcations previously not employed. It also requires the
development of the necessary skills and competencies to
meet the Judiciary and State requirements for accountability, transparency, value for money, and integrity in the use
of resources. To this end, the Judiciary’s Training and
Development Plan provides a number of opportunities
targeting all levels of the organisation and aligned with a
key strategic pillar – the development of a high performance professional culture.
It is against this backdrop that the institution through its
Human Resources Unit organised and implemented, as
detailed in the following table a range of training
programmes during the past year