1. Tribunal Member Refresher Training 14 May 2015 - Hammersmith

2. AIMS To provide all tribunal members sitting in the jurisdiction with an overview of the Competence Framework and Appraisal Scheme. To reflect upon best practice and to develop the skills as set out in the competence framework.

3. WHY HAVE THIS TRAINING DAY?

4. Overwhelming requests in training feedback You asked for ; – time for discussion in training, – to practice tribunal skills, – to see how others do it.

5. OUTCOMES At the conclusion of this day the aim is you will be able to: Identify, with reference to the competence framework, good practice and practice to avoid. Demonstrate questioning skills with reference to the PIP legislation. Conduct hearings, with reference to the revised equal treatment bench book, in a way which ensures all parties are treated fairly.

6. Programme Introduction to competencies and appraisal Tribunal skills Questioning skills Equal treatment

7. EQUAL TREATMENT Equality Act 2010 Equal Treatment Bench Book Judgecraft 7

8. This is the art of judging. It is about how we do the job and fair treatment and equality are at the heart of it. Judgecraft chapter paragraph 1 Equal Treatment Bench Book

9. Effective Communication This underlies the entire legal process: ensuring that everyone involved understands and is understood; otherwise the legal process will be impeded or derailed. Understanding means understanding the evidence, the materials, the meaning of questions and answers to them. Judgecraft chapter paragraphs 7 & 8 Equal Treatment Bench Book

10. Effective communication requires an awareness of ‘where a person is coming from’ in terms of background, culture and special needs, and of the potential impact of those factors of a person’s participation in the proceedings… Judgecraft chapter paragraph 13 Equal Treatment Bench Book

11. Try to put yourself in the position of those appearing before you: an appearance before a tribunal is a daunting and unnerving experience as a result parties and witnesses may appear belligerent, hostile, rude, confused or emotional; a likely result is that they will not give a good account of themselves and the tribunal should put them at their ease to enable them to do so. Judgecraft chapter paragraph 14 Equal Treatment Bench Book

12. Demonstrating Fairness When parties do not get what they would like or expect, it is particularly important that they feel they were fairly treated, fully heard and fully understood. Judgecraft chapter paragraph 20 Equal Treatment Bench Book

13. People who have difficulty coping with the language or procedure of the court or tribunal, and are perhaps less engaging litigants as a result, are entitled to justice in the same way as those who know how to use the legal system to their advantage; any disadvantage that a person faces in society should not be reinforced by the legal system. Judgecraft chapter paragraph 21 Equal Treatment Bench Book

14. Recognising and eliminating prejudices, including your own prejudices, is essential to prevent wrong decisions and to prevent erroneous assumptions being made about the credibility or actions of those with backgrounds different from our own. Judgecraft chapter paragraph 29 Equal Treatment Bench Book

15. Social Security & Child Support Tribunals Appraisal Scheme

16. How does the appraisal system work First sitting Supportive visit/buddy session Self assessment questionnaire Appraisal Appraisal report

17. Why bother ?

18. Let me disappoint you first. You don’t get paid any more!

19. So if it’s not money …… Independent but not unaccountable. Support from experienced judiciary. Uniformity of judicial practice. Demonstrate skills and knowledge transferred into Tribunal room from training. Promoting self reflection. Aspiring for best practice. To enable assessment of types of cases which can be heard by members

20. Competences A - Knowledge & values B - Communication C - Conduct of cases D - Evidence E -Decision making

21. A- Knowledge & values C - Conduct of cases E -Decision making

22. B – Communication To ensure effective communication between all tribunal judges, members and parties

23. Performance Indicators Asks clear concise and relevant questions which are understood by those to whom they are addressed. Makes appropriate comments. Employs active listening skills. Appropriate body language. Regularly checks the understanding of all participants.

24. D – Evidence To ensure that all relevant issues are addressed by eliciting and managing evidence

25. Performance Indicator 3 Asks questions in such a way as to elicit evidence relevant to the issues.

26. Questions Bob Forrest Article

27. Why do we ask questions ? To obtain information OR To obtain relevant information To resolve conflicts in the evidence To determine entitlement

28. How do we ask questions The KISS principle Keep It So Simple Use open questions Be neutral Use appropriate body language Listen to the answer Avoid unnecessary interruptions

29. Appraisal Report Follows feedback/discussion Outcomes:- A) Competent performance. B)Some concern – action plan mentoring. C)Serious concern –the above and if no improvement ultimate sanction is removal.

30. So at the end of today … What approach will you take when asking questions at your next tribunal?

31. Is it possible that you will look forward to your appraisal?

32. Or at least less stressed?

33. And finally ………

34. London District Tribunal Judges Simon Ward RMMSutton Penny WoodSutton Mary MaySutton Stephen Pierce Sutton Victoria WoollenSutton Eily HartySutton Vicky KingSutton Jane LomBexley Heath Jacqueline GuestEnfield Anne Marie TootellAnchorage House Richard Poynter Fox Court Mark HindleyFox Court Conrad Haley-HalinskiFox Court Catherine BradleyFox Court Manjit Kaur GillFox Court

35. To get the most out of today Be honest Be reflective

36. AND FINALLY Enjoy The Day!