First, there is no doubt that we face challenges; indeed, any organisation working in the public sector with the expectation of reform and the current financial constraints faces challenges. We are very open about that.
You have raised two slightly different issues, which I will address separately. The first concerns business volumes and what you have described as targets, and the other concerns the perception of staff. I think it would be helpful to separate those out.
As far as business volumes are concerned—I think that Catherine Dyer discussed this issue earlier—we have experienced a change in demand in the past 12 to 18 months with an upsurge in domestic abuse and, in particular, sexual crimes. From our point of view, that was unplanned for and unforeseen, but we can cope with it with the flexibility in the system. We are a demand-driven organisation and, when demand changes, we change our approach.
We have had extensive discussions with the justice board about the level of demand and how long we expect it to continue. Consequently, resources have been reallocated and redeployed within the justice system and waiting periods for trials are getting back to where we had expected them to be. We are confident that, as we move into the early part of next year, the vast majority of courts will either be at or be as close as possible to the 16-week period that is acceptable for trial diets. It is not that we are not encountering challenges, but that we are dealing with them in a collaborative way and are putting in place good measures for containing them and moving back to the position that we want to be in.
On the staffing side, the fact is that, again, all staff in all organisations are facing lots of pressures and challenges. However, I did not recognise the exact feedback that Brian Carroll, our trade union representative, gave us. As recently as last week, we got the high-level figures from our most recent annual people survey, which is carried out by the Cabinet Office across every Government organisation in the UK. It was completed by staff in October, so it is incredibly recent. I think that some of the results are pretty impressive. We have an overall engagement score—I know that that does not mean a heck of a lot—of 64 per cent, which is one of the highest levels in the whole of the United Kingdom civil service; 92 per cent of staff fully understand our organisational objectives and purposes; and 82 per cent of staff are comfortable with their workload levels and the resources available to them. Our staff have scored highly on how we manage change in the organisation and on their learning and development and career opportunities. In all of those segments, we have among the top scores in the civil service.