"WYPS has invested heavily in this--everyone from the chief executive downwards has gone through the programme."
It was decided that the Kouzes and Posner Leadership Practices Inventory was "by far" the best evaluation tool for the project--"It's really robust, very well researched and very practical," said Rimmer--and the programme began with a 360-degree appraisal to provide feedback on all of WYPS's senior and middle managers and to help identify perceptions about management and leadership practices within the organisation, and to identify what needed to change.
"That's a big investment of time and money by WYPS, but it really made the difference," said Rimmer.
The 360-degree process was new to some WYPS staff, and some had been shocked by the feedback they had received from colleagues.
The WYPS will be running the bi-monthly workshops for 12 months, to embed them into the organisation.
She started at WYPS while working at Charter College, and has stayed active.
She got involved with WYPS while working at Home2 Suites.
"Basically all of my best friends now are people that I met through WYPS."
Previously she served as the social chair of WYPS, and now serves as membership chair.
WYPS's cuts come as part of a pounds 29.3m belt-tightening plan by the Government for this financial year.
WYPS monitors offenders on community sentences and after their release from jail.
"Slashing spending on supervising offenders puts the public at risk." Sue Hall, WYPS's chief probation officer, said: "Although this is a challenging budget, we have achieved savings through efficiencies and by reducing manager posts and the cost of support services.