Minutes

Minutes of the Human Resources and Remuneration Sub-committee of the Metropolitan Police Authority held on 30 January 2009 at 10 Dean Farrar Street, London, SW1H 0NY.

Present

Members

• Faith Boardman (Chair)
• Reshard Auladin
• Cindy Butts
• Deborah Regal

MPA officers

• Catherine Crawford (Chief Executive)
• Alan Johnson (Policy Officer, Human Resources)
• Mike Shurety (Human Resources)
• Sharon Ruckwood (Human Resources) for item 9
• Chris Benson (Committee Services)

MPS officers

• Martin Tiplady (Director, Human Resources)
• Alex Walsh (HR Strategic Director Organisational Development)
•  Paul Madge (Director, HR Operations)
•  Ellie Ryan (Director Employee Relations Health & Wellbeing)
• Kevin Courtney (Head of Pay & Benefits)
•  Steve Roberts (Deputy Assistant Commissioner, Deputy Director HR)
• Majella Myers (Director of Recruitment & Workforce Planning)

1. Apologies for absence

(Agenda item 1)

Apologies for absence were received from Jenny Jones.

2. Declarations of interest

(Agenda item 2)

No declarations of interest were received.

3. Minutes of the meeting held on 16 January 2009

(Agenda item 3)

The minutes of the meeting held on 16 January were not available and would be presented to the next meeting of the Committee.

4. Work plan for the Human Resources and Remuneration Sub-committee

(Agenda item 4)

Alan Johnson (Policy Officer) introduced the report that set out a proposed work plan for the Sub-committee.

1. Martin Tiplady introduced the officers responsible for Human Resources within the MPS and asked them to provide a brief overview of their activities. There were a number of significant achievements for the HR Directorate and more work continued to be carried out on performance indicators, the business plan, and the HR scorecard and evaluation processes. These could be made available to Members. Looking ahead it was important to keep looking at how we do things, e.g. THR, the Service Improvement programme, cost reviews (e.g. transport, catering etc) and what we do in terms of delivery, e.g. recruitment, promotion, training, employee relations, health and safety, discipline etc.

2. Paul Madge spoke about the challenge of THR, empowering line managers, maintaining ‘business as usual’, achieving economies of scale. It was his view that the greatest challenge was the cultural change rather than the new IT solution. Bill Griffiths spoke about Values based learning and the ‘rolling’ programme for new line managers and new promotees, the shift towards LA local solutions and the use of the staff survey to drive and benchmark the MPS’s approach. He added that in April talent management would become the responsibility of the leadership Academy.

3. Majella Myers spoke about the three year deployment plan for police officers and the development of a similar plan for police staff. She spoke about the successes in terms of a more representative workforce, but the challenges of building upon that success through initiatives such as the community engagement strategy. Ellie Ryan talked about the drive to modernise terms and conditions both for police officers, through the Police Negotiating Board, and for police staff. There were also challenges in a range of areas from Employment Tribunals, Fairness at Work and discipline cases to health and safety, with the recent internal audit report and the development of an assurance process through the Corporate Governance Committee.

4. Alex Walsh explained the approach to delivering change effectively and sustainably, e.g. the London Olympics and Paralympic Games required a comprehensive skills audit to determine the MPS’s capacity and capability gap, restructuring HR and Finance and Resources also meant massive changes in the way we do things both locally and centrally and the whole citizen focus agenda meant there were continuing challenges for HR in operational policing.

5. The Chair said she was looking for the Sub-committee to adopt a strategic approach to human resources activities and functions. She felt there were some critical challenges for the HR directorate including pay, workforce modernisation and Transforming HR (THR). In addition, there were some real issues around development and performance which the Service needed to address. Cindy Butts there would be real merit in looking at a detailed workplan with indicators of the strengths and weaknesses, threats and opportunities that the HR Directorate faced both internally and organisationally.

6. Reshard Auladin agreed, saying there was a need for discipline and trust in the relationship between the Authority and the MPS. It would be helpful for a joint look at what lies ahead and, for this reason a baseline paper would be very helpful setting out the key points.

7. The Chair on behalf of the Sub-committee thanked the officers for their contributions to the meeting.

Resolved

1. to approve the work plan for the Sub-committee;
2. that a further report be submitted to the Sub-committee that set out more of an analysis of the current position and the way forward. This should map out the associated level of risk, urgency and direction of travel; and
3. that Members be provided with an ‘information pack’ of documents providing data, staff survey information etc.

5. Exclusion of press and public

(Agenda item 6)

A resolution was put to exclude the press and public from the meeting during remaining items on the agenda as they were likely to disclose exempt information as described in Schedule 12(a) of the Local Government Act 1972 (as amended).

Resolved - That the press and public be excluded from the meeting during discussion of the remaining items on the agenda.

6. Summary of exempt items

Minutes of the meeting held on 16 January 2009
It was noted that the minutes of the meeting held on 16 January were not available and will be presented to the next meeting of the Sub-committee.

 Performance related pay arrangements for ACPO rank police officers 2007-08
The Sub-committee considered and agreed the principles and approach for 2007-08 onwards.

Exit packages for MPS
The Sub-committee considered and noted the benefits available to the MPS staff and the early departure process.

 MPA Senior Management Team (SMT) pay
The Sub-committee considered and agreed the level of remuneration of the MPA’s Senior Management Team

The meeting ended at 5:25pm

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