Virdi inquiry - MPS progress report

Report: 15
Date: 26 September 2002
By: Commissioner

Summary

This report sets out the progress made by the MPS to the recommendations made in the Virdi Inquiry Report.

A. Recommendation

That

1. Members are invited to note the progress made by the MPS.
2. Members are asked to consider the process by which those recommendations addressed to the MPS are to be reported to the Authority as being completed.

B. Supporting information

1. Of the eighteen recommendations made in the MPA Virdi Inquiry Report, eleven were directly addressed to the MPS. Since reporting the initial response, the MPS has made significant progress in a number of the recommendations and these are reported below. Progress is regularly monitored as part of the Development and Organisation Improvement Team (DOIT) activity to enhance diversity awareness throughout the organisation.

2. At the meeting of the Authority on 28 February, Members agreed that periodical reports on how the MPS is working towards meeting the recommendations would be received. Members may now wish to consider the process by which recommendations are to be reported to the Authority as being completed. 

MPS progress

3. Recommendation 1
Police Regulations to be interpreted with common sense and reasonableness.

Over the last six months legal advice on disciplinary matters prior to decision has only been sought on two occasions. This has significantly reduced delays in the process. Work has started on the production of sanction guidelines to ensure consistency without impacting on the individuality of cases. Consultation with the staff associations will be undertaken prior to implementation.

4. Recommendation 2
Grievance Procedure to be reviewed. 

• A new grievance procedure has been created which streamlines the current system. It awaits the approval of the MPS Management Board, and if agreed will have the likely effect of reducing the number of Employment Tribunals launched.
• A paper outlining the revised procedures was presented to the MPA Human Resources Committee on 7 March. 
• Include the informal stage of normal managerial action – this forms an integral part of the revised procedure currently being developed in consultation with a consultant who has been involved with the Virdi Inquiry;
• Provide adequate management training – the Training and Development Directorate are updating management training courses to reflect the new procedure once it is introduced. As part of the implementation plan all staff involved in these cases will receive support in the form of ‘bespoke’ training – depending upon role. Training programmes are currently available in draft form.
• Support management decisions – the new procedure incorporates a new post of Fairness at Work Co-ordinator who will oversee and manage the whole process. Interventions in the prescribed actions of the policy will be truly exceptional, and the need for sensible decisions to be supported is crucial. 
• Re-launch the process with senior support against victimisation – the new procedure will be launched, with high-level support from both the Human Resources (HR) Directorate and Directorate of Professional Standards (DPS).

5. Recommendation 3 
Review of administration of Employment Tribunals. 

It is anticipated that as a result of a “Fairness at Work” policy replacing the existing grievance procedure, the number of Employment Tribunals (ETs) is likely to diminish. The Employment Tribunal and Grievance Advice Unit Business Plan for 2002/2003 includes the examination of key processes in the handling of ETs to enable the MPS to adopt early intervention in appropriate cases, with suitable apology and negotiated settlement. The MPS is already taking steps to publicise costs risks to all concerned.

A reporting mechanism is now in place that facilitates the identification of exceptional or significant cases, and provides for regular review. This forms the basis of confidential weekly management information on the most sensitive claims to senior managers and other key parties, including the Metropolitan Police Authority. This information also feeds into the MPS Risk Management framework.

6. Recommendation 4
Recognition of value of informal resolution.

So much of the work being done within the MPS now has an overarching ethos of fair practice. This will gradually help move the organisation away from a 'blame culture'.

Through the Learning Lab at the MPS Training Estate, Hendon, a working group has been established to consider the issues relating to proportionate investigations. First meeting was held on 19/06/2002. There was a Seminar for Borough Commanders on 9 September to market alternatives to internal investigations. Regular meetings now take place between DPS Investigating Officers with their geographically aligned borough commanders to discuss these issues.

7. Recommendation 5 
Incorporation of recommendations into Race Relations (Amendment) Act action plan. 

The MPS Race Equality Scheme (RES) was published before the deadline of 31 May 2002. It is available on the MPS internet site and hard copies have been widely distributed both internally and externally. Implementation of the MPS RES has now commenced and the MPS has commenced a series of briefings with staff and awareness campaigns. The MPS RES has fundamentally incorporated the lessons learnt from this and other cases. 

8. Recommendation 6 
Role of Directorate of Legal Services

This is broadly addressed by the actions undertaken in respect or recommendations 2 & 3. The Fairness at Work Co-ordinator will play a major part in helping to identify early intervention strategies. The new Fairness at Work Procedure requires the originator to state at the outset what they would consider a successful resolution. This will greatly assist with identifying activity required to speedy resolution.

9. Recommendation 7 
Pursue recommendations of HMIC inspection of Policy, Review and Standards 

The new Fairness at Work Procedure has been developed by a process of consultation between the MPS Police Staff Associations, the Civilian Staff Trade Unions and the Independent Advisory Group (IAG). Detective Chief Inspector David Michael (former chair of the Black Police Association) has worked on the new policy from the outset and this has helped provide confidence in the new procedure. A comprehensive implementation plan including training and support and marketing is being developed and this should also help give confidence in the new system. The approach to change has been inclusive and has already drawn some commendation for the ground breaking work of the MPS. 

10. Recommendation 8
Review and implementation of press strategy in relation to equality cases. 

Instructions for press officers (known as the DPA Press Bureau Instructions) relating to race and diversity have been drafted. A number of changes were made to the existing instructions and Lord Ouseley and the IAG were consulted about appropriate terminology. The revised draft is in line with the National Union of Journalists Guidelines on Race Reporting for journalists. This advises that someone's race should be mentioned only if strictly relevant. It has also been broadened to include other minority groups in addition to people from visible ethnic minorities. The revised instructions will shortly be included in the DPA Press Bureau Instructions subject to approval by the Head of the Diversity Directorate. 

The review of MPS Media Relations Policy is due to be completed by September 2002. This review is on schedule. The MPS Directorate of Public Affairs have consulted with journalists from the Crime Reporters Association, OCU Commanders and ACPO about the potential for the MPS Media Relations Policy to be enhanced or improved. 

11. Recommendation 9 
System for monitoring and reviewing implementation of equality policies. 

The new Fairness at Work Co-ordinator will have responsibilities relating to this action with regard to central monitoring. Local monitoring takes place through regular appraisal and individual Personal Development Plans and this process is supplemented with the “Going Local” inspection regime, which specifically examines equality policies. The promotion and selection processes now include the requirement for all individuals to demonstrate competency and commitment around equality, fairness and the skill area of diversity. Additionally, the comments of this recommendation have been incorporated into the DPS Internal Performance visits regime that commenced on 4 September 2002 with a performance visit to the DPS Civil Action Command.

12. Recommendation 10 
Review of disciplinary issues flowing from the investigation of the Virdi case. 

South Wales Police are conducting an investigation and the PCA will review the evidence provided by this investigation and recommend or direct appropriate disciplinary action. The investigation continues and a full report will be provided in due course.

13. Recommendation 11 
Monitoring of Police Federation Joint Branch Board composition. 

The HR Directorate continues to explore development of the recognition given to other representative bodies – (such as the BPA). An internal MPS Police Notice was published on 22nd May 2002 providing details of staff support associations and the formal MPS recognition and resourcing protocols. Assistant Commissioner HR has a regular Forum with the staff support associations and has also become ACPO lead on equality and managing diversity. The MPS hopes to build on the outcomes of recommendation 13 when the Home Office reports

C. Equality and diversity implications

The work to implement the recommendations of the Virdi Inquiry are fundamental to the MPS approach to promote a more inclusive approach to policing London’s communities, to tackle discrimination and police London in a fair and equitable way delivering a quality service according to needs. The terms of reference of the MPS Diversity Strategy are designed to support the MPS Mission and Vision to make London the safest large city in the world by creating a police service whereby ‘everybody benefits’.

D. Financial implications

The cost the actions outlined above form part of the MPS Action Plan and can be met from existing budgets. 

E. Background papers

• Virdi Inquiry Report

F. Contact details

Report author: Superintendent Chris McDonald, Head of Fairness & Practice Unit of the MPS Diversity Directorate.

For more information contact:

MPA general: 020 7202 0202
Media enquiries: 020 7202 0217/18

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