Contents
Report 4 of the 15 September 2005 meeting of the Remuneration Sub-committee and summarises the position in setting of Association of Chief Police Officers (ACPO) objectives 2005/06.
Warning: This is archived material and may be out of date. The Metropolitan Police Authority has been replaced by the Mayor's Office for Policing and Crime (MOPC).
See the MOPC website for further information.
Association of Chief Police Officers objectives 2005/06
Report: 4
Date: 15 September 2005
By: Commissioner
Summary
To summarise the position in setting of Association of Chief Police Officers (ACPO) objectives 2005/06.
A. Recommendations
That
- Members note the position summarised in this report.
B. Supporting information
1. The process for determining objectives was – this year – subject to review and overhaul. Whilst overall objectives and aims have previously been well articulated in the policing plan and departmental business plans, the translation of these into personal objectives has not necessarily been so well established. The new system requires MPA (and in one or two cases, Her Majesty’s Inspectorate of Constabularies (HMIC)) agreement as well as end-year review (with the MPA) of performance. The new system was assisted by consultants who reported in April 2005.
2. The first drafts of objectives in respect of the majority of ACPO were submitted to the MPA in June 2005.
These included:
- Commissioner
- Deputy Commissioner
- Assistant Commissioner and Management Board Directors
- 4 (of 8) Deputy Assistant Commissioners
- 24 (of 26) Commanders.
Subsequently, 4 sets of Deputy Assistant Commissioner (DAC) objectives and 1 of the Commanders objectives have been or are ready to despatch. Just one Commander remains outstanding – details of which will be provided at the meeting.
3. The Commissioner and Deputy Commissioner objectives have been agreed with the MPA. So too have Management Board and Assistant Commissioners. It is fair to say that for the rest, whilst many are SMART and support the new arrangements, some do not and further work is required. Certainly, the drafts represent significant advances on previous years and serve as a good basis for future years.
C. Race and equality impact
There are no specific diversity implications arising directly from this report.
D. Financial implications
Pay and bonus determinations depend on attainment of the objectives.
E. Background papers
None
F. Contact details
Report author: Martin Tiplady, Director of Human Resources
For more information contact:
MPA general: 020 7202 0202
Media enquiries: 020 7202 0217/18
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