Proposed ACPO (Association of Chief Police Officer) Ranks selection timetable

Report: 6
Date: 19 March 2009
By: Chief Executive

Summary

This paper sets out the current proposals for ACPO selection during 2009. This paper also, for information, sets out the current MPA involvement in Senior Police Staff (SPS) recruitment.

A. Recommendations

That

1. Members note the report.

B. Supporting information

Background

Appointment and terms and conditions

1. All ACPO appointments are made, in accordance with the provisions of the Police Act 1996, by the MPA in consultation with the Commissioner of Police of the Metropolis and subject to the approval of the Secretary of State. Different arrangements apply to the appointment of the Commissioner and Deputy Commissioner. The MPA is responsible for arranging the advertising and selection process for ACPO ranks, including liaison with the Senior Appointments Panel (SAP).

2. The Commissioner and the MPA through the Business Management Group consider the identification of ACPO vacancies and postings jointly. Their role in this respect is to look at succession planning across the MPS, identifying gaps/trends and to look ahead and fill posts through an appropriate appointment process. The Business Management Group also performs a similar function for borough Commanders, although the appropriate link member(s) are also consulted in that process.

3. The following table sets out the current expectations in respect of ACPO appointments:

Senior Police Staff (Pay Band 4 and above)

Appointments

4. Currently, staff at this level are recruited in a number of ways. This is a reflection of the fact that recruitment is usually for a specific role rather than to a rank or level. Generally, business groups initiate recruitment for these roles as necessary and either support the process internally, possibly using a selection agency, or use the MPS Senior Staff Selection Team.

5. The current procedure is that the MPA is advised in writing of any forthcoming vacancy at SPS Band 4 or above. For SPS in the ‘premier’ and group 1 pay bands an appropriate Authority Member will normally be a member of the selection panel. For other staff in pay bands 2-4, Authority involvement in the recruitment process will be the subject of separate discussions.

C. Race and equality impact

There are no equality or diversity implications arising from this report, although clearly there are implications arising from individual selection exercises.

D. Financial implications

There are no financial implications arising from this report, although clearly there are implications arising from individual selection exercises.

E. Background papers

None

F. Contact details

Report author: Alan Johnson, Policy Officer, Human Resources, MPA

For more information contact:

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

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