Recruitment Targets

Report: 4
Date: 30 June 2009
By: Director of Human Resources, on behalf of the Commissioner

Summary

The MPS is becoming an increasingly diverse organisation, providing Londoners with a police service that is striving to reflect its community. The report seeks to highlight performance in 2008/09, illustrating many achievements that have helped facilitate the increases in diversity. The report also seeks to provide members with information relating to queries around graduates, prior learning and the ‘Surrey model’. The report provides members with details of many community engagement activities involving communities within London.

A. Recommendations

That Members note the report.

B. Supporting information

Performance during 2008/09

1. At the end March 2009 the MPS workforce increased to 51,600 employees. The number of regular police officers has now increased to 32,543, whilst the number of special constables also continues to grow and now stands at 2,622 officers. The number of police community support officers (PCSO) has increased to 4,567 officers.[1]

2. The MPS continues to promote diversity and equality through focused recruitment campaigns, community engagement and positive action and now has a total of 7,615 (14.8%) black and minority ethnic and 17,331 (33.6%) female employees within the MPS. The BME police officer representation continues to increase and now stands at 2,864 (8.8%) regular officers and 848 (32.0%) special constables, providing a combined total of 3,712 (10.6%) warranted officers. The female officer representation has also continued to increase and now stands at 7,296 (22.4%) regular officers and 791 (30.2%) special constables, providing a combined total of 8,087 (23.0%) warranted officers. Diversity amongst PCSOs continues to remain rich with BME and females accounting for 1,374 (30.1%) and 1,583 (34.7%), respectively.[2]

During 2008/09, the highest number of police officers have been recruited for five years, with 1,997 new recruits, 527 transferees from other forces and 107 re-joiners under the 30 plus scheme. The number of BME new recruits was the highest since the introduction of the national recruitment standards in 2004, with 322 BME new recruits joining, accounting for 16.1% of all intakes. This number would be greater if not for the delay in transferring PCSO applications whilst successors have been recruiting, thus avoiding financial penalties. The number of female officers joining was 734 female recruits, accounting for 36.8% of all intakes.

4. High levels of recruitment have been sustained with PCSOs and special constables, with 919 PCSOs and 725 specials recruited during the year. BME diversity amongst special constable recruits was excellent at 31.5% (n = 228), BME representation amongst PCSO recruits was 23.3% (n = 214). Female representation amongst PCSOs and special constables was 34.1% (n = 313) and 33.2% (n = 241), respectively.

Recruitment during 2009/10

5. Challenging BME and female police officer strength targets have been agreed with the MPA (see ‘Recruitment Targets’ report, CEP 12 March 2009). The directorate is working towards a 10% BME police officer representation target. Our assessment is that, on current response rates, the BME police officer strength is likely to reach 9.6 – 9.7%, and further work is in hand to increase the number of BME appointments in 2009/10.

Community engagement and support

6. The MPS Careers Team has developed a range of support interventions including Positive Action activities to support BME applicants in the national selection process. The range of support provision is delivered according to needs and range from relatively light-touch guidance (e.g. familiarisation with the process), assistance with key skills through colleges (e.g. support plus and action learning sets) to pre-employment courses (e.g. access to policing and English as Second Language).

7. Positive action support is delivered at various touch points along the ‘candidate journey’ into the organisation. For those from target communities, identified as a priority according to our operational requirement, the support includes personal calls, opportunities to network with members of their communities, and attendance at community-specific events. At any point in time it is possible to track applicants from those communities in the process and provide additional reassurance and support. If applicants falter at any part of the process they are nevertheless encouraged to continue their interest in the MPS and, where appropriate, offered alternative pathways into the organisation.

8. In the context of the present employment climate, the MPS is working in partnership with the London Employer Accord (LEA) to develop a ‘skills escalator’ to provide entry into the workplace for unemployed Londoners via ‘Skills for Jobs’ interventions in numeracy, literacy and ESOL run by FE colleges. HR Recruitment has also introduced an element of career progression in partnership with the Career Management Unit (CMU) whish is now able to provide, for instance, development from PCSO to PC by upskilling through ‘Train to Gain’ interventions delivered by colleges.

9. The Community Engagement Strategy (CES) provides the strategic driver for taking business forward. The CES embodies the operational requirement for community languages, highlighting specific communities for recruitment priority, including the Somali, Bangladeshi, Pakistani and Turkish communities (whilst this work was initially modelled on these communities, it is evolving and already extends to work with other communities). The CES provides details on the range of innovative ways in which the workforce diversity mix will be changed (see below).

10. Consultation with priority communities and the London Employer Accord has prompted HR to develop, in partnership with colleges, courses aimed at applicants for whom English is an additional language. The aim of these courses has been to prepare applicants for the recruitment and selection process, as well as consider progression from the PCSO to police officer roles.

11. Moreover, work is currently in hand focusing upon the black British, African and Caribbean communities. The MPS is in the early stages of a relationship with Lambeth Adult Education Service and Lambeth College to promote the MPS as an employer of choice amongst Lambeth’s diverse communities, including the black African Caribbean community resident on Lambeth and surrounding boroughs. The intention will be to provide entry level access courses for roles such as PCSO and Designated Detention Officer (DDO) to disadvantaged communities in the Borough that may not otherwise view the MPS as an employer of choice by working in partnership using ‘skills for jobs’ interventions in numeracy and literacy. An ESOL element will be incorporated for communities with first languages other than English, for example, South American and Somali communities resident in and around Lambeth Borough.

Activities and events

12. The community-specific focus groups held at the beginning of last year identified the need for a dialogue with communities that should continue regardless of whether the MPS is actively recruiting at the time, so that when vacancies are available the community and the MPS are both equally well best placed make and receive applications and offer and receive support.

13. An example of how that conversation has borne fruit recently is the deepening relationship with some Somali organisations, forged in partnership with the Communities Together Strategic Engagement Team (CTSET) and Local Boroughs. Similar engagement is also developing with other target communities, however the relationship with the Somali communities best illustrates progress that can be made with one of the least engaged communities in London.

14. HR recruitment is now exchanging information with and supporting events originating from relationships with the Somali Youth Development Resource Centre (SYDRC), a pan-London organisation based in Camden and the Somali Organisations Network (SON) based in Tower Hamlets. Recruitment is also working with third party organisations such as Camden Working and, as a natural development with other African refugee communities, the French Speaking African Welfare Association (FAWA) based in Croydon. These organisations are well placed in local communities to bring together community leaders and members from refugees and their descendants to hear about employment opportunities in the MPS.

15. The following list of events, is a snap shot intended to illustrate the scope of activity being undertaken:

• 5 March 2009 - Camden Working Islington – A local recruitment information event aimed at Refugee Communities including Somali, Cameroon and Congolese, attended by HR Recruitment and Borough Safer Neighbourhood Team
• 12 March 2009 - Camden Working, Camden Town Hall. A presentation to Refugee Community Leaders and Danish delegation, attended HR Recruitment CTSET and Camden Borough
• 23 March 2009 - Somali Organisations Network (SON), Tower Hamlets. A presentation, information exchange and discussion attended by HR Recruitment, CTSET and Tower Hamlets Borough.
• 1 April 2009 - Hackney Community College. An open day for PCSO Access Course attracting 80 applicants for ESOL, Numeracy and Literacy pre-employment training.
• 21 April 2009 - Harrow College at Hendon. A visit to HR Recruitment by level 3 Business Studies students from Harrow’s diverse communities undertaking an assignment in partnership with the MPS investigating barriers to recruitment for young people into the MPS.
• 13 May 2009 - Somali Organisations Network (SON), Tower Hamlets. A community-specific recruitment meeting with members interested in employment in the MPS. Supported by HR Recruitment.
• 22 May 2009 - JobCentrePlus Outreach Open Day, Greenwich Islamic Centre. A community-specific recruitment day for entry-level employment as PCSO. Supported by HR Recruitment, CTSET and Local Borough.
• 30 May 2009 - French-speaking African Welfare Association (FAWA), Anerley Town Hall. A presentation, information exchange and discussion to members by HR Recruitment, CTSET, CO19, and Bromley Borough Safer Neighbourhood Team to describe the MPS as an employer of choice.
• 11 June 2009 - Somali Achievements Awards – Ealing Town Hall. Invitation accepted by HR Recruitment.

Graduates and the MPS

Recruitment

16. The MPS continues to attract a very high proportion of Graduates. At generic police officer recruitment events, HR Recruitment consistently attracts in excess of 26% graduates. Graduates are the most successful of recruit types through the selection process and as a result the MPS exempts them from completion of the Competency Based Questionnaire (CBQ). Consequently the percentage of graduates selected for police officer tends to be at or higher than the percentage attracted. During the last four years between 25% and 39% of new recruits were graduates (1,754 graduates joining). As a result, during the same period, the number of graduates within MPS ranks has increased from 14.6% (n = 4,514) to 16.1% (n = 5,230). Last year, the police role was particularly attractive to BME graduates with 43% (n = 140) BME recruits being graduates, compared to 36% (n = 605) white recruits.

17. As previously reported, HR maintains specific links with some London Universities, notably Brunel, Birkbeck, Westminster, Middlesex, TVU (Ealing) and Kingston. HR Recruitment raises awareness of the MPS as an employer of choice by attending recruitment fairs, exchanging information with Careers departments and driving interested students to relevant MPS hosted recruitment events and advertising for vacancies in all roles.

Graduate Scheme Development

18. In January 2009, the MPS Talent Management team delivered the latest in a series of bespoke graduate events designed to target graduates from Russell Group universities (details of Russell Group attached at Appendix 2). Membership of the Russell Group universities is based on the quality of research capability at a university and they are seen in the UK as being some of the best in the world for academic achievement and calibre of graduate. Currently there are 20 UK universities within the Group. The graduate events aim to attract high calibre graduates to a career within the MPS, with a specific focus on promoting the opportunities available through the High Potential Development Scheme (HPDS). By design, these events target small volume numbers, but demonstrate strong success in respect of attendees subsequently applying and being accepted into the MPS. As part of this strategy, we are now working closely with the NPIA to pilot a formal graduate entry route into the MPS and onto the HPDS, providing the opportunity for the graduates who attended our January event to take SEARCH (Structured Entrance Assessment for Recruiting Constables Holistically), and subject to passing this, fast-tracking them to the final two stages of the national HPDS selection process. If successful, they will then join the HPDS when they start with the MPS. These graduates will be in addition to those serving officers that we recommend for the HPDS assessment process this year.

19. In addition to this, the MPS is also actively collaborating with the NPIA on a wider graduate recruitment research project they have recently commissioned, working with a brand communications consultancy, ‘the Team’. The aim of this is to help shape a marketing campaign to attract top graduates from leading universities, with an emphasis on those from black and minority ethnic backgrounds. The research phase of this project commenced on 20th April 2009, with the MPS actively involved in sharing good practice and learning around triggers and barriers, real or perceived, to joining the police service.

20. The MPS has also recently selected a Project Manager into the Talent Management team, with specific responsibility for the development and delivery of a formal graduate entry scheme to embrace both police officers and police staff. It is anticipated that this will launch in 2010 and will complement any national approach taken by the NPIA.

Occupational qualifications and prior learning

Minimum qualifications

21. Currently, there are no educational requirements for entry into the police service; however, candidates for selection must pass a range of psychometric and work-sample based exercises covering numerical, reasoning and writing key skills during the assessment centre.

22. The national Initial Police Learning and Development Programme (IPLDP) Board considered the options for a mandatory national qualification, including foundation and primary degrees, and apprenticeships. The IPLDP Board agreed that the national minimum qualification was to be the National Vocational Qualification (NVQ), rejecting the need for foundation or primary degrees. The Central Authority has taken over from the IPLDP Board and is currently developing a work-based qualification for trainee police officers.

The Surrey Model

23. Surrey Police Force has recently adopted a model of training based on the principles of Accredited Prior Learning (achieving an academic policing qualification prior to commencing an employment contract).

24. The fundamental purpose of the new model is to provide a value-driven approach to training by eliminating spending on the training of officers who, prior to adoption of the new model, would often transfer into neighbouring Police Services – often the Met - in the early stages of their careers, thus not providing a sufficient return to Surrey Police on their training investment. It also provides a shift from enforced learning to a model encompassing personal responsibility and self-development. The new model has only been running for a short period of time. To date, three courses have been completed model.

25. The self-funded course is delivered either in the form of an undergraduate or non-vocational degree at Portsmouth University, or as an intensive learning course completed in 15 or 30 weeks at Guildford College of Further Education. Each course has multi-faceted approach to training delivery, with content including legislation, diversity awareness, literacy skills, numeracy skills, and First Aid training.

26. Having completed the prerequisite course, candidates submit an application form to Surrey Police. If selected, they complete the national recruitment selection process attending an Assessment Centre, followed by a medical examination and fitness test. Vetting and background checks are completed and, if successful, the candidate is made a conditional offer of employment as a student officer within the Office of the Constable. This is a national selection process.

27. Once paid employment begins, student officers complete a practical application course, thereby completing their Initial Police Learning and Development Programme (IPLDP) training. This summative course contextualises the theoretical concepts and knowledge that the student officers learned during their self-funded, formative course. Assuming officers pass the practical and theoretical examinations, they are certified as ‘fit for independent patrol’. Hence Surrey’s training overheads are reduced as the course, after entry, is much shorter.

28. The annual recruitment demand for Surrey this year was 100 officers.

229. From the three cohorts that have enrolled on the Certificate course, the first batch of student officers are now commencing full time employment on the various response teams throughout Surrey. The majority of the officers who have completed the Certificate course are former PCSOs and former police staff employees. None of the officers have completed their probationary period yet and it is too early to confirm outcomes.

30. It is not known whether a full, external evaluation of the Surrey training model has been carried out. The results of such an evaluation would be desirable if the MPS were to consider adopting the model for its own purposes. At this stage, we are simply observing the arrangement with interest.

MPS Pre-learning Initiative

31. The MPS pre-learning initiative pre-dates the Surrey model. This initiative sought to make some of the course material available on-line to student officers and MSC prior to joining. The content selected for study was generic to both police officers and special constables. Participation in this initiative was voluntary and a trial proved that the concept was workable with participants accessing the courseware from diverse locations. However, those completing the pre-learning material were still required to undergo the same training as those who had not done so the learning was used as reinforcement and to maintain interest while awaiting a course place rather than as a cost saving measure to reduce course length.

C. Race and equality impact

32. The race and equality issues are discussed within the body of the report.

D. Financial implications

33. The financial implications are discussed within the body of the report.

E. Legal implications

34. Positive discrimination is not permitted under domestic equality legislation because discriminating in favour of one group generally involves unlawful discrimination against another group. However employers may take positive action in favour of a particular racial group or in favour of female or male employees in order to afford that group access to training, and to encourage members of that group to take advantage of the opportunity for doing particular work.

35. Similar provisions are also made in favour of persons of a particular religious belief or sexual orientation, with specific provisions relating to reasonable adjustments provided for in the Disability Discrimination Act

36. There is a general equality duty on public authorities to eliminate unlawful discrimination and promote equality of opportunity and good relations between persons of different racial groups and between men and women and promote positive attitudes towards disabled people. Whilst these actions are allowed insofar as they are designed to achieve equality of opportunity, in relation to the actual appointment itself positive discrimination currently remains prohibited.

F. Background papers

None

G. Contact details

Report author: Chief Supt George Clarke, Community Engagement

For more information contact:

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

Appendix 1

Table showing strength at end March 2009

Source: Workforce Information, 2009

Appendix 2

 Russell Group

Currently there are 20 UK universities that are members of the Russell Group:

1. University of Birmingham
2. University of Bristol
3. University of Cambridge
4. Cardiff University
5. University of Edinburgh
6. University of Glasgow
7. Imperial College London
8. King's College London, University of London
9. University College London, University of London
10. University of Leeds
11. University of Liverpool
12. London School of Economics and Political Science, University of London
13. University of Manchester
14. Newcastle University
15. University of Nottingham
16. Queen's University Belfast
17. University of Oxford
18. University of Sheffield
19. University of Southampton
20. University of Warwick

In respect of numbers, 79 graduates have attended the Russell Group graduate events to date. Of these, 55 (69%) have subsequently applied to join the MPS, with 43 already started in the MPS and 12 currently going through recruitment.

These events are not designed to generate high volume numbers, although they are productive in respect of turning attendees into recruits. This direct marketing approach to Russell Group universities is designed to run in parallel to the MPS Recruitment Directorate's wider graduate attraction strategy of building links with a range of universities, specifically London-based universities. The approach replicates that being taken by the NPIA to national graduate recruitment into the police service.

However we do not just focus on the Russell Group universities alone. Our Recruitment Department has a much more all-embracing graduate recruitment strategy, linking with a whole range of universities across the UK. The work of the Talent Management Team complements the wider work of the Recruitment Department and is specifically designed to respond to concerns that the full graduate talent pool within the UK is not being tapped into, with students from Russell Group universities in particular feeding back that they often know very little about a career in policing.

The fact that the events are so successful in turning attendees into recruits suggests that policing does appeal to graduates from Russell Group universities when marketed to them in an appropriate way. A number of our current ACPO and high potential officers are former graduates of Russell Group universities, which suggests that, as long as balanced against wider graduate recruitment activity, this is a good strategy to attract high calibre graduates into the Service.

Value for money is somewhat more subjective. The events admittedly do not target large numbers, but the costs are minimal (opportunity costs of the team's time and accommodation costs for some graduates). If we were to target larger volumes, i.e. be less selective in who we invite to the events, the trade-off is likely to be fewer attendees subsequently applying to join the MPS.

Send an e-mail linking to this page

Feedback