Metropolitan special constabulary

Report: 11
Date: 19 April 2001
By: Commissioner

Summary

At the meeting of the Metropolitan Police Authority on 8 March 2001 Members asked for background information on the work of the Metropolitan Special Constabulary (MSC). This report details the structure, strength and role of the MSC, and explains the current recruitment programme.

A. Recommendation

Members are asked to note the contents of this report.

B. Supporting information

Background

1. The Metropolitan Special Constabulary consists today of some 774 men and women, between the ages of 18½ and 65 who each, on average, perform around 220 hours of police activity each year. There are 213 female officers comprising some 28 per cent of the officers. 134 special constables come from minority ethnic communities (17.3 per cent of workforce).

2. Travel expenses along with a refreshment allowance, dependent on the length of duty performed is paid to the special constables.

3. Whilst the recruitment criteria for specials mirror those of regular staff, specials do not take the Police Initial Recruitment test and the passing of the Job Related Fitness Test is not mandatory for appointment.

4. Specials attend a 22 days foundation recruit training programme run by staff from the Training Directorate at Hendon, Sunbury and Westminster. This initial course covers areas of policing ethics, community and race relations awareness, personal officer safety, emergency life support and policing skills. Training continues on the local Boroughs and units throughout the special constable's career.

5. The current number of special constables deployed on each of the thirty-two Boroughs, the Marine Support Unit and at Heathrow Airport are attached at Appendix 1.

6. The special constables' primary role is to support the local policing plans by working in trained, structured groups – often with regular police colleagues and other statutory bodies – targeting local crime reduction and working on individual projects, such as:

• in Merton, where officers are engaged in reducing anti-social behaviour by groups of young people in Morden;
• in Westminster, where specials participate in projects to tackle illegal street vending as well as offences connected with unlicensed minicabs;
• in Sutton, where volunteers work with other agencies in reducing disorder through targeting the sale of alcohol to underage young people;
• in Waltham Forest, special constables participated in anti-social behaviour and anti-crime patrols on and around local bus routes.

7. Around one-third of specials' duty time is spent on these targeted programmes, around fifty percent on 'general patrolling' duties and the remainder in training.

8. Each Borough is producing a Service Performance Agreement between the local special constables and the Borough Commander that identifies the specific contribution areas that volunteers will engage with, the resources required, and the training that is needed. It also identifies the criteria for measuring success.

9. The Metropolitan Special Constabulary is part of Territorial Policing with corporate "ownership" held by the Assistant Commissioner (Territorial Policing).

10. The Chief Commandant of the MSC leads policy development on recruitment, retention and best practice. S/he advises on welfare, discipline and regulation matters and is assisted by a Deputy and a Commandant covering specifically Operations and Deployment policies. Recruitment of additional voluntary staff to lead on Human Resources and Performance and Delivery Best Practice is about to commence.

11. Each of the operational units to which special constables are attached have a 'lead' supervising special constable – the Borough Divisional Officer (BDO). S/he is responsible for providing guidance and advice to the Borough Commanders on the effective utilisation of the voluntary officers, taking a lead on welfare matters.

12. The BDOs are assisted by Sub-Divisional Officers, special constables who take the role as first-line supervisors. They are responsible for the initial performance and development appraisal of the constables and typically undertake operational duties, tutoring and mentoring the voluntary officers.

Recruitment programme

13. In the period 1998-2000 the number of volunteer officers dropped from 1,200 to around 800, with 100 being recruited and 500 leaving the specials (around 70 left to join the regular service in the MPS or elsewhere). This was at a time when the responsibility for recruitment promotion and administration had been devolved to the local OCUs.

14. At first sight this decline may seem high. However, comparison with other forms of voluntary service that require substantial and consistent time commitment, shows that the special constabulary fares better than, for example, the Territorial Army. The average length of service of a special constable is around four years and programmes (such as structured 'career breaks' and 'exit interviews and appraisals') have been put into place to increase this.

15. Recruitment targets have been set – increasing the number of service special constables to 1,200 by the end of 2004. The detailed recruitment and retention targets are attached at Appendix 2.

16. Home Office targets have been set for the recruitment of special constables from minority ethnic communities – the same targets as those set for the regular service.

17. Whilst the special constabulary has not had progression targets for minority ethnic officers set by the Home Office, the MSC will be stepping up to achieve those set for the regular service, matching the relevant ranks and grades where appropriate. The current position is shown in Appendix 2.

18. At the beginning of December 2000, the Service launched a recruitment campaign for special constables. Key elements of the campaign are:

• on-line recruitment through the internet;
• on-line advertising of internet site;
• radio advertising (from April 2001);
• "single copy" Press advertising in regional (Evening Standard, Metro), local and ethnic press – with additional local press advertising during April 2001;
• attendance at recruitment fairs;
• implementation of 'slimline' recruit application form and holding of 'open evenings' for potential applicants at New Scotland Yard.

19. The campaign has focused on appealing to Londoners to join the Met as a volunteer police officer, making a real difference to our communities. The adverts show 'typical' situations of crime and disorder (theft, burglary and criminal damage), showing concerned, active citizens prepared to make a difference. To date over 1,000 initial applications/enquiries have been received with 36 per cent coming from minority ethnic candidates.

20. Newspaper advertising generated 400 initial applications/enquiries, the internet 180, and the MPS Career Centre and local police stations a further 140. 165 full applications have been submitted – 52 per cent from minority ethnic candidates.

21. The detailed breakdown of responses to date is attached at Appendix 3 and monitoring processes are in place as the campaign moves into its next stage with radio and local press advertising taking place during April.

23. Unfortunately (46 per cent of the full applications received to date have been rejected – around one quarter due to health/medical issues; one quarter due to previous convictions or security vetting and the remainder due to residency, nationality, occupation issues or where the application form is far from complete or has been withdrawn by the applicant. Processes are in place to continue to monitor the reasons for applications being rejected.

24. A total of 89 applicants (44 per cent from minority ethnic candidates) have passed through the initial stages of selection and are approaching the interview stage. Their interview and attestation/training is anticipated to take place during the next two months.

C. Financial implications

None.

D. Background papers

None.

E. Contact details

The author of this report is John Barradell, Chief Commandant, MPS.

For information contact:

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

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