Review of the Met volunteer programme

Report: 13
Date: 25 November 2004
By: Commissioner

Summary

This report provides an overview of the current position of the Metropolitan Police Volunteer Programme (MVP) and details its work, good practice, and the support the volunteers receive both centrally and locally.

A. Recommendation

Members are asked to note the contents of this report.

B. Supporting information

Introduction

1. The MVP was officially established in August 2001 with the appointment of a full time co-ordinator. Since this time, the MVP has grown to a current total of 401 active volunteers with a further 66 awaiting security clearance.

2. The MVP is part of the Safer Neighbourhoods Unit within Territorial Policing. A programme board has been established to oversee the programme. This links to the Extended Policing Family Programme Board and into the Safer Neighbourhood Strategic Committee to oversee and approve the strategic direction of the programme.

3. The longer-term vision for the MVP is to have a professional and sustainable management structure at both a corporate and local level to ensure the successful delivery of the MVP, to ensure that it links in closely to the Safer Neighbourhoods agenda on community engagement and participation in crime reduction.

Volunteer numbers

4. The MVP is working across 17 boroughs in London, and within the Specialist Crime Directorate as forensic accountants. There are nine full time volunteer managers supporting the programme in Hillingdon, Waltham Forest, Newham, Southwark, Lambeth, Lewisham, Bromley, Bexley and Haringey.

5. There are 401 active volunteers, with a further 66 waiting to join, but awaiting security clearance.

6. Of the 467, aged between 16 and 65, there are 302 females comprising some 65% of the volunteers. 14% of all volunteers are from a visible ethnic minority community. 15% of females (45) and 12% of males (19) are from a visible ethnic community.

7. The ages of volunteers varies considerably. 7% are aged under 24, with females in this age band accounting for 67% of volunteers in this category. (These figures do not include figures from the MPS Volunteer Cadets). The age band with the highest number of volunteers is the 25 – 49 year band where 136 people volunteer. 79% of volunteers in this age band are female.

8. The boroughs with the greatest number of volunteers are: Kingston (60), Hillingdon (58) Bromley (45) and Bexley (44).

9. The MPS careers website has been re-formatted to promote the MVP within the MPS. To date there have been 50 applications, 30 from females and 20 from males, with 50% of the applications coming from visible ethnic minorities. Six applications were from people aged less than 18, 12 aged between 19 – 24, 29 aged 25 – 49 and 3 over 50. This addition to the website will, it is anticipated, become more widely used to attract further applicants.

10. The 401 active volunteers are on average performing 83,408 hours per year, which compares favourably with the national average. This equates to 4 hours per volunteer per week.

11. The boroughs with volunteer programmes running are:

• Bexley
• Camden
• Harrow
• Kingston
• Southwark
• Westminster
• Brent
• Enfield
• Havering
• Lewisham
• Sutton
• Hillingdon
• Bromley
• Haringey
• Hounslow
• Richmond
• Waltham Forest

The roles of volunteers

12. The roles of the volunteers are designed to meet the needs of the volunteers themselves, as well as the needs of the MPS and the local communities. Their roles are designed not to replace paid staff but only to complement and enhance existing roles.

13. Amongst the roles they undertake are:

1. General administration support, including event management, personnel, and training
2. Forensic accountants
3. CCTV viewers
4. Criminal Justice Unit – victim and witness support
5. Front counters
6. Property stores assistants
7. Assisting with the Volunteer Cadet Corps
8. Gun crime awareness training to young people in schools

This list is designed only to give an indication of the roles the volunteers are presently engaged in.

Current practice

14. A corporate volunteer strategy, policy and standard operating procedures are being developed in conjunction with managers, staff and volunteers in order to ensure effective and safe delivery of the MVP within all active boroughs/command units. The policy is linking closely with the Metropolitan Police Special Constabulary and Volunteer Cadet Corps policies to ensure they all consistent in their approach to volunteering in the MPS.

15. Monthly supervision is held for all volunteer managers to provide support and an opportunity to share best practice. Colleagues from the voluntary sector are also invited to attend.

16. Different practices within the MVP are positively welcomed as it is designed to meet local and corporate needs. Examples of good practice include:

17. Haringey have reopened Muswell Hill front counter with 19 volunteers being trained in this role. This has now become a centre for community activity and is now the base for the Safer Neighbourhood Team in the area. In Wood Green a triage facility is operated to reduce demand at the front counter and to improve service delivery.

18. In total 15 front counters have been reopened across the MPS and three stations operating a triage system involving volunteers.

19. Hillingdon have recruited volunteers to run their community advice line. It provides advice on non-emergency issues and acts to reduce demand on operational officers, and improve service delivery to the community.

20. The Specialist Crime Directorate has four Volunteers to support the Fraud Office. Their skills have helped to recover £130K worth of assets in addition to the costs being awarded.

21. The volunteer programme is an active tool in the MPS ‘Keep Warm’ programme, for recruits waiting to pass into Hendon. Offering these recruits an opportunity to become involved in local policing as volunteers maintains their interest as well as giving them an opportunity to work and understand the police environment prior to joining Hendon.

22. These examples are just some of the work being done by volunteers in the programme.

Training and support

23. The vast majority of volunteers are recruited, trained and supported at a local level. Most volunteers are looking to offer their services to make a real difference to their local community.

24. Volunteers are given a localised induction to the MPS and any role specific training that they may need in order to carry out their duties. In addition, emergency life saving and manual handling training are given to front counter assistants.

25. A specific diversity training course has been designed for volunteers by the Diversity Training School. This is currently being tested and will be delivered to all volunteers as part of their corporate induction.

26. It is imperative from a legal perspective that we do not provide volunteers with training that falls outside of their role as this can be seen as a form of consideration.

27. Volunteers receive support on many levels and from a wide range of people within the organisation. Staff working alongside volunteers will be the first line of support. Nominated co-ordinators will also provide support to volunteers. The development of full time Volunteer Manager roles has seen the levels of support to volunteers increase significantly.

28. Volunteer managers also receive considerable support from the Head of the Volunteer Programme. As the MVP expands, the need for greater levels of centralised support to boroughs is required.

29. Training and development for volunteer managers is also being provided internally and externally.

C. Race and equality impact

1. The MPS have conducted all recruitment, selection and training processes for the MVP in accordance with established practices that fully take into account equality and diversity issues.

2. The MVP attracts a high proportion of applicants from London’s visible ethnic minority communities and from a wide range of diverse communities, and from people with registered disabilities. The flexible and informal nature of the MVP is helping to attract and appeal to communities who may have had limited contact with the police. Many are using the MVP as a gateway to experience the MPS in determining which career path they wish to take.

3. The MVP will continue to increase the levels of diversity through the expansion of the Programme into the Safer Neighbourhood roll out plan.

D. Financial implications

The financial implications concerning the MVP will be subject to a later report to be submitted to the MPA.

E. Background papers

None

F. Contact details

Report authors: Helen Smith, Head of the Met Volunteer Programme, TP Safer Neighbourhoods Unit

For more information contact:

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

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