MPS diversity training: Community and Race Relations Programme

Report: 11
Date: 15 November 2001
By: Commissioner

Summary

This report addresses the issues raised by the Metropolitan Police Authority in relation to the current MPS Diversity Training: Community and Race Relations (CRR) Programme, specifically in relation to :- 

1. Results of any internal review undertaken on the success of the CRR Training in meeting the original issues identified by the Stephen Lawrence Inquiry report. 
2. Results of the impact of the training on police performance in undertaking their duties in diverse communities. 
3. Strategy in place for ongoing monitoring of police and civil staff performance in race relations at borough level to ensure that issues covered during the training are integrated into the supervision and management process, and how that accountability is monitored/by whom and sanctions where underperformance is evident. 
4. Selection criteria used to select those delivering training. 
5. Evaluation of the feedback from attendees/facilitators identifying key issues that still need to be addressed by the training. 
6. Evaluation/analysis of the cost effectiveness of the training against performance. 
7. Timescales for extending the training to include other diversity issues, and strategy in place for ensuring performance against Stephen Lawrence Inquiry recommendations are maintained.

A. Recommendation

1. Members are asked to note the contents of this report.
2. Members are asked to consider whether they wish to be represented on the Diversity Co-ordination Forum Training Panel (see paragraph 31).

B. Supporting information

1. Since the programme commenced in 1998, training has been completed in the boroughs of Brent, Greenwich, Hammersmith and Fulham, Hounslow, Kensington and Chelsea, Lambeth, Lewisham, Tower Hamlets and Westminster. In January 2001, in furtherance of the MPS Priorities for 2000/2001, the programme roll-out was accelerated when the six boroughs of Ealing, Hackney, Haringey, Merton, Southwark and Wandsworth simultaneously commenced training.

2. In addition to the above, the boroughs of Croydon, New ham and Islington came into the programme in early May 2001. There are currently nine Boroughs delivering the training. The borough of Merton has now been completed and Kingston upon Thames commenced training on 18th June 2001.

3. Preparations have now started for the next boroughs to come into the programme this autumn. Barnet, Camden, Hilling don, Red bridge and Richmond-upon-Thames will follow Haringey, Ealing, Wandsworth, Hackney and Kingston upon Thames respectively at the conclusion of their agreed schedule.

4. The objective of this project is to deliver the Diversity Training : CRR Programme to ALL MPS staff by 31 December 2003. This objective has been divided into a primary and secondary target.

• The primary target – established by the Home Office - is to deliver the training to all police officers and frontline [1] civil staff by 31 December 2002. [2]
• The secondary target is to deliver the training to all other personnel [3] (approximately 10,000) by 31 December 2003. A one-day Diversity Training : CRR Programme for non-operational personnel has been developed and programme rollout has commenced.

5. At 30 September 2001, 16,136 MPS staff have received the Diversity Training : CRR Programme, representing over 55 per cent of the primary target. 512 non-operational civil staff have received the one-day programme.

6. Our target is to train 1100 operational staff each month with an attendance level of 90 per cent.

Results of any internal review undertaken on the success of the CRR training in meeting the original issues identified by the Stephen Lawrence Inquiry report.

7. MPS Diversity Training has been specifically developed to meet Recommendation 49 of the Stephen Lawrence Inquiry, 

"that all police officers, including CID and civilian staff, should be trained in racism awareness and valuing cultural diversity" and Recommendation 50: "that police training and practical experience in the field of racism awareness and valuing cultural diversity should regularly be conducted at local level, and that it should be recognised that local minority ethnic communities should be involved in such experience".

8. The training is also designed to address the Ministerial Priority in response to the Stephen Lawrence Inquiry report: 

"to increase trust and confidence in policing among minority ethnic communities".

MPS Diversity Training Evaluation Strategy

9. The MPS Diversity Training Evaluation Strategy, developed by the Directorate of Training and Development's Quality Assurance Team will include an assessment of the success of this training in meeting the issues identified by the Stephen Lawrence Inquiry.

10. Evaluation will be conducted in the 22 boroughs currently receiving training or due to be trained during 2001-2003. Preliminary observation reports of training conducted in 6 boroughs have recently been completed. Full evaluation reports will be produced for every borough and the findings will be provided to the MPA.

11. The Evaluation Strategy will examine the following key questions:

• Will the diversity training programme promote increased trust and confidence in policing among members of minority communities?
• Does the programme have a measurable impact on the business results of the borough?
• Does the programme have a measurable impact on the performance of officers and members of civilian staff?
• What effect does the training have on Police Associate Trainers [4] and Community Interface Volunteers? [5]
• What effect does the training have on those members of minority communities that were consulted prior to the delivery of the training?
• Are some training interventions more successful than others, and if so, why?

12. The Evaluation Strategy is funded by the MPS and the research is being conducted by a team comprising of police officers and civil staff. A Scrutiny Panel has been appointed, with representation from the MPS Independent Advisory Group to assist with the various stages of the evaluation process.

13. The evaluation process includes the use of quantitative and qualitative research methods. Training at each borough will be analysed to compare inputs to outcomes in the context of delivery at each borough. The evaluation will test the training programme model examining whether the training results in a positive performance benefit and increases trust and confidence among community members in each borough.

14. The following evaluation methods will be used:

• Programme Audit:
  • Sampling-all elements of the training
  • Treatment of data (comparative analysis of local data)
  • Collection of data (observation and documentary analysis, including observation of training delivery)
  • Environment, local community, method of application and programme characteristics)
• Police Associate Trainers:
  • Sampling-a minimum of three Police Associate Trainers from each borough
  • Collection of data
  • Treatment of data
• Community Interface Volunteers:
  • Sampling-all community interface volunteers
  • Collection of data-questionnaire
  • Treatment of data
• Police Trainers:
  • Sampling
  • Collection of data
  • Treatment of data
• Members of the community:
  • Sampling
  • Collection of data
  • Treatment of data
• Police and Civil Staff:
  • Sampling-all students
  • Collection of data-before and after training
  • Treatment of data
• Police and Civil Staff:
  • Sampling-5-15 students
  • Collection of data, 4-10 months after the training
  • Treatment of data
• Borough Impact:
  • Sampling-all remaining (22) boroughs
  • Collection of data-local performance data and MPS-wide Performance Indicators
  • Empirical statistical analysis of Performance indicators
• Borough Impact:
  • Sampling-all sites
  • Collection of data-diary of CRR initiatives undertaken by students after the training completed by Senior Management Team
  • Treatment of data

Results of the impact of the training on performance in undertaking their duties in diverse communities.

15. As detailed in paragraphs 9-14 above, this issue will be addressed by the MPS Evaluation Strategy.

Strategy in place for ongoing monitoring of police and civil staff performance in race relations at borough level to ensure that issues covered during the training are integrated into the supervision and management process, and how that accountability is monitored/by whom and sanctions where underperformance is evident.

16. Borough Senior Management Teams (SMTs) are responsible for ensuring that issues covered during the training are integrated into the supervision and management process. All SMT personnel receive a three-days Diversity Training : CRR Programme which includes activities on the implications of the outcomes of the training for local diversity strategies. In addition each participant is required to consider their skills, knowledge and experience as a result of the training and identify future action for their own personal and professional commitment.

17. Work on the implementation of the Community and Race Relations Occupational Standards will also address this issue. The MPS started work on developing CRR competences during 1998. The following year the ACPO Race Relations Committee commissioned National Police Training to develop CRR competency standards for all police services. The MPS and NPT have now jointly produced a set of CRR occupational standards that will be adopted by the new Police Training Organisation (NTO) as National CRR Occupational Standards. The standards were formally approved by ACPO in August 2000 and once adopted by the Police NTO will be rolled out across all police services.

18. In January 2001 the MPS participated in a national piloting exercise to ensure that the standards were fit for purpose. MPS pilot sites included Hammersmith and Fulham, Tower Hamlets and Camden.

19. The Directorate of Training and Development recently established a Diversity Implementation Steering Group which will initially pilot the CRR Occupational Standards in training for Traffic Wardens, the Metropolitan Special Constabulary, Personnel Selection Interviewing, Recruit Selection Interviewing and a number of other specialist courses.

20. The purpose of the CRR Occupational Standards is to increase trust and confidence in policing among minority ethnic minority communities (the CRR Functional Map is included in Appendix 1). The standards are benchmarks of best practice to achieve this purpose describing what police officers and civil staff need to know and be able to do when:

• Providing a service which is responsive to the needs of all communities
• Ensuring that those affected by crime receive a fair and non-discriminatory service
• Promoting equality, diversity and rights in working practices
• Developing knowledge and practice in community and race relations

21. The CRR standards provide tools for:

• Strategic planning
• Performance management
• Ensuring accountability and transparency
• Informing our HR processes:
  • developing objective and clear selection criteria
  • day-to-day performance management
  • job/role descriptions
  • appraisal, promotion and transfer processes
  • basis for unsatisfactory performance and misconduct processes
  • assessing learning and development needs
  • checking existing learning programmes
  • setting objectives for learning and development programmes
  • developing new learning programmes
  • conducting and developing learning programmes
• To inform MPS training
• Quality assurance:
  • informing local policing plans
  • driving, managing and measuring change
  • linking individual and organisational performance
  • measuring appropriateness and effectiveness of service
  • specifying the quality of service communities can expect

Selection criteria used to select those delivering training

22. Details of selection criteria used for Police Trainers and Police Associate Trainers are included in Appendix 2.

Evaluation of the feedback from attendees / facilitators identifying key issues that still need to be addressed by the training.

23. Those attending the training and police and police associate trainers will be asked to identify issues that they feel still need to be addressed as part of the evaluation strategy. Evaluation of this feedback will be presented in the final evaluation reports for each borough.

Evaluation / analysis of the cost effectiveness of the training against performance.

24. The Quality Assurance Team responsible for the Evaluation Strategy will seek to produce an analysis of the cost effectiveness of the training against each individual borough's performance. This information will be presented in the final evaluation reports.

Timescales for extending the training to include other diversity issues.

25. In January 2001 work was undertaken to broaden the focus of the Diversity Training :CRR Programme to reflect the scope of the next stage of the MPS Diversity Strategy, Protect and Respect (launched in April 2001). The revised programme includes explicit references to other diversity issues while retaining the focus on race.

26. An objective to develop and deliver follow-up training and other related activity is included in the Action Plan that supports the MPS Diversity Strategy.

27. The Directorate of Training and Development has responsibility for overseeing the implementation of this objective and is currently developing a strategic framework for all follow-up activity. The framework will take account of the work already being undertaken in boroughs, will identify best practice and establish programme objectives and priorities.

28. The development of the framework will involve three main stages:

1. Review of follow-up training and related activity already being conducted in boroughs (October 2001-end November 2001)
2. Consultation with MPS Advisory Groups and other stakeholders including the MPA, Diversity Directorate (DCC4), Staff Associations and Police Trainers and Police Associate Trainers (end November 2001)
3. Report with recommendations to Training Management Board and Diversity Strategy Board (February 2002)

Strategy in place for ensuring performance against Stephen Lawrence Inquiry recommendations are maintained.

29. The next phase of the MPS Diversity Strategy: Protect and Respect includes specific actions to address the Stephen Lawrence Inquiry recommendations. The Diversity Directorate Monitoring Unit will be responsible for ongoing monitoring and review of the implementation of the strategy.

30. Performance in relation to the training recommendations of the Stephen Lawrence Inquiry will also be monitored by the Diversity Co-ordination Forum Training Panel, which was established in November 2000. The Panel includes representation from MPS Staff Associations, Victim Support Services, the MPS Independent Advisory Group and the Lesbian, Gay, Bisexual and Transgender Group. The terms of Panel's terms of reference are included in Appendix 3.

31. The membership of the Panel is currently under review to ensure that a broader range of community groups is represented. It is proposed that a representative of the MPA should be invited to attend future Panel meetings.

C. Financial implications

At present, this information is only available in relation to the sections of the report relating to the MPS Evaluation of CRR Training. The project budget breakdown is as follows:

D. Background papers

None.

E. Contact details

The author of this report is Shaun Kennedy, Head of Diversity Training, Directorate of Training and Development.

For information contact:

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

Appendices

Appendix 1, 2 and 3 are available from Secretariat, MPA.

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