Positive Action Central Team

Report: 07
Date: 9 January 2003
By: Commissioner

Summary

Members requested this report, as an update of the current work being undertaken within our Positive Action Central Team.

A. Recommendation

That members note the contents of this report.

B. Supporting information

Introduction

1. The MPS target for 2002/03 is to recruit over 3,450 police officers before 31 March 2003. This includes growth of 1000 officers funded by the Mayor, 663 for counter terrorism and 207 for Traffic for London. This total will include a number of transfers from other forces and re-joiners.

2. One of the biggest challenges is the need to meet the targets for visible minority ethnic officers within the workforce. A target of 25% has been set by the Home Office to be achieved by 2009. Working towards this goal, a 7.9% target has been set in the 2002/03 Policing Plan. For this target to be achieved and based on the increased size of the workforce (BWT 28,412), over 1000 minority ethnic officers would need to be recruited in the current year, which equates to almost 40% of all new recruits.

Diversity strategy

3. To address the recruitment activity to the level required by the dismantling barriers report, a 5-strand strategy has been adopted with supporting actions:

1. Taking recruitment activity into the heart of areas of high ethnic minority populations.
2. Working with business, religious and community groups to deliver the message that the MPS is a great organisation to work for.
3. Focus advertising, marketing and media coverage towards under-represented groups.
4. Provide positive support and assistance to VME candidates through the selection process.
5. Working with youth through education and direct contact (building the trust and confidence for the future).

Current position

Workforce strength

4. The overall police strength has increased from 26,768 in April 2002 to 27,622 in October 2002, amounting to a growth of 3.1%. The VME officer strength has increased from 1,289 on 1 April 2002 to 1,439 in October, amounting to a growth of 12%. The women officer strength has also increased from 4,301 in April to 4,538 in October, amounting to a growth of 5.5%. Within the current police workforce, women officers represent 16.4% and VME officers represent 5.2%.

5. The end of year targets for the total workforce and for the number of women officers will – almost certainly - be achieved but it is unlikely, regrettably, that the target for VME officers will be achieved. This has been reported previously to the full Authority and Human Resources Committee. There has been considerable growth in the number of VME police officers and the VME new recruit entrants represent 10% of each intake the numbers still remain sufficient to bring about significant change in total workforce percentages.

Police recruitment

6. From April 2002 to the end of October, a total of 1,935 officers have been selected including 1,689 new recruits who have commenced training at Hendon and a further 246 experienced officers transferring from other forces have been directly deployed throughout the MPS. A total of 192 VME recruits (9.9%) and 399 women (20.6%) have been recruited.

7. The level of enquiries has increased from last year. Since April 2002, 46,180 enquiries have been made. 5,772 completed applications have been returned, equating to a 13% return rate. This is a reduction for the same period last year when the return rate was 23% for the same period.

8. The yield of successful candidates being offered a job has however been substantially improved. At October, the overall yield is 33% compared to 18% at the same point last year.

9. The analysis by intake of the number of joiners including VME and women officers can be seen at Appendix 1.

Positive action recruitment

10. It is recognised that significant improvements need to be made to firstly attract more applications from VME candidates and to support the individuals through the process to ensure the conversion rate to success is maximised.

Improvement plan

11. The following action is being taken to improve the number of VME officers entering training:

• A Diversity Recruitment Taskforce has been established, chaired by R. David Muir, MPA Deputy Chair, with membership from MPA representatives, Lee Jasper GLA and others to assist MPS in recruitment of VME officers.
• Generic recruitment advertising has been temporarily suspended. All campaigns are now focussed towards VME candidates and women. The campaigns are designed and tested by TMP Worldwide (advertising consultants working for the MPS) who constantly use focus groups from target audiences to ensure messages and images are strong and effective.
• The Positive Action Central team (PACT) has secured additional staffing resources this financial year and will have an increase of 1 sergeant and 10 constables by the end of March 2003 Two posts have been frozen but other officers have been selected and are awaiting release from their current positions.
• The PACT team has been given a specific focus in relation to recruitment of visible minority ethnic candidates, through the organisation of a series of high profile events both within London and around the country.
• The launch of ‘INTROMET’ was on 22 October 2002 in Westminster and was a highly successful event. Further events are planned in Leicester, Manchester, Birmingham and London. These events will be stand alone, with the emphasis firmly on recruiting. The stand has been professionally designed and is staffed by PACT staff together with staff from local positive action teams (PAT) and volunteers from staff associations. Each event contains some element of the Day 1 selection procedure (Interview, Police Initial Recruitment Test or written test). Locations for the events are in areas that are more densely populated by those from visible minority ethnics groups. Local radio and media advertising precede each event. The first road show outside of London was held in Leicester on Saturday 9 November 2002. Early results show
• The pilot launch for this series of events within a faith context was at the Neasden temple in Brent on 7 September. A highly successful event with AC Ghaffur addressing some 3,000 people around policing and related issues in the temple. Further events highlighting particular special religious times or specific faith groups are being developed as part of the pan-London aspects of INTROMET.
• The existing schedule of PACT events will continue but with a greater involvement from local PAT from each of the Boroughs. This will enable a more targeted approach into local communities. Each local PAT will be provided with a ‘mini 'INTROMET' advertising stand and marketing materials.
• Training is being provided to all PACT and PAT teams in appropriate techniques for running recruitment stands. This includes input in ‘selling’ the organisation to potential candidates.
• A review of the recruitment assessment is underway to examine the possible/apparent disproportionate number of VME candidates are failing. This has already resulted with Home Office agreement to the observation test being ceased on 1 August 2002.
• A review is to be carried out in conjunction with staff from recruitment/ selection and the training school, over the next 3 months.

12. The following action is being taken to address the processing of VME applications currently in the system:

• As a measure to boost the size of future intakes, a VME processing team has been set up to fast track candidates through the system. New candidates where no ‘hold’ criteria are identified are receiving interview dates within 3-4 weeks. Existing VME candidates have been identified and transferred to the team for fast track processing. Fast track systems for VME candidates have also been set up within the medical branch.
• Places are being held open on future intakes that would otherwise be full to allow fast track VME candidates to be put into training sooner.
• VME candidates are being given the contact details for PACT and a member of the PACT team will contact them before interview. However, this will not allow the timing for the interview to be slowed unless it is at the candidate’s request. Where a candidate fails part of the selection process, a nominated member of the interview team will contact the PAT team. This will allow identification of the candidate’s areas of weakness in order that appropriate support can be given. The candidate will be re-called for interview, or test re-sit, as soon as they are ready.
• Pre interview support programmes with classes up to 25 potential recruits from minority backgrounds are assisted with their preparation.
• In the near future, there will be regular interchange of staff between the interviewing team and the PACT team in order that any deficiencies in communication, unfairness or support style can be identified.
• Working with other agencies is also important and partnerships are being established with education, media, local authorities, employment, charities, religious and community leaders and business links.
• Other initiatives are also being examined with the assistance of the MPA and Diversity Taskforce these include – Bounty payments for staff who recommend a successful recruit, a photograph opportunity of all VME officers already in the service and possibility of delaying accepted candidates until sufficient numbers for an all VME intake. These will be considered at future meetings.

Conclusion

13. Achievement of this years required targets in relation to visible minority ethnics recruits remains an unlikely prospect. However, it is hoped that the recent more targeted recruitment campaigns including a more sophisticated recruitment ‘road show’ will not only improve representation in the current financial year but also provide sustainable growth for the future.

C. Equality and diversity implications

The Positive Action Central Team aims to help achieve recruitment targets for visible minority ethnic (VME) police officers in the MPS. The initiatives within the report relate directly to equality and diversity issues.

D. Financial implications

There are no direct financial implications arising from this report. Many of the matters referred to are subject to their own reports and financial implications where applicable.

E. Background papers

None.

F. Contact details

Report author: Jenny Deere, MPS.

For more information contact:

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

Appendix 1

Workforce Strength

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