Update on the work of the Development and Organisation Improvement Team

Report: 09
Date: 9 January 2003
By: Commissioner

Summary

This report provides Members with an update on the important work of the Development and Organisational Improvement Team (DOIT).

A. Recommendation

That members note the current work in progress.

B. Supporting information

1. The ‘DOIT’ was established in October 2001 and brings together key functions within the organisation integral to progressing the employee development aspects of the Directorate Strategy. The remit of ‘DOIT’ is to focus on the retention and progression matters impacting on under-represented groups within the MPS. The programme of activities is designed to impact on areas of race, gender, age, faith, disability and sexual orientation. Additionally the Team will seek to impact on issues as affects part-time workers and will also consider the working relationship between civil staff and police officers.

ACPO Commissioner’s Leadership Programme

2. The initial feedback from those who participated has been positive and the aim now is to build on the drive and commitment that has been generated. The programme continued in November 2002 and the participating group were ACPO officers and equivalent grade senior support managers. Three further CLP Programmes are planned for the remainder of the financial year. These will take place in February and March 2003 and are aimed at Chief Inspectors and their equivalent support staff. The contract to run the Leadership Programme for the next four years is currently out to tender and the outcome is due to be announced this month.

High Potential Development Scheme

3. In April 2002 the Home Office launched the High Potential Development Scheme (HPDS). This has replaced all previous schemes and the HPDS is now far more egalitarian, and is open to any serving officer up to and including the rank of Chief Inspector. Due to the timing of its launch the scheme encountered many logistical problems. The unit ensured the successful change management and the migration of all officers from the old scheme to the new. The unit has actively marketed the new scheme by placing liaison officers at all OCUs and visiting all boroughs. Feedback from our own officers, the Home Office and the Central Police Training and Development Authority (CENTREX), shows that the MPS is one of the strongest supporters of the scheme in the country.

Borough Commanders Development/Command Team Development

4. This programme underpins the leadership development of this key group of senior police managers. This is a self-development diagnostic programme that was piloted and evaluated last year and run in partnership with outside contractors. Those Borough Commanders who took part in the initial pilot found the programme very useful as a development tool. This programme is being fully integrated with the new BCU leadership programme currently being designed for all command teams by CENTREX.

Mentoring

5. As well as the already established mentoring schemes such as the HPDS and The Active Career Development Programme, we have begun work on broadening the impact of mentoring. The joint mentoring scheme with London First is being cascaded down to SMTs and the possibility of external mentors for HPDS officers is being investigated. Work has also begun on the secondment of senior managers, in particular borough Commanders, to external organisations.

Female and ethnic detective training programme (FEM-DTP)

6. This is a training package, which has been put together with the aim of increasing detective representation at Inspector and Chief Inspector ranks by laterally developing uniformed officers. Wide consultation has taken place and a report was due to go to the Management Board in December 2002. Based upon the acceptance of the Management Board to go forward at that stage, it is proposed that the scheme will be incepted in February 2003 with a proposal that fifteen officers participate in its first year.

EnGender

7. This is the action plan for the Gender Agenda. Work continues to collate the development plans of each B/OCU. A corporate action plan containing the plans of each unit is planned for March 2003. An Association of Women Officers Senior Police Women’s’ conference is due to be held in February 2003. A MPS/DOIT International Womens’ Day Lunch to be held for 100 men on 7 March 7 2003.

Personal Leadership Programmes

8. DOIT in partnership with CENTREX and the National Black Police Association has run three of the above personal development programmes. The programmes, which were run on a pilot basis, targeted 30 minority ethnic female officers and civilian employees. The programmes ran during the months of October and November 2002 and are currently being evaluated. Interim assessment indicates that participants found the content highly relevant and worthwhile. Full report to follow.

Commissioner’s Focus Groups

9. DOIT has now forged links with the Womens’ Group, the LGBT Group, the Disabilities Group. The Director is a member of the Senior Civilian Manager’s Focus Group.

Home Office – Dismantling Barriers Working Group

10. The Director has been asked to Chair a recently convened Home Office Working Group. The aim of this Group will be to produce an updated version of ‘Dismantling Barriers’.

The Reporting Regime

11. As the arm of the Diversity Directorate responsible for employee issues, ‘DOIT’ reports on a regular basis to Commander Dick, Head of Diversity. The ‘DOIT’ also reports to the MPS Diversity Board and the MPA HR Committee on its work programme.

C. Equality and diversity implications

The work of the ‘DOIT’ is inextricably aligned to the MPS Diversity strategy Protect and Respect.

D. Financial implications

There are two budget lines, firstly through HR Positive Action Team and secondly via the Diversity Directorate budget. Both budget lines cover all the aspects of work currently planned.

E. Background papers

None.

F. Contact details

Report author: Denise Milani, Head of the Development and Organisational Improvement Team, MPS.

For more information contact:

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

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