Recruitment task force

Report: 14
Date: 1 May 2003
By: Clerk

Summary

This report details progress on the work of the Recruitment Task Force to examine ways of increasing visible minority ethnic recruitment to the Metropolitan Police Service. It provides information on the most recent meeting of the task force.

A. Recommendation

That the Board notes the information on the work of the recruitment task force.

B. Supporting information

1. At its meeting on 25 July 2002, the full Authority received a report from the Clerk on the proposal for the Metropolitan Police Authority (MPA) to set up a Recruitment Task Force. Its ‘core’ membership would be drawn from members of the MPA, representatives from the Metropolitan Police Service (MPS) and the Greater London Authority (GLA), and from London’s public and business communities to offer practical ideas, proposals and support to improve the police recruitment from visible ethnic minorities. This will be a ‘can do’ task force, not a talking shop.

Issues discussed at the most recent meeting

2. Up to the end of February 2003, 2,673 officers have commenced training at Hendon, comprising 2,631 new recruits and 42 transferees/re-joiners. A further 396 officers have transferred from other forces and been directly deployed throughout the MPS. 326 (11%) VEM and 629 (21%) women officers have been recruited. Generally, the number of officers attending training school at Hendon has increased during the year to match the increased training capacity at Hendon.

3. Recent research indicates that between 1 October 2002 and 28 February 2003, 5,411 VEM enquirers were sent applications for police vacancies and, during the same period, 606 VEM candidates returned their police applications. The number of VEM enquirers amounted to 20.2% of all enquirers and the number of applications amounted to 17.7% of all those received. These improved response rates are as a result of the more focussed recruitment campaigns, which should increase the proportion of VEM officers recruited. Despite this welcome trend, considerable resources need to be focussed on VEM recruitment to generate sufficient applications to reach workforce targets.

4. The High Potential Development Scheme (HPDS) currently has 70 police officers at various ranks participating. Of those participating in the scheme, there are 24 (34%) women and 2 (2.9%) VEM officers.

5. The influence of the Positive Action Central Team (PACT) upon the recruitment of staff from visible ethnic minority groups has increased significantly during the year. Since April 2002, the PACT has directly supported 788 VEM applicants throughout the recruitment process. These applicants amount to 55% of all VEM applicants who have successfully completed the police paper-sift process and 43% of all VEM police applications received since April 2002.

6. The PACT has participated in 119 events and a further 11 events are planned for the remainder of the financial year. During this time, representatives from the MPS have spoken to over 96,000 visitors and generated 4,809 police and 2,629 civil staff application registration forms. 3,060 (63%) requests were received from VEM applicants for police vacancies; and 1,848 (70%) requests were received from VEM applicants for civil staff vacancies.

Police initial recruitment test

7. An evaluation of the Police Initial Recruitment Test (PIRT) is currently being prepared by the MPS Internal Consultancy Group, following concerns about the impact of the test upon ethnic minority applicants. Currently, the selection assessment includes an interview, using competencies from the National framework, and the completion of the Home Office Police Initial Recruitment Test, medical screening, and fitness assessment. These are completed over two separate assessment days following an initial paper-sift, which identifies compliance with National Recruiting Standards including nationality, residency and convictions. Candidates were also subject to extensive security checks by the MPS Service Security Branch.

New initiatives

8. The ‘Refer-a–Friend’ scheme continues to be progressed, following receipt of advice from our legal department. This is being project managed by the Positive Action Central Team. The scheme will be aimed at attracting more VEM candidates and transfers and re-joiners. The details including options for the cash award will be part of a separate report to Management Board, but it is anticipated the scheme will start in June 2003.

9. A number of initiatives are being encouraged by the task force to ‘engage’ with local communities and BOCUs in local recruitment initiatives. In addition, work with the Windsor Fellowship, Fullemploy, Focus Consultancy, and other organisations is continuing. In addition, an information awareness and recruitment day is being planned at City Hall in six months time. It was noted that the MPS would be financing the event, whilst the GLA was providing the venue.

10. The ‘all black intake’ proposal will be revisited after some of the other initiatives had been actioned.

11. Members expressed concern at the high level of turnover; 67% of all resignations are within the first 2 years of service. Of these 88% of VEM resignations are within the first two years and 49% of female resignations are within the first two years. Further research, covering a two-year period, showed that 659 police officers left during the first two years of service. Of these leavers, 353 (53.6%) left within the first three months of service whilst at training school. A further 142 (21.5%) left with four to six months service. Consequently, during the first six months of service, 495 officers left the MPS. This amounts to 75% of all those leaving within the first two years of service. After the six- month threshold, the number of leavers reduces significantly.

Graduates

12. At the end February 2003, there were 4,200 graduates employed within the MPS as police officers and members of the civil staff. Of the total number of graduates, there were 1,172 (27.9%) women and 444 (10.6%) VEM. Graduates amount to approximately 11% of the overall workforce strength at the end February 2003. The highest number of graduates 3,373 (80.3%) were found in the police officer ranks (12% of police strength), and remaining 827 (19.6%) were employed as civil staff (6.4% of civil staff strength, including traffic wardens). Therefore, there are a higher proportion of graduates serving as police officers than civil staff. Of the graduates serving as police officers, 734 (21.8%) were women and 236 (7%) VEM. Of those employed as members of the civil staff, 439 (53%) were women and 208 (25.2%) VEM.

C. Equality and diversity implications

The task force aims to help the MPS achieve its recruitment targets for visible ethnic minority police officers.

D. Financial implications

Servicing the work of the taskforce can be resourced from existing MPA and MPS budgets. Any recommendations involving new spend will be reported to the Authority.

E. Background papers

• Recruitment Task Force (report to Authority on 25 July 2002)

F. Contact details

Report author: Alan Johnson

For more information contact:

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

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