Recruitment and retention workshop

Report: 4
Date: 19 October 2000
By: Commissioner

Summary

A overview is provided for reference of the content covered in the Recruitment and Retention Workshop held at Aybrook Street on 18 September 2000, and of the issues raised in questions.

A. Supporting information

1. On 18 September 2000, a Recruitment and Retention Workshop was held for MPA Members, principally those serving on the Human Resources Committee and the Consultation, Diversity & Outreach Committee.

2. The workshop was held at the MPS Recruitment and Selection Centre at Aybrook Street. 12 Members and one MPA officer attended.

3. An overview of the content of the presentations see Appendix 1.

4. A summary of the issues raised during questions see Appendix 2.

B. Recommendation

That the Committee note the report for reference.

C. Financial implications

None

D. Review arrangements

None

E. Background papers

The following is a statutory list of background papers (under the Local Government Act 1972 S.100 D) which disclose facts or matters on which the report is based and which have been relied on to a material extent in preparing this report. They are available on request to either the contact officer listed below or to the Clerk to the Police Authority at the address indicated on the agenda.

None.

F. Contact details

The author of this report is Chris Haselden, MPS Personnel Department.

For information contact:

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

Appendix 1: Recruitment and retention workshop 18 September 2000: Overview of the content of the presentations

Introduction

Recruitment

• recruitment strategy formulated January 2000
• improve image of MPS as a quality employer
• best value in selection criteria and processes
• more applicants coming into the system
• resource problems beginning to be resolved
• weekend selection sessions
• centralised civil staff recruitment to support local activity
• call centre established
• Careers Office opened
• Recruitment Task Force - accelerating initiatives and helping to remove barriers

Promotion selection

• programme for the year in place
• changes in accommodation needing to be managed
• workforce planning finalising organisational requirements
• additional processes for key appointments
• review of processes and procedures commenced July
• tackle unnecessary bureaucracy
• additional project team established
• experienced staff providing overarching guidance

Support programme

• assists police officers and senior civil staff in the retirement from the MPS
• provides financial advice, career guidance and assistance in finding employment where required
• feedback is never less than full praise.

Recruitment processes and facilities

Police recruitment

• current selection process - 28 weeks
• sequential processing by various teams
• number of assessment days for various steps
• delays caused by clearing references prior to start
• interim new process - 12 weeks
• full process by one team (cradle to grave)
• one day assessment
• references finalised after start at Training School transfer and re-joiners schemes

Civil staff

• 19 on-going campaigns for senior civil staff
• crime analysts - 1,766 application request, leading to 175 candidates invited to tests and interviews
• bulk recruitment of administrative grades
• station reception officers
• communication officers
• Palace of Westminster security officers
• technical IT/information posts
• traffic wardens .auditors

Call Centre

• response handling for constables and national Home Office campaign
• 1,765 calls in first 16 days (30 August to 14 September)
• will cover new campaigns for scene examiners, vetting officers and special constables

Careers Office

• opened by Prime Minister and Home Secretary 31 August
• located at New Scotland Yard
• informal and high-tech
• 35-40 visitors a day .opportunities to speak with police officers and civil staff
• Careers Co-ordinator /Marketing team
• short term - active recruitment
• long term - careers information/guidance - education and youth projects

Advertising

• Home Office campaign launched 30 August
• October MPS campaign
• on-line application form - to facilitate submitting on-line in the future.

Positive Action Team

• moving beyond race e.g. females and other groups under-represented in the workforce
• support mechanisms for potential new recruits and for serving officers
• wide spread of involvement in sections of the community
• active participation in community groups and press
• focus on central support to local activity

Recruitment Task Force

• increase size of intakes from 85-95 to 144 in October, 150 in November and December and 200 from January 2001
• reviewing application of standards (nationality, residency, educational, convictions, tattoos)
• not reducing standards
• more holistic view of candidates
• focus on selection rather than de-selection

Promotion selection

• assessment centre process
• staffing
• reviewing lengthy application forms
• introducing corporate standards for local assessments of applications
• reducing bureaucracy
• competency framework to provide core competencies across all ranks and grades, and career pathways

Occupational health

Purpose

• to ensure that the workforce is fit and healthy to achieve the objectives of the MPS

Assessments for recruitment

• medical assessment
• fitness test

Multi-disciplinary OH teams

• locally delivered service
• team manager
• occupational health advisor
• occupational health practice nurse
• occupational health welfare counsellor
• physical training instructor
• safety advisor
• administrative support

Attendance management process

• nurse
• physiotherapist
• counsellors
• Medical Officer
• process for psychological trauma
• process for physical injury

Physical education & rehabilitation services

• job related fitness tests
• health and fitness promotion
• recruit training
• fitness instructor courses
• physiotherapy and exercise therapy
• delivery of manual handling training

Health & safety

• compliance with legislation
• risk assessment
• professional advice and guidance
• prevention of accidents and their associated costs

First aid training

• professional advice and guidance on policy, trainers standards, training and equipment
• monitoring of standards .audit of first aid provision .delivery of First Aid at Work training

Current initiatives

• health promotion
• stress strategy
• implications of Disability Discrimination Act
• nurses in custody suites - pilot
• family liaison officers
• annual fitness assessment using a national police test.

Appendix 2: Recruitment and retention workshop 18 September 2000: Overview of the issues raised in questions

• Holistic review of potential recruit rejections
• Tattoos - more flexible approach
• Not lowering standards on selection criteria
• Covering queries at interview
• Change of equipment to better assess female upper body strength, with officer safety remaining paramount
• Strain of increased recruitment on processes including training recognised and being addressed
• Potential outsourcing - subject of Best Value review
• Borough and central recruitment - looking to potential for more at Borough with central support for bulk and specialist recruitment
• Succession planning policy - more flexible approach; need to protect officers in more stressful and demanding roles; no movement for the sake of it
• Work environment poor in places - statutory requirements met, number of safety advisors increased, financial constraints on other improvements
• Requirement for length promotion application forms being reviewed
• Reviewing full processes and proposals for improvement to be produced by end October Dog section - many officers spend most of career in the section; promotion would require a move out but can apply to return in higher rank
• External support for selection assessment panels now introduced
• Vacancy levels monitored through a Posting Panel
• Medical certificates provided by recruit candidates at own cost
• Trauma support provides appointment within 10 days, with 24 hour emergency facility
• Occupation health trends identified and notified to Boroughs/ Units
• Infection Control policy in place covering HIV officers, informs and prevents risk to the public or colleagues
• all officers training in ‘emergency life support’ but HIV officers would not be ‘first aid at work’ trained
• Difficulties in recruiting OH advisors - are general nurses with specific OH qualification
• Have researched ‘ideal ‘candidate
• ‘Poaching’ by forces of trained officers has led to net loss for MPS; increased London pay lead may reverse the trend.
• Innovative approach to flexible working, but initial training is full-time: 2 year probation period applies to all.

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