Recruitment and retention workshop

Call centre

Information is being collated on these recruitment issues and will be provided in due course.

Careers office

Size of intakes

Improve MPS image as a quality employer

New recruitment literature for police officers, civil staff and specials, which will be made available at wide range of locations including community centres and libraries. An Internet site has been established, including the opportunity to complete the application form on line.

The Task Force has provided support and impetus to recruitment initiatives. Processes have been reviewed and the intake of recruits for November is set at 150, which is significantly higher than previous intakes.

Borough and central recruitment

Central administrative support is now being provided to assist local recruitment, including sending out application forms, undertaking paper sifts and arranging interviews.

Strain of increased numbers of recruits on recruitment and training processes

Training branch is developing contingency plans including: additional identified trainers brought in on a needs only basis; Re-location/cancellation of other courses to provide additional classroom and bedroom spaces.

Job-related fitness test - change of equipment to assess female upper body strength

This will be considered as part of the review of the job-related fitness test. OH has set up a working party with key interested parties.

Support mechanisms

A total of 493 network volunteers have been trained and teams of police and civil staff are in place on all Boroughs. 88 development officers from supervisory ranks have been selected and trained to assist with the career development of minority ethnic officers. 197 officers in the 0-5 years service band have entered the scheme to date.

Inclusion of other under-represented groups in PAT’s work

Agreement has been given to the introduction of an MPS Gender Strategy and a Lesbian, Gay and Bisexual Strategy for police and civil staff. Work has now commenced on developing these strategies.

Review of promotion and selection processes

The review, which involved wide consultation across the MPS, has been completed and referred to senior Personnel Department management for approval. It recommends changes to the processes to reduce bureaucracy, improve cost effectiveness and operational focus. An immediate change has already been made to the process to reduce bureaucracy whereby applicants are only required to submit the most recent appraisal with standard applications instead of the last three.

Competency framework

National Police Competency framework to be reviewed and refined. It will be trailed in the MPS in early 2001, with the aim of delivering the product nationally in April 2001 and implementing it during the course of the next financial year.

Succession planning policy

A new corporate approach is being formulated, with emphasis on career development, which will give local managers more scope to manage locally. This will mean for example that, subject to vacancies, dog handlers will be able to apply for promotion in the dog section.

Innovative approach to flexible working

Home working/term-time working and compressed hours are all under consideration. A Flexible Needs Co-ordinator has been appointed to assist those who cannot attend traditional training courses by identifying alternative ways of providing the training.

Poaching of trained officers by other Forces

Position being monitored through staff exit survey and interviews.

Poor working environment

Funding has been provided to pilot new equipment/furniture in Central Command Complex to improve ergonomics. Following evaluation, the plan is to fit out the whole of complex. Plans are being developed to relocate Recruiting Branch to Peel Centre.

Review of Attendance Management Policy

Inspectorate’s recommendations are under consideration and a response will be formulated within the next month.

Infection policy

Policy to be reviewed commencing early December.

Difficulties in recruiting OH advisors

Introduction of a new training grade of OH Practice Nurse has eased recruitment problems since it allows them to be developed to OH advisors on the job.

Health and fitness promotion

The ‘Healthy for Life’ campaign was successfully launched in October and it is being targeted at Boroughs and OCUs with high sickness rates. So far, four boroughs have been targeted by OH. Follow up visits will take place after six months and the first evaluation of the scheme will take place in twelve months.

Manual handling training

Programme developed and running on two levels: i) officer safety instructors have been trained to deliver manual handling training to boroughs in conjunction with officer safety training. ii) PTIs have been trained to deliver it to HQ and civil staff.

Audit of first aid provision

This is audited through annual Health and Safety returns by OCUs/branches to OH. The next returns are due by 31 January 2001.

Delivery of First Aid training

Proposals have been developed and are being considered to rationalise First Aid training across the MPS in order to ensure consistency of approach, to achieve best value and to monitor standards of training delivery.

Stress Strategy

A stress audit is being prepared for the MPS to identify key areas for the Strategy to target.

Implications of the Disability Discrimination Act

Seminar held for BOCU Commanders and Personnel Managers to raise awareness. A Programme Board has been established to co-ordinate work on the DDA. OH is working with Home Office and ACPO on police officers’ exemptions.

Annual fitness assessment

The results of the working group on job-related fitness tests are awaited.