Contents
Report 4 of the 15 Mar 01 meeting of the Human Resources Committee and discusses the progress of police recruitment against targets for the year commencing 1 April 2000 to 31 March 2001.
Warning: This is archived material and may be out of date. The Metropolitan Police Authority has been replaced by the Mayor's Office for Policing and Crime (MOPC).
See the MOPC website for further information.
Police recruitment and retention
Report: 4
Date: 15 March 2001
By: Commissioner
Summary
To report on the progress of police recruitment against targets for the year commencing 1 April 2000 to 31 March 2001. The statistical data reflects the latest known position at the time of submission of the report. An up to date statement will be provided to members at the meeting.
A. Recommendations
- To note the contents of this report.
- To agree to a closed workshop session to debate initiatives and proposals for achievement of the next financial year's budgeted workforce targets.
B. Supporting information
Current position
1. The budgeted workforce target for police officers 2000/01 is 25,600. As at the end of February the actual strength was 25,339. 221 additional officers joined as new recruits, rejoiners and transfers in March and it is predicted that approximately 100 will leave during March through medical retirements, resignations, pensions and transfers out. It is anticipated that the end of year position will show a shortfall of approximately 150 officers (0.55 per cent).
2. This position has resulted from the following recruitment and turnover statistics for the year.
| Target | April-February Actual |
March Predicted |
Anticipated Total |
|
|---|---|---|---|---|
| Enquiries | 33,875 | 49,424 | 6,000 | 55,424 |
| Applications | 4,743 | 7,506 | 900 | 8,406 |
| Recruits (including rejoiners & transfers) |
1,355 | 1,195 | 221* | 1,416 |
*Actual intake figure
3. There has been a steady improvement in recruiting performance since the beginning of financial year 2000/01, brought about by a wide range of initiatives aimed at streamlining the selection process and improving the image of the MPS as an employer of choice. The recruiting pool has been extended as the numbers of enquiries show. In April there were 2092 enquiries, July 4629, rising to 9345 in January as a result of the successful advertising campaign. The raising of awareness brought about by the Home Office National Campaign has helped the MPS, as has the London Pay Award and more recently the introduction of the free train travel benefit for police officers.
4. Applications received have risen similarly; 309 in April; 411 in July; 1,386 in January 2001 and an unprecedented 1,940 in February – a result of initiatives being put in place to target a broader recruiting pool. There has been a commensurate rise in the number of minority ethnic people recruited – 4 in the April intake, 7 in the September intake, and 18 in the January 2001 intake. Recent intakes have also seen a volume rise in females entering Hendon, which is also worthy of note: 21 in April, 44 in January 2001. It is intended that work will continue to ensure that all underrepresented groups will increase in proportion over the next year.
5. The total number of officer recruited in January was 209. The March intake was 221 of these 6 were minority ethnic people and 38 were female 22 officers in the intake went direct to operational policing.
6. The aim is to meet a target of 240 for the April intake, and if current processing activity is sustainable, it is likely that this will become a reality.
7. Turnover continues to be an important issue for the MPS. During the year April to February 1329 left the organisation: 434 pensions, 191 medical retirement, 326 resignations, 340 transfers to other forces and 37 for other reasons. Officers leaving in March are estimated to be approximately 100 officers.
8. It is essential that efforts are continued to improve retention in the future and a retention strategy is to be developed in the coming year.
The future
9. To sustain the levels of recruitment required in the following year it is our intention to build on the success through focused targeting of potential recruits to supplement advertising as we may see a fall on the number of enquiries and applications following the completion of the national advertising campaign. A high profile at all recruitment opportunities, especially for targeted groups, can only be achieved through the resourcing of a dedicated careers advisory team. Their work, together with concentrated efforts locally on boroughs with educational institutions and community groups, will provide the necessary pool of candidates.
10. To underpin the long-term workforce capability MPA members will be asked to adopt a recruitment strategy and a retention strategy. The draft recruitment strategy will be presented to the April meeting and incorporate recommendations relating to work underway with the Home Office on national standards for police recruitment and with ACPO on modernising the police service. These may necessitate recommendations to change Police Regulations. It is recommended that a closed session workshop be arranged in the near future to incorporate Members views and ideas into these proposals.
11. The future targets for recruitment and leavers depend on the budgeted workforce target and the ability to influence improvements to retention.
12. Prediction based on existing trends using a consistent BWT of 28,000 and known leavers at pensionable age shows:
2002-2006
| 2002/03 | 2003/04 | 2004/05 | 2005/06 | |
|---|---|---|---|---|
| BWT | 27,644 | 28,000 | 28,000 | 28,000 |
| Predicted wastage | 1,691 | 1,642 | 1,664 | 1,984 |
| Recruitment target | 2,685 | 1,998 | 1,664 | 1,984 |
2006-2011
| 2006/07 | 2007/08 | 2008/09 | 2009/10 | 2010/11 | |
|---|---|---|---|---|---|
| BWT | 28,000 | 28,000 | 28,000 | 28,000 | 28,000 |
| Predicted wastage | 2,217 | 1,788 | 1,837 | 2,088 | 2,180 |
| Recruitment target | 2,127 | 1,788 | 1,837 | 2,088 | 2,180 |
Recruitment and retention workshop - September 2000
13. Appendix 1 provides an update on the outstanding issues arising from the workshop.
C. Financial implications
The achievement of budgeted workforce targets depends upon adequate budgetary provision each year and improvements in the infrastructure requirements.
D. Background papers
- MPS Management Information Reports
E. Contact details
The author of this report is Jenny Deere, Business Director, Recruitment, Selection & Workforce Diversity.
For information contact:
MPA general: 020 7202 0202
Media enquiries: 020 7202 0217/18
Appendix 1: Update on issues from recruitment and retention workshop - 18 September 2000
| Issue | Action |
|---|---|
| Recruitment | |
| Call centre and careers office | As described in the main paper there has been a steady increase in the number of enquiries and requests for application forms dealt with by the cal centre. The Careers Office received a steady stream of visitors of around 200 per month during the latter months of last year, but there was a significant increase of in January when there were over 350 visitors. |
| Improve March 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. |
| Strain of increased numbers of recruits on recruitment and training processes |
In addition to the contingency plans previously reported, some training is now being delivered locally, such as the Inspectors
Promotion Course. Options for relocating other courses are also being considered but these are limited by the need to use the facilities at Peel Centre
for many courses. |
| Recruitment Task Force | The Task Force has provided support and impetus to recruitment initiatives. Processes have been reviewed and the intakes of recruits for the last few months have increased significantly as described in the main report. |
| Positive action | |
| Support mechanisms | The Support and Development scheme for ethnic minority officers in the six-month to five-year band is in place. Support and development for officers in five year to inspector band is being developed in conjunction with a Borough framework for the recruitment, retention and career progression of ethnic minority staff. |
| Inclusion of other under-represented groups in PAT’s work | Work has commenced on an MPS Gender Strategy and a Lesbian, Gay and Bisexual Strategy for police and civil staff. |
| Selection | |
| Competency framework | Implementation of the Competency Framework will commence in April 2001. |
| Personnel policies | |
| Succession planning policy | A draft Postings Policy has been prepared and has been circulated as part of the consultation process prior to submitting the final draft to Management Board. |
| OH issues | |
| Job-related fitness test – change of equipment to assess female upper body strength | Review undertaken by Consultancy Group determined that the basis of the JRFT was still valid for today’s policing. Further work being undertaken on new upper body strength element to remove the perceived discrimination on females. Final report due end of March 2001. |
| Review of Attendance Management Policy | Way forward on implementing a number of the recommendations being discussed with the Staff Associations. Re-launch of the policy scheduled for April 2001. |
| HIV Policy | Policy reviewed with external parties, currently with Staff Associations for comment. |
| Difficulties in recruiting OH advisors | OH Practice Nurse very successful and eased recruitment difficulties. Some successful promotions to OHA have occurred. |
| Health and fitness promotion | Campaign continues received well within Boroughs, between Sept and Dec 2000 170 personnel have been screened. |
| Manual Handling training | |
| Roll out of Manual Handling training continues as scheduled, to date 549 Officer Safety Trainers have been trained and 678 civil staff trained | |
| Delivery and Audit of First Aid training | A Performance Needs Analysis will be carried out over the coming months to determine the most appropriate way forward for the delivery of ELS training |
| Stress Strategy | It was agreed at Management Board in February 2001 that the Stress Strategy would feed into all new policy work |
| Implications of the Disability Discrimination Act | A Disability Awareness Training Pack was distributed to all Senior Managers within the MPS in January 2001 to ensure all staff are aware of the implications of the Act. National Recruitment Standards work continues with MPS input relating to implications for the Service with the exemption for police officers is removed. |
| Annual fitness assessment | National Recruitment Standards Advisory Group currently involved in for Occupational medical standards for entry into the Police Service. This will involve a fitness assessment, which will in turn be extended to continue through service. |
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