National recruitment standards

Report: 5
Date: 19 April 2001
By: Clerk

Summary

The Home Office issued a circular (HOC 1/2001) in January 2001 dealing with National Recruitment Standards (NRS). Now the project director for NRS, Isobel Rowlands, is seeking views on the same issues. Attached at Appendix 1 is a copy of the Home Office Circular with handwritten comments from the APA. This paper seeks the views of members on the issues raised.

A. Recommendations

1. That Members note the details outlined in the Home Office circular.
2. That members consider:

• there should be a standard test for all recruits which test numeracy and literacy (paragraph 2);
• there should be an upper limit of 50 years of age (paragraph 3);
• that all EU and foreign nationals, as outlined at paragraph 5, should be able to apply to join the police service;
• that the ancestry restrictions on Commonwealth citizens should be removed and that each case should be treated on its merits (paragraph 6);
• that applicants or new recruits for the police service be asked to provide a credit rating (paragraph 10). For the MPS this may not be relevant as a Financial Vetting Unit for new police recruits is being set up;
• that business interests be defined as such interest as those which could conflict with the work of a police officer (paragraph 11);
• that the business interests of unmarried partners or family members should not be regarded as relevant (paragraph 11);
• that the ability to drive should not be essential for other than specific posts (paragraph 14);
• that the ability to swim should be essential (paragraph 14).

B. Supporting information

1. Home Office Circular 1/2001 (Appendix 1) provides details of the NRS project. The advisory group on NRS have now drawn up a consultation paper covering core elements of the initial eligibility criteria, seeking the views of police authorities, police forces and staff associations by 27 April 2001.

Qualification and educational requirements

2. Currently an applicant only needs to satisfy the chief officer of police that he or she is sufficiently educated by passing a written or oral examination in read, writing and simple arithmetic or an examination of higher standard as prescribed by the chief officer. The Home Office will be reviewing the Police Initial Recruitment Test to ensure it is job related and non-discriminatory when the national competences framework is available. Given the potential difficulty of assessing different examination boards in other countries, it may be simpler to have a standard test for all applicants.

• Should there be minimum qualifications for entry – at least English or maths?

Age at time of application

3. Currently an applicant must have attained the age of 18½ years. There is no upper age limit, although the compulsory retirement age for constables is 55 and they need to complete their probationary period. The ability to provide 3-5 years service minimum could be justified given the cost of recruitment and training.

• Should there be an upper age limit of, for example, 50 years of age?

References

4. There are no issues on which views are being sought on references.

Nationality

5. The police service is open to legal challenge on the current criteria, which includes one member state but excludes others. Other EU countries accept applications from other member states.

Should eligibility be extended to:

• other members of the EU and, if so, should this apply to all posts?
• any foreign nationals who have been resident here free of conditions for a number of years, provided they are able to speak and write English fluently;
• removal of the ancestry restrictions on Commonwealth citizens.

6. There seems no reason why eligibility should not be extended to EU and foreign nationals provided they meet all other criteria, including health, character and security clearances. The APA has queried the ancestry restrictions on Commonwealth citizens and suggests that each case be treated on its merits according to suitability.

Residence

7. The revised draft guidance on residence now suggests "Where a candidate has not resided in the UK continuously for the previous three years police forces should use their discretion as set out in the guidance in the Manual of Protective Security. Each case should be dealt with on its merits." No views are sought.

Tattoos

8. The revised draft guidance on tattoos has incorporated the suggested changes made by the APA, although the last paragraph has been retained. No views are sought.

Previous applications

9. The revised draft guidance has not incorporated the suggested change concerning police forces using their discretion. However, since the guidance in paragraph 1 states "Fresh applications should normally only be accepted…" rather than must, this does allow police forces to use their discretion. No views are sought.

Financial vetting

10. Whilst a credit rating would be a useful 'tool' for establishing if the applicant had any debts that might make him or her susceptible to corruption, this would be more appropriate when the applicant has been accepted. Credit ratings could easily change between making the initial application and being given a start date at Peel Centre. The MPS are setting up a Financial Vetting Unit to make checks on police recruits in June/July 2001 as part of the work on the Corruption and Dishonesty Strategy. This may be extended to newly recruited civil staff in due course.

• Should applicants – or those accepted for the MPS – be asked to pay, and provide, a credit rating? (Current cost £2)

Business interests

11. The restrictions under Regulation 10 of the Police Regulations on parties other than the police officer are contrary to the Human Rights Act under Article 8, the right to respect for private and family life. Members may consider a simpler definition such as any activity which conflicts with the work of a police officer, e.g. contrary to the Code of Conduct.

• Should business interests be re-defined as such interests as those that could conflict with the work of a police officer?
• Should further thought be given to whether the business interests of unmarried partners – or family members – should be regarded as relevant?

Criminal convictions

12. The main changes suggested by the APA have been included in the draft guidance. No views are sought.

Fingerprints/DNA

13. As suggested by the APA, draft guidance on DNA has now been included. ACPO are recommending that DNA samples should be taken from all new recruits, but that samples should be destroyed once a police officer leaves the Service. This is what happens to fingerprints. The Police Advisory Board will shortly reach a decision and consequently no views are sought.

Other skills

14. An additional category has now been added. The project director for NRC is seeking views on whether the ability to drive or swim is essential or desirable. At present, there is no obligation to drive or swim.

• Is the ability to drive essential for all police officers or just specific roles?
• Is the ability to swim essential?
• If it is essential that police officers can drive and/or swim, are these skills needed immediately on appointment or within a specified period?

C. Financial implications

There may be some financial implications if some of these proposals are introduced.

D. Background papers

• Home Office Circular 1/2001 – National recruitment standards for police officers and the proposed extension of the Disability Discrimination Act 1995 to police officers

E. Contact details

The author of this report is Alan Johnson, Personnel Department.

For information contact:

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

Appendix 1

Available from the MPA.

• Home Office circular 1/2001 – National recruitment standards for police officers and the proposed extension of the Disability Discrimination Act 1995 to police officers

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