Recruitment and retention

Report: 6
Date: 02 May 2002
By: Commissioner

Summary

This is a regular report to inform members of the progress, and related issues, of police and civil staff recruitment and retention against budgeted workforce targets for 2001/2002. An end of year report, including analysis of data and impact on service delivery, will be presented at the next meeting.

A. Recommendations

That Committee members note the contents of this report.

B. Supporting information

1. A report on the recruitment and retention position is attached at Appendix 1, covering the progress and related issues of police and civil staff recruitment and retention against budgeted workforce targets for 2001/2002.

2. The main points of particular interest are:

Workforce strength

Police budgeted workforce target at 31/3/02 26,650
Police strength at 31/3/02 26,768

VEM strength at 31/3/02 1,289 (4.81% of workforce)
Female strength at 31/3/02 4,301 (16.07% of workforce)

Police recruitment

Enquiries made (Apr 01 – Mar 02) 55,012 (55,638 in 2000/01)
Applications received (Apr 01 – Feb 02) 11,798 (8,942 in 2000/01)
Joiners (Apr 01 – Mar 02) 2,747 (1.350 in 2000/01)

Civil staff recruitment

Due to budgetary constraints, there has been a temporary suspension of the recruitment of some non-key civilian support staff. Recruitment of communication officers has continued.

Metropolitan Special Constabulary

The strength at 31 March 2002 was 681. 84 applicants are at interview stage and a training course starts on 19 May 2002.

At the last meeting, the Committee requested that enquiries be made in respect of the low conversion rates of MSC applications to recruits. This is covered in the report at Appendix 1.

Traffic Wardens

Traffic Warden strength at 31 March 2002 was 638 against a BWT of 959, a deficit of 321 (33.48%).

Police Leavers

Total leavers 2001/02 1,658 (compared to 1,329 in 2000/01)

• Resignations 449 [27%] (compared to 359 [24%] in 2000/01)
• Transfers 438 [26%] (compared to 382 [26%] in 2000/01).

Conclusion

The police budgeted workforce target of 26,650 has been achieved and the recruiting targets for 2001/02 exceeded.

C. Financial implications

There are no direct financial implications arising from this report. Many of the matters referred to are subject to their own reports (and financial implications).

D. Background papers

None.

E. Contact details

Report author: Jenny Deere, Director of HR Selection, MPS

For information contact:

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

Appendix 1: Report on recruitment and retention 2001/02

Workforce strength

1. Annex 1 (table A) shows the current strength of police, civil staff, traffic wardens and special constables against the budgeted workforce targets for 2001/02.

2. (i) Police Target BWT 31/03/02 26,650

2. (ii) Police strength 31/03/02 26,768 variation +118

2. (iii) Target VEM 5% 1,333 variation -44

2. (iv) Strength VEM 31/03/02 1,289 4.81% of workforce.

2. (v) Target Women 17% 4,531 variation -230

2. (vi) Strength Women 31/03/02 4,301 16.07% of workforce.

3. In March 246 officers were recruited, two of whom transferred from Scottish Forces, the remainder were new entrants. The intake included 35 VEM candidates and 42 women. There will be an intake of transfer/rejoiners on 2 April attending the two-week course, which will fall into the next financial year.

Police recruitment

4. Annex 1 (table B) shows the number of enquiries made and the number of applications received for police officer recruitment during the period April 2001 to March 2002, together with the numbers joining.

5. Annex 1 (table C) shows the number of police officers joining on a monthly basis.

Civil staff recruitment

6. Due to budgetary constraints that have been imposed, there has been a temporary suspension of the recruitment of some agreed non-key civilian support staff at both senior and junior levels.

Senior Civil Staff recruiting – Grade 9 and above

7. Senior Civil Staff recruiting is a continuous process according to the needs of the MPS. The moratorium continues but there are 21 jobs for which new staff are actively being recruited. Other senior roles are currently on hold and these will be advertised as soon as financial controls are revised.

C3i Recruitment

8. Simpson House allows for 80 communication officer candidates to be interviewed and for 30 medical screenings per week. There is the capacity and capability to recruit the required 33 per month in order to achieve the target of 400 new communication officers, which has been set for 2002/3. Due to a shortfall against BWT at the end of 2001/02 the target may need to be raised.

9. During 2001/02, there were 7,707 enquiries, 3,980 from women (51.6%). Since January 2002, 368 applications have been received. Currently 120 applicants are awaiting interview and a further 40 have passed the interview and are awaiting clearance. It is anticipated that 40 new communications officers will be trained in April.

Other recruitment

Metropolitan Special Constables

10. MSC strength as at 31 March 2002 was 681. Since April 2001, 1,725 application form enquiries have been made, of which 543 were from women (31.5%) and 662 were from VEMs (38.4%).

11. Since January 2002, a total of 82 applications to join the MSC have been received, 16 from women (20%) and 22 from VEMs (27%). Currently 84 applications are ready for interview, with a training course due to start on 19 May 2002.

Traffic Wardens

12. Traffic Warden strength as at 31 March 2002 was 638 against a BWT of 959, a deficit of 321 (33.48%). Since January 2001, 88 applications have been received and 77 interviews have been arranged. To date, 52 new wardens have joined.

13. The next new traffic warden course is due to start on 13 May. Successful applicants will become operational week commencing 17 June.

Updates

Positive action

14. From April 2001 to March 2002, 283 VEM police officers (235 male and 48 women) have joined and 542 women, this compares to the same period last year of 90 and 278 and represents a 214% and 95% increase respectively.

15. An ethnicity self-classification is currently underway, the results of which will be reported in the next report.

Recruitment & Selection Centre, Simpson House.

16. The recruitment and selection centre has operated successfully since its opening on 7 January 2002. There have been no major difficulties since the centre opened and the excellent facilities have been widely praised by both visitors and potential recruits.

Metropolitan Special Constables

At the last meeting, the Committee requested that enquiries be made in respect of the low conversion rates of MSC applications to recruits.

17. Statistical information relating to the recruitment of MSC officers is not accurately obtainable and the reasons as to why candidates have been unsuccessful at the interview stage have not been previously documented.

18. Previous deficiencies in the interviewing of potential MSC candidates have been identified and systems have now been established to redress the failure rate at interview and to capture information to assist in identifying trends. Management information systems are now in place for the new financial year to accurately record various stages of the MSC recruitment process, in order that issues arising may be addressed at an early stage.

19. In future, the interview for MSC candidates will be competency based along the lines of mainstream police recruitment interviews, which ensures that 'key' skill areas are explored. Appropriate training is now given to all MSC interview panel members. A total of 84 candidates have been invited for interview in April at the MPS Selection Centre, Simpson House

Community Support Officers (CSOs) [previously called Auxiliaries]

20. Subject to the necessary legislation and approval by the MPA, appropriate advertising, information packs and supporting literature will be in place to start recruitment as soon as practicable following final authorisation and financial support.

Proposed Timetable

Month Task	Month Task
April 2002	Treasury Announcement
May 2002	Press Launch of Security CSOs
May 2002	Advertising of CSOs
May 2002	Application Process Begins
June 2002	Recruitment and Selection Begins
July 2002	Formal offer of contracts made
August 2002	First Training Course Begins
September 2002	First CSOs posted to Westminster

Transport for London

21. The revised figures for the proposed MPS Transport OCU are 207 police officers, 47 civilians and 276 traffic wardens/community support officers. A recruiting campaign is currently underway to select the traffic wardens. It is intended that the OCU will start operations during June 2002 but roll out will continue until March 2003. An implementation team of senior staff is in place and further staff will be recruited and trained on a rolling basis throughout the year. The selection of police officers and interviews for new traffic wardens will begin in April. Training for traffic wardens will start in May and the first new recruits should be operational in June.

Processing times for police recruits

22. Between April 2001 and March 2002, the average for the period is 30 weeks against a target of 25 weeks.

23. During this period, the time taken between application receipt to formal job offer has increased from 26 weeks in April 2001 to 40 weeks in March 2002.

24. The reasons for the increase in the time taken over the year are complex. They include a dramatic increase in volume; between April 2001 and March 2002, approximately 11,798 applications were received, compared with 8,942 during the same period last year. This represents a 32% increase with approximately the same number of staff in post. During the same period, 2,747 police constables have been recruited, compared with 1,350 officers recruited last year.

25. Although there has been a very large increase in the volume, the number of staff processing these applications has not increased. This situation is mirrored within medical services and Service Security Branch inevitably resulting in delays in key elements of the process. The pressure on staffing levels has also been exacerbated by the move to Hendon, which resulted in higher staff turnover and loss of experienced staff; a moratorium on the recruitment of civil staff has also meant a debilitatingly high vacancy rate (at times 50%) of processing staff.

Advertising

26. A new campaign – focussed on London, was launched on 21 January 2002 and was finish on 15 March. Two pictorial adverts were taken from the recruitment video launched on 21 January and two text based advertisements one of which was designed to drive traffic to the MPS website.

27. Initial research suggests that the website advertisement generated an increased internet response of 30% above the usual response levels.

28. In addition, a new traffic warden campaign was launched on 28 March with the aim of recruiting staff for the new Transport OCU. As part of the Transport for London initiative there will be a strong London focus throughout the advertising campaign.

Retention

Leavers

29. Annex 1 (table D) shows the number of leavers from April 2001 to March 2002 compared to the same period last year and the reasons for leaving.

30. The Retention Task Force (RTF) is due to complete a closing report. Due to staff sickness within the RTF, it is not possible to provide the analysis of data at this time. A retention intervention officer will be appointed in the near future who will be responsible for the introduction of new retention initiatives and disseminating best practice across the MPS.

Conclusion

31. The budgeted workforce target of 26,650 has been achieved and the recruiting targets for 2001/02 exceeded. The final recruiting targets have not been finalised for 2002/03; however, the indication is that it will be necessary to recruit circa 3,500 officers in the next financial year.

Annex 1

Table A - workforce strengths as at 31 March 2002

	BWT	Strength	Variation	%
Police	26,650	26,768	+118	+0.44
Civil Staff	11,480	10,547	- 933	- 8.13
Traffic Wardens	959	638	- 321	- 33.48
Special Constables		680

Note. The number of Special Constables has decreased since the last report due to the updating of MSC databases in January 2002.

Table B - police recruitment 2001/02

	2001/02	2000/01
Enquiries – April – Mar	55,012	55,638
Applications – April – February	11,798	8,942
VEM	2,168 [18.4%]	1,463 [16.4%]
Women	2,612 [22.1%]	1,762 [19.7%]
Joiners –April – March	2,747	1,350
VEM	283 [10.3%]	90 [6.67%]
Women	542 [19.7%]	278 [20.59%]
Ratio: Enquiry:Application:Joiner	100:22:5	100:15:2.3

Table C police joiners 2001/02

	Total	VEM	Women
April	177	10	31
May	235	28	42
June	234	28	33
July	248	9	41
August	249	16	64
September	No intake	-	-
October	268	26	53
November	277	18	60
December	263 (1 late entry)	31	57
January	253	40	59
February	298	42	60
March	246	35	42
Total	2,748	283	542

Table D - retention number of police leavers 31 March 2002

	2001/02	2000/01
Leavers	1,658	1329
VEM	64	41
Women	222	180
Reasons
Pension	496 [30%]	465 [32%]
Medical	219 [13%]	220 [15%]
Resignations	449 [27%]	359 [24%]
Transfer	438 [26%]	382 [26%]
Others	56 [3%]	42 [3%]

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