MPS support associations

Report: 9
Date: 02 May 2002
By: Commissioner

Summary

At the MPA HR Committee meeting on 1 November, a paper was presented setting out details of the facilities provided to the MPS staff supports associations. This paper provides an update on the provision of support and resources.

A. Recommendations

That Members note the current position.

B. Supporting information

1. Over recent years a number of staff support associations have been formed embracing ethnic origin, religious belief and sexual orientation. These associations represent both police and civil staff but do not supersede any statutory bodies, such as the Police Federation or trade unions recognised by the MPS. Their purpose is to complement the role of existing staff associations and unions in offering support to all staff and working towards the common aim of achieving a diverse but integrated workforce capable of delivering the objectives of the MPS.

2. The MPS recognises that the associations have a key role to play in actively supporting operational policing and developing police performance through improved understanding of London's diverse communities. They can also make a positive contribution to a number of MPS objectives, such as the Diversity Strategy, recruitment and retention initiatives, as well as developing the MPS appreciation of the needs of staff from diverse and minority backgrounds.

3. The earlier paper explained that a review had identified a number of ways in which the work of the associations could be formally supported by the MPS. These have now been put in place and include the following.

Notification to the service

4. A Notice explaining the role of the staff support associations and endorsing the level of support provided by the MPS was published on 28th November 2001. A copy of the Notice is attached at appendix 1. The Notice is in the process of amendment to show the full list of associations currently recognised by the MPS. These are shown at appendix 2.

Meetings with staff support associations

5. Regular quarterly meetings have now been established between Assistant Commissioner HR and the staff support associations. The last meeting was held on 12 March when the subjects discussed included resources, facility time, funding streams and good practice. The next meeting is scheduled for 11 June.

Financial provision

6. Each of the associations has been allocated £500 to cover items such as printing and publicity, etc. This will be a regular annual commitment. Associations can submit a business case if additional funding is required for specific needs. This was one of a number of budgetary options offered to the associations but was the one the majority of associations favoured.

Resources

7. All recognised associations have been offered a minimum level of resources including a dedicated telephone line, telephone answering facilities, access to photocopying facilities, IT support and a fax machine. Due to their locations, many associations already have easy access to phones, computers etc.

Accommodation

8. A number of the associations have already secured accommodation either centrally or in MPS premises close to the communities they represent. Finding suitable permanent accommodation can sometimes prove difficult but HR Directorate is prepared to support requests submitted to Property Services Directorate.

Facility time

9. Official facility time, up to 16 hours a month, is available to cover both administration and personal cases. In addition, it is accepted that facility time will be required for management driven work. At the meeting with the staff support associations on 12 March, it was agreed that local managers would be reminded about the provision of facility time. A Notice has been prepared and will be published shortly.

Administrative support

10. Due to the relatively small size of the individual staff associations, it is unlikely that any one group could justify a full time support post at this time. The situation will be reviewed as the association network evolves.

Training

11. The associations have agreed to identify their specific training needs so that they can be considered for "fast tracking". Details are still awaited.

12. Due to their diversity, the associations inevitably have differing needs and perspectives and there is not always consensus of opinion about what facilities would assist them with their work. The provision of facilities is still evolving and both the associations and MPS are committed to reviewing the current arrangements and making adjustments in the light of experience. This will continue to be progressed through quarterly meetings with AC HR.

C. Financial implications

All of the resource implications identified in this report can be met from within the existing financial provision.

D. Background papers

Report 11 to HRC 1 November 2001.

E. Contact details

Report author: Michael Shurety, MPS

For information contact:

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

Appendix 1: Notices 48-01 of 28 November 2001

Staff support associations in the Metropolitan Police Service (Employee Relations Unit)

The Metropolitan Police Service (MPS) is committed to supporting the work of recognised staff support associations with the overall aim to improve the quality of service to the people of London and to acknowledge the contribution made by its diverse workforce. The various groups embrace ethnic origin, religious belief and sexual orientation. The MPS encourages the development of these support associations and is committed to providing an appropriate level of resources and facility time. Each of the staff support associations is committed to:

• supporting the policing objectives of the MPS;
• contributing to the MPS' understanding of the policing needs of particular communities;
• providing support and social networks;
• developing the MPS appreciation of the needs of staff from diverse and minority backgrounds;
• aiding recruitment, retention and staff satisfaction; and
• working with other support associations, the police staff associations, trade unions and the MPS to improve both staff and community relations.

There are already a number of recognised staff support associations and others are in the process of being formed. Associations falling within this category currently include:

• Metropolitan Police Greek Staff Association
• Association of Muslim Police
• Metropolitan Police Sikh Association
• Christian Police Association
• Association of Senior Women Officers
• Lesbian and Gay Police Association

Assistant Commissioner, Human Resources chairs a forum to support the needs of these associations and to consider requests for the recognition of new associations.

The staff support associations represent both police and civil staff and do not supersede any statutory police staff association, such as the Police Federation, or any trade union recognised by the MPS.

Enquiries about this Notice may be made to Ron Nunn, Employee Relations Unit, Personnel Department

Appendix 2: Recognised staff support associations in the MPS

• Black Police Association
• Metropolitan Police Greek Staff Association.
• Association of Muslim Police.
• Metropolitan Police Sikh Association.
• Christian Police Association.
• Association of Senior Women Officers.
• Lesbian and Gay Police Association
• Jewish Police Association
• Italian Police Association

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