Terms and conditions for Police Community Support Officers

Report: 02
Date: 21 May 2002
By: Commissioner

Summary

This report has been prepared following discussion at the last Metropolitan Police Authority meeting and at the Human Resources Committee meeting on 2 May. It sets out for endorsement details of the terms and conditions of Police Community Support Officers (PCSOs).

A. Recommendations

Members are asked to note the contents of this report and endorse the proposed terms and conditions for Community Support Officers

B. Supporting information

Introduction

1. The purpose of this paper is to outline the proposed terms and conditions for Police Community Support Officers (PCSOs). The terms and conditions outlined in this paper are applicable to a PCSO performing central London security.

Community Support Officers for London

2. The Metropolitan Police Service intends to introduce Police Community Support Officers in London as proposed in the Government White Paper, 'Policing a New Century.' This enables chief officers to appoint support staff to provide a presence in the community with sufficient powers to deal with minor issues. The first role in which PCSOs will be recruited is to perform a security function in central London.

3. At present the post of PCSO does not exist, this has provided us with the opportunity to review the current civil staff terms and conditions and provide conditions for PCSOs that are 'family friendly' and more appealing to a broader spectrum of the community. The conditions are flexible and designed to reflect a workforce for the 21st century, acting as a catalyst for change. We are encouraging applications from people who may wish to work part-time, term-time, or job share. The training course has also been designed around this concept.

4. Salary
PCSOs have been placed in band E under the Hay review, which places them in the next band up to Traffic Wardens. The salary for a PCSO consists of three components:

5. Basic salary
The starting salary for a PCSO is £16,280, rising to £18,713 after five years.

6. Shift disturbance allowance
Depending on the shift pattern worked, PCSOs will be entitled to a shift disturbance allowance of 12.5%, 15%, or 20%. These are the current rates applicable to members of the civil staff. It should be noted that the allowance is paid for the disturbance element of a shift pattern. This would mean that a person who chooses to work permanent night duties would not be entitled to the allowance as their shifts are not being 'disturbed'.

7. London location allowance
PCSOs will be paid a London allowance, which will vary, according to their place of work:

• Zone 1 £2,556
• Zone 2 £1,359

8. Annual leave
A PCSO will be receive 30 days leave per year inclusive of public holidays This will increase to 33 days after one years service. The annual leave incorporates public holidays to provide flexibility as a number of events in London occur on bank holidays where PCSOs will be required. Compensation will be paid if they are required to work on a public holiday.

9. Overtime
PCSOs will be paid an overtime rate of time and a half for all overtime, which provides a more simplified method than currently exists for current support staff.

10. Pension
The existing pension arrangements for civil staff will change on the 1 October 2002. PCSOs will be entitled to the same pension rights as members of the civil staff. Applicants joining before 1 October will have a choice as to the pension scheme they want to join.

11. Union representation
It is likely that PCSOs will be represented by the PCS in any future negotiations and they have been consulted and involved in the project board. They have intimated that they are opposed to the removal of premia payments or any other terms and conditions currently eligible to existing civil staff.

12. Conduct and efficiency procedures
PCSOs will be subject to the existing conduct and efficiency procedures applicable to all civil staff. It is likely that when the Police Reform Bill receives Royal assent they will also come under the supervision of the new Independent Police Complaints Commission.

13. Role requirement
The role requirement has been designed using the National Competency Framework and has formed the basis for the selection, person specification and training.

14. Recruitment campaign
The recruitment campaign for PCSOs will be launched on the 23 May 2002 by the Commissioner and Lord Harris, this will be supported by a structured advertising and marketing campaign, targeting various mainstream and minority media publications. A series of radio adverts will also be featured on all London radio stations. A website has also been designed to provide further information to prospective applicants.

15. Application form
The application form is based upon the current form used for support staff. The application pack contains details of the proposed role and competencies, and clearly indicates that the PCSOs may have an expansion of powers, which are outlined in the Police Reform Bill.

16. Contract
PCSOs will be on a permanent contract, but the application pack and contract clearly reflects that the funding for these posts lasts until March 2005.

17. Health declaration
Applicants will be required to complete a health declaration form, which will be screened at the selection centre. Further enquiries will only be carried out in appropriate cases.

18. Disability
We will welcome applications from people with disabilities, and this is indicated in the advertising. Each case will be dealt with on an individual basis.

19. Convictions
A similar policy to the current one used by police recruits and civil staff will be used. A vetting procedure will be carried out but we need to ensure we have a high standard.

20. Citizenship
The Police Reform Bill proposes changes to the current restrictions on the employment of foreign nationals as police officers. Until these changes are implemented, the current criteria applicable to current civil staff will be used.

21. Selection centre
After a potential applicant has completed their form and if they meet the criteria, they will be invited for interview. One of the greatest obstacles for recruitment at present is the vetting process that has to take place prior to an applicant being offered a place as a police officer or as a member of the civil staff. The department that undertakes the vetting procedure has an agreement to carry out these checks within thirty days. We need to ensure that we can streamline the vetting procedure to ensure that checks are carried out expediently to ensure that we can offer the applicant a position as a security PCSO upon the successful completion of the interview. Any undue delay is likely to result in an applicant finding alternative employment.

22. The selection process will take place at the Recruitment and Selection Centre at Peel Centre. The candidate will be assessed by means of a structured interview covering the following areas:

• Ability to use own initiative and work as part of a team;
• Ability to focus on the needs of London's communities;
• Ability to speak clearly and concisely, remaining approachable and positive in difficult situations;
• Consideration and respect for the opinions, circumstances and feelings of others.

23. Training
Training for a security PCSO will be tailored specifically to the distinct role they are carrying out. The training package designed for security PCSOs will have elements, which are applicable to all of the PCSO roles. The course will be delivered in central London over a three-week period. The first two weeks will be classroom based, with the third week taking place on the borough to which they will be attached. The course is designed on a modular basis to allow it to be delivered part-time, providing greater flexibility. The following is a list of subject that will be covered during their initial training phase:

• Introduction to the MPS and the role of a PCSO
• Personal safety
• Powers
• Diversity and ethics
• MPS radio procedure
• Incident management
• First aid
• Communication

24. Conclusion
The introduction of Police Community Support Officer provides an opportunity for the Metropolitan Police Service to make London the safest capital city in the world. It also provides us an opportunity to develop a selection process and terms and conditions, which are less bureaucratic and more attractive to potential applicants due to their flexibility. The proposed terms and conditions enable us to develop a work force for the 21st century and become an employer of choice.

C. Financial implications

Additional funding has been provided for the employment of Police Community Support Officers.

D. Background papers

Report HR/02/15 Community Support Officers.

E. Contact details

Report author: Superintendent Mark Gore, MPS.

For information contact:

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

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