APA framework for Human Resource plan 2003/04

Report: 11
Date: 5 December 2002
By: Clerk and the Commissioner

Summary

This report describes the development of the Human Resource plan for 2003/04 in line with the new requirements set out in the Police Reform Act 2002 and Home Office Circular 18/2002, and taking account of the framework for police authority oversight of police HR plans published by the Association of Police Authorities. The content of the HR plan will be developed alongside and be congruent with the policing priorities and objectives to be included in the 2003/04 Policing and Performance Plan for the MPS. It will be presented in a format consistent with the APA framework. Since this is a new approach to meet new requirements, it might not be possible in this first year, nor indeed appropriate, to fully meet all the detailed elements of the APA framework. The structure of the HR plan will be tailored to best meet and support the particular needs of the MPS.

A. Recommendations

That

1. the approach for developing the Human Resource plan for 2003/04 be endorsed;
2. Members agree that the detailed content of the plan, especially the priorities and objectives, be developed alongside and be congruent with the policing priorities and objectives to be included in the 2003/04 Policing and Performance Plan for the MPS;
3. Members confirm that the format of the Human Resource (HR) plan, taking full account of the framework published by the Association of Police Authorities, will be structured to best meet and support the particular needs of the MPS;
4. Members provide any initial views on HR priorities and objectives for 2003/04 to inform the planning process; and
5. Members note the timetable and next steps for developing the HR plan and consider the formation of an HR planning sub-group.

B. Supporting information

1. The Police Reform Act 2002 introduced a statutory requirement on chief officers to produce a 3-year strategy for the force and one year plans for presentation to the police authority. In the first round - for 2003/04 - a two-year strategy is to be produced to bring the timetable in line with the existing Crime and Disorder strategic planning process. Additionally, all police forces are now required to produce annual human resource (HR) plans to be agreed with their police authority (Home Office Circular 18/2002 refers).

Association of Police Authorities’ framework

2. The Association of Police Authorities (APA) has produced a ‘Framework for Police Authority Oversight of Police Human Resource Plans’ to inform and guide the creation of the HR plans. An MPA briefing paper - No. 2002/01 ‘Police Human Resource Plans: Association of Police Authorities (APA) - was previously circulated to Members. This provided an early overview of the APA framework as a whole.

3. It is for each force, in consultation with its police authority, to determine the style and structure of their HR plan. The APA framework provides a suggested structure, in two parts:

1. summary of key data – to provide commonality and consistency across forces of high-level HR data; and
2. action plans – setting out, in specified categories, areas for improvement (priorities and objectives) for the year.

Key data

4. A fuller description of the key data contained in the APA framework is provided at Appendix 1.

5. Costings information is to be included in the HR plan but the detailed guidance due to be provided by the APA on how these are to be calculated is still awaited. In the absence of this guidance, work has been initiated with a number of other forces to establish a common costings approach.

6. Similarly, clear counting conventions and definitions are awaited for the various categories used in the data tables, for example “direct public facing” support staff who are also “professional”. Again, a common approach amongst forces is being discussed in the absence of APA guidance.

7. The scope of the suggested key data is much wider and in some cases more detailed than has been included in previous annual HR business plans. Not all the data is currently collated centrally and additional work will be required to fill any gaps. It should be recognised that, in the first year at least, it might not be possible to fully meet all the detailed elements of the suggested key data. Indeed, it might not be considered necessary or appropriate to complete all the key data for the MPS and this point will be further explored with the MPA during the planning process.

Action plans

8. The APA framework provides a suggested structure of core issues for the identification of areas for improvement over the year. These are grouped into four broad categories - recruitment, retention, development and health, safety and welfare - and one cross-cutting theme - managing diversity. The key issues under each of these headings are set out in Appendix 2.

9. As recognised by the framework, the specific areas for improvement will vary from force to force “depending on local circumstances and current performance levels”. It is intended that each force and authority target action locally to deliver improvement in performance considered most important. It is not expected to have action plans for every section.

10. In setting the annual priorities for areas for improvement, forces should have an HR strategy which, although reviewed annually, would normally be in place for a number for years. The MPS People Strategy has just been refreshed and will very well serve this purpose. The annual HR plan for 2003/04 will include those elements of the People Strategy to be delivered in that year.

11. Other key documents that will inform the HR priorities and objectives for 2003/04 include:

• Towards the Safest City (MPS strategic framework)
• National Policing Plan (replacing Ministerial priorities)
• National Intelligence Model (e.g. career pathways)
• MPS Policing and Performance Plan for 2003/04
• Number of specific strategies and initiatives, such as the Diversity Strategy and Gender Agenda

12. The HR priorities will be developed in parallel with the MPS Policing and Performance Plan for 2003/04 to ensure these support and are fully in line with the operational priorities and the priorities for organisational improvement. These were presented as draft ‘Priorities for Londoners’ and ‘Priorities for Excellence’ at the Full Authority meeting on 31 October 2002.

13. Home Office Circular 18/2002 sets out the requirements for annual training plans in support of operational performance. The training plan will also feature in the HR plan.

14. In addition, the HR priorities for 2003/04 will include a number of areas for improvement within the HR function itself.

15. Detailed planning for the HR plan has commenced. Any comments and suggestions from Members at this stage would be welcome to further inform the development of priorities.

16. Once determined, the actions and priorities will be developed into SMART objectives for clarity of action, target setting and monitoring.

Timetable

17. The Policing and Performance Plan for 2003/04 is scheduled for approval by the Full Authority at its meeting on 27 February 2003. For the HR plan for 2003/04 to be agreed by this date, it is necessary for the HR Committee to agree the HR plan, or at least to agree any final changes, at its meeting on 6 February 2003.

18. It might be appropriate to form an HR planning sub-group to consider the draft HR plan in advance of the 6 February meeting, similar to the planning sub-committee arrangements for developing the Policing and Performance Plan. This group would also progress any issues remaining after 6 February to finalise the plan. The sub-group would comprise Members, MPA officers and MPS HR officers

C. Equality and diversity implications

There are no direct implications on equalities and diversity arising from this report. Development of a number of the underpinning objectives of the HR plan for 2003/04, however, will progress equality and diversity in the MPS.

D. Financial implications

There are no specific financial implications arising from this report although the development of the objectives and targets of the HR plan will determine in broad terms how the HR Directorate proposes to use its resources in the coming year.

E. Background papers

• Police Reform Act 2002
• Home Office Circular 18/2002
• Full Authority Report No. MPA/02/74 ‘Policing and Performance Plan 2003/04’
• Association of Police Authorities Framework for Police Authority Oversight of Police Human Resource Plans
• MPA Members Briefing Paper No. 2002/01 ‘Police Human Resource Plans: Association of Police Authorities (APA) framework
• MPA HRC Report No. HR/02/50 ‘People Strategy’

F. Contact details

Report author: Chris Haselden, MPS and Alan Johnson, MPA.

For more information contact:

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

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