Recruitment and retention

Report: 06
Date: 3 April 2003
By: Commissioner

Summary

This is the regular report to inform HR Committee of progress, and related issues, of police and civil staff recruitment and retention against budgeted workforce targets for 2002/2003.

A. Recommendation

That members note the contents of this report.

B. Supporting information

Police workforce strength

1. Police strength has grown from 26,768 officers on 1 April 2002 to 28,212 officers at the end of February 2003, amounting to a growth of 1,444 officers. At 28 February 2003, police workforce comprised of 1,535 visible ethnic minority officers (VEM), of which 300 are women. The overall police strength for women officers now stands at 4,689. The strength of VEM officers has increased by 246 (representing 17% of the total increase) and women by 388 (representing 27% of the total increase), between April 2002 and February 2003.

2. Changes in strength include indirect wastage. This represents the net global impact of officers moving to or from part-time working, changes in part-time hours and officers going on, or returning from career breaks. Such officers are not included in either the recruitment or wastage numbers since they have not joined or left the Service.

3. With the intakes in March 2003, the budgeted workforce target (BWT) of 28,412 will be achieved by the year-end. Appendix 1, annex A provides a breakdown of police strength.

Police leavers

4. Since April 2002, 1,579 officers have left the MPS, of which 89 are VEM officers including 12 women. A total of 208 women officers have left the service. Currently, an average of 144 officers leave each month including 8 (6%) VEM officers and 19 (13%) women. Appendix 1, annex B provides a breakdown of police leavers for the year to date.

Police recruitment

5. The recruitment of officers to the MPS has progressed well with 3,069 officers joining between April 2002 and February 2003. Of these, 2,621 are new recruits, 43 are transferees/re-joiners requiring full time training and the remaining 396 officers are transferees/re-joiners who have been directly deployed throughout the organisation following familiarisation training.

6. 326 (11%) VEM officers and 629 (21%) women officers have joined between April 2002 and February 2003. The level of recruitment of new officers has matched the increased training school capacity at Hendon. A further 395 officers are expected to join during March 2003. It is forecast that the revised recruitment target of 3,413 will be achieved by 31 March 2003. Appendix 1, annex C provides a breakdown of police recruitment and forecast for the fiscal year.

Civil staff

7. The civil staff strength at 28 February 2003 was 10,865. Of these, VEM staff represents 19% and women 59%. Since April 2002, approximately 989 new members of civil staff have been recruited. Of these 194 (20%) were VEM and 564 (57%) of all staff recruited were women.

Police Community Support Officers (PCSO)

8. The PCSO recruitment campaign commenced on 23 May 2002 with recruitment target of 500 community/security PCSOs by 31 March 2003. This increased in October by a further 200 Transport PCSOs, making a total of 700.

9. The PCSO campaign has been very successful and resulted in 6,931 enquiries, of which 2,291 (33%) were VEM and 1,842 (27%) women. From these enquiries, approximately 1,775 applications have been received.

10. 445 PCSOs (361 Community & Security and 84 Transport) have been recruited since September 2002 (Source: HR Selection February 2003). Of these, 114 (26%) were VEM staff and 104 (23%) were women. A further 125 PCSOs are due to join during March 2003, and will bring the total to 570 against the target of 700.

11. In October 2002 an additional PCSO role was introduced for the Transport OCU, with a provisional BWT of 276. The amount of external vacancies was dependent upon the number of traffic wardens who decided to transfer to this new role. To date, 150 have done so which has left an external recruitment of 126. At end of February, 84 had been recruited, leaving 42 vacancies still to be filled.

C3i communication officers

12. The recruitment campaign for communication officers has progressed steadily during the current year with 383 (Source: HR Selection February 2003) officers having started training against a year-end target of 440. 2,488 applications have been received and are being progressed through the selection process.

Metropolitan Special Constabulary

13. The MSC strength at 28 February 2003 is 681 of which 106 (16%) are women and 183 (27%) VEM officers. There are currently 125 candidates ready for interviewing in March 2003. Since April 2002, 154 have started training.

Conclusion

14. Police and civil staff workforce strengths have grown steadily throughout the year, and will continue to do so for the remainder of the year. Consequently, the police recruitment target and BWT will be achieved by 31 March 2003.

C. Equality and diversity implications

1. The growth in women police officer strength is likely to continue but is not expected to achieve the 17% target by the end of the fiscal year. However, although there has been steady growth in the number of VEM officers within the MPS, the overall VEM workforce target of 7.9% is unlikely to be achieved. Considerable effort is being put into this area and it is anticipated to be able to report better progress in future, especially as recommendations from the Diversity Task Force are implemented.

2. A Project Initiation Document (PID) to conduct an evaluation of the Police Initial Recruitment Test (PIRT) is currently being prepared by the MPS Internal Consultancy Group, following concerns about the impact of the test upon applicants from ethnic minority groups.

3. A project team has been introduced to implement the new police selection process under the National Recruitment Standards programme. The new selection events are wide-ranging, relate to the competency framework and have been fully tested to ensure that they do not have an adverse impact against under represented groups such as women and ethnic minorities. The new process will remove the adverse impact currently evident with the PIRT.

D. 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 where applicable.

E. Background papers

• Report on Recruitment and Retention April 2002 - February 2003

F. Contact details

Report author: Jenny Deere, Director HR Selection, MPS

For more information contact:

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

Appendix 1

Report on recruitment and retention April 2002 - February 2003

Part I – Police Officers

1.1 Police Workforce Strength

1.1.1 The overall police strength has increased from 26,768 in April 2002 to 28,212 in February 2003, amounting to a growth of 1,444 against an end of year target of 28,412. The VEM officer strength has increased from 1,289 on 1 April 2002 to 1,535 in February 2003, amounting to a growth of 246 against an end of year target of 2,244. The women officer strength has also increased from 4,301 in April to 4,689 in February 2003, amounting to a growth of 388 against an end of year target of 4,830. Within the current police workforce, women officers represent 16.6% and VEM officers represent 5.4%.

1.1.2 The current police strength of 28,212 is 200 (0.7%) below the planned end of year budgeted workforce target (BWT) of 28,412. There is confidence that the BWT will be achieved and exceeded by approximately 50 by 31 March 2003. The increase in women officer strength is projected to continue rising but the 17% target is unlikely to be achieved 31 March 2003. Conversely, although there has been considerable growth in the VEM police officer strength and that VEM entrants represent an average of 12% of each intake, VEM growth is currently insufficient to achieve the Home Office target of 7.9% of workforce strength. Annex A provides a breakdown of police strength.

1.1.3 Changes in strength include indirect wastage. This represents the net impact of officers moving to or from part-time working, changes in part-time hours and officers going on, or returning from career breaks. Such officers are not included in either recruitment or wastage numbers since they have not joined or left the service.

1.2 Police Leavers

1.2.1 1,579 officers have left the MPS since April 2002. There is an indication that the number of officers leaving the MPS is relatively constant at an average 144 each month. Similarly, the proportion of VEM and women officers leaving the police service has also remained relatively constant, average of 8 VEM officers and 19 women per month respectively. A breakdown of the reasons for leaving and the overall leaver numbers can be found at annex B.

1.3 Police Recruitment

1.3.1 The momentum of the ongoing recruitment campaign for police officers has been maintained with 3,069 officers recruited by 28 February 2003.

1.3.2 During the current year, 2,673 officers have commenced training at Hendon, comprising 2,631 new recruits and 42 transferees/re-joiners. A further 396 officers have transferred from other forces and been directly deployed throughout the MPS. 326 (11%) VEM and 629 (21%) women officers have been recruited. Generally, the number of officers attending training school at Hendon has increased during the year to match the increased training capacity at Hendon. Annex C provides a breakdown of police recruitment during the fiscal year.

1.3.3 The attrition at training school for the year 2002 can be found at annex D.

1.4 Police Applications

1.4.1 Since April 2002, 66,880 job enquiries have been received compared to 50,452 received in the same period last year, amounting to a 33% increase in the level of enquiries.

1.4.2 Between April 2002 and February 2003, 9,174 application forms have been received compared to 11,307 returned in the same period last year, amounting to a 23% reduction in the number of applications received.

1.4.3 Although there has been a reduction in the applications return rate the quality of the candidates and refinements to the selection process have resulted in substantial improvements to the overall yield of successful applicants. At end February 2003, the overall yield is 29%, compared with 20% at the same point last year. The improvement in yield has therefore compensated for a lower application return rate.

1.4.4 Recent research indicates that between 1 October 2002 and 28 February 2003, 5,411 VEM enquirers were sent applications for police vacancies and, during the same period, 606 VEM candidates returned their police applications. The number of VEM enquirers amounted to 20.2% of all enquirers and the number of applications amounted to 17.7% of all those received. These improved response rates are very encouraging and are as a result of the more focussed recruitment campaigns, which should increase the proportion of VEM officers recruited. Despite this welcome trend, considerable resources need to be focussed on VEM recruitment to generate sufficient applications to reach workforce targets.

1.5 Police Application Processing Times

1.5.1 The processing times for police applications is calculated from the date an application is received until a formal offer of employment is made i.e. the date when a training school place is allocated. The average processing times for police applications rose to 48 weeks for an 80% sample of the February 2003 intake following the purge of applications received during ‘2001’ (see below) from the selection process. However, indications show that March figures will show the processing time reducing to 32 weeks – the lowest for the last 12 months.

1.5.2 Several measures have been implemented to reduce the processing times of police applications. Firstly, recruitment officers have reviewed internal processes to improve the management of caseloads. Secondly, constant reviews of the selection process continue to identify elements in the process likely to cause delay, the findings of these reviews are then implemented to minimise resultant delays. Thirdly, an examination of the older, pre-2002 applications has been undertaken to rationalise the application pool and prioritise caseloads. This, inevitably, has increased the average times in the short term, but ensures greater fairness for candidates. Currently, there are approximately 558 applications from ‘2001’ remaining within the selection process.

1.6 Selection Centre Attrition

1.6.1 The police officer selection process is multi-faceted, requiring candidates to complete numerous stages that evaluate a wide range of qualities required for the role of constable.

1.6.2 The overall yield of successful recruits from applications was 20% last fiscal year but has improved during the current year to 29%. This variation is attributed to higher calibre of candidates due to information provided and improvements within the selection processes, and does not represent a reduction in standard. The current ratio shows that from every 100 applications received approximately 29 will join the MPS.

1.6.3 Project Initiation Document (PID) to conduct an evaluation of the Police Initial Recruitment Test (PIRT) is currently being prepared by the MPS Internal Consultancy Group, following concerns about the impact of the test upon ethnic minority applicants.

1.6.4 Currently, the selection assessment includes an interview, using competencies from the National framework, and the completion of the Home Office Police Initial Recruitment Test, medical screening, and fitness assessment. These are completed over two separate assessment days following an initial paper-sift, which identifies compliance with National Recruiting Standards including nationality, residency and convictions. Candidates were also subject to extensive security checks by the MPS Service Security Branch. Candidates are rejected at each stage with a proportion to be invited for reassessment between 3 to 6 months. This ‘Banking’ provision, however, is currently under review. The current selection process, however, will be replaced later in the year by the process developed as part of the National Recruitment Standards programme.

1.6.5 A project team has been formed to implement the assessment centre developed as part of the Home Office National Recruitment Standards. The components of the new selection process are designed to test more than once each competency required to work effectively as a constable. In developing the selection events, the tests have been thoroughly assessed to ensure that they do not have an adverse impact upon minority groups such as ethnic minorities and women. However, it is anticipated that the new process has a lower pass rate than the current process, and the impact of this factor upon application levels is being assessed as part of the implementation.

1.6.6 The Home Office is currently reviewing the national recruitment standards and has recently consulted the MPS as part of that review. The MPS review panel felt that the standards should be ‘minimal’ and not ‘absolute’ to meet the needs of the MPS. The panel also believed that although the majority of the standards were not contentious, the standards that related to convictions were too prescriptive and did not reflect current trends.

1.7 Transfers and Re-joiners

1.7.1 Since April 2002, 439 transferees/re-joiners have entered the MPS, including 396 officers who have transferred and been directly deployed within the MPS. An additional 43 transferees/re-joiners have been required to undertake the full 18-week foundation course. During January and February 2003, specialist campaigns have generated 568 enquiries and approximately 36 applications have currently been received.

1.7.2 Early indications would show that the transferee’s action plan has made a difference and that the original target of 439 will be achieved comfortably, with predictions now over 530 officers. The target of 750 set in October 2003 will not be achieved.

1.7.3 There is some indication of a slowing up of received applications. To counteract this other marketing techniques are being introduced. In January 2003, an 8-page spread in the south east edition of ‘Constabulary’ was purchased, which featured editorial and five advertisements for transfers and re-joiners. In February 2003 advertisements for posts in SO19, Heathrow, traffic and transport appeared in 'Police Life'. New advertising creatives are being devised for Serious Crime Group and SO19.

1.7.4 The theme which forms the basis of the new campaign due shortly, focuses on the Police web site and with the emphasis ‘The Job is bigger’ in London. Further themes will draw attention to promotion and progression in the MPS because of the growth in the workforce numbers.

1.8 High Potential Development Scheme

1.8.1 The High Potential Development Scheme (HPDS) currently has 70 police officers at various ranks participating. Of those participating in the scheme, there are 24 (34%) women and 2 (2.9%) VEM officers.

Part II – Civil Staff

2.1 Police Community Support Officers

2.1.1 The PCSO recruitment campaign commenced on 23 May 2002, with recruitment target of 500 community/security PCSOs by 31 March 2003. This increased in October by a further 200 Transport PCSOs, making a total of 700.

2.1.2 The PCSO campaign has been very successful and resulted in 6,931 enquiries, of which 2,291 (33%) were VEM and 1,842 (27%) women. From these enquiries approximately 1,775 applications have been received.

2.1.3 445 PCSOs (361 Community and Security and 84 Transport) have been recruited since September 2002, (Source: HR Selection February 2003). Of these, 114 (26%) were VEM staff and 104 (23%) were women. A further 125 PCSOs are due to join during March 2003, and will bring the total to 570 against the target of 700.

2.1.4 In October 2002, an additional PCSO role was introduced for the Transport OCU, with a provisional BWT of 276. The amount of external vacancies was dependent upon the number of traffic wardens who decided to transfer to this new role. To date, 150 have done so which has left an external recruitment of 126. At end of February, 84 had been recruited, leaving 42 vacancies still to be filled.

2.1.5 The next stage in the PCSO campaign has not yet been confirmed. Targets have not yet been agreed and Boroughs are currently waiting for confirmation on the amount of PCSOs they have requested. Recruit marketing will be looking at further creatives and a second phase in the advertising for Transport PCSOs to increase responses. The creatives will also reflect the emphasis on recruitment from ‘Security’ to ‘Community’.

2.2 Communication Officers

2.2.1 The recruitment campaign for communication officers has progressed steadily during the current year with 383 (Source: HR Selection Feb 2003) officers having started training against a year-end target of 440. A further 60 communication officers are due to start training during March 2003, which means that the current recruitment target will be achieved. During the campaign, approximately 2,488 applications have been received. There are approximately 1,075 live applications remaining within the selection process.

2.2.2 An integrated recruitment solution supplied by Career Harmony has been piloted in the MPS to test proof of concept and value for money. The Communication Officer campaign between 5 - 31 December 2002 was used to test the solution. The solution made full use of the internet and MPS website. During the pilot, applicants completed an electronic application online and participated in two pre-screening exercises. The results of the pre-screening exercises were presented to the recruitment officer for further action. Applicants who met the pass mark were then invited to attend the selection centre for interview and further competency-based tests. The performance and suitability of the Career Harmony solution is currently being evaluated.

2.3 Metropolitan Special Constables (MSC)

2.3.1 The strength at 28 February 2003, was 681 of which 183 (27%) are women and 106 (16%) are VEM. During the current fiscal year, the call centre has received approximately 1,594 enquiries and 173 applications have been received. A dip sample of the December/January campaign shows that 43% of the enquiries for specials have come from VEMs. The highest response has been from the local press campaigns. This method will be used to extend the campaign. Since April 2002, 144 applicants have attended interviews and 154 have started training.

2.3.2 A recruitment event for the MPSC was held on 21 and 22 February 2003, at Westminster Hall. Recruitment staff saw 118 visitors. In addition to providing information on the MPSC, there was a provision to interview applicants. 61 visitors opted to be interviewed during the event, of those interviewed 56 passed.

2.3.3 We are currently logging evidence for nomination for the Ferris Award, which is a Home Office, accredited award, with the nominees coming from Special Services all over the country.

2.4 General & Senior Civil Staff Recruitment

2.4.1 The civil staff strength as at 28 February 2003, was 10,865, of these, VEM staff represent approximately 2,060 (19%) and women 6,423 (59%) of the strength.

2.4.2 The Senior Civil Staff recruitment team has received approximately 1,096 applications for the 80 campaigns managed within the year.

2.4.3 Civil staff advertising is gaining momentum now the Christmas period is over. A survey of Boroughs is currently being planned to ascertain the effectiveness of advertising campaigns upon local recruitment. The existing civil staff literature is also in the process of being reviewed and updated.

Part III - Marketing

3.1 Awards

3.1.1 The HR Selection has won two awards at the annual Recruitment Advertising Awards (RAD). The RADs bring together the very best work in recruitment/personnel, advertising and communications, and is firmly established as the most prestigious event in the recruitment calendar.

3.1.2 TMP Worldwide won the Direct Marketing Award for a direct mailer sent to 16-19 year olds sent with the Springboard magazine. The mailer showed the excitement and challenges of the day-to-day role of a police officer.

3.1.3 McCann Erickson also won the award for the Salon Media Poster in the Government Agency category. This was the poster campaign that appeared in hair salons all over London. The idea was to advertise in high African-Caribbean areas to promote the work and support the Positive Action Central Team offer to ethnic minorities and has proved to be an unusual but effective way to reach other communities.

3.1.4 The Met police were also nominated for the ’Just what you are looking for’ campaign for Police Officers and ‘My name is Michelle’ for Communication Officers. A nomination for the work completed at ExCel Careers Exhibition last year was also in the Best Campaign category. We have also been nominated for the ‘Race in the Media’ awards in April.

3.2 Campaigns and Initiatives

3.2.1 General advertising was stopped during November and there is no plan to re-start the advertising in the near future until the backlog of officers has been reduced. However, despite the lack of advertising, the selection centre is still receiving approximately 200 applications each week.

3.2.2 The Spring advertising campaign is going to be aimed specifically at the ethnic minority community and women. This will include advertising in group specific publications. The theme for the VEM advertisements will include real police officers and their families to encourage awareness within different communities and cultures.

3.2.3 Empower Group’s contract is now confirmed to deliver the new recruitment website. The delivery date for the first phase is to be 1 April, although the site will be continuously developed. Empower Group is a recognised leader in recruitment websites, they have also designed the Army’s site, for which they won an award at the RAD awards mentioned above.

3.2.4 The main objective is to provide an informative site that enables candidates to apply on-line. Meetings have been held between TMP and Empower to arrange the handover. In the longer term, it is hoped that a greater percentage will use the on-line application facility, as currently the Internet enquiry rate is about 30% of all applicants.

3.2.5 The ‘Selection Process’ and ‘Life at Hendon’ videos are almost completed with focus groups being held to ensure the impact of the videos is maximised. There will be a ‘Welcome Statement’ from the Commissioner and this is being arranged through his press office. The distribution of both videos is currently in discussion including whether they need to be produced predominantly in CD-Rom or video.

3.2.6 The ‘Keep Warm’ initiatives continue to ensure we retain applicants throughout the processing period, is currently being evaluated. All remaining candidates from 2001 and pre-June 2002 have been contacted and are updated regularly on their progress.

3.2.7 A variety of new products are under development by TMP designed to increase our level of customer care. The Training School will also be holding a ‘pilot’ open day for candidates that have received their final offer and are waiting to start at Hendon. A possible 300 recruits are to be invited on the day from two intakes that are due to join in July and August. This is due to take place on 11 May 2003.

3.2.8 The new advertising campaign, press and publicity for Premier Radio have started. The God Channel continues to show the edited version of ‘A Different Beat’ promotional video.

3.2.9 The 2003 Springboard campaign will include a bookmark style tip-on attachment to the magazine, which will begin in March.

3.2.10 All literature at the careers office is being reviewed, enhanced and updated. An on-line facility is currently being developed to enable visitors to access the MPS website and apply online.

3.2.11 The MPS is also supporting Gay UK TV and have purchased a media package involving editorial and advertising.

Part IV – Positive Action and Retention

4.1 Positive Action Recruitment

4.1.1 The influence of the Positive Action Central Team (PACT) upon the recruitment of staff from visible ethnic minority groups has increased significantly during the year. Since April 2002, the PACT has directly supported 788 VEM applicants throughout the recruitment process. These applicants amount to 55% of all VEM applicants who have successfully completed the police paper-sift process and 43% of all VEM police applications received since April 2002.

4.1.2 The PACT has participated in 119 events and a further 11 events are planned for the remainder of the financial year. During this time, representatives from the MPS have spoken to over 96,000 visitors and generated 4,809 police and 2,629 civil staff application registration forms. 3,060 (63%) requests were received from VEM applicants for police vacancies; and 1,848 (70%) requests were received from VEM applicants for civil staff vacancies.

4.1.3 On 2 February, The Chinese New Year ‘Year of the Ram’ celebrations were targeted. A marquee in Leicester Square and various banners within China Town, including on the pagoda and the central stage in Trafalgar Square, were organised. There were three subsequent recruitment meetings in China Town to promote recruitment within the Chinese community, all supported by advertising and publicity.

4.1.4 The ‘Refer-a–Friend’ scheme continues to be progressed, following receipt of advice from our legal department. This is being project managed by the Positive Action Central Team. The scheme will be aimed at attracting more VEM candidates and transfers and re-joiners. The details including options for the cash award will be part of a separate report to Management Board.

4.2 Retention Improvement Project

4.2.1 The Retention Improvement Project (RIP) has been initiated and a progress report is due to the June HR Committee. The project is being managed by the MPS Internal Consultancy Group.

4.3 Exit Surveys

4.3.1 All staff leaving the MPS on resignation transfers, ordinary or medical retirements are asked to complete an exit survey questionnaire. The existing questionnaire is anonymous but not mandatory. Questionnaires and instructions have been published and available to staff through the MPS Intranet Site.

4.3.2 The questionnaire includes details of the sectors in which respondents have moved into e.g. private sector banking or administration. The questionnaire asks respondents to state if the new job will provide better career prospects or a pay increase. Respondents are also asked to highlight which factors influenced their decision to leave. The questionnaire then asks about satisfaction in working for the MPS. There is a space to allow respondents to add further comments.

4.3.3 The Research and Survey Unit within PIB3 evaluate the questionnaires, and produce a report every three months. A further report is also produced at the end of the financial year.

4.3.4 The latest survey covering the period October to December 2002, shows that 44% of staff resign and 35% transfer to another force. Nearly half of the respondents said that their new jobs would continue to be within the police service. Of these respondents remaining within the police service, over half were leaving the MPS for another force but nearly a third were civil staff resigning to become police officers. Of those leaving the police service all together, 16% have moved into the private sector, principally involved with law, finance and administration, whilst 9% have taken posts within the public sector. A number of respondents have not yet found another job.

4.3.5 A very high number of respondents believed that their new job would have better career prospects but not all respondents would benefit from a pay increase; most police officers will not receive a pay increase in their new job, but most civil staff will.

4.3.6 Apart from the Exit Survey, no further consultation takes place with staff once they leave the MPS. However, the remit of the Retention Improvement Project includes an evaluation of the effectiveness, means and analysis of exit interviews across the MPS and will include the consideration of an independent outsourced process.

4.4 Active Career Development Programme (ACDP)

4.4.1 A review has recently been carried out into the ACDP initiative following the transfer of the scheme to the Development Organisation Improvement Team (DoiT). The review involved an overhaul of the participant database along with increased communication throughout the organisation and directly with ACDP members, and a thorough assessment of business processes.

4.4.2 As a result of the review, there has been an increase in the number of ACDP members including mentees, mentors and ACPO officers. The attendance rate during seminars has increased, an improved application process for the development budget has been implemented and an introduction process for new members has been introduced.

4.4.3 The review also identified several critical issues that need to be addressed in the future to improve the effectiveness of the scheme. The review recommended that a process of tenure is introduced for mentors in accordance with good practise, train additional mentors to increase the size of the pool, increase the number of ACPO advisors to help meet the expectations of members in the scheme.

4.5 Resignations by length of service

4.5.1 67% of resignations are within the first 2 years of service. Within these first 2 years the figure is 88% for VEMs and 49% for females.

4.5.2 Since April 2002, 206 recruits have resigned from Training School. Of these 31 (15%) were VEMs and 29 (14%) were females. Of the VEM recruits who resigned, 48% did so because of performance issues and 23% because of welfare issues.

4.5.3 The figure of 31 VEMs resigning whilst at Training School represents 70.5% of all VEMs who have resigned since April 2002, with less than 2 years service.

4.5.4 Further research, covering a two-year period, showed that 659 police officers left during the first two years of service. Of these leavers, 353 (53.6%) left within the first three months of service whilst at training school. A further 142 (21.5%) left with four to six months service. Consequently, during the first six months of service, 495 officers left the MPS. This amounts to 75% of all those leaving within the first two years of service. After the six- month threshold, the number of leavers reduces significantly.

4.6 Graduates

4.6.1 At the end February 2003, there were 4,200 graduates employed within the MPS as police officers and members of the civil staff. Of the total number of graduates, there were 1,172 (27.9%) women and 444 (10.6%) VEM. Graduates amount to approximately 11% of the overall workforce strength at the end February 2003.

4.6.2 The highest number of graduates 3,373 (80.3%) were found in the police officer ranks (12% of police strength), and remaining 827 (19.6%) were employed as civil staff (6.4% of civil staff strength, including traffic wardens). Therefore, there are a higher proportion of graduates serving as police officers than civil staff.

4.6.3 Of the graduates serving as police officers, 734 (21.8%) were women and 236 (7%) VEM. Of those employed as members of the civil staff, 439 (53%) were women and 208 (25.2%) VEM. Consequently, there are considerably higher proportions of women and VEM graduates employed as civil staff, than women and VEM police officers.

Annex A

Workforce strength at 28 February 2003 - Police

Workforce strength at 28 February 2003 - Civil staff

Workforce strength at 28 February 2003 - Traffic Wardens

Workforce strength at 28 February 2003 - Police Community Support Officers (PCSOs)

Annex B

Police leavers April – February 2003

Annex C

Police Recruitment

Note

' This includes 43 transferees/re-joiners and previous police service requiring full time training.
* The intakes in bold represent future forecasts.

Annex D

Training School Attrition 2002 - joiners

Training School Attrition 2002 - number of leavers

Training School Attrition 2002 - leavers as % of specific group within intake

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