Performance of recruits at Hendon

Report: 08
Date: 5 June 2003
By: Commissioner

Summary

This report provides information on the A, B, C and D assessments of recruits, including numbers/proportions of each gender and VEM breakdowns; level of resignations or ‘required to resigns’ within first two years of service, linked to performance during initial training and related to A, B, C and D assessments.

A. Recommendation

That members note this report.

B. Supporting information

1. Neither the Recruit School nor the Selection Centre use any form of grading. However, for the purposes of this report an arbitrary form (see graphs below) has been used to best answer the above issue. Whereas examination results are recorded for recruits’ training at Hendon, the exams have changed several times over the reference period so as to make comparisons less valid. There is, however, a predictive correlation between Police Initial Recruitment Test results (PIRT) and subsequent success at Hendon. Therefore, PIRT test scores of four intakes were compared between 1999 and 2002. The national pass mark is 230. The average PIRT score in 2002 was 248, compared with the average score in 1999 of 277, a drop of 29 points, or 10%. The comparison is shown in graph form at appendix 1 and in histogram form at appendix 2.

2. The MPS introduced a ‘consider bracket’ when recruitment was falling below the required levels. Those that did well on interview were considered for selection even though they were just below the pass mark in the PIRT score. In January 2003 the use of the ‘consider bracket’ was stopped.

3. Whilst the PIRT test was the same for all the intakes in each sample. It has changed since 1999. In 2002 the video test was removed nationally. In April 2003, for the MPS, verbal checking and usage were removed on the recommendation of the Diversity Strategy Board. These changes make it difficult to make truly valid comparisons between the two reference groups; but are still a better option than using recruits’ examination results.

4. Madhvi Shah’s [1] dissertation covered 235 resignations from the School from January to September 2002. Its findings were:

• The PIRT test is fair across all ethnic groups when compared with performance at the Recruit School. However, she also found that older candidates with a low PIRT score perform well once in training and do not follow the trend of the younger age groups.
• There is a correlation between low PIRT scores and poor performance at the Recruit School.
• 60% of recruits re-coursed and 64% of recruits who resign following poor performance had a PIRT score below the National pass mark. The average, estimated cost to the MPS of each resignation is £10k approx.

5. In order to ensure that there is no discrimination, the Recruit School does not have access to individual PIRT scores. Therefore, no records are kept from which correlation between PIRT scores and training performance can be made. If further research were necessary, it would have to be carried out outside of the Recruit School.

6. Since 1 January 1999, 1119 officers have resigned during their probation. To gather the all the information in order to fully answer the query would be approximately 520 hours of effort.

7. Should the Committee wish for further research, I would either request the assistance of the MPA’s Internal Audit as they have completed a draft report into probationer training, or the MPS Consultancy Group.

C. Equality and diversity implications

Following concerns about the impact on the test upon applicants from ethnic minority groups a new police selection process under the National Recruitment Standards programme has been implemented. 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.

D. Financial implications

Further data analysis would cost in excess of £5k in opportunity costs.

E. Background papers

None

F. Contact details

Report author: Commander Shabir Hussain, Director of Training and Development, MPS

For more information contact:

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

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