Human Resources Committee annual report 2003/04

Report: 11
Date: 6 May 2004
By: Clerk

Summary

The report provides a brief resume of the work of the Human Resources Committee during 2003/4. Members are invited to endorse the report.

A. Recommendation

That members endorse the contents of this report.

B. Supporting information

Background

1. The Human Resources Committee (HRC) has continued to carry out its responsibilities in accordance with both its terms of reference, attached at Appendix 1, and incorporating its statutory responsibilities. The Committee met five times during the year and has overseen the work of both the Remuneration Sub-Committee (RSC) and the Police Pensions-Sub Committee.

Recruitment and retention

2. Members received reports at every meeting on ‘Recruitment and Retention’ within the Metropolitan Police Service (MPS), covering police officers, civil staff, traffic wardens and Police Community Support Officers (PCSOs). The report informed the Committee of:

• Progress against budgeted workforce targets for London and for boroughs
• Progress against targets for numbers of women and visible ethnic minorities
• National and MPS recruitment campaigns
• Police community support officer recruitment
• Activities to improve retention, including improvements to exit polling, better management and supervision and career development opportunities
• The introduction of the National Recruitment Standard, including the use of lay assessors

Amongst the issues of particular interest were:

• The Metropolitan Police Service (MPS) having 30,000 police officers
• The MPS meeting its targets both in terms of the budgeted workforce and for black and minority ethnic and women police officers
• The difficulties the MPS would face in meeting its targets for black and minority ethnic and women police officers in 2004/5 and the reduction in the overall police recruitment numbers
• The work undertaken by HR in response to the ‘Secret Policeman’ programme in reviewing recruitment, training and other HR systems
• The improvements in terms and conditions for special constables as part of a move towards centralising their recruitment
• The attrition rate for recruits, particularly black and minority ethnic recruits, at Hendon and during the probationary period
• The various projects designed to enhance the career management and retention of police officers and police staff as part of a revitalised Retention Strategy

Police Negotiating Board and Police Reform issues

3. Members were able to discuss the initiatives arising out of the Police Reform Act which aim to:

• provide police officers with better work-life balance with greater flexibility in working arrangements and shift patterns;
• rationalise the system of regulations and determinations;
• improve the management of ill health and providing incentives for officers to stay on after 30 years of service;
• provide incentives for better performance or particular roles

The authority was required to approve the list of special priority payments and received reports on competency related threshold payments, bonus payments, the 30+ scheme, more flexible use of police officers and the rationalising of police allowances.

4. The Committee also received reports on the proposals for changes to Chief Officers’ terms and conditions and superintending ranks pay. The detail of the Chief Officers’ terms and conditions were considered at the Remuneration Sub-Committee.

MPS HR Directorate allocation and spend 2003/4

5. Members considered reports on the overall allocation, spend and forecasts for the MPS HR directorate budget. There was specific reporting on each HR directorate that formed part of a rolling scrutiny programme for the Committee.

Occupational health

6. Members of the HRC recognised that people are the MPS’s most valuable resource and that their health, safety and well-being are critical to the MPS’s ability to deliver the services which London needs and expects. HRC received a number of reports during the year. Issue of particular interest include:

• the ‘Benefits of Belonging’ booklet for police officers and police staff that sets out the direct and indirect benefits staff enjoy
• the five Occupational Health campaigns during the year, including the healthy eating campaign
• the Health and Safety policy, which serves as a protocol clarifying responsibilities and accountabilities
• the new arrangements for police ill-health retirement, including the role of the police authority
• the development of a healthy and safe workforce able to contribute to operational priorities (HR Business and Performance Plan 2003/4: Objective 3)
• the recuperative and restricted duties policies that had been revised to improve management control and increase opportunities for police officers with long term disabilities or illnesses to remain in the service
• the implications of the Disability Discrimination Act for the police service in terms of retaining and developing police officers who have a disability within the meaning of the Act

Training and development

7. Members considered a number of reports throughout the year on training and development initiatives both within the MPS and at a national level. They welcomed these initiatives, including:

• the probationer training modernisation programme
• the opening of non-residential recruit training centres at Sunbury and Orpington
• the performance of recruits at Hendon, including potential correlation between low Police Initial Recruitment Test (PIRT) scores and poor performance
• Leadership and management training, which is moving towards generic training regardless of whether the recipients were police officers or police staff
• the next stage (Phase 2) of the diversity training programme
• the integration of issues of equality and diversity throughout all training modules

HR services

8. There were several reports throughout the year on the current developments within the various strands of the HR business and performance plan, and how this would be developed alongside policing objectives and the APA framework for human resource plans. Members felt there should be specific references to equality issues such as disability and that the recruitment of Londoners and graduate police officers and police staff should be given greater prominence.

9. In addition, there were reports on:

• how the new Fairness at Work Procedure was operating. Members were particularly keen to ensure this was continually being evaluated
• the police staff discipline process and the proportionality of the use of the discipline process
• the HR implications for the MPS of the new Independent Police Complaints Commission (IPCC)
• the proposals to attract and recruit staff that reflect London’s diverse communities through introducing policies that aimed to recruit, retain and develop transgender police officers and police staff, and those with long-term disabilities
• the progress made in respect of the goods and services provisions of the Disability Discrimination Act, including a number of events organised by the Strategic Disability Team for members of staff and community representatives
• Employment Tribunals, containing management information and performance analysis. Members welcomed the 46% reduction in new claims, the 20% reduction in current claims and the examination of Alternative Dispute Resolution Procedures. The MPS reported that no hearing had been last in the last 18 months
• developments in relation to security vetting processes, including information on current performance and objectives for the next financial year
• proposals for a new police pension scheme. Members made a valuable contribution during the consultation period
• the short and medium term pay strategy for police staff, including the allocation of new posts, further civilianisation and career development issues

Regulatory responsibilities

10. Members of HRC:

• as a business interests appeals panel, considered a number of business interest appeals by police officers against decisions by the Commissioner to refuse permission for a notified business interest;
• as the Police Pensions Sub-Committee, considered applying to the Home Secretary for the issue of a certificate of forfeiture following the criminal conviction of police officers, and when received, the level of police pension forfeiture. The Sub-Committee made a number of decisions in respect of the appropriate level of forfeiture for some former officers. The issue of certificates of forfeiture have also been sought in a number of cases and decisions are awaited from the Home Secretary;
• as the Remuneration Sub Committee considered reports on a range of issues, including ACPO appointments for Deputy Assistant Commissioner and Commander, ACPO terms and conditions, including car and non-car benefits, personal development reviews and acting and temporary promotion policy, senior police staff pay and related HR issues and senior police staff redundancies.

The way forward

11. Members of HRC are committed to seeing London as the safest capital city in the world by having a better paid, better trained, more diverse and flexible workforce, capable of providing the sort of career opportunities and challenges that will attract the best staff. Members want to see the MPS become the employer of choice, and Londoners to see benefit from an open, honest and professional police service.

HRC members

12. The Committee would like to express their warmest thanks and best wishes to Cecile Wright, Diana Johnson and Nicholas Long who will not be members of the new Authority. They have each, in their own way, provided a highly valued contribution to the direction and work of the HRC and they will be sorely missed.

C. Race and equality impact

This is intended as a factual report on the work of the Human Resources Committee, although it does reflect some of the equality and diversity aspects of the work of this Committee.

D. Financial implications

None

E. Background papers

None

F. Contact details

Report author: Alan Johnson

For more information contact:

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

Appendix 1: Human Resources Committee – terms of reference

MPS issues

1. To monitor activity in the MPS on all Human Resources (HR) issues and issues with HR implications, including:

• recruitment and retention of officers and civil staff
• equal opportunities issues, with particular reference to achieving a workforce that is more representative of London’s communities
• Employment Tribunals and grievances
• HR services
• training and development
• occupational health
• national HR issues
• HR department budgets

2. To consider current, future and potential initiatives and developments in HR thinking and best practice.

3. To arrange for the selection of ACPO ranks, subject to police regulations and/or Home Office determinations. N.B. see also the terms of reference of the Remuneration Sub-Committee.

4. To determine whether forfeiture of a police officer’s pension should be considered because he or she has been convicted of an offence committed in connection with his/her service as a member of the police force which the Home Secretary may certify as either having been gravely injurious to the interests of the State or liable to lead to serious loss of confidence in the public service.

In the event of the Home Secretary issuing a certificate of forfeiture, to determine the proportion, if any, of the pension which may be forfeited permanently or temporarily.

MPA issues

5. To arrange for the appointment of the Clerk and Treasurer and the designation of the Authority’s Monitoring Officer. NB see also the terms of reference of the Remuneration Sub-Committee.

6. To consider matters relating to the Authority’s support organisation including structure and terms and conditions.

General

7. To have due regard, in exercising the committee’s responsibilities, to equal opportunities generally, the general duty of the Race Relations (Amendment) Act 2000 and the requirements of any other equalities legislation.

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