Update on recruitment of acting sergeants

Report: 11
Date: 22 July 2004
By: Commissioner

Summary

The Equal Opportunities and Diversity Board (EODB) requested a report entitled ‘Recruitment of Acting Sergeants’ for the 1 April 2004 meeting. When that meeting was cancelled, it was decided to refer the paper to the Human Resources Committee (HRC) meeting due on 22 July 2004. The report is attached at Appendix 1. The HRC has now requested an update on the original report, and this update report explains why it has been necessary to introduce a revised acting sergeants’ process to cover the period from 1 June to 31 December 2004, when we anticipate that the majority of vacancies will be filled.

A. Recommendation

That members note this report.

B. Supporting information

1. The corporate acting uniform sergeants’ process put in place in April 2003 to address the critical shortage of sergeants at that time in the Metropolitan Police Service (MPS) has worked well. Not only did it redress the shortage corporately, but it also provided valuable experience for those constables seeking promotion to sergeant. Indeed, many of those who took advantage of it were successful in being selected for substantive promotion in the selection process held in January 2004.

2. The MPS is now moving towards further selection processes for the full rank of sergeant either through the current system (national qualification via the Objective Structured Promotion Related Examination (OSPRE) Part 1 and 2 followed by a paper-based application against national competencies) or through an alternative workplace assessment process to be trialled in-force later this year.

3. The first acting sergeants’ process ended on 31 May 2004, and a revised process has now been put in place with effect from 1 June. We anticipate that the revised process will be needed only until 31 December, when substantive sergeants will be delivered in sufficient numbers to fill the vacancies, particularly at uniform sergeant level. (Current figures show the MPS is still some 280 plus short of uniform sergeants.)

4. The revised acting sergeants’ process is a corporate one, to be applied by means of a local selection process. It has been drawn up, taking into consideration all of the information gained from researching the previous process and following consultation with all stakeholders. The main changes are that the constables should have passed the OSPRE Part 1 examination (the national examination in law and procedure) before they can apply and must supply evidence on a corporate application form of their ability against the relevant competencies from the role profile for a sergeant.

5. A copy of the new process instructions is attached to this report at Appendix 2, with the application form to be used at Appendix 3.

C. Race and equality impact

1. The gender and ethnicity breakdown from the previous scheme showed only 12% female and 4.6% visible ethnic minority officers for the officers appointed. Those proportions should be greater under the revised process, as, at the time of the first process, a number of visible ethnic minority and female officers were still in their probationary period as constables and so were ineligible.

2. Copies of all applications together with equal opportunities monitoring forms are to be collated centrally by HR Progression and Selection.

3. The issue of possible disability discrimination was identified in consultation and an appropriate entry added to the instructions.

D. Financial implications

All costs will be met from existing budgets.

E. Background papers

None

F. Contact details

Report author: Chief Inspector Steve Bouette

For more information contact:

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

Appendix 1: Recruitment of acting sergeants

Equal Opportunities and Diversity Board
Date: 1 April 2004
By: Commissioner

Summary

At the Equal Opportunities and Diversity Board meeting on 5 February 2004, concerns over aspects of the recruitment of acting sergeants were raised.

At the meeting, it was acknowledged that there was a shortage of sergeants but on the grounds of public reassurance the question was raised on whether it was appropriate that acting sergeants should wear the extra stripe regardless of whether or not they had undertaken suitable training.

A. Recommendation

That members note this report.

B. Supporting information

Introduction

1. The MPS Human Resources (HR) Board agreed on 24 April 2003, that one measure to address the critical and worsening shortage of uniform sergeants in the MPS was to undertake a corporate acting uniform sergeant’s process. This process was first and foremost, a pragmatic solution to the pressing need for extra uniform patrol sergeants. The corporate benefit to the MPS was seen as a way of recognising the expertise of operational constables, many of whom, had chosen not to seek promotion. It was also seen as an opportunity locally, for borough and operational command units to actively support skills development in those constables who may have otherwise not sought out such opportunities, with an opportunity for management to identify constables suitable for promotion.

Essential criteria for consideration were devised as follows:

• Successfully completed probationary period.
• Demonstrated competence as per evidence in performance review.
• Have recent and relevant operational experience.
• Demonstrated leadership as per evidence in performance review.
• In possession of an up to date emergency life support training certificate.
• Be in possession of an up to date officer safety training certificate.
• Complied with attendance management criteria.
• Must not have been reduced in rank following discipline in last 3 years.

The process for selection was as follows:

• Local advertisements placed on borough or operational command unit, inviting applications. Where local pool of officers insufficient to meet need, then corporate advertisement published.
• Locally managed selection process from applications received.
• Period of appointment to commence after selection until 31 May 2004, or when substantive sergeant becomes available, whichever comes first (expected that 2004 MPS constable to sergeant promotion process would provide substantive sergeants from 31 May 2004).

Other matters

Selection was based on proven ability and potential to perform in the first line management role of sergeant. Constables in their post-probation service demonstrated differing levels of individual ability, but the below data shows that the vast majority of those selected as acting sergeants had in fact over 5 years service:

Notes on specific issue of the 3 stripes (following question from the Chair)

2. The acting sergeant scheme was originally worked out by a small team from MPS workforce deployment and the Police Federation, amongst others, and was the subject of wide consultation. Some features of the original plan were revised after such consultation and challenge from the Police Federation. One of the issues discussed was the issue of acting sergeants wearing 3 stripes. Following consultation with the Commissioner and Management Board, the final decision was that 3 stripes were to be worn by the acting sergeants when the scheme commenced. The rationale behind this decision was that officers carrying out the role needed to be recognised as sergeants and that to do otherwise would confuse not only the public but colleagues as well.

Statement of expectation

3. Agreed statement of expectation in writing included:

• Period of acting until 31 May 2004, or when substantive sergeant available.
• Not to perform custody officer role (must be a substantive sergeant).
• Other specific roles were not to be undertaken following local risk assessment.

Development/support needs

• Initial training on essential elements from Sergeants Foundation Training Course were to be provided.
• Local coach (substantive sergeant) to be appointed to progress development.
• Each acting sergeant to complete a Professional Development Portfolio.
• Police Federation representation to be from Constables Branch Board

Current situation

4. At the time of writing, a total of 332 constables have been appointed as acting sergeants under this process in the MPS. From that total, 17 have been reverted to constable and 4 substantively promoted to sergeant rank.

5. The MPS promotion process for constable to sergeant is currently underway and the results of those successful applicants will be known by 31 May 2004.

6. A full evaluation of the acting sergeant process will then be undertaken by the management development school at Hendon.

C. Race and equality impact

Gender and ethnicity

1. From those 332 constables appointed, the gender and ethnicity breakdown is as follows:

Gender

Ethnicity

2. Following on from the gender and ethnicity breakdown shown above, below assesses the equality impact that the acting sergeant policy has had in its’ implementation to date.

Gender

3. As at 31 March 2003, the total police officer numbers for the MPS was 28,477. From that number, 4,756 were female (16.7%) and 23,721 male (83.3%). At that time, there was no corporate acting sergeant scheme in place in the MPS. As at 8 March 2004, the total police officer numbers for the MPS stands at 30,247. From this number, 5,484 are female (18.1%) and 24,763 male (81.9%). With the acting sergeant process in place at this time, as shown above, 291 out of the 332 constables concerned are male (88%) and 41 female (12%).

Ethnicity

4. As at 31 March 2003, from the total MPS police officer numbers of 28,477, 26,903 were Non VEM (94.5%) and 1,574 (5.5%) VEMs. As at 8 March 2004, from the total MPS police officer number of 30,247, 28,303 are Non VEM (93.6%) and 1,944 (6.4%) VEMs. With the acting sergeant process in place at this time, as shown above, 317 (95.4%) of the constables concerned are Non VEM and 15 (4.6%) from VEMs.

5. Should another such scheme be implemented in future, the proportionality should improve. This is especially so given the optimism that revised recruitment targets for VEM and female officers will be achieved this year. Many of these new officers will move into their post-probation service and be able to demonstrate ability for advancement at an early stage.

D. Financial implications

1. Constables performing duty as acting sergeants are paid at the first point on the sergeants pay scale for the actual days performed only, i.e. not rest days and leave etc. At current rates a sergeant start pay is £31,221, which equates to a daily rate of £85.

2. All of those constables in receipt of the competency based police reform threshold payment of £1004 per annum continue to receive this whilst acting as sergeants.

3. All costs have been met from existing budgets.

E. Background papers

None

F. Contact details

Report author: Chief Inspector Steve Bouette

For more information contact:

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

Appendix 2: New/revised acting uniform sergeants process 2004/2005

Introduction

The acting sergeant process put in place in April 2003 was a pragmatic solution to the then pressing need for more uniform sergeants in the MPS and is now due to end on 31 May 2004. The 2004 MPS constable to sergeant selection process has now been completed and has delivered 314 uniform sergeants. Current predictions show however that the MPS will still be some 280 plus short of uniform sergeants and a new/revised acting sergeant process is now needed as another pragmatic solution to this remaining pressing need, until the trials of in-force promotion assessment processes deliver the number of sergeants needed from October onwards.

This will be a new process and needs to start on 1 June 2004, to last until 31st December 2004 when a decision will be taken as to whether it is needed for a further six months. Any officers who are at this time performing the role of acting uniform sergeant, having been appointed as such following application under the 2003 process, will have no automatic right to appointment as an acting sergeant on the new scheme and if they do not meet the criteria set out below should revert to performing a constable role. This criteria has been developed in consultation with TP and other HR departments, and as a result of learning gained through the last process.

This will be a corporate policy with an MPS application form being created, to be applied locally on operational command units.

Criteria

Eligibility

• Have successfully completed probationary period
• Be currently OSPRE Part 1 qualified (or have qualified under previous police promotion exams)
• Note: where in a given OCU there is an insufficient number of candidates who are Part 1 qualified to fill the number of vacancies, then once any successful candidates who are Part 1 qualified have been placed into vacancies consideration may be given to unqualified candidates being placed in the remaining vacancies.
• Have no outstanding discipline or complaints matters likely to disbar from promotion
• Currently hold ELS certificate
• Currently hold officer safety certificate
• Note: where from October an officer does not hold a certificate and is a disabled person under the Disability Discrimination Act 1995, that officer’s case will need to be considered on an individual basis. Specialist advice must be sought from OH and HR.
• Have completed ‘policing safely’ H&S training
• Meet the MPS attendance management criteria
• Have a completed and up to date PDR which must show ‘competent’ or ‘exceptional’ in all categories

Evidence

Must show clear potential to perform competently in leadership and managerial competencies for sergeant as indicated in the two activities under the core responsibility areas below from the role profile for a patrol sergeant.

Those activities are as follows:

1. Managing and Developing People: ‘supervise the work of teams and individuals’
2. Policing Operations: ‘supervise the response to incidents’

As before, officers acting as sergeants under this scheme will revert to a constable role if and when a substantive sergeant becomes available for posting.

All officers under this scheme will be required to undertake corporate and local training designed to support the function, and complete a performance development plan accordingly.

Officers who do not complete the training or performance development plan, or who do not perform to the required standard, should be offered development where appropriate but may be reverted to a constable role at any time.

Process

• Line manager to sign and confirm evidence given on standard form. If officer was an acting sergeant under the previous scheme then can submit PDP as evidence of competence in the above areas.
• SMT Panel to make selection decision on OCU (panel to comprise of Superintendent and HR Manager)
• If more applications received than vacancies exist, panel must give rationale based on evidence only why some selected above others
• Copies of all applications (together with equal opportunities monitoring form) to be sent to HR Progression and Selection

HR Evaluation Unit will dip sample selection processes and PDRs.

Steve Bouette, Chief Inspector, Progression and Selection
17 May 2004

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