Taking forward The Morris Inquiry recommendations on Human Resources issues

Report: 15
Date: 19 May 2005
By: the Chief Executive and Clerk

Summary

At the last meeting, the Committee resolved that the Chair, Deputy Chair, Chief Executive and Clerk and the Head of Human Resources agree the process for taking forward the recommendations for this Committee.

A. Recommendation

That

1. the Human Resources Committee note the action taken since the last meeting; and
2. receive a report to each meeting on a separate ‘theme,’ outlining the action taken against each outcome within that theme.

B. Supporting information

1. The Metropolitan Police Authority (MPA) and Metropolitan Police Service (MPS) both recognised the importance of not managing the Morris Inquiry report in isolation. Therefore it has been jointly considered with the recommendations and changes proposed by the Commission for Racial Equality’s (CRE’s) report, the Taylor report into police discipline and Assistant Commissioner Tarique Ghaffur’s Thematic Inspection of Race and Diversity within the Service.

2. The Authority supports the proposal to manage the work by using a themed approach. This approach will support the TOGETHER ethos and provides the Authority with an opportunity to drive forward cultural change across the MPS, particularly focusing on how staff are treated. The management of the themes will also work within the bounds of the Service Review to ensure maximum efficiency and effectiveness in the long term. For the Human Resources Committee (HRC) there are three themes, namely recruitment and progression, training and development and support for staff led by Martin Tiplady, Director of Human Resources. In addition there is a fourth theme, national issues that are primarily HR issues.

3. The MPS Organisational Learning Team have undertaken to formally propose this themed approach, with agreed outcomes and clear ownership, to the MPS Management Board on 7th June to ensure a seamless delivery of progress on these issues.

4. The MPA have endorsed splitting the Morris Inquiry Report, the CRE Report, the Taylor Review & AC Ghaffur’s Thematic Report into work programmes for each committee (HRC, Equal Opportunities and Diversity Board (EODB) and Professional Standards and Complaints Committee (PSCC)) with a Strategic Steering Group overseeing delivery. The Steering Group will work closely with the MPS’s ‘Organisational Learning Team’ that is leading on these issues, to ensure that progress is achieved.

5. Members considered that regular reports should be made to the MPS Management Board to ensure buy-in at the top level and a continued high profile for the work. As responsibility for taking Morris forward came within the Deputy Commissioner’s remit there was a case for asking him to attend Steering Group meetings.

6. The Steering Group considered proposal to adopt of one key strategic recommendation within each theme and, whilst supporting the overall approach, felt further work was needed. There were concerns that the Steering Group focus should be the strategic overview and it should not be looking to duplicate the detailed analysis that falls to MPA Committees. In supporting the general approach, it was agreed to have further discussions outside the meeting about priorities and process.

7. The Steering Group also agreed:

• That the three strategic theme leaders (Deputy Commissioner Paul Stephenson, Assistant Commissioner Alan Brown and Martin Tiplady) be invited individually to the next three Steering Group meetings to outline their vision, strategy, timeframe and resources for taking forward the outcomes
• That there was an additional theme, national issues, which David Riddle (Deputy Chief Executive and Deputy Clerk) should lead
• That if practicable, these meetings be held over a three month period, but that the frequency of meetings be reviewed after that
• That a Human Resources specialist and representatives of the five issue-based Independent Advisory Groups (IAGs) be invited to work alongside the Steering Group. This would not necessarily mean their attending every meeting, but to provide a ‘sounding board’ at appropriate stages in the process
• To receive oral updates at each meeting from the Chairs of EODB, HR and PSC Committees
• To invite representatives from the MPS or from the community to evaluate the progress made against recommendations
• That a Stakeholder Conference be held on 14 December 2005 to disseminate the progress and outcomes made in relation to Morris, one year of from publication of the Report

8. The Steering Group also received the executive summary of the Taylor Report. In doing so, members noted that the Taylor Report is largely consistent with Morris and the CRE report, the big difference being in whether employment law should apply. It was recognised that the Authority needs to develop a view on this issue. The other point of difference is the views on the ‘Fairness at Work’ policy. If a working group is set up to consider detailed requirements for disciplinary arrangements in order to report to the Police Advisory Board, the MPA should ask to be included in its membership.

8. The MPS reported that the Government action plan in response to the CRE Report is expected in June. It was agreed that the MPS brief the next meeting of the Steering Group on its anticipated contents.

10. The Chair and Deputy Chair of HRC, Chief Executive and Clerk and the Head of Human Resources will continue to oversee and manage these work themes are report to this Committee. An oral update will be given at the meeting.

C. Race and equality impact

There are significant race and diversity implications arising from these recommendations that will require careful understanding and management.

D. Financial implications

The financial implications have not been established, but costs will be kept within the appropriate budgets.

E. Background papers

None

F. Contact details

Report author: Alan Johnson (Head of Human Resources), MPA.

For more information contact:

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

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