Statement by Len Duvall Chair of the Metropolitan Police Authority

17/07
07 March 2007

“We categorically deny the Metropolitan Black Police Association’s unwarranted attack on the integrity of our promotion process.

“Their allegation of bias amounts to a charge of discrimination. That is wholly unsubstantiated and completely untrue. Our decisions on appointments were based, rationally and fairly, on merit. They always are. The suggestion that we did not reach our decision on the basis of objective and fair criteria is unwarranted and I hope the MBPA will reflect on what they have said and the damaging effects, and withdraw it.

“Their Members will know, I am confident, that the MPA has consistently promoted diversity and equal rights within the Metropolitan Police Service and beyond, and that it has taken action, alongside the Commissioner, to make the Met a much more diverse service than it was, and more representative of the communities it serves. We are proud of the way the Met has changed since the MPA came into being in 2000.

“The rank of commander is one of the highest positions within the Police Service, and the MPA makes the decision to select candidates on an objective, evidential basis while also taking into consideration any relevant issues. We have appointed the people we judged to be up to the challenge. We did not appoint those whom we judged were not or were not yet ready. It is as simple as that. The public of London would expect no less from us.

“A panel of four MPA members, including me as chair, interviewed the candidates. Sir Ian Blair, the Metropolitan Police Commissioner, acted as police adviser, and Catherine Crawford, Chief Executive and Clerk to the Authority, also advised the panel.

“An independent observer, Lady Angela Harris of Greenwich, was also present to ensure the selection process was conducted fairly and even handedly, and that all candidates were given the opportunity to answer questions and express their opinions in an open and honest manner.

“On this occasion the selection process included a competence based report from a chief officer of the individual's home force, a competence based report from the regional Her Majesty's Inspector of Constabulary, an independent assessment of the candidate's strategic perspective from independent specialist consultants and an assessment by an Assistant Commissioner and a member of the Authority of the candidate's professional competence.

“All of this information was used to inform the final selection panel's interview and their deliberations.

“ACPO rank posts within the Metropolitan Police Service require individuals of the utmost calibre and integrity, with strong leadership skills and sound policing experience to meet the challenges of these demanding roles, and therefore the selection process is very rigorous.

“All of the candidates displayed a high-level of ability and professionalism, but the three appointed officers were the best qualified for promotion at this time.

“We are not prepared to discuss the merits of individual candidates, nor give specific reasons why we did or did not promote an individual officer, but as I have said, we take all relevant information and issues into consideration when making our final decisions on whether to promote or not promote a candidate.”

Notes to editors

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