Recuperative and restricted duties

01/09
11 March 2009
MPA briefing paper 01/2009

This briefing paper has been prepared to inform members and staff. It is not a committee report and no decisions are required.

Police officers and staff may be placed on recuperative duties to allow them to gradually return to full duties following a period of sickness absence. Police officers are also eligible to be placed on restricted duties to retain their expertise and prevent their inappropriate early retirement. Officers on restricted duties will invariably be working full hours.

People will be placed on recuperative duties in order to facilitate a return to full fitness and full duties. Only where full rehabilitation is not possible will an officer be placed on restricted duties, or a member of police staff is considered for retraining and redeployment.

There are 890 police officers and police staff on recuperative duties and 1017 police officers on restricted duties.

What is the process for reviewing individuals on recuperative duties?

There is a requirement for regular reviews for any individual placed on recuperative duties. The intention of the reviews is to reassess the duties and hours performed by the individual in the light of the latest medical information. Only in exceptional cases will an individual remain on recuperative duties at the end of 12 months.

Is the decision to place an individual on recuperative or restricted duties a management decision or an occupational health decision?

The decision is one for the local management, taking into account information provided by the Occupational Health Unit. Occupational Health will obtain information from the individual’s GP where necessary.

What action has the Metropolitan Police Service (MPS) taken to address the numbers of officers on restricted duties?

The MPS formed a representative group, including staff associations and staff support associations, to explore ways of improving operational resilience and deployment flexibility within the workforce. The aim was to:

• increase potential to develop new skills
• enable officers to achieve career aspirations and realise their full potential
• support officers to undertake new and expanded roles where appropriate
• deploy officers safely to appropriate policing activities within their capability
• ensure the MPS meets its duties under the Disability Discrimination Act (DDA)

A case-by-case review of restricted duty officers’ capabilities has commenced, incorporating the current medical assessment process but with a specific assessment around an officer’s ability to undertake Officer Safety Training (OST) and Emergency Life Support (ELS). Full or partial ability to undertake OST or ELS will increase the operational deployment options that are available. The review will also inform all parties on how general capability can be translated in to specific policing activities to:

• Ensure the restrictions in place are valid and relevant for the officers’ circumstances.
• Maximise the deployment capability in order to ensure that restricted officers can maximise their operational value within their current role, or through lateral and upward progression, where necessary.
• Provide information to line managers so that a fuller range of deployment options can be considered, including, where appropriate, more operationally focused roles that could be undertaken with reasonable adjustments to the role or how it is delivered.
• Identify those officers whose condition may have deteriorated and who may be medically retired.
• Identify those officers who may no longer require to be classified as restricted, i.e. where the medical condition has improved such that restrictions are no longer applicable or where technological advances have made current restrictions redundant.

What is the meaning of ‘operational’ within the terms of the policies?

There is no hard and fast definition of 'operational'. Wherever possible, for a police officer on restricted duties, local managers will try to find a role that uses the officer’s policing skills and experience. For example, early results from the case-by-case review suggest:

• Two thirds of officers can do early turn, half of the officers can do late turn and half of the officers can do night duty. Over half can do 12 hour shifts;
• A majority of officers can wear full uniform, including Met Vests and the equipment belt.
• A majority can do cognitive activities, e.g. decision-making and some physical activities;
• Some officers have carried out arrests. It is accepted that ‘some’ rather than ‘most’ is not ideal but this activity is the area where OST and ELS is most important and where the risk of injury is high.
• Approximately one quarter can attend emergency response to incidents.
• Approximately one quarter can undertake custody office duties.
• Approximately one third of officers can drive response mode; two thirds can drive unmarked police vehicles or their own vehicle on police business. This significantly increases the operational and general deployment of officers.
• Over half can investigate crime with the emphasis on activities, which are risk assessed as low. Overall this is a positive outcome. It significantly increases the operational and general deployment of officers. In addition it provides additional detail for line managers concerning the duties that an officer can undertake in this area that may provide benefits in terms of increasing operational deployment and release other ‘fit’ officers for front line duties.
• Some officers can undertake a variety of activities within the Level 3 Public Order remit e.g. low risk demonstrations.

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