Agenda item

HR Data Monitoring April 2016- December 2016

Report of the Commissioner of Police.

 

Minutes:

The Sub-Committee received a report of the Commissioner of Police detailing Human Resources Monitoring Information from April to December 2016.

 

The Commissioner noted that sickness figures were impressive on a national trend, however it was noted that figures were only available to July 2016 due to a HR system upgrade. The CoLP would report on the full years 2016-17 sickness data in the end of year HR Data Monitoring report to the May Sub Committee. It was noted that the sickness reporting system was being rebuilt from scratch and would be discussed at PMG and with the Sub-Committee. (13)

 

The Chairman requested that the report be fine-tuned to address a number of discrepancies. (14) He also requested that figures be rounded to the nearest whole number. Clarity was required on whether Special Constabularies were included in the total numbers of the Force, which the Commissioner confirmed was not the case. There were further discrepancies in the report as regards the average working days lost due to sickness.

 

Members queried the number of recruitment campaigns and requested a schedule of on-going campaigns be brought to the next Sub-Committee. (14) The Commissioner asserted that specialist posts, such as firearms officers and detectives, were in short supply nationally and therefore the CoLP continued to run campaigns.

 

The Chairman noted that the process to improve the BME profile did not appear to be working as data remained the same year on year. The Commissioner asserted that the Project Team were working on a talent management scheme incorporating equality and diversity which should show improvement in the data going forward.

 

The Chairman noted that the report was not as robust as it could be; there was no report on causes of sickness and there were no trends or comparative data regarding diversity or grievances and tribunals. A Member queried whether the report could be made to encompass a wider range of equality and diversity measures including all of the specified “protected characteristics”, such as maternity leave. It was agreed that the CoLP would discuss reporting issues with Members outside of the Sub-Committee to address the issues in reporting and what they would like to see featured in the HR data report going forwards. (14)

 

RECEIVED.

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