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Human Resources Monitoring Information - 1st April 2018 - 30th September 2018

Report of the Commissioner of Police.

Minutes:

Members considered a report of the Commissioner of Police regarding Human Resources Monitoring Information 1 April 2018 – 30 September 2018 and the following points were made.

 

·         In response to questions from Members regarding reasons given for officers leaving the Force, and what factors were underpinning the uplift in rates of resignation, the Commissioner of Police replied that factors included the fact that the pension provision was no longer attractive as it once was and that skills attained through working in the Economic Crime Directorate meant highly-paid private sector roles were easily attainable. Nevertheless, it was common to see some officers return to the Force from private sector roles once they had gained relevant experience. Those officers were encouraged to communicate their experiences of the private sector to colleagues.

 

·         In response to a question from a Member, the Commissioner of Police agreed to provide the relevant recruitment strategy and action plan for boosting gender and Black and Minority Ethnic (BAME) representation in the Force. The BAME action plan was currently under review at officer level and would likely feature a direct entry scheme, which past experience had shown was effective in attracting women candidates.

 

·         In response to a question from a Member, the Commissioner agreed to provide the action plan arising from the recent staff survey, once approved, and the headline messaging from the staff survey itself.

 

·         In response to a comment from a Member, the Commissioner of Police noted that they were confident the Force could achieve full establishment by the end of February 2019 given the recent positive recruitment campaign.

 

·         In response to a question from a Member, the Assistant Commissioner noted that the Direct Entry scheme was a national scheme, and he acknowledged that it had the potential to impact the morale of existing officers who would see new colleagues promoted immediately on joining the Force. Nevertheless, it was a hugely important scheme in addressing key areas for recruitment such as fraud and cybercrime.

 

·         In response to a comment from a Member, the Commissioner of Police noted that the Management Information Officer would be able to convert the numbers regarding officer and police staff leavers into percentages of total workforce.

 

RESOLVED, that the report be received.

Supporting documents:

 


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