Agenda item

HR Monitoring Information 2017/18

Report of the Commissioner of Police.

Minutes:

The Sub-Committee received a report of the Commissioner of Police that set out CoLP’s Human Resources monitoring data for 2017/18.

 

The Chairman noted that the number of Professional Development Reviews overdue within the Economic Crime Directorate appeared to be high.  The representative of Human Resources explained that these were all currently being chased but there was a quality issue in some instances and so they would not be marked as complete until they were returned with the quality issues addressed.  She noted that the highest PDR return rates were linked to areas where there were skills gaps.

 

The Chairman noted that there appeared to be a significant number of resignations from CoLP.  The representative of Human Resources explained that there had been a significant number of resignations from officers moving to the private sector seeking preferable remuneration.  However, the Assistant Commissioner commented that he was also aware that there were a number of returning personnel in areas such as the Economic Crime Directorate, as some individuals had realised that there were other benefits to working for the Police including job satisfaction and the subsidised travel scheme meant that individuals were not earning as much as they thought they would without this benefit when working for the private sector. The HR representative explained that great work had gone into organisational development with an individual focus in order to try and retain skilled individuals.  The Chairman requested that percentage figures rather than actual numbers be quoted in future reports to give a better comparison with other forces. (12)

 

A Member asked about the gender distribution and the representative of Human Resources explained that it was favourable, with a large intake of female staff in recent recruitment campaigns for probationers and transferees.

 

The Chairman noted that BAME representation was favourable with national comparison but was poor in comparison to MPS.  The Assistant Commissioner noted this and explained that recruitment was hoped to see improvements with the workforce plan.  The representative of Human Resources explained that great work had been done to improve the desirability of detective roles for BAME candidates, including social media initiatives.  The Chairman noted that it would not be resolved quickly but required a long-term plan.  The Assistant Commissioner also emphasised that the diversity of the City of London itself should be taken into account as it was likely not as diverse as the greater London area.  A Member noted that BAME candidates were still underrepresented by comparison with the 20% non-white and 40% female figures in the City of London.

 

A Member asked about the gender disparity of senior roles and the Assistant Commissioner explained that although these figures were not available to quote at the meeting, he confirmed that two female Commanders had recently been appointed.  A Member noted that although the gender pay gap data had been published for the City Corporation, it had not been published specifically for CoLP.  He requested that this be provided to the Sub-Committee. (13)

 

A Member asked whether there was a record of fitness testing of employees of CoLP.  The representative of Human Resources explained that this was recorded on a bi-monthly basis, with employees subject to testing on an annual basis.

 

A Member asked if there was an age limit on officers.  The representative of Human Resources explained that there was technically no age limit, though pension considerations meant that it was not financially beneficial beyond a certain point.

 

A Member noted that there was no limit on commuting distance and asked if there had been any issues as a result of this.  The Assistant Commissioner explained that 95% of staff relocate near London and noted the effectiveness of the Rail Delivery Group (RDG) Travel Concession Scheme in making this feasible, and therefore ensuring that skills requirements are met.

 

The Assistant Commissioner explained that a recent inspection of the HR grievance process by HMICFRS was very positive.

 

RESOLVED – That the report be received.

 

Supporting documents: