Docstoc

Quarterly Employee Performance Review

Document Sample
Quarterly Employee Performance Review Powered By Docstoc
					    HR Quarterly
Performance Review
Employee Relations
 (Police Authority)




 1st Quarter 2010/11
          1st April –
     30th June 2010
This page is intentionally blank




          Page 2 of 29
1st Quarter 2010/11
Summary as at 30 June 2010

        Employee Relations Overview

Quarterly Data Review – Key Issues

Employee relations pack       Issue
                              The format of these tables has been amended for easier
(Table ER1, Table ER3 &       understanding of how many cases in total are being dealt with
ER11)                         during a quarter and how many remain outstanding and
                              therefore carried forward to the next quarter.
                              Action
                              To note
Number of grievances          Issue
                              It appears that there is a vast increase in the number of
(Table ER1)                   grievances, however, of the 6 new cases being dealt with in this
                              quarter, four are from members of staff raising a grievance over
                              a single issue.
                              Action
                              To note.
Number of dignity at work     Issue
cases                         There are higher numbers of Dignity at Work complaints raised
                              by females over this and the previous quarter compared with
(Table ER3)                   complaints raised by men, particularly in light of the split
                              between males and females in the overall Police Establishment
                              (roughly 60/40 male to female). However, given the small
                              numbers we are talking about caution should be exercised in
                              drawing conclusions from this data

                              Action
                              The HR Specialist Employee Relations will investigate causes
                              of this in liaison with the HR Specialist Diversity.




Environmental Scanning

Legislation                                                            0
Case Law                                                               3
Developments                                                           3

The main points from the environmental scanning are:
   • Coalition Government’s Programme for Government includes the Coalition
       Government’s intention to carry out a full review of the terms and conditions for police
       officer employment. The Home Secretary has recently stated that this will extend to
       police staff terms and conditions of employment. In addition, on top of budgetary
       constraints imposed by the previous government, the Coalition Government plans to
       further radically reduce spending in the public sector, including the police service.




                                        Page 3 of 29                   Overview – Page 1 of 2
Risk Register – Highest Current Scores

Issue                                                Original Score          Current Score
Budget cut backs by Coalition Government                   20                     15
National On-Call Allowance                                 15                     10
Regional Collaboration Project                             16                      9
Equal Pay Review                                           15                      6

The main point of note on the risk register is:

•   Budget cut-backs by Coalition Government will mean forced redundancies unless the
    Force can identify creative staffing solutions to the funding crises.

Policy Review

Total number of policies                                                9
Policies beyond target review date                                      5

The main point of note from the policy review is:

    •   Of the five policies beyond their target date four are currently undergoing major
        change (Disciplinary Policy, Dignity at Work and Grievance Procedures, Management
        of Change Policy and Police Staff Capability Policy).

Service Plan

Original Number of Targets                                              1
New Targets Added                                                       8
Targets Completed                                                       0
Active/ongoing                                                          9
Outstanding                                                             0

The main points of note from the Service Plan are:

•   The creation of a 3 year Employee Relations Strategy
•   Development of creative staffing solutions to assist the Force in cost-cutting savings
    whilst minimising the numbers of redundancies.




                                          Page 4 of 29                  Overview – Page 2 of 2
Quarterly Performance Review                                                   FORCE REVIEW




                               EMPLOYEE RELATIONS

                                                           as at 30th June 2010



                               Supporting Data (Summary)


                                 1st Quarter 2010/11




                                           Page 5 of 29             Summary Data - Page 1 of 12
Quarterly Performance Review                                                                                                                          FORCE REVIEW




                                              EMPLOYEE RELATIONS
Table ER1 - All Grievances                                                                                         as at 30th June 2010


                                                        1st Qtr 2010/11

                                                 of which are          of which are
                                  All Cases     Minority Ethnic      Declared Disabled             4th Qtr   3rd Qtr   2nd Qtr   1st Qtr
STAGE                           Male   Female    Male      Female         Male    Female   TOTAL   2009/10   2009/10   2009/10   2009/10
Cases carried forward from
                                 0        1       0           0            0        1        1       n/a       n/a       n/a       n/a
previous quarter
New Cases During Qtr Being
                                 4        2       0           0            0        0        6       1         0          0        0
Addressed
Total being dealt with in the
                                 4        3       0           0            0        1        7       1         0          0        0
quarter
Resolved - Stage One             0        0       0           0            0        0        0       0         0          0        0
Resolved - Stage Two             0        1       0           0            0        1        1       0         0          0        0
Resolved - Stage Three           0        0       0           0            0        0        0       0         0          0        0
Resolved - Stage Four            0        0       0           0            0        0        0       0         0          0        0
Total resolved                   0        1       0           0            0        1        1       0         0          0        0

Ongoing cases at end of qtr      4        2       0           0            0        0        6       1         0          0        0
4th Qtr 2009/10                  1        0       0           0            0        0        1
3rd Qtr 2009/10                  0        0       0           0            0        0        0
2nd Qtr 2009/10                  0        0       0           0            0        0        0
1st Qtr 2009/10                  0        0       0           0            0        0        0

This Table allows the Force to ensure that the Grievance Procedure is effective by showing the number of Grievances received
and resolved at each stage within the quarter. Comparisons can also be made with the other quarters shown to monitor trends
and highlight where further analysis may be required.




                                                                                 Page 6 of 29                                              Summary Data - Page 2 of 12
Quarterly Performance Review                                                                                                                   FORCE REVIEW




Table ER3 - Dignity at Work Cases

                                                           1st Qtr 2010/11
                                                     of which are         of which are
                                      All Cases     Minority Ethnic     Declared Disabled             4th Qtr   3rd Qtr   2nd Qtr
STAGE                               Male   Female   Male      Female         Male    Female   TOTAL   2009/10   2009/10   2009/10
Cases carried forward from
                                     1        2      0           0            0        0        3       n/a       n/a       n/a
previous quarter
New Cases During Qtr Being
                                     0        1      0           0            0        0        1       1         3         1
Addressed
Total being dealt with in the
                                     1        3      0           0            0        0        4       1         3         1
quarter
Resolved - Informal Stage            1        2      0           0            0        0        3       2         1         0
Resolved - Formal Stage              0        1      0           0            0        0        1       1         2         3
Resolved - Referred to Discipline    0        0      0           0            0        0        0       0         0         0
TOTAL RESOLVED:                      1        3      0           0            0        0        4       3         3         3
Ongoing cases at end of qtr          0        0      0           0            0        0        0       n/a       n/a       n/a
4th Qtr 2009/10                      0        3      0           0            0        0        3
3rd Qtr 2009/10                      2        1      0           0            0        0        3
2nd Qtr 2009/10                      2        1      0           0            0        0        3


This Table allows the number of Dignity at Work cases to be monitored overall and also by gender and ethnicity, showing the
number of cases which have been received and resolved in this quarter. This information is collated by the Business Support
Teams.




                                                                                    Page 7 of 29                                    Summary Data - Page 3 of 12
Quarterly Performance Review                                                                                                                    FORCE REVIEW




Table ER5 - Performance Support Procedures For Police Staff

                                                      1st Qtr 2010/11
                                                  of which are        of which are
                                  All Cases      Minority Ethnic    Declared Disabled           4th Qtr   3rd Qtr   2nd Qtr
STAGE                          Male    Female     Male    Female     Male    Female     TOTAL   2009/10   2009/10   2009/10
Informal                         1        5        0        0         0         0         6       2         4         5
First Formal                     1        1        0        0         0         0         2       1         0         0
Second Formal                    0        0        0        0         0         0         0       0         0         0
Third Formal                     0        0        0        0         0         0         0       1         0         0
TOTAL                            2        6        0        0         0         0         8       4         4         5
4th Qtr 2009/10                  1        3        0        0         0         0         4
3rd Qtr 2009/10                  1        3        0        0         0         0         4
2nd Qtr 2009/10                  4        1        0        0         0         0         5

This table shows the number of Police Staff who are actively engaged in the performance support procedures at the relevant stage
on the last day of the quarter. It does not include those who have been signed off from a particular stage, but are still within a
specified monitoring period following sign-off




                                                                            Page 8 of 29                                             Summary Data - Page 4 of 12
Quarterly Performance Review                                                                                                                        FORCE REVIEW




Table ER6 - Unsatisfactory Performance Procedures For Police Officers

                                                        1st Qtr 2010/11
                                                    of which are        of which are
                                   All Cases       Minority Ethnic    Declared Disabled           4th Qtr   3rd Qtr   2nd Qtr
STAGE                           Male     Female     Male    Female     Male    Female     TOTAL   2009/10   2009/10   2009/10
Informal                          0         1        0         0        0         0         1        0         0        0
First Formal                      0         0        0         0        0         0         0        0         0        0
Second Formal                     0         0        0         0        0         0         0        0         0        0
Third Formal                      0         0        0         0        0         0         0        0         0        0
TOTAL                             0         1        0         0        0         0         1        0         0        0
4th Qtr 2009/10                   0         0        0         0        0         0         0
3rd Qtr 2009/10                   0         0        0         0        0         0         0
2nd Qtr 2009/10                   0         0        0         0        0         0         0

This table shows the number of Police Officers who are actively engaged in the performance support procedures at the relevant
stage on the last day of the quarter. It does not include those who have been signed off from a particular stage, but are still within
a specified monitoring period following sign-off




                                                                              Page 9 of 29                                               Summary Data - Page 5 of 12
Quarterly Performance Review                                                                                                                                         FORCE REVIEW




Table ER7 - Employment Tribunals

             YEAR              DETAILS

            2006/07            No new cases were submitted.

                               One new ET case has been submitted during the final quarter for constructive dismissal and vitimisation, making a total
                               of 2 new cases this year. The long-standing case for unfair dismissal and racial discrimination submitted in Dec 05 was
                               eventually heard during Oct and dismissed by the ET. However, an appeal has subsequently been lodged to the
            2008/09
                               Employment Appeal Tribunal and as at 31.03.08 no decision has been reached as to whther the appeal can be heard .
                               The new case submitted during the 3rd quarter for constructive dismissal, age and religious belief discrimination and
                               victimisation has yet to be heard.
                               The one on-going case as at 01.04.08 from a Police Officer claiming constructive dismissal, age and religious belief
                               discrimination and victimisation was withdrawn by the Officer before the ET hearing was held.

                               6 new claims were made during the year and resolved as follows:

                               Police Officer claiming constructive dismissal and disability discrimination – case settled through ACAS on a no fault
            2008/09
                               basis
                               Ex-Police Staff member claiming constructive dismissal – case won after 3 day Hearing
                               Ex-Police Staff member claiming constructive dismissal – case settled at Tribunal for nominal sum on a no fault basis
                               Ex-Police Staff member claiming constructive dismissal – case won after 1 day Hearing
                               Ex-Police Staff member claiming constructive dismissal – case settled on a no fault basis
                               Ex-Police Staff member claiming unfair dismissal – case still to be heard as at 31.03.09

                               The one on-going case as at 01.04.09 from an ex-Police Staff member claiming unfair dismissal was still on-going as at
                               31.03.10 following a postponement of the ET hearing on 18th and 19th February 2010 due to the unavailability of
                               witnesses. A new date has been set for 5th and 6th May 2010.
            2009/10
                               One new claim was received during the year from an ex-Police Staff member claiming constructive dismissal – this claim
                               was dismissed by the ET following a Pre-Hearing Review as the requisite year’s service required to bring the claim could
                               not be demonstrated.


                               The one on-going case as at 01.04.09 from an ex-Police Staff member claiming unfair dismissal was eventually
                               withdrawn by the Claimant shortly before a two day Hearing was due to be held.
            2010/11
                               One new case has been received during the quarter from a current female Police Officer claiming sex discrimination. A
                               Hearing date has yet to be set – the claim will be defended.




                                                                                     Page 10 of 29                                                        Summary Data - Page 6 of 12
Quarterly Performance Review                                                                                                                           FORCE REVIEW




Police Disciplines
Table ER8 - Number of Police Officer Disciplines


                                                         1st Qtr 2010/11
                                                                                                    4th Qtr   3rd Qtr   2nd Qtr   1st Qtr
                                                  of which are          of which are
                                                                                                    2009/10   2009/10   2009/10   2009/10
                                  All Cases      Minority Ethnic      Declared Disabled
STAGE                          Male    Female     Male      Female         Male    Female   TOTAL
Written Warning                  2        0        0           0            0         0       2       0         1         1         0
Caution                          0        0        0           0            0         0       0       0         0         0         0
Reprimand                        0        0        0           0            0         0       0       0         0         0         0
Fine                             0        0        0           0            0         0       0       0         0         0         1
Reduction in Rank                0        0        0           0            0         0       0       0         0         0         0
Required to Resign               0        0        0           0            0         0       0       0         0         0         0
Dismissal                        0        0        0           0            0         0       0       0         0         0         0
TOTAL                            2        0        0           0            0         0       2       0         0         1         1
4th Qtr 2009/10                  0        0        0           0            0         0       0
3rd Qtr 2009/10                  0        0        0           0            0         0       0
2nd Qtr 2009/10                  1        0        0           0            0         0       1
1st Qtr 2009/10                  1        0        0           0            0         0       1

This table shows the number of police officers who have received sanctions as a result of misconduct allegations - for misconduct
allegations recorded prior to the introduction of the Police (Conduct) Regulations 2008. These figures are broken down by gender
and ethnicity and also allow comparisons to be made with previous quarters.




                                                                                  Page 11 of 29                                             Summary Data - Page 7 of 12
Quarterly Performance Review                                                                                                                    FORCE REVIEW




Table ER8.1 Police Officer Misconduct Outcomes


                                                             1st Qtr 2010/11
                                                         of which are         of which are             4th Qtr   3rd Qtr   2nd Qtr
Police Officer Misconduct            All Cases          Minority Ethnic    Declared Disabled           2009/10   2009/10   2009/10
Outcomes                           Male    Female       Male     Female      Male    Female    TOTAL
Referred for UPP                     0          0         0          0       0         0         0       0         0         0
Referred for formal action           5          0         0          0       0         0         5       5         2         2
TOTAL                                5          0         0          0       0         0         5       5         2         2
Police Officer Formal Action - this may be either a meeting or a hearing
Meeting
No further action                    1          0         0          0       0         0         1       0         0         0
Management action                    2          0         0          0       0         0         2       3         1         1
Written warning                      2          0         0          0       0         0         2       2         1         1
TOTAL                                5          0         0          0       0         0         5       5         2         2


The tables above show the number of police officers who have received sanctions as a result of misconduct allegations - for
misconduct recorded after 1 December 2008 under the terms of the Police (Conduct) Regulations 2008. These figures are broken
down by gender and ethnicity and also allow comparisons to be made with previous quarters.




                                                                                  Page 12 of 29                                      Summary Data - Page 8 of 12
Quarterly Performance Review                                                                                                                                    FORCE REVIEW




Table ER10 - Number of Police Officer & Specials Suspensions

             YEAR              DETAILS

            2007/08            As end of March 2008 1 police officer suspended, 2 non operational. 1 special constable non operational.

            2008/09            At the end of March 2009 there were 4 police officers suspended and 3 non operational.
                               No Police Officers were suspended at the end of the quarter. One Special Constable was suspended at the end of the
            2009/10
                               quarter.
                               No Police Officers were suspended at the end of the quarter. One Special Constable remained suspended at the end of
            2010/11
                               the quarter.




                                                                                    Page 13 of 29                                                    Summary Data - Page 9 of 12
Quarterly Performance Review                                                                                                                     FORCE REVIEW




Table ER11 - Number of Police Staff Disciplines

                                                         1st Qtr 2010/11
                                                                                                    4th Qtr   3rd Qtr   2nd Qtr
                                                   of which are         of which are
                                                                                                    2009/10   2009/10   2009/10
                                   All Cases      Minority Ethnic     Declared Disabled
                                 Male   Female    Male      Female         Male    Female   TOTAL
Cases carried forward from
                                  1        1        0          0            0         0       2       3         8         6
previous quarter
New cases being addressed
                                  3        0        0          0            0         0       3       6         0         5
during quarter
Total being dealt with in the
                                  4        1        0          0            0         0       5       9         8         11
quarter
Resolved in qtr (stage)           0        0        0          0            0         0       0       0         0         0
Oral Warning                      0        0        0          0            0         0       0       0         1         1
Written Warning                   0        0        0          0            0         0       0       1         3         4
Final Written Warning             1        0        0          0            0         0       1       0         0         1
Dismissed                         0        0        0          0            0         0       0       0         0         0
TOTAL number of formal
                                  1        0        0          0            0         0       1       1         4         6
sanctions
Resigned prior to hearing         1        0        0          0            0         0       1       0         1         0
No case to answer / management
                                  1        1        0          0            0         0       2        -         -         -
advice provided.
Ongoing cases at end of qtr.      1        0        0          0            0         0       1       n/a       n/a       n/a
4th Qtr 2009/10                   0        1        0          0            0         0       1
3rd Qtr 2009/10                   4        1        0          0            0         0       5
2nd Qtr 2009/10                   2        4        0          0            0         0       6


This table shows the number of Police Staff who have received sanctions under the Disciplinary Policy for Police Staff. This table
enables these figures to be monitored and is broken down by gender and ethnicity, allow comparisons to be made with previous
quarters.




                                                                                  Page 14 of 29                                      Summary Data - Page 10 of 12
Quarterly Performance Review                                                                                                                                            FORCE REVIEW




Table ER14 - Number of Police Staff Suspensions

             YEAR              DETAILS

            2006/07            19 Members of Police Staff were suspended as a precautionary measure in light of allegations of Gross Misconduct.

            2007/08            One member of Police Staff was suspended during the final quarter making a total of just 3 during the whole of 2007/08.

                               Three members of Police Staff have been suspended during the quarter making a total of 19 during the year. Just one
            2008/09
                               remained suspended as at 31.03.09 following a number of hearings and resignations.
                               No new suspensions were made during the final quarter of the year and as such just 4 members of Police Staff were
            2009/10
                               suspended from duty during the year. All suspensions had been resolved by 31.03.10.

                               A Disciplinary Hearing was held during the quarter to hear the allegations made against the 2 members of Police Staff
                               who were already suspended at the start of the quarter. One received a Final Written Warning which is currently subject
            2010/11            of an appeal and the other was found not to be at fault and no action was, therefore, taken.
                               1 member of Police Staff (PCSO) was suspended from duty as a precautionary measure during the quarter following
                               allegations of gross misconduct. They were still suspended at the end of the quarter but resigned shortly after.


Table ER15 - Number of Police Staff Probationary Dismissals

             YEAR              DETAILS

                               No members of Police Staff were dismissed during the final quarter through the probationary process. A total of 2 were
            2007/08
                               therefore dismissed during 07/08 with a further employee having resigned prior to the commencement of a Hearing.


                               No members of Police Staff have been dismissed for failing to establish their suitability during their probationary period
            2008/09
                               during this quarter. This, therefore, makes a total of just one during the entire year.

                               No members of Police Staff were dismissed during the year for failing to establish their suitability. However, one member
            2009/10
                               resigned prior to a Hearing.


            2010/11            No members of Police Staff were dismissed during the quarter for failing to establish their suitability.




                                                                                       Page 15 of 29                                                        Summary Data - Page 11 of 12
Quarterly Performance Review                                                                                                                                                                                                                                       FORCE REVIEW




                                                                                                      EMPLOYEE RELATIONS
                               Table ER16 - Force Priorities 2009/10                                                                                                                                                       as at 30th June 2010

                                                                                                   2008/09            2009/10              2010/11   2008/09            2009/10              2010/11
                               PRIORITY                           KEY GROUP
                                                                                                     Total number of Grievances/ Dignity at Work               Total number of Disciplines

                                                                                                                                                                                                       Note: the figures above do not
                                                                  Child Protection Investigation
                                                                                                     0                   0                    0        0                   0                   0       represent the total number of
                                                                  Unit
                                                                                                                                                                                                       Disciplines and Grievances/Dignity at
                                                                                                                                                                                                       Work cases; only those in the key
                               To protect vulnerable people and                                                                                                                                        groups are shown, and the number of
                               communities.
                                                                Public Protection Unit               0                   0                    0        0                   0                   0
                                                                                                                                                                                                       actions are counted here as opposed
                                                                                                                                                                                                       to the actual number of cases i.e. same
                                                                                                                                                                                                       person receiving a written warning and
                                                                  Community Engagement               0                   0                    0        0                   0                   0       then caution is counted as 2 actions.


                                                                  Safer Neighbourhood Teams          0                   0                    0        0                   0                   0
                               To reduce the crimes most
                               affecting local communities.
                                                                  PCSOs                              0                   1                    1        5                   2                   2



                                                                  Road Policing Unit                 0                   0                    0        0                   0                   0
                               To reduce road casualties
                                                                  Safety Education and
                                                                  Enforcement Service
                                                                                                     0                   0                    0        0                   0                   0



                                                                  Uniform Patrol                     0                   1                    0        0                   0                   0
                                To reduce serious violent crime

                                                                  General CID                        0                   0                    0        0                   0                   0


                                                                  Covert Operations Team **          0                   0                    0        0                   0                   0
                               To tackle serious and organised
                               criminals
                                                                  Major Crime Investigation Team     0                   0                    0        0                   0                   0


                               To counter terrorism and
                               domestic extremism
                                                                  Special Branch                     0                   0                    0        0                   0                   0



                                                                  CJD                                0                   0                    0        0                   0                   0
                               To bring offenders to justice
                                                                                                                                                                                                       ** due to the nature of the Covert Operations
                                                                                                                                                                                                       Team some members may not be identified for
                                                                  Scientific support                 0                   0                    0        0                   0                   0       these figures.




                                                                                                                                          Page 16 of 29                                                                                                Summary Data - Page 12 of 12
                  Environmental Scan
Summary of Impending Legislation/Case Law/Developments – Employee Relations – 1st Quarter 2010/11

Relevant        Type       Description                                       Action taken/ to be taken                           Allocated       Recorded
Date                                                                                                                             To:             In:
May 2010     Development   The Coalition’s Programme for Government                                                              HR Specialist   Added to
                                                                                                                                 Employee        risk register
                           This document includes the Coalition              Monitor National Position to assess likely impact   Relations
                           Government’s intention to carry out a full
                           review of the terms and conditions for police
                           officer employment. The Home Secretary has
                           recently stated that this will extend to police
                           staff terms and conditions of employment.

                           On top of budgetary constraints imposed by        Creation of innovative ways to save money to
                           the previous government, the Coalition            reduce future redundancies, including the
                           Government plans to further radically reduce      implementation of the purchase of additional
                           spending in the public sector, including the      annual leave scheme, and promotion of unpaid
                           police service.                                   leave to police officers.




21/04/2010   Case Law      London Borough of Brent v Fuller                                                                      HR Specialist   Police Staff
                           (EAT/0453/09)                                                                                         Employee        Disciplinary
                                                                                                                                 Relations       Policy and
                           The EAT held that the London Borough of           This case reinforces the principle that an                          Procedure
                           Brent made a fair decision to dismiss Mrs         employer can consider previous relevant
                           Fuller despite a previous warning not being       conduct and events as one of a number of
                           formalised.                                       objective factors when determining its response
                                                                             to an act of misconduct. However, it is important
                           Following the case of Airbus v Webb,              not to place too much reliance on earlier events
                           all matters relating to the background of a       and expired disciplinary warnings, as the
                           dismissal are relevant. Therefore, the            emphasis should always be on whether the
                           council was entitled to consider the earlier      conduct in question at the time warrants a
                                                                                                                          Environmental Scan – Page 1 of 2
                                                                     Page 17 of 29
                 Environmental Scan
Summary of Impending Legislation/Case Law/Developments – Employee Relations – 1st Quarter 2010/11

Relevant      Type         Description                                    Action taken/ to be taken                           Allocated       Recorded
Date                                                                                                                          To:             In:
                           incident in the dismissal process.             disciplinary sanction.

                                                                          This will be incorporated in the new Disciplinary
                                                                          Policy and Procedure
27 May     Police Staff    PSC Car Allowances 2010/11                                                                         HR Specialist   Guidance
2010       Council Joint                                                                                                      Employee        notes on
           Circular 60     The PSC has agreed revised car allowances      Guidance notes on the management of change          Relations       entitlements
                           for 2010/11 which includes an increase in      site will be updated to include the revised sums.                   to excess
                           excess mileage of 2p per mile for cars with                                                                        travel
                           engine capacity 451-999cc and 2.2p for cars                                                                        expenses
                           with an engine capacity of over 1000cc                                                                             and time




                                                                                                                        Environmental Scan – Page 2 of 2
                                                                  Page 18 of 29
Quarterly Performance Review                                          FORCE REVIEW




                               EMPLOYEE RELATIONS




                          Employee Relations Risk Register


                                1st Quarter 2010/11




                                        Page 19 of 29        Risk Register - Page 1 of 5
                                                                                               EMPLOYEE RELATIONS HR RISK REGISTER                                                                                 1st Quarter 2010/11




Note: Residual Scores are the scores that represent the current position, and will change at each review as new controls are implemented.

       Hazard or                                                                                                                           Residual
                                                                                      Risk                            Residual Residual             Additional Controls          Lead                                       Next Review
 Ref   Threat Sub- Issue              Description of Risk        Probability Impact           Existing Controls                            Risk                                                   Latest Update
                                                                                      Score                           Probability Impact            Required                     Responsibility                             Date
       Category                                                                                                                            Score

                                      Financial cut-backs
                                      imposed by the                                          A change
                                      previous government                                     management team
                                      have been                                               has been created to
                                      compounded by further                                   manage all changes
                                      cut-backs announced                                     occuring through the                                   Further solutions to save
                                      by the Coalition                                        One-Team review,                                       costs need to be
                   Coalition's
 Env                                  Government which                                        and those at risk of                                   considered. A report has    HR Specialist
       Employee    Programme for                                                                                                                                                                  Work ongoing as per
 Scan                                 came to power in May           5         4        20    redundancy through          5          3        15     been drafted and            Employee                                       Sep-10
       Relations   Government -                                                                                                                                                                   controls
Jun 09                                2010. These will have                                   budget cuts. The                                       forwarded to the Director   Relations
                   Budget cut-backs
                                      a significant affect on                                 Force is introducing                                   of HR outlining potential
                                      staffing issues within                                  other creative                                         ways forward.
                                      the Force which will                                    measures to save
                                      need to be considered                                   costs such as a
                                      within tighter financial                                purchase of annual
                                      constraints than                                        leave scheme.
                                      previously.

                                                                                                                                                                                                  Recent legal advice
                                                                                                                                                                                                  has suggested that
                                    The Force is at risk of
                                                                                                                                                                                                  our current pay
                                    equal pay claims on the
                                                                                              Following work with                                                                                 protection is too
                                    grounds of gender as
                                                                                              LGE consultants,                                                                                    generous in relation to
                                    its last pay audit was
                 Review the                                                                   findings have been                                                                                  job-evaluated
                                    carried out in 1997. In
                 existing                                                                     reviewed and report                                                                                 adjustments.
                                    light of PSC guidance
                 arrangements for                                                             discussed with                                                                                      Amendment to the
                                    the Force should
                 an equal pay audit                                                           Director of HR. There                                                                               policy is required and
                                    demonstrate that its                                                                                             The recommendations
 Env             and modify in the                                                            were no major                                                                    HR Specialist      the staff in previously
       Employee                     pay monitoring is not                                                                                            were agreed by the Police
 Scan            light of new                                        5         3        15    causes of concern           3          2         6                               Employee           red-circled posts             Sep-10
       Relations                    only up to date but                                                                                              Authority, and these now
Jan 09           national advice                                                              identified.                                                                      Relations          should be advised
                                    equal in terms of                                                                                                need to be implemented.
                 from the Police                                                              Consultation with                                                                                   that their pay
                                    gender comparison. In
                 Staff Council.                                                               UNISON has followed                                                                                 protection will not be
                                    an adjacent force there
                 Develop an Equal                                                             and                                                                                                 in line with the
                                    have been (as at Jan
                 Pay policy.                                                                  recommendations                                                                                     Management of
                                    2009) 304 equal pay
                                                                                              have been put to the                                                                                Change Policy, but in
                                    claims relating to
                                                                                              Police Authority.                                                                                   line with the amended
                                    differential allowances
                                                                                                                                                                                                  Job Evaluation
                                    honararia etc.
                                                                                                                                                                                                  Procedural
                                                                                                                                                                                                  Agreement.




                                                                                                          Page 20 of 29                                                                                      Risk Register - Page 2 of 5
                                                                                                 EMPLOYEE RELATIONS HR RISK REGISTER                                                                                      1st Quarter 2010/11




Note: Residual Scores are the scores that represent the current position, and will change at each review as new controls are implemented.

       Hazard or                                                                                                                                 Residual
                                                                                        Risk                                Residual Residual             Additional Controls          Lead                                      Next Review
 Ref   Threat Sub- Issue                Description of Risk        Probability Impact           Existing Controls                                Risk                                                   Latest Update
                                                                                        Score                               Probability Impact            Required                     Responsibility                            Date
       Category                                                                                                                                  Score
                                        This will likely have a
                                                                                                Monitor National
                                        financial impact on
                 ACPO have                                                                      positon to assess
                                        Forces and may also                                                                                                As there is likely to be a
                 published that the                                                             likely impact in liaison
                                        have an impact on                                                                                                  significant financial
                 Police Arbitration                                                             with finance.
                                        other schemes such as                                                                                              implication, it is unlikely
 Env             Tribunal (PAT) has                                                             National position is                                                                    HR Specialist   Still awaiting further
       Employee                         SPP and Bonus                                                                                                      that this will be introduced
 Scan            released its                                          5         3        15    that there will be no           5          2        10                                  Employee        progress/updates              Sep-10
       Relations                        Scheme. Further                                                                                                    given the current financial
Aug 09           decision on the                                                                new money made                                                                          Relations       nationally.
                                        details will be                                                                                                    climate without
                 staff side claim for                                                           available and
                                        determined at national                                                                                             redistribution of resources
                 a national on-call                                                             therefore it is likley to
                                        level and will be                                                                                                  from elsewhere.
                 allowance.                                                                     replace other
                                        negotiated between
                                                                                                schemes
                                        both sides.

                  There has been
                  regional
                  agreement to
                                                                                                                                                                                                        A review has been
                  embark upon a
                                       There are                                                                                                                                                        undertaken and
                  regional
                                       approximately 19                                                                                                                                                 workstreams have
                  collaboration                                                                                                                            HR Template to be
                                       different aspects of                                                                                                                                             been prioritised.
                  project to realise                                                                                                                       devised which sets out
                                       business being                                                                                                                                                   Leads have also been
                  both financial and                                                                                                                       issues to be considered at
                                       reviewed and these                                        The HR Specialist                                                                                      identified for each
                  operational                                                                                                                              various stages of process
                                       relate to a wide range                                    (Employee                                                                                              area. Discussions
                  benefits by working                                                                                                                      from outline business
                                       of operations and                                         Relations) has been                                                                                    are now taking place
                  collectively in                                                                                                                          cases to detailed business
                                       support functions.                                        allocated                                                                                              with regards to
                  relation to a wide                                                                                                                       cases. Need for regular     HR Specialist
Base    Employee                       There is a real danger                                    responsibility with                                                                                    whether or not the
                  range of                                             4         4        16                                    3          3         9     meetings between project Employee                                          Sep-10
Risk    Relations                      of HR issues being                                        the support of the                                                                                     DCC post is replaced,
                  operational and                                                                                                                          leads and the HR            Relations
                                       overlooked which will                                     Director of HR, to                                                                                     together with the
                  support roles.                                                                                                                           representative. Regular
                                       result in destabilisation                                 liaise and advise on                                                                                   make up of the
                  Currently each                                                                                                                           meetings between HR
                                       of work force, litigation                                 HR issues relating                                                                                     Regional
                  force delivers                                                                                                                           representative, Director of
                                       and employment                                            to this project.                                                                                       Collaboration
                  these services                                                                                                                           HR and Regional
                                       tribunals, together with                                                                                                                                         Programme Team
                  internally and there                                                                                                                     Collaboration Director
                                       unforseen expenditure                                                                                                                                            which is likley to be
                  are percieved                                                                                                                            have been implemented.
                                       in relation to pay and                                                                                                                                           downsized given that
                  benefits in
                                       allowances.                                                                                                                                                      Chief Constables are
                  collaboration in
                                                                                                                                                                                                        now leading projects.
                  terms of both
                  efficiency and
                  effectiveness.




                                                                                                              Page 21 of 29                                                                                         Risk Register - Page 3 of 5
                                                                                                 EMPLOYEE RELATIONS HR RISK REGISTER                                                                                           1st Quarter 2010/11




Note: Residual Scores are the scores that represent the current position, and will change at each review as new controls are implemented.

       Hazard or                                                                                                                                  Residual
                                                                                        Risk                                 Residual Residual             Additional Controls             Lead                                      Next Review
 Ref   Threat Sub- Issue              Description of Risk          Probability Impact           Existing Controls                                 Risk                                                      Latest Update
                                                                                        Score                                Probability Impact            Required                        Responsibility                            Date
       Category                                                                                                                                   Score

                                                                                                It is difficult to predict
                                      The Coalition                                             what the impact will
                                      Government has                                            be until further details
                   Coalition's        outlined its intention to                                 are available in terms
                   Programme for      carry out a full review of                                of what the actual
 Env               Government -       the terms and                                             changes will be,                                            Monitor the national           HR Specialist    Still awaiting further
       Employee
 Scan              review of Police   conditions for police            4         3        12    however additional               4          3        12     position to establish likely   Employee         progress/updates              Sep-10
       Relations
Jun 09             and Police Staff   officer employment and                                    activity is likely to be                                    impact.                        Relations        nationally.
                   Terms and          has recently extended                                     required to
                   Conditions         this to include police                                    implement the
                                      staff's terms and                                         changes and update
                                      conditions.                                               Force Policy and
                                                                                                Procedures


                                                                                                The number of ET
                                                                                                cases has now
                                      Personnel Manager                                         significantly reduced
                                      and Business Support                                      with one case
                                      Teams report potential                                    currently ongoing.                                          If the increased workload
                                      resilience issues                                         The success of the                                          materialises due to current
                                                                                                                                                                                                          Due to the abstraction
                                      relating to the                                           Business Support                                            issues such as the One
                  Resilience issues                                                                                                                                                                       of three members of
                                      management of higher                                      Teams in supporting                                         Team Review, increased
                  in managing                                                                                                                                                                             staff from the BSTs,
                                      than usual level of                                       managers with                                               management of change            HR Specialist
Base    Employee unusually high                                                                                                                                                                           capacity within the
                                      Employment Tribunals.            4         3        12    grievances,                      2          2         4     cases, the recruitment           Employee                                     Sep-10
Risk    Relations levels of                                                                                                                                                                               BSTs will be reduced,
                                      There is the potential                                    disciplinary,                                               freeze, and freeze on            Relations
                  employment                                                                                                                                                                              which could cause the
                                      for this number to rise                                   capability and                                              contractual amendments,
                  tribunals.                                                                                                                                                                              current reduction in
                                      even more given the                                       absense issues has                                          there will be a need to
                                                                                                                                                                                                          cases to be reversed.
                                      higher than average                                       reduced the number                                          prioritise cases on a risk
                                      number of disciplinary                                    of high-level                                               assessed basis.
                                      and capability                                            procedures in
                                      procedures in progress.                                   progress and
                                                                                                grievances being
                                                                                                received.




                                                                                                               Page 22 of 29                                                                                            Risk Register - Page 4 of 5
                                                                                                 EMPLOYEE RELATIONS HR RISK REGISTER                                                                                  1st Quarter 2010/11




Note: Residual Scores are the scores that represent the current position, and will change at each review as new controls are implemented.

       Hazard or                                                                                                                              Residual
                                                                                        Risk                             Residual Residual             Additional Controls           Lead                                   Next Review
 Ref   Threat Sub- Issue                Description of Risk        Probability Impact           Existing Controls                             Risk                                                    Latest Update
                                                                                        Score                            Probability Impact            Required                      Responsibility                         Date
       Category                                                                                                                               Score

                                                                                                Current controls
                                                                                                include regular formal
                                                                                                and informal
                                                                                                meetings, including
                                                                                                consultation and
                                                                                                representation on
                                                                                                appropriate forums,
                                     There is an ongoing
                                                                                                and openness and
                                     base risk to the
                                                                                                transparency in
                  Break down in      organisation that                                                                                                  To agree amendments to
                                                                                                terms of
                  relationships      difficulties could arise in                                                                                        the Facilities Agreement      HR Specialist
Base    Employee                                                                                management                                                                                          Work ongoing as per
                  between employer relationships between               4         4        16                                 1          4         4     and continue regular           Employee                                   Sep-10
Risk    Relations                                                                               decision making.                                                                                    controls
                  and unions and     the employer, the staff                                                                                            formal and informal            Relations
                                                                                                There are currently
                  staff associations associations and                                                                                                   meetings and consultation.
                                                                                                polisitive working
                                     unions representing
                                                                                                relations with the
                                     police staff.
                                                                                                unions and staff
                                                                                                associations. A
                                                                                                review of the
                                                                                                Facilities Agreement
                                                                                                in line with the ACAS
                                                                                                code of practice is
                                                                                                underway.




                                                                                                            Page 23 of 29                                                                                       Risk Register - Page 5 of 5
This page is intentionally blank




         Page 24 of 29
Quarterly Performance Review                                               FORCE REVIEW




                               EMPLOYEE RELATIONS


                                                              As at 30th June 2010




                                Employee Relations Policies



                                 1st Quarter 2010-11




                                          Page 25 of 29                 Policies - Page 1 of 2
Quarterly Performance Review                                                                                            FORCE REVIEW


                                                                                                   Next Policy
                                                                       Policy     Policy Current
                               Policy Name                                                         Review Date   Owning Department
                                                                   reference No   Year Version
                                                                                                   dd/mm/yyyy
                 Capability Procedure for Police Staff              P01:2004      2004    v1.2     13/01/2005          HR -ER

                     Police Staff Disciplinary Policy               P09:2002      2002    v1.2     01/04/2006          HR -ER

                    Management of Change Policy                     P12:2000      2000    v2.4     16/02/2008          HR -ER

     Dignity at Work Policy and Grievance Resolution Procedure      P14:2001      2001    v1.5     05/04/2008          HR -ER
   Police Staff Redundancy and Early Termination of Employment
                                                                    P15:2006      2006     1.2     12/05/2010          HR -ER
                              Policy
                Extended Leave Policy for Police Staff              P16:2003      2003    v1.5     10/03/2012          HR -ER
   Police Staff Dismissal for Some Other Substantial Reason inc
                                                                    P04:2005      2005    v2.3     10/03/2012          HR -ER
           Expiry/ Non Renewal of Fixed Term Contracts
            Extended Leave Break Policy - Police Officers           P04:2001      2001    v1.5     19/03/2012          HR -ER

    Competency Related Threshold Payment Scheme Procedure           P15:2003      2003    v2.2     23/03/2012          HR -ER


 Some reviews of the above policies and procedures have not been conducted in accordance with the timescales set by the Corporate
 Development department. However, the documents remain effective as tools to guide and advise the Force.




                                                              Page 26 of 29                                          Policies - Page 1 of 2
                                       The Employee Relations Service Plan for
                                       2010/11
                                       (1st Quarter)



Action (input)                                Origin                     Cross                           Measure Progress (output and
(I= Intelligence, E = Enforcement,                                                                       (Target
P = Prevention, C = Communication,
                                                                         reference                       or PI)
                                                                                                                 outcome)
                                                                         (Other plans,                                    (Weekly, Monthly, Quarterly)
Co = Contingency, S = Support,                                           recommendations)
D= Development)
HIGH PRIORITY
1    C     Create 3 year Employee Relations   Dorset Police and          Not applicable     HR           ER & Diversity   A new 3 year strategy document,
           Strategy                           Dorset Police Authority                       Specialist   Group            covering the period 2010-13, has now
                                              3-year Strategy and                           Employee                      been created for consideration/approval
                                              Annual Policing Plan                          Relations                     at the next ER & Diversity Group
                                              2010/11                                                                     meeting.
2    D     Review of Dignity at Work Policy   Personnel Services         Not Applicable     HR           HR Quarterly     The policy is under currently under
           and Grievance Resolution           Managers Meeting                              Specialist   Performance      review. The revised policy will
           Procedure                                                                        (Employee    Pack             incorporate ACAS guidance and a more
                                                                                            Relations)                    streamlined approach to dealing with
                                                                                                                          both grievances and dignity at work
                                                                                                                          issues.




                                                                                                                                  Service Plan – Page 1 of 3

                                                                        Page 27 of 29
Action (input)                                      Origin                Cross                           Measure Progress (output and
(I= Intelligence, E = Enforcement,                                                                        (Target
P = Prevention, C = Communication,
                                                                          reference                       or PI)
                                                                                                                  outcome)
                                                                          (Other plans,                                     (Weekly, Monthly, Quarterly)
Co = Contingency, S = Support,                                            recommendations)
D= Development)
3    D     Development of creative staffing         Environmental Scan    Risk Register      HR           Not Applicable    The Force is currently introducing a pilot
           solutions to assist the Force in cost-   June 2010                                Specialist                     Purchase of Annual Leave Scheme
           cutting savings whilst minimising the                                             Employee                       whereby police staff can purchase an
           numbers of involuntary                                                            Relations                      additional 10 days leave per annum.
           redundancies.                                                                                                    Unpaid leave is also being promoted for
                                                                                                                            police officers who are excluded from
                                                                                                                            this scheme due to Police and Pensions
                                                                                                                            Regulations. A report has also been
                                                                                                                            produced outlining other potential cost-
                                                                                                                            saving measures in relation to staffing
                                                                                                                            issues that the Force could implement.
                                                                                                                            This is currently with the Director of HR.
MEDIUM PRIORITY
1    D     Implement the outcomes of the            Costed HR Plan        Risk Register      HR           Not Applicable    Recommendations have been agreed by
           Equal Pay review of the Force.           2008/09                                  Specialist                     the Police Authority and the key
                                                                                             Employee                       recommendations are to be
                                                                                             Relations                      incorporated.

2    D     Implement the revised Police Staff       Costed HR Plan        Not Applicable     HR           HR Quarterly      This policy has been drafted and is
           Disciplinary Policy and Procedure.       2007/08                                  Specialist   Performance       currently with various individuals and
                                                                                             Employee     Pack              groups for consultation. It is due to go
                                                                                             Relations                      to the next ER and Diversity Group
                                                                                                                            meeting in September and the HR
                                                                                                                            Committee of the Police Authority in
                                                                                                                            November 2010.


3    D     Supporting the ER element of a           Costed HR Plan        Risk Register      HR           Not applicable.   A review has been under taken and
           regional collaboration project           2008/9                                   Specialist                     workstreams have been prioritised.
           looking to establish procedural and                                               Employee                       Leads have also been identified for each
           financial benefits in key aspects of                                              Relations                      area. Discussions are now taking place
           police business at present                                                                                       with regards to whether or not the DCC
           conducted in five forces in the                                                                                  post is replaced, together with the make
           south-west.                                                                                                      up of the Regional Collaboration
                                                                                                                            Programme Team which is likley to be
                                                                                                                            downsized given that Chief Constables
                                                                                                                            are now leading projects.

                                                                                                                                    Service Plan – Page 2 of 3

                                                                         Page 28 of 29
Action (input)                               Origin                Cross                            Measure Progress (output and
(I= Intelligence, E = Enforcement,                                                                  (Target
P = Prevention, C = Communication,
                                                                   reference                        or PI)
                                                                                                            outcome)
                                                                   (Other plans,                                     (Weekly, Monthly, Quarterly)
Co = Contingency, S = Support,                                     recommendations)
D= Development)
4    S     Provide enhanced support to the   Director of HR        Not applicable     HR            Consistency of   As part of the quarterly performance
           Human Resources Business                                                   Specialist,   approach /       cycle a policy day has been introduced
           Support and Service Support                                                Employee      improved         which allows HR Specialists from the
           Teams                                                                      Relations     service          Policy Team provide an overview to the
                                                                                                                     Business Support and Service Support
                                                                                                                     teams on current priorities and data
                                                                                                                     trends and for the two teams to identify
                                                                                                                     where they require specific support.
                                                                                                                     These arrangements will be
                                                                                                                     supplemented in the future by interim
                                                                                                                     meetings with individual teams where
                                                                                                                     the focus will be on process/policy
                                                                                                                     application and development and
                                                                                                                     examining ways of improving service
                                                                                                                     delivery.



5.   S     Provide staff with enhanced and   Personnel Services    Not applicable     HR            Improved         The policy team is currently designing
           easy access to new policy and     Managers Meeting                         Specialist    service          an e-learning template to accompany all
           procedure                                                                  Employee                       new policy and procedure. Its main
                                                                                      Relations                      purpose will be to highlight, in an easy to
                                                                                                                     read and clear format, all key
                                                                                                                     information and learning points relevant
                                                                                                                     to the particular policy. However, the
                                                                                                                     ‘detail’ will still be retained in the main
                                                                                                                     policy document.
LOW PRIORITY
1.  C    Ongoing maintenance and             Personnel Services    Not applicable     HR            Not applicable   All ER policies on Sharepoint now
         development of advice held in       Managers Meeting                         Specialist                     include reference to the Direct Delivery
         Share-point and on Force internet                                            Employee                       structure.
         facilities/systems.                                                          Relations                      Pages are being developed in line with
                                                                                                                     the introduction of the revised
                                                                                                                     Disciplinary Policy and Dignity at Work
                                                                                                                     and Grievance Procedures.



                                                                                                                             Service Plan – Page 3 of 3

                                                                  Page 29 of 29

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:119
posted:7/22/2011
language:English
pages:29
Description: Quarterly Employee Performance Review document sample