Independent Review of Police Officer and Staff Remuneration and Conditions final report, Part 2
The Stationery Office, Mar 15, 2012 - Biography & Autobiography - 779 pages
This Review has established that the police service is currently ill-equipped to respond to possible and probable changes in increasingly specialised crime trends, political accountability, financial resources and the demographics of its workforce. This report covers reforms that may be introduced in the longer term. An earlier report on reforms that could be introduced in the short term published in March 2011 (Cm. 8024, ISBN 9780101802420) and made recommendations for savings of £1.1 billion over 3 years, most of which are being implemented following a determination of the Police Arbitration Panel. This report makes recommendations which could realise gross savings of £1.9 billion with £1.2 billion reinvested in policing. The 121 recommendations cover: employment framework, entry route and promotion; health, fitness and managing the workforce; basic pay, contribution-related pay and role-based pay; negotiating machinery. Each chapter contains a recommended phased process for introduction. The recommendations will provide the police service with the ability to attract and retain high calibre candidates with different skills and experiences, to maintain operational resilience by maximising the deployment of fit and healthy officers, and to manage office numbers according to need and in the public interest. Entry into the police service and advancement within would be according to the sole criterion of merit. The recommendations for reform of the pay review apparatus will have a profound effect, establishing a well-resourced professional pay review body ensuring that officers' pay is determined on sound evidence.
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Negotiating Machinery 585
Glossary of abbreviations
Entry routes for police ofﬁcers
Description of police pensions arrangements 715
Promotion for ofﬁcers
Health and ﬁtness
List of Submissions Received 739
Managing the ofﬁcer workforce
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ACPO application appointment Assistant Chief Constable beneﬁts black and minority British Transport Police candidates career chief ofﬁcer Constabulary costs Desborough disabled efﬁcient eligible England and Wales females ﬁnancial ﬁrst ﬁt ﬁtness test ﬁve ﬂexibility Home Ofﬁce Home Secretary HPDS ibid ill-health retirement individual leadership Lilleshall London Lord Hutton Metropolitan Police Authority Metropolitan Police Service minority ethnic National Policing Improvement North Yorkshire Police ofﬁcers and staff ofﬁcers on restricted Oﬁicers operational organisations pension age performance personal safety training PNAC Police Act Police Advisory Board Police Federation police forces police ofﬁcers Police Oﬂicers Police Pension Scheme Police Professional Body Police Regulations 2003 police staff Police Superintendents Association Policing Improvement Agency Policy Exchange programme public sector qualiﬁcations recommended recruitment reﬂect Response restricted duty roles senior ofﬁcers senior police September 2011 sergeant signiﬁcant skills specialist speciﬁc standard Strategic Command Course submission sufﬁcient whilst workforce