Police Officer Promotion and Development Policy 2017

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Policy

Policy: / Police Officer Promotion, Development and Posting Policy
Approved by which board (or Chief Officer) and date: / Business Board, April 2018
Owner / People Department
For release under Freedom of Information? / Yes
Supporting information / procedures / Police Officer Promotion, Development and Posting Procedures
Contact for advice / People Department
Review date / April 2021

If changes have been made to an existing policy statement, you must complete the boxes below

Amendments made / Policy updated to reflect new processes
Date and Version Number / V7

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1EQUALITY ANALYSIS

What is the potential impact in relation to the General Duty of this proposal on each of the protected groups below?

Protected
characteristics / Positive Impact
Does the proposal:
eliminate unlawful discrimination
(provide details) / advance equality of opportunity
(provide details) / Foster good relations
(provide details)
Age / Cumbria Constabulary adhere to the Age legislation and once qualified, any officer can apply to move into different posts or rank / Cumbria Constabulary adhere to the Age legislation and once qualified, any officer can apply to move into different posts or rank
Disability / We would make sure that reasonable adjustments are put in place if required; but certain posts require a higher level of fitness which makes certain officers ineligible to apply / retain but this also adheres to health and safety and the Equality Act. The constabulary also has a positive action strategy and utilises this for people with certain disabilities. For candidates for promotion, disability would not be a bar as if they qualify, a suitable post would be found if available / We would make sure that reasonable adjustments are put in place if necessary; but certain posts require a higher level of fitness which makes certain officers ineligible to apply / retain this level of fitness but this also adheres to health and safety and the equality act. The constabulary also has a positive action strategy and utilises this for people with certain disabilities. For candidates for promotion, disability would not be a bar as if they qualify, a suitable post would be found if available
Sex / If there is a genuine occupational requirement we will make sure that we target the gender required by organising open days etc / If there is a genuine occupational requirement we will make sure that we target the gender required by organising open days etc. / If there is a genuine occupational requirement we will make sure that we target the gender required by organising open days etc
Sexual orientation / No impact identified / No impact identified / No impact identified
Gender reassignment / No impact identified / No impact identified / No impact identified
Marriage and civil partnership / No impact identified / No impact identified / No impact identified
Pregnancy and maternity / Candidates that are on maternity leave or pregnant have the opportunity to apply for any promotion or new post. This would not be a bar to them / Candidates that are on maternity leave or pregnant have the opportunity to apply for any promotion or new post. This would not be a bar to them / Candidates who are on maternity leave or pregnant have the opportunity to apply for any promotion or new post. This would not be a bar to them
Race / No impact identified / No impact identified / No impact identified
Religion and belief including non-belief / We would take into account any requests that a person of a faith may have concerning a religious festival on any day throughout the year if this impacted on a selection process (interview date for example) / We would take into account any requests that a person of a faith may have concerning a religious festival on any day throughout the year / We would take into account any requests that a person of a faith may have concerning a religious festival on any day throughout the year

If there is no potential impact (positive or negative) please provide a brief explanation why this is the case, e.g. the data utilised in arriving at the decision, summary of responses to consultation etc.

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2Aim

The promotion and development policy for Police Officers describes the promotion selection process for Police Officers applying for promotion up to the rank of Chief Superintendent.

The promotion and development policy for Police Officers aims to ensure that:

The promotion selection process is transparent and clear to all
All promotion candidates are treated fairly and consistently
All promotion selection decisions are based on ability, the experience and skills required for the rank
The development needs of Police Officers wishing to continue their professional development is accommodated, whilst ensuring that the best possible candidate is appointed to a particular post.

3 TERMS AND DEFINITIONS

4 The Policy

Cumbria Constabulary is committed to making the best use of its workforce to meet the demands of the Policing Plan. This policy enables the Constabulary to deploy individuals according to operational priorities, so that their potential can be identified, developed and used in the best interests of the individual, the service and the people of Cumbria.

The Chief Constable retains the right and duty to direct officers to serve anywhere in the force area to meet the needs or requirements of the service. This is subject to any limitations imposed by Police Regulations.

Student Officers will normally be posted to a nominated area for a minimum of 2 years in order to provide continuity and to support consolidation of skills and experience within the officers probationary period. This will be confirmed in the offer letter.

The postings and promotion of officers in the rank of Chief Inspector and above will be determined by the Chief Officer Group. As and when required, Chief Officers will meet to decide postings of officers in these ranks, based on organisational need, operational performance, officers development needs, officer’s skills base and officer preferences. Chief Officers may invite other key stakeholders to discuss postings of officers in these ranks, as appropriate.

Officers who are substantively promoted will be expected to fill any vacant post at the appropriate rank on promotion, subject to skill set. Where an officer has had two offers of promotion, but decline the appointments offered they will no longer be eligible for promotion and will have to reapply for future opportunities.

The decision to hold a promotion board will be made by the Operations Board based on workforce and succession planning conducted by the HR Department. Substantive promotions will only be made as a result of a promotion board.

The Constabulary will ensure all promotion processes are advertised force wide by using SharePoint. However, organisational succession planning may mean some posts could be filled without advertising the role.

Decisions regarding postings will be based on organisational requirements and an individual’s skills to carry out the role, using fair and objective selection / assessment processes, to ensure equality of opportunity and consistency in the management of filling vacancies.

This policy sets out the length of a police officer’s posting which will normally be subject to a minimum of 2 years where possible.

5Supporting information

Police Officer Promotion, Development and Posting Procedure

6MONITORING AND REVIEW

This Policy will be monitored by the Policy Owner on an on-going basis for implementation issues and consistency of application. It will also be monitored in accordance with the Constabulary’s Equality and Diversity Strategy.

Relevant statistics regarding gender, age, rank, ethnicity, etc, in relation to the implementation of this Policy and subsequent outcomes will be considered alongside grievance and appeal statistics and any comments / feedback received in order to identify any trends, issues or concerns.

Initially the policy will be reviewed after 12 months. Thereafter it will be reviewed in line with the published review schedule, normally after 3 years. The policy will also be reviewed whenever new legislation/guidance which may have an impact is introduced.

The monitoring of this policy will be done by:

Reviewing the policy and associated documentation to ensure the policy is still relevant.
Reviewing the implementation of the policy by consultation with key personnel responsible for implementation of and adherence to it.
Reviewing the relevant data in relation to any related matters pursued in accordance with the Fairness at Work policy.
Consideration of any changes in legislation that need to be accommodated.
Consideration of any other feedback that has been received.

In the event that an individual feels disadvantaged by the requirements of a policy or procedure or where they perceive there to be an impact which is intentionally or unintentionally unfair, the matter should be dealt with in accordance with the Policy and Procedure Review Process / Selection Processes Appeals Procedure contained within Grievance Policy and Procedure. This information will also be monitored and considered when reviewing the policy.

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