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DEAL ON POLICE PAY AND CONDITIONS

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Following talks the government, Police Federation, and other parties have agreed a recommended settlement on police...
Following talks the government, Police Federation, and other parties have agreed a recommended settlement on police pay and conditions.

Under the recommended settlement police officers would be paid more in their basic salary and could benefit from new competency-related payments, as well as special priority payments for those at the sharp end of policing.

The government and the Police Federation and other parties agreed the recommended settlement following conciliation talks in the Police Negotiating Board. It now needs to be formally ratified by the federation following a short period of consultation that begins immediately.

Home secretary David Blunkett said:

'I am very pleased we have reached a recommendation on the most radical ever reform of police pay and conditions. We will now have a modernised pay structure and working conditions for the 21st century to go with the wider policing reforms we are introducing.'

The more flexible pay structure delivers key elements of the wider police reform agenda, such as changes to ill-health retirement, greater flexibility in rostering, new measures and sanctions to deal with poor attendance and greater part-time working.

It also closes a loophole on sick pay, which currently means officers can stay on half pay indefinitely by returning periodically to work during periods of lengthy sickness absence.

The scheme to manage long hours is at the heart of the most radical reform of police pay and conditions ever agreed. Savings on overtime are to be ploughed back into providing more front-line officers. Mr Blunkett said:

'To improve the work/life balance of police officers I have decided to go right to the heart of the problem by setting a 15% reduction in overtime across the service over the next three years.'

Forces will have to meet local targets of up to 15%, whilst maintaining the number of police officers on the streets.

Her Majesty's Inspectorate of Constabulary (HMIC) will monitor forces' performance against these targets. The trigger for the higher overtime premium for rostered rest day working will also be reduced from eight days to five days.

Further details about the recommended settlement follow in this press release from the home office issued on Friday.

PAY AND CONDITIONS RECOMMENDED SETTLEMENT MAJOR STEP FORWARD IN

POLICE REFORM

The Police Service will have to cut its overtime bill by 15% over the

next three years to improve police officers work/life balance as part

of a modernised pay and conditions system, home secretary David

Blunkett said today.

Delivering on police pay and conditions would be a major milestone in

the successful implementation of police reform aimed at greater

security and safety throughout our communities and achieves all of

the aims in modernising pay and conditions set out by the government

last autumn, he added.

Under the recommended settlement police officers would be paid more

in their basic salary and could benefit from new competency-related

payments, as well as special priority payments for those at the sharp

end of policing.

The government and the Police Federation and other parties agreed the

recommended settlement following conciliation talks in the Police

Negotiating Board. It now needs to be formally ratified by the

Federation following a short period of consultation that begins

immediately.

The more flexible pay structure delivers key elements of the wider

police reform agenda, such as changes to ill-health retirement,

greater flexibility in rostering, new measures and sanctions to deal

with poor attendance and greater part-time working. It also closes a

loophole on sick pay, which currently means officers can stay on half

pay indefinitely by returning periodically to work during periods of

lengthy sickness absence.

The scheme to manage long hours is at the heart of the most radical

reform of police pay and conditions ever agreed. Savings on overtime

are to be ploughed back into providing more front-line officers.

Forces will have to meet local targets of up to 15%, whilst

maintaining the number of police officers on the streets. Her

Majesty's Inspectorate of Constabulary (HMIC) will monitor forces'

performance against both targets. The trigger for the higher overtime

premium for rostered rest day working will also be reduced from eight

days to five days.

Overall the new pay and conditions system would provide a modernised

pay structure rewarding those at the sharp end of policing and

reducing reliance on overtime, as part of a significant increase in

the police pay budget, Mr Blunkett said.

The home secretary said the recommended settlement would help retain

the record numbers of police officers coming into the service and

give a further boost to recruitment.

Rising police numbers will be complemented by wider police reform

measures to tackle variations in performance, a new centre of

excellence for police training and proposals for better use of police

support staff, he added.

Mr Blunkett said:

'I am very pleased we have reached a recommendation on the most

radical ever reform of police pay and conditions. We will now have a

modernised pay structure and working conditions for the 21st century

to go with the wider policing reforms we are introducing.

'We have delivered all of our aims set out last autumn and this

recommended settlement is a massive step forward in improving pay and

conditions for the police, since the last attempt following the

Sheehy inquiry ten-years ago.

'We are committed to providing substantial new cash to fund these

changes, which is in addition to the annual pay rise for police. This

package provides reward for reform. We will ensure the extra

financial reward for those at the sharp end of policing and the

competency-related payments are delivered fairly following

consultation.

'Rank and file police officers do a superb job and they deserve not

to have to work excessive hours as a result of poor management. Now

we are recruiting record numbersof police officers I am determined

to keep them.

'To improve the work/life balance of police officers I have decided

to go right to the heart of the problem by setting a 15% reduction in

overtime across the service over the next three years. Savings will

be ploughed back into providing more front-line officers. This

scheme, devised following representations from the police, is a major

step forward in better management of the Service and delivers an

improved system meeting the objectives of the Government and police

alike.

'From getting rid of annual rostering, to tackling ill-health

retirement, to introducing the principle of competency-related pay

for the first time, to the overtime cuts and streamlining of

allowances, we will have achieved all the aims we set ourselves in

October. I am pleased we have reached a recommended settlement in a

spirit of co-operation with the Police Federation and that we can now

move forward to deliver the wider reform agenda we all support.

'This recommended settlement shows the momentum behind police reform

is being maintained, which will ultimately deliver a better service

to the public we all serve.'

The modernised pay and conditions package for officers in the

federated ranks would mean:

-£400 on top of the basic salary for all the federated ranks from

April 1, 2003. This is on top of the annual pay rise that police

officers receive every September;

- Shortening the constables' pay scale from 14 to ten points, as well

as removing the bottom point from all the other federated ranks' pay

scales, would mean faster progression at the top of the scales;

- Competency-related pay -£1,002 additional payment for officers at

the top of the pay scale - we expect that at least 75% of those

eligible will get it;

- Special priority payments -£500 to£3,000 normally, and up to

£5,000 exceptionally, one-off, annual payments, for those working at

the sharp end and those undertaking the most difficult and demanding

jobs -following consultation with local with staff associations.

Police authorities and chief constables will have to spend a minimum

of 1% of the force's annual basic paybill (for all ranks up to and

including chief superintendent) on the scheme in 2003/4, rising to

1.5% in 2004/5 and up to 2% in 2005/6;

- Bonus payments -£50 to£500 for occasional work of an outstanding

demanding, unpleasant or important nature, for example hostage

negotiation or fingerprinting and searching badly decomposed bodies.

Changes to overtime would include:

- A new scheme to manage down overtime in the police service, to

provide a better work/life balance for police officers. Under the

scheme, forces that meet their targets for cutting overtime will be

rewarded with extra officers;

- The trigger for the higher premium for rostered rest-day working

reduced from 8 days to 5 days.

The management benefits would include:

- Improved part-time working arrangements. The 16-hour week minimum

requirement for part-time working would be removed, as would the

requirement for job sharing in respect of middle and senior ranks;

- Better management of ill-health retirement, including a new

provision to retain officers who can do sufficient of the ordinary

duties of their rank;

- New measures and sanctions to deal with poor attendance, including

a new provision to dismiss those whose attendance does not improve;

- Changes to duty rostering: end to requirement of annual duty

rosters; end of Federation veto. In future, it is envisaged that

3-month duty rosters will be drawn up. That should mean that rest

days are cancelled less frequently, so cutting down on cost of

overtime;

- A move away from complex statutory instruments to legally binding

determinations, making police conditions of service much easier to

understand and apply.

Notes

The Recommended Conciliated Settlement in Detail:

In October last year the government published an 'Outcomes' document

setting out what it wanted the Police Negotiating Board (PNB) to

consider as part of the modernisation of police pay and conditions.

The Document below sets out what the PNB was asked to look at and

then in italics what has been agreed as part of the recommended

conciliated settlement.

Outcomes from the PNB

The aim of the reform programme is to put in place the skills,

resources and systems the police service needs to make it as

effective as possible in reducing crime, the fear of crime and

increasing public confidence. The need for both is reinforced by the

recent terrorist attacks in the USA.

A modern Police Service demands modern management and personnel

practices if it is to get the best from the people within it and

deliver the best service to the public. Greater flexibility is needed

in deployment if forces are to respond effectively to the demands

made on them. Police officers need to be encouraged and enabled to

develop their skills and experience and to perform to the highest

possible standards. They need to be rewarded fairly for the work they

do and the responsibilities they carry.

To achieve this the current arrangements for deploying and

remunerating officers need to be reviewed and modernised. Additional

resources may be needed to achieve these objectives. The Government

is prepared to invest in the Service to meet the challenge of reform.

The Home Secretary will press the case in the 2002 Spending Review

for the ability to secure a modern, effective Police Service which

has accepted the need for change.

Current pay system

We are seeking reforms to the pay system of the police service, and

to the current system of regulations, that will together:

- provide a fairer and better system of remuneration for police

officers;

- shortening the pay scales: constables' scale from 14 points down to

10 points; other federated ranks' scales shortened by one point;

scale shortening will ensure faster progression to the top of the

scales

- increasing each pay point on the federated ranks' scales by #402

from 1 April2003. This means that the basic salary of all federated

ranks will rise by at least #402 from that date

- offer appropriate rewards for officers undertaking priority,

difficult or demanding duties;

- new special priority payment (SPP) scheme; forces will have to

spend 1% of the force's basic paybill on the scheme in03/04, rising

to 1.5% in 04/05 and to 2% in 05/06.

- Under the scheme, officers in the most demanding and difficult

posts will be eligible for extra payment of between (normally) #500

to #3,000, exceptionally up to #5,000 a year

- National criteria will be supplemented by guidance from the Home

Secretary to which forces will have to have regard before drawing up

local schemes

- First payments to be made in December 2003.

- and

- offer police service management greater flexibility in deploying

officers and investing in priority areas of police work.

- Again, SPP scheme for investing in priority areas of police work

- Greater flexibility achieved through changes to part-time working

arrangements (removal of 16 hour minimum and of requirement for a job

share in middle and senior ranks)

To increase the rewards available to experienced professional

officers

- New competence-related payment of #1,002 for those at the top of

the federated ranks' pay scales. It is expected that at least 75% of

those eligible will get the payment.

- First payments to be made from April 2003.

To achieve greater flexibility and targeted rewards into the pay

system

- Again, the SPP scheme

To allow more flexible deployment of officers

- Scheme to manage down overtime. Service-wide target of 15%

reduction in overtime bill over the three years beginning in 03/04.

- Scheme will promote better management of overtime and give officers

a better work/life balance

- Change in trigger point for the higher premium for rostered rest

days

- Disregard of first 4 periods of 30 minutes in any week, currently

for just pay, will be applied to time off in lieu

- Changes to duty rostering: end to requirement of annual duty

rosters; end of Federation veto. In future, it is envisaged that

3-month duty rosters will be drawn up. That should mean that rest

days are cancelled less frequently, so cutting down on cost of

overtime

To allow more flexible working patterns and to encourage recruitment

- Part-time working; end to minimum 16 hour week; end to requirement

for job share in middle and senior ranks

- PNB decided that higher starting pay for older recruits not part of

the final package - there was no compelling evidence the it was

needed for recruitment purposes..

To rationalise the system of allowances

- Abolition, in two stages, of plain clothes allowance

- Abolition of subsistence, refreshment and lodging allowances -

replaced by reimbursement system

- Other allowances to be paid for as part of SPP scheme - eg,

firearms' users standby allowance

To simplify the system of regulations and determinations

- Many existing regulations will be 'translated' into simpler

determinations by April 2003. The result will reduce management

bureaucracy and time trying to make sense of complex legal documents.

- Simplifying the statutory regulations that govern police conditions

of service. While legal safeguards will be retained for police

officers, simpler conditions will save on management time and cut

down on bureaucracy.- [insert definition of 'regulations']

- Regulations 8, 23, 71 are to be deleted; and

- Regulations (or at least most of them) 13, 13A, 13B, 14, 16, 21,

22, 64 and their related schedules are to be moved into legally

binding administrative determinations that do not need to be laid in

Parliament

8- definition of beats, sections, sub-divisions and divisions (most

of these terms are now obsolete)

23 - work not required to be performed (eg, cleaning of police

stations)

71 - temporary provision about deputy chief constables (obsolete)

13, 13A, 13B - processes for senior appointments

14 - provisions governing probationary service in the rank of

constable

16 - provisions governing retirement

21 - duty to carry out lawful orders

22 - limitations on duties to be assigned to members statutorily

transferred

64 - provisions on university scholars who are members of police

forces

Review of ill-health retirements

- PNB to issue joint guidance giving greater clarity about ill-health

retirement, reinforcing that senior management and police authorities

who make decisions about ill-health retirement, not medical advisers,

and ensuring that wherever possible officers who are able to do

sufficient of the ordinary duties of the rank are retained rather

than given ill-health pensions

- Police Pension Regulations to be amended to remove distinction

between male and female officers and to require police authorities to

give due consideration to all circumstances, advice and information

available to them

- Loophole on sick pay closed so that officers cannot stay on half

pay indefinitely

- Changes to Police Efficiency Regulations to introduce a new

sanction of dismissal on grounds of poor attendance, where other

remedial action has failed to bring about an improvement

Flexibility to stay on beyond 30 years

- New voluntary scheme to enable forces to appoint, for up to 4

years, officers where a business case can be made for their

retention.

- Participants will be able to retire with tax-free lump sum before

appointment and will be eligible to have their pension partially

abated.

- Pilot scheme in the West Midlands to start by September, subject to

Treasury approval.

Transition to the new system

- PNB decided, taking account of the whole package, that the only

transitional arrangements needed were to address potential anomalies

resulting from the shortening of the pay scales and to phase out

plain clothes allowance in two equal stages.

Timescale

- Heads of Agreement drawn up on 27 December 2001

- Federation ballot on 6 February

- Ballot result: 91% rejection

- Heads of Agreement not ratified on 25 February 2002

- Conciliation process began, as required by PNB

Constitution

Process

Home Office officials will make proposals as to how the above

outcomes could be achieved. It will of course be open to other

parties in the PNB to table alternative means of achieving these

ends.

OTHER ISSUES

Grievance procedures

- National procedure drafted following consultation with the staff

associations

- ACAS and Equal Opportunities Commission have given independent

quality control

- Procedure will be implemented later this year.

- Will remove inconsistencies between forces. Aim to improve

retention and decrease number of employment tribunal applications.

National Recruitment Standards

- We are changing the nationality requirements via the Police Reform

Bill

- We are developing common arrangements for assessment and selection

of recruits which will be put in place by April 2003.

Occupational Health

- Draft strategy drawn up to reduce sickness rates in police forces

and number of ill-health retirements.

- Strategy will also reduce variation between forces.

- Strategy builds on what is already being done in forces.

- Strategy places onus on forces to assess what is causing sickness

absence and to draw up an action plan to ensure staff return to work

as quickly as possible

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