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'MOST RADICAL REFORM OF POLICE PAY AND CONDITIONS EVER TO BENEFIT OFFICERS'

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Police officers are to receive more in their basic pay and could ...
Police officers are to receive more in their basic pay and could

benefit from competency-related payments and special priority

payments as part of the most radical reform of police pay and

conditions ever agreed, home secretary David Blunkett said.

The deal struck in a spirit of co-operation with the Police

Federation lays the foundation for delivering the wider reform

agenda, Mr Blunkett added.

Delivering on police pay and conditions is a major milestone in the

successful implementation of police reform aimed at greater security

and safety throughout our communities. It achieves all of the aims in

modernising pay and conditions set out by the government last autumn,

he also said.

Mr Blunkett said:

'We have delivered our aims set out last autumn and this deal is a

massive step forward in improving pay and conditions for the police,

since the last attempt following the Sheehy inquiry ten years ago.'

Under the deal police officers will 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 police service will have to cut its overtime bill by 15% over the

three years from 2003/4 to improve police officers' work/life balance

as part of the modernised pay and conditions system. 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.

The more flexible pay structure agreed today 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.

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.

Mr Blunkett said:

'I am very pleased we have reached full and final agreement on the

most radical ever reform of police pay and conditions. This is a

substantial step forward in our police reform programme. 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 deal will 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 ensure the police can focus on the job they are trained

to do, tackle crime and protect our communities.

'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.

'To improve the work/life balance of police officers, the deal will

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

the overtime bill 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 changes and streamlining of

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

October. I am pleased we have reached a deal 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.'

The modernised pay and conditions package for officers in the

federated ranks will mean:

-£402 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, these are 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 will 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

able to use the savings to provide more frontline officers;

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

reduced from 8 days to 5 days.

The management benefits will 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

roster. 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

1. Details of the deal on police pay and conditions can be found on

the home office website .

2. Outline agreement on the changes to police pay and conditions

were first reached last December. However following a failure to

ratify the deal at a special meeting on the Police Negotiating

Board on 25th February, both official and staff sides entered

conciliation. A recommended settlement was reached on April 26th

and was ratified following today's meeting.

3. The Police Reform Bill was introduced into the house of lords on

25th January, 2002. It concluded 3rd reading in the lords in April,

and was introduced into the house of commons for 2nd reading on 7th

May 2002.

4. The Police Reform Bill and Explanatory notes are published at

www.parliament.uk. The government published the White Paper

'Policing a New Century: A Blueprint for Reform' in December 2001.

The Deal 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 deal.

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 April 2003. 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 in 2003/04,

rising to 1.5% in 2004/05 and to 2% in 2005/06.

- 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.

- 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 2003/4.

- 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; in future, we envisage three-month rosters drawn up in

consultation with local joint branch boards. 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 that 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.

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

- Regulations 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

Definition of Regulations:

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, 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

- Heads of Agreement ratified on 9 May 2002

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 force

- 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.

AGREEMENT REACHED ON POLICE REFORM AGENDA FOR PAY AND CONDITIONS

A watershed agreement on police pay and conditions was reached today

between the Police Negotiating Board, which includes police authority

members, and the Police Federation.

Rachel Whittaker, Metropolitan Police Authority member and a

representative on the Police Negotiating Board said:

'The police service of the 21st century needs the flexibility and

creativity which this deal will provide. This agreement marks a

radical change in the way police officers are paid and managed, and

gives the Met police service the opportunity to move forward.'

This far reaching package includes a substantial investment in police

pay and will see all officers of federated rank are better off.

Features include the flexibility to award bonus payments for

outstanding work, a competency related threshold payment scheme and a

reduction in the length of the federated rank pay scale from 14 years

to ten. It also provides for innovative schemes such as the 'Special

Priority Post ' which will give police services local flexibility to

target additional rewards towards the most deserving officers at the

sharp end of their profession.

Commenting on the Special Priority Post scheme, Rachel Whittaker

added :

'This is one of the most innovative elements of the package but tough

decisions will have to be taken in devising schemes locally. The MPA

will work hard with the commissioner to ensure this part of the deal

is effective, implemented fairly and in a way that is understood and

agreed by all parties.'

Another key element of the deal is the agreement by police

authorities, police managers and staff associations for co-ordinated

action to cut down on unnecessary overtime. The government target is

a 15% reduction over a three year period but police authorities, in

consultation with their chief officers, will set local targets. Duty

rosters will no longer be agreed one year in advance but will be

drawn up to cover three months, thereby ensuring rest days are

cancelled less frequently through unforseen demands. Similarly, the

trigger for the higher premium for rostered rest day working will be

reduced from eight days to five days.

Rachel Whittaker concluded:

'We are looking at several measures to make the Met more family

friendly. Although the Met is the biggest user of overtime we have

already started to budget for overtime reductions. We recognise

overtime is an essential tool to meet unforseen circumstances but we

need to make sure that any overtime worked is necessary.

'We shall also be looking to improve part time working arrangements

including the end of the 16 hour week minimum, and drawing up new

arrangements for the management of ill health. We want to improve the

work- life balance for everyone who works for us. We shall consult on

how best to implement these agreements for the benefit of policing in

London.'

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