NEWS


the process. Our concerns around the process are many. The remit letter from government to the PRRB sets out the areas to address for each year.


The PRRB is a panel of members selected by the government. There is no opportunity


to collectively bargain within the process, once submissions by stakeholders are made the PRRB decide their recommendations in isolation.


PFEW to pursue collective bargaining and binding arbitration. The response to this poll was from over 50,000 members. If recommendations from the PRRB are either not suitable for


According to the PRRB pay is a critical


“It is our hope that the PRRB will this year take into consideration, and make suitable recommendations, in the areas that we have highlighted. These have been identified from engagement with local forces and through our annual Pay and Morale Survey.”


These recommendations are then sent


back to government who can choose to either accept them, decline them or modify them. An analogy of this is: ‘It’s like a football


match where one side selects the opponent’s players, referees the game and has a veto over the result’. Following a decision by the PFEW’s


National Council this all ultimately led to PFEW withdrawing from the PRRB in 2021. Although we are no longer a formal part of the PRRB process we do still make our case very strongly on behalf of our membership.


It is our hope that the PRRB will this


year take into consideration, and make suitable recommendations, in the areas that we have highlighted below. These areas have been identified from engagement with local forces and through the PFEW annual Pay and Morale Survey. It is important to note here that a survey


conducted in 2024 by PFEW showed that over 97.7 per cent of members wanted


our membership, or we feel they are not independent politically or financially, then we will consider polling our members again. This time it will seek the views of


federated officers around the proposed PRRB recommendations on police pay and conditions. Whilst we deal with pay awards and not pay offers, and have no form of industrial rights, we believe it is important that officers can voice their opinion on sub- standard recommendations. If we are to demonstrate to the government the strength of feeling there is about police pay then it is important that the entire membership is involved in this. Needless to say, we expect Chief Officers to make recommendations in their NPCC submission to the PRRB that seeks proper and fair remuneration for police officers. Gavin Stephens, Chair of the NPCC, recently called for the ‘biggest shake-up’ of policing and argued that ‘we are facing a once-in-a-generation chance to change our police service’.


component of any such ‘shake-up’ and it said that pay and reward were an important role in attracting recruits with the right motivations, and in creating strong ethical behaviour within forces.’ At a time when the public’s confidence and trust in the police service is reported to be unacceptably low, it is imperative to establish the ‘right pay and reward structures’ within and across ranks.


AREAS FOR CONSIDERATION PAY 1. Annual Pay Award – Members were disappointed that the recommended PRRB uplift in 2024 was below that recommended by other public sector pay bodies. We want the long term pay degradation


to be fully addressed by the PPRB. As stated above our figures show that this is still at 21 per cent. If recruitment and retention issues are to be addressed, then pay needs addressing. Needless to say, that it is only right that


you are remunerated correctly for the difficult work you do each day. 2. P-Factor – We have independent academic evidence showing that the P-Factor is not correctly factored into police pay. This will provide additional evidence to improve police pay to its correct position. 3. Base pay and Constables Pay Points – We are also submitting evidence that the base pay of all ranks needs to be reviewed.


05 | POLICE | FEBRUARY | 2025


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