NATIONAL VIEW REGIONAL VIEW
LEGAL SERVICES NEGOTIATION INFLUENCING
REPRESENTATION
REGION 6 NEGOTIATION
Avon & Somerset – Enhancing Recruitment for Investigators
Introduction
The investigations directorate faced challenges in allocating crime to suitably qualified investigators. With low PIP2 accreditation levels, members raised concerns that serious and complex crime investigations could be delayed.
Description BACK TO NATIONAL VIEW South West
The directorate was facing increasing demand for serious and complex crime to be investigated. Workloads were increasing and members were facing the challenges of new AGDG guidelines. Recruitment had seen new officers becoming investigators, but many were inexperienced and staff, who were PIP2 accredited, were working away from the demand area. Culture and leadership required improvement especially around health and wellbeing, CPD and crime allocation.
Resolution
The constabulary targeted an increase of PIP2 accreditation levels to over 80%, moving officers across directorates and locations to support investigations, reward and recognise outstanding work, review crime allocation, better understand the nature and complexity of the crime demand type, upskill and properly identify capability and capacity constraints.
Outcome
Through regular meetings with stakeholders, the branch was able to insist on an equality impact assessment, a 1:1 interview with affected staff, detailed understanding of the health and wellbeing impact of any proposed moves, remind the Constabulary of its obligations to properly compensate officers required to move and regularly consult with staff through webinars and regular FAQ documents. This resulted in the minimum number of investigators being affected and an upward move of capable staff to meet increasing demand.
Dorset – Ensuring Fair Pay for KIT Days Introduction
An officer on maternity leave worked several ‘Keeping in Touch’ (KIT) days to maintain professional connections and continue their CPD. KIT days are designed to ensure officers remain engaged with the force without experiencing any financial detriment.
Description
After completing her KIT days, the officer noticed discrepancies in her pay, which did not appear to account for the additional work. The complexities of full and statutory maternity pay, combined with the length of her maternity leave, compounded the issue. Upon returning to full-time work, the officer sought assistance from the Federation, which reviewed the force’s policies and engaged with Payroll and HR.
It was found that the force’s interpretation of Police Regulations and their maternity leave policy was incorrect. Negotiations involving local and national Federation representatives, along with HR and Payroll leadership, resulted in a collective agreement to amend the policy to align with the proper application of regulations.
Resolution
The Federation representative recommended a review of KIT Day payments for other officers who had been on maternity leave in recent years to ensure they had been compensated appropriately. This led to the DCC tasking a review of all KIT Day payments, which revealed widespread underpayment.
Outcome
The Federation representative’s efforts ensured that other officers received correct payments for KIT days and prompted amendments to the force’s maternity policy. This case highlights the Federation’s commitment to protecting members’ rights and ensuring fair treatment.
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MEMBER VALUE REPORT
One Federation – Putting Members First
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