Human Resources
The Personnel and Development Plan sets out our priorities to meet the key requirements of the People Strategy for 2009/12 and also that of the Annual Policing Plan for 2009/10. Key areas for improvement this year include:
- A review of our key people management processes to streamline systems, improve productivity and efficiency, and quicken decision making.
- To ensure the corporate and consistent application of people policies and procedures.
- To continue to focus on the health and well being of our police officers and staff.
- A focus on improving customer satisfaction and confidence.
A - Designing and Planning Our Workforce
Our aim is to create a flexible and resilient workforce with both the capability and the capacity to deliver the services required by the communities of West Mercia.
| A1 | To recruit and train sufficient police officers, community support officers, police staff and special constables to maximise our operational capacity and resilience. This will be achieved within a financial constraint of a 2% vacancy factor without the need for any compulsory redundancies. |
| A2 | To develop a Recruitment Campaign for special constables with the aim of increasing the number of special constables in line with the Special Constabulary National Strategy by 25% by 31st March 2010. |
| A3 | To review our policies and procedures re police officers and staff on restricted and recuperative duties. |
| A4 | To continue to look for opportunities to progress shared services and to collaborate with other Forces or partners where cost effective to do so. |
B - Managing Resources, Careers and Talent
We attract, select, retain and develop a skilled and committed workforce, reflecting the communities we serve.
| B1 | To further develop and enhance our positive action initiatives to achieve a workforce representative of the communities we serve.
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| B2 | To review our policy and procedure re promotion of police officers. |
| B3 | To meet our anticipated promotion requirements for police officers in 2009/10. |
| B4 | To review our policy, procedure and processes re police staff recruitment. |
| B5 | To establish a project in order to introduce processes for effective management of talent and succession planning. |
C - Enabling Our People to Perform Better
Our people are clear on what is expected of them, in an environment where good performance is promoted, continuous improvement encouraged and poor performance addressed.
| C1 | To review our policies and procedures re:
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| C2 | To ensure the effective implementation of new or revised people policies and procedures. |
| C3 | To review and simplify all ICF (integrated competency framework) role profiles following the rationalisation of post titles. |
D - Learning and Developing
We encourage our people to take responsibility for their own personal development to meet the needs of the communities we serve and the organisation .
| D1 | To establish a Strategic Training Board as a means of prioritising training demand and delivery. |
| D2 | To deliver the requirements of the annual Learning and Development Business Plan. |
| D3 | To implement recommendations as appropriate following the evaluation of the Initial Police Learning and Development Programme (IPLDP). |
| D4 | To ensure that learning and development activities embrace the principles of Citizen Focus and support the Policing Pledge. |
E - Upholding High Standards of Leadership and Management
We expect our people to demonstrate leadership qualities when undertaking their duties and roles. Where it is apparent that individuals have the capability to become future leaders and managers, we provide the appropriate opportunities for development.
| E1 | To maintain the standards identified for recognised national accreditation processes including Investors in People, Charter Mark etc. |
| E2 | To ensure that lessons are learned both individually and organisationally and continuous improvement is maintained. |
| E3 | To implement the recommendations of the RESULT Programme and to review and develop the Core Leadership Development Programme in line with the NPIA (National Policing Improvement Agency) Update. |
F - Ensuring Health and Wellbeing
We promote and sustain a healthy, safe and supportive environment.
| F1 | To support our managers reduce the days lost due to sickness absence and meet targets for police officers and police staff. |
| F2 | To review our arrangements for the provision of welfare support. |
| F3 | To review our policy and procedure re physiotherapy and, in conjunction with Procurement, ensure that this area of business is subject to tender. |
| F4 | To review our mandatory health screening arrangements to ensure statutory compliance with particular reference to night workers and audiometric tests. |
| F5 | To implement management safety audits and review our overall approach to the provision of health and safety. |
| F6 | To enhance the provision of health and safety training to relevant managers. |
| F7 | To review the provision of first aid training. |
G - Engaging With Our People
We ensure our people are engaged and involved in delivering our strategic aims.
| G1 | To ensure effective staff consultation on all issues particularly those affecting change. |
| G2 | To contribute to the development of a staff survey and ensure that action is taken to address key priorities arising from the outcomes. |
H - Recognising and Rewarding Achievement
We recognise achievements of individuals and teams in a fair and consistent manner .
| H1 | To recognise achievement in the learning and development environment in a positive way. |
I - Technology Supporting People Management
The technology, science and systems we use aid effective people management processes.
| I1 | To complete the Grapevine Project ensuring the upgrade of our computerised personnel information system from ORACLE to ORIGIN, the integration of ORIGIN with other relevant computer systems, and the review of associated business processes. In particular:
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