AT A MEETING OF THE PERSONNEL PANEL of the HAMPSHIRE POLICE AUTHORITY held in The Former Grand Jury Room, Winchester on Tuesday 15 January, 2002

PRESENT:

Mr G M King, JP (Chairman); Mrs R Atkinson; Councillor D Gillett; Mr R Gully; Councillor P Mason.

Also present: Mrs C Barratt; Mrs L Cawsey; Councillor A Collett; Mrs J Griffin, JP; Councillor S A Hayes; Councillor D Knowles; Mr R Palmer; Councillor Mrs M Snaith.

Officers present: Mrs M Adamson (Director of Personnel); Mrs C McKenna (Assistant Director of Personnel); Mrs Peta Holt (Recruitment Manager); Superintendent A Thomas (Hampshire Constabulary); Mr R Horobin (Media Services, Police HQ) and Mrs M Boyes (Clerk's Office).

122 RECRUITMENT OF POLICE OFFICERS

Members considered a report of the Chief Constable (Item 1 in the Minute Book) on the research undertaken by Superintendent A Thomas on the recruitment of Police Officers in Hampshire and the Isle of Wight.

Superintendent Thomas had conducted a study into the recruitment difficulties experienced by the Constabulary which had made seven recommendations, all of which had already been actioned or were currently being actioned. The Director of Personnel and her team presented to the meeting the outline actions taken to date and further plans.

Members noted that the Force had only 15 months to recruit the additional officers to the Crime Fighting Fund (CFF) targets, and that, therefore, the recommendations had been based upon what could be realistically achieved. The recommendations outlined in the report were addressed individually in detail.

The Assistant Director of Personnel advised the Panel that the Force had started a new recruitment advertising campaign within 5 newspapers across Hampshire, combined with radio advertising. The new campaign was much more focused on more officers leading to less crime.

She further advised that the application pack had now been changed, and would now also be available from Police Stations. Divisional Commanders would be more involved in recruitment locally and at the start of the campaign recruitment staff would be working weekends and evenings to take calls from interested recruits until the Force could gauge the volume of calls. This would also include the force enquiry centre. The Force Website was currently in the process of being re-designed to ensure that consistent messages were being provided. Personal contact was considered a very important part of the recruitment process. It was stressed that the recruitment standards would remain the same but the process for potential new recruits would be easier so that it did not put people off from applying.

The Assistant Director of Personnel advised the Panel that three new recruitment officers had been appointed to maintain the interest of candidates, provide a local contact, and to help with recruitment campaigns.

Recommendation 4 addressed the recruitment and selection processes and the initial application form was now shorter. The same information was required, but would be sought at different stages of the process. Potential candidates would need to attend a two day selection process. Additional support would be available to those who marginally failed or passed in the form of development plans. Security checks would be carried out between stages one and two of the recruitment process.

Candidates would also now be reimbursed for the expenditure incurred in obtaining an opticians eyesight report in an effort to assist by adopting a more flexible approach.

Monitoring and evaluation of the recruitment and selection process would be carried out to identify the positive or negative aspects of the new processes. This would be achieved by allocating the candidate an identification number when they requested the initial information pack and would enable the candidate to be tracked.

The Assistant Director of Personnel further advised the Panel that transfers from other forces were being extended to include specialist branches and all ranks.

Superintendent Thomas advised Members that it was also important to address the retention of existing police officers and that in this respect, consideration was being given to utilising existing housing stock and potential business solutions. One solution that was being actively explored concerned offering police accommodation for use by officers for example the former `section house' at Aldershot. This would be organised within the Force or tendered out to a Housing Association. The north and north east of the county was specifically a problem directly linked to the cost of housing.

Members noted that the affordability of housing in some parts of the Force was unlikely to significantly improve and that the ability to assist, especially in cases of real hardship, would help improve moral. With 20 to 30 new officers being posted each year to Basingstoke and Aldershot the scale of the help potentially available was small compared to the scale of the problem, although it was important to be seen to be supporting staff. Other options included paying improved travelling allowances to officers who commute to work in the North of the County.

Members then asked specific questions on aspects of the presentation.

It was confirmed that candidates would now be able to download the application form and shortly it would be possible to complete applications on line. With regard to eyesight standards, whilst these had been relaxed the standards were in accordance with Home Office guidance. Very poor eyesight could not be accepted because of the Health and Safety implications, for example if an officer was in a disturbance and lost glasses or lenses, they would therefore be unable to protect themselves. If candidates had received corrective laser treatment they would now be able to apply.

The Director of Personnel advised Members that pressure was being maintained with the Home Office on the recruitment problems being experienced in Hampshire, to improve the pay and conditions of post '94 officers so that recruitment would improve. She further advised that although transferees helped the recruitment problems, new recruits were needed in order to access allocated CFF money.

Superintendent Thomas indicated that incentives were available to divisions of £1000 per recruit who had been successfully recruited by the division. This funding was available to compensate divisions for the efforts they made in recruiting which would drain resources away from general policing activities.

Members were also informed that the Force would be adopting a more proactive approach to recruiting. Arrangements had been made to visit a number of organisations that were shedding staff or where employment was insecure.

The Director of Personnel advised Members that the maximum age of recruits had been raised to 50 years of age, although it was stressed that they would still have to meet all the entry requirements and standards.

The Chairman thanked the Personnel and Recruitment Department for all their hard work and enthusiasm in this area. Praise was necessary especially as so much had been achieved in a very short timescale. He concluded that entrance standards would not be compromised in Hampshire and although other forces were reducing their standards, it was the felt that they would not benefit in the long term.

RESOLVED:

That the report be noted.

4fM630102