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MC1

Exam based pay rise plan dropped for police officers

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Exam based pay rise plan dropped for police officers
Posted on August 20, 2014 | Category :Uncategorized | Comments Off

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A PLAN to introduce exam-based pay rises for police officers has been dropped following discussions at the Police Negotiating Board.

The contentious proposal – as outlined in the Winsor review of police pay and conditions – was to introduce a one-off exam that officers would need to pass if they were to qualify for a pay rise. However, the plan has been ditched, the Police Federation of England and Wales has said.

Speaking after the final meeting of the Police Negotiating Board (PNB), Andy Ward, the Police Federation of England and Wales’ Deputy General Secretary said both the Staff and Official Sides agreed there should not be formal exams – with officers instead assessed on the competency they demonstrate in role.

He said: “We were pleased that there was agreement the ‘tests’ should be on the basis of continuous professional development.

“This would be instead of a one-off exam, and we see this as positive for our membership. We feel that the method we have agreed is a far more consistent way of assessment.”

One of Tom Winsor’s recommendations was that a foundation skills threshold test should be introduced at point three of the constables’ pay scale.

A proposal had also been put forward by Mr Winsor that said all constables, sergeants and inspectors would also have to pass a specialist skills threshold test to advance to their highest pay point.

However, this plan was scrapped following the meeting, meaning all officers will be eligible to be assessed for the advanced threshold – and this would not be restricted to personnel in specialist areas.

Mr Ward described it as a “positive outcome”.

Mr Ward told PoliceOracle.com he was pleased that both the Staff and Official Sides of the Police Negotiating Board had broadly agreed that one-off testing was not the way forward.

While the fine detail of a proposal had to be hammered out, he added: “This is a very positive thing for us and I am pleased that we have achieved agreement in principle. There is still more work done and part of this will be a comprehensive pilot with an assessment carried out by the College of Policing. The Federation will be involved.”

http://essexfedfocus.co.uk/?p=1265

Good news!

Edited by MC1
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Good news, unless you have a poor line manager that personally dislikes you?..... Or you recently reported a colleague for mis-doings and the whole station hates you so all ranks will back a bad report?

I appreciate that's a bit much, but personality clashes could surely make this also slightly unfair?

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What does "competency demonstrated in role" mean?

I imagine it'll be based on PDRs - which I suppose would actually cause somebody to read them for a change?

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I imagine it'll be based on PDRs - which I suppose would actually cause somebody to read them for a change?

In theory PDR's are read by first and second line managers. My issue with PDR's is that they are meaningless. Other than acting as a basis to support or deny suitability for the promotion exam, I can't see the point in them. I hear horror stories such as some commands having generic write ups and gradings. Three's across the board no matter how hard they work.

Another command said any 1's and 2's required a meeting with the Ch. Supt. and the evidence would be discussed.... Ergo everyone on that command also scored no higher than a three, irrespective of their evidence/performance. No one wanted the chat. So no one goes the extra distance. They just do an average job because it's not worth it.

Anyway this will come back in Winsor 3 ;-)

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I'be not even got a PDR set for this year as my role falls into the "too hard to work out" as I play with HGVs all day:)

Our PDR's are generic for each rank/grade so no matter what role you undertake, you get a PDR! Up until May this year I ran a partnership HGV unit with seven staff, we all got individually written PDR's (although I did have to write and grade my own one).

http://www.met.police.uk/foi/pdfs/disclosure_2011/august/2011070003210.pdf

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In theory PDR's are read by first and second line managers. My issue with PDR's is that they are meaningless. Other than acting as a basis to support or deny suitability for the promotion exam, I can't see the point in them. I hear horror stories such as some commands having generic write ups and gradings. Three's across the board no matter how hard they work.

Another command said any 1's and 2's required a meeting with the Ch. Supt. and the evidence would be discussed.... Ergo everyone on that command also scored no higher than a three, irrespective of their evidence/performance. No one wanted the chat. So no one goes the extra distance. They just do an average job because it's not worth it.

Anyway this will come back in Winsor 3 ;-)

In my team we all get the same pdr, with the same objectives, nothing is personallised. Even the comments on performance are the same for everyone, wether you work or not.

In the last 4 years my sergeant has never discussed with me my pdr, my performance or my development.

So for those like me who have a useless sergeant it's not looking good.

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This is great news! However I would like to know how the PDR system would work accross all the different forces and roles, as noted above I think it will be very varied.....

But from reading about the proposed 'exam' it was to be designed so that a significant amount of officers would fail (from PoliceOracle article).

So at least we won't suffer a monetary loss for all our hard work if we can't pass a meaningless exam. I imagine if you score average in your PDR you would be able to hit the next pay scale, which has to be a positive in my eyes. When your looking at pay scale 3 only being around £24,500 and you have a mortgage and kids, plus paying 11% pension, times could get hard with the added pressure of this exam.

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