Item: 13
PERSONNEL STRATEGY 2005-2008
INTRODUCTION
Organisational Vision
The Hampshire Constabulary Strategic Plan sets out the purpose and values
of the Constabulary as:
We want to make Hampshire and the Isle of Wight safer places in which to
live, work, visit, grow up and grow old
We are committed to upholding the law fairly but firmly; to preventing crime; to
pursuing and bringing to justice those who break the law; to keeping the
Queen’s Peace; protecting, helping and reassuring and to be seen to do all
this with integrity, common sense and sound judgement
We will ensure that we treat people fairly regardless of their age, gender,
disability, race, colour, ethnic or national origins or sexual orientation and that
our policies are designed so as not to discriminate against any group or
individual. We will also seek to respond sensitively to any special needs
experienced by particular groups.
We will be compassionate, courteous and patient, acting without fear or
prejudice to the rights of others. We will be professional, calm and restrained
in the face of violence and apply only that force which is necessary to
accomplish our lawful duty
We will contribute to reducing the fears of the public and, so far as we can,
reflect their priorities in the action that we take. We will respond to wellfounded criticism with a willingness to change.
We will strive for continuous improvement by seeking regular feedback from
key managers to make efficient use of our resources and in responding to the
needs of those we serve. We will do this in an environmentally sensitive
manner.
Delivery of the vision
These goals are only deliverable if the Constabulary has staff with the right
skills, experience and attitudes to make them a reality.
The aim of the Personnel Strategy is to ensure that we have the right number
of the right people to deliver the Constabulary’s targets, in particular to ensure
that we have:
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Staff who are developed to have the skills and knowledge to understand
the part they play and who use their skills and talents to make a real
contribution to the Constabulary’s work
Staff who value the contribution of others and treat others with dignity and
respect at all times
A framework of policies and procedures that translate the Constabulary’s
targets into practical processes that are fair and reasonable and comply
with employment legislation
A culture of high performance, making best use of scarce resources
A safe and healthy working environment
Systems to support staff who experience difficulties that affect their ability
to work, either through health, personal circumstances or workplace
issues
People Management responsibilities
The Personnel Department has a professional role to play in developing
corporate policy, implementing employment legislation, setting the framework
of Personnel procedures, supporting and advising managers, and generally
developing high standards of people management.
However, the Personnel Strategy is not just for the Personnel Department to
deliver. All who manage or supervise other people are involved in delivering
this Strategy. High performing organisations depend upon managers who
demonstrate excellent people management skills and all managers have a
responsibility to model the Force Management Style in the way they treat
other people.
GUIDING PRINCIPLES
These guiding principles form the cornerstone of good practice in the
management of people:
Clear leadership
Openness and honesty
Support for all staff
Recognition and acknowledgement of good work
Fairness
THE PERSONNEL STRATEGY
The right numbers of the right people
We aim to
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Attract and recruit sufficient high calibre staff to meet the Constabulary’s
needs and any national recruitment targets
Ensure we have an HR information system that captures key staffing,
establishment and performance management information to enable us to
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identify staffing and skills gaps, so that we can develop effective
workforce plans
Find ways to address staff shortages in areas where there are recruitment
or retention difficulties
Develop and encourage staff who wish to advance their careers within the
Constabulary
Operate fair recruitment and promotion selection processes to ensure all
appointments and promotions are made on merit
Recruit and retain a workforce that reflects the diversity of the community
it serves
Staff who are developed to have the skills and knowledge to understand
the part they play and who use their skills and talents to make a real
contribution to the Constabulary’s work
We aim to
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Communicate to staff through a variety of means the overall objectives
and purpose of the Constabulary’s corporate plans, local initiatives or
specific targets that they are tasked with delivering
Develop and implement an effective PDR system that drives the efforts of
staff towards the achievement of force goals. Ensure that all staff have an
annual PDR that assesses their levels of competency against the
requirements of the job and identifies development or training needs
Provide staff with access to training and development that enables them
to develop the relevant competencies, both for their current role and in
preparation for future roles in the Constabulary
Ensure all new joiners receive an induction that enables them to
understand their role and how it fits into the work of the Constabulary
Provide secondment, project or other development opportunities, where
appropriate, to help staff to develop broader experience and to enable the
Constabulary to make best use of specific skills staff may have
Staff who value the contribution of others and treat others with dignity
and respect at all times
We aim to
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Maintain up to date Equality and Diversity in Employment policies that set
out the principles to ensure fairness and consistency of treatment to all
who apply to or work for the Constabulary
Ensure that we recruit staff who demonstrate the Force values, in
particular the requirement to understand, promote and respect diversity.
Ensure that Personnel policies and procedures take into account the need
to respect the contribution and dignity of others
Provide a means for and encourage staff to challenge or report
unacceptable behaviour and to protect such staff from victimisation
Ensure that procedures are in place to address harassment or bullying in
the workplace and take prompt action against staff who are found to have
breached the policies
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Consult and encourage the contribution of staff representatives in matters
that affect staff
Develop processes that identify unacceptable behaviour so that issues
can be addressed
Have in place HR information systems that capture accurate diversity
information to enable us to monitor our performance
A framework of policies and procedures that translate the
Constabulary’s targets into practical processes that are fair and
reasonable and comply with employment legislation
We aim to
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Set policy and procedures that enable the Constabulary to achieve its
overall business needs and to meet its social and legislative obligations
Consult with representative groups on matters in which they have a
legitimate interest to ensure that our policies and procedures encompass
the needs of all staff as far as possible and have no adverse impact on
any particular group of staff
Develop assessment mechanisms to ensure that policies and procedures
have no adverse impact on any minority group
Develop procedures that are clear and easy to follow and which identify
responsibilities for action. Reduce bureaucracy where possible.
Learn from experience and develop or review policies to ensure mistakes
are not repeated
Research best practice and reflect this in our policies and procedures
Ensure that appeal processes are incorporated where possible to enable
staff to challenge perceived unfairness in the operation of procedures
A culture of high performance, making best use of scarce resources
We aim to
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Develop a culture where we are recognised as a learning organisation
Motivate staff to give of their best
Have effective planning, monitoring and review systems to inform decision
making
Carry out a regular staff survey to identify areas of dissatisfaction and
develop action plans to address them
Ensure we retain competent staff to keep to a minimum wastage of
recruitment and training costs
Deal effectively with poor performance or misconduct issues
Manage attendance to reduce sickness absence to a minimum
Retain key skills and experience in the workforce by redeploying staff or
making reasonable adjustments when job requirements change or when
staff become unable to carry out their role due to ill health or disability
Measure our performance and promote continuous improvement
Develop managers to feel confident to act, make fair decisions and stand
by decisions
Make fair employment decisions that minimise the risk to the
Constabulary of costly litigation
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Ensure pay structures and schemes are aligned to job requirements and
business needs so that staff receive fair rates of pay within affordable
limits
Manage change effectively, ensuring that staff and staff representatives
are consulted and kept informed throughout the change process
A safe and healthy working environment
We aim to
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Maintain an up to date health and safety policy that complies with
legislation and sets out defined responsibilities
Ensure that all staff or those carrying out business with the Constabulary
are aware of their responsibilities for their own and others’ health and
safety
Set up processes to learn from accidents, incidents or near misses to
prevent future accidents or incidents or to address hazardous practices
Proactively manage workplace safety and hold managers to account for
implementing the health and safety policy in line with their responsibilities
Enable staff to have a healthy work/life balance
Encourage the involvement of staff health and safety representatives
Systems to support staff who experience difficulties that affect their
ability to work, either through health, personal circumstances or
workplace issues
We aim to
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Provide welfare support (through line management or occupational health
service) to staff who experience difficulties that affect their ability to work
or carry out a particular job.
Provide access to confidential counselling and advice to enable staff and
their families to help resolve matters that cause them anxiety or might
affect their health
Provide private medical treatment funding for approved cases to enable
them to return to work quickly
Take account where appropriate of welfare issues or extenuating
circumstances when operating Force policies and procedures
Consider the welfare needs of staff who make complaints or are the
subject of complaints about workplace issues such as allegations of
harassment, bullying, discrimination, or misconduct investigations
Respect the rights of individuals to bring complaints against the
Constabulary and ensure that they do not suffer victimisation as a result
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