27. First supplementary memorandum
submitted by the Police Superintendents Association of England
and Wales
POLICE SABBATICALS
(CAREER BREAKS)
Introduction
The Police Superintendents Association of England
and Wales does not have any direct management over career breaks.
Albeit our members working in Forces across the country have some
knowledge when it affects their staff.
Due to the tight timescale for response very
rapid and limited consultation has been carried out with a section
of the membership.
The questions posed were as follows:—
Your assessment of how well the current system
for sabbaticals is functioning or whether it should be reviewed
We received no adverse comments regarding the
current procedures. None of the consultees could bring to mind
any problems with the present system. We feel there is no need
for review.
Any suggested improvements to procedures to ensure
officers on sabbaticals do not miss court appearances
From our understanding of the case referred
to, it seems the problem lay more closely with the court listing
procedure than with the police. It is our knowledge that the officer
concerned had informed all about his absence from the Force and
this information had been passed on to the listing officer.
Any statistics you may have on the number of officers
taking sabbaticals and the number of officers not returning from
sabbaticals
Unfortunately, the Association cannot assist
with this question, as it does not have access to the statistics
concerned. We believe that each Force keeps these, albeit they
may be in different forms.
What are the retraining requirements for officers
returning from sabbaticals?
The retraining requirements vary from officer
to officer and the post that the returnee occupies on returning
to the Force. It is our opinion that Force training establishments
are sufficiently flexible to tailor training inputs for the officers
concerned.
Conclusion
The PSAEW feel that the current system works
well to the benefit of the individual as well as the Force. There
may need to be better liaison between Force prosecution departments
(or similar) and the Magistrates/Crown courts listing offices
but this is a matter of individual practice rather than overall
procedure.
Career breaks assist in retaining a diverse
workforce. They are accessed by both male and female officers
and, on balance, the skills and experience they keep within the
service more than outweigh the retraining costs.
26 October 2004
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