28. First supplementary memorandum
submitted by HM Inspectorate of Constabulary
REQUEST FOR
INFORMATION REGARDING
POLICY FOR
SABBATICALS
I refer to your correspondence dated 13 October
2004 regarding the above subject, or career breaks as more commonly
referred to within the Police Service and can advise you as follows.
A national policy on Career Break Schemes was
agreed by the Secretary of State in October 2000, and whilst the
amendments have yet to be included within the Police Regulations,
has provided guidance for forces in allowing staff an extended
period of unpaid leave. (Details of the Agreement are contained
within PNB Circular 00/16 (Advisory)). The aim of the policy is
to support personal needs of staff by providing an extended break
from work and subsequent return, whilst maintaining effective
operational capability.
The policy guidelines, which provide for a consistent
approach are not prescriptive but allow individual police forces
in England and Wales the flexibility to introduce their own local
arrangements. As a result the detail of individual force policies
differ, however research indicates they are likely to include
specific information in respect of criteria and eligibility for
a career break and also Court commitments. In some cases this
includes an undertaking by the individual concerned to advise
of any known impending court commitments and to attend any court
commitments as required. This will invariably be at the expense
of the individual unless in exceptional circumstances and in agreement
with the force.
Individuals opting for a career break continue
to be regarded as employed by his/her respective force and therefore
remain subject to Police Regulations, or Police Staff Conditions
of Service.
In respect of retraining requirements most individuals,
prior to their return to full duty, undergo a training needs analysis
with their respective force. Identified training requirements
are undertaken through a variety of options including, specific
training courses, coaching and the use of distance learning packages.
HMIC has not carried out any specific thematic
review and do not routinely inspect this aspect of workforce management,
however it supports the introduction of flexible working practices
as a positive means of encouraging staff with their personal development
and assisting long term retention issues. HMIC assesses Human
Resource Management as part of the Baseline Assessment process
and would expect all forces to have introduced a Career Break
Policy.
Other than the instance you have referred to
in your letter there have been no issues, concerning Career Breaks
brought to the attention of HMIC, either through inspection or
during force visits. I am of the view current practices appear,
in the main, to be working well and providing forces continue
to issue clear guidelines, in line with the national policy and
that these are understood by the individuals concerned, there
is no requirement for any review.
Sir Keith Povey
26 October 2004
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