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Human Resources Committee

The Human Resources Committee was made up of the following Members

Mike Clayton, Martyn Hodge, John Hart , David Money (Chair), Jo Norton, Bryan Preston, Linda Williams, David Percival, Mike Hicks, Lynda Price (Vice-Chair)

Terms of Reference

To receive reports on any human resources matters in respect of both police officers and police staff.

  • Number of Members: 9
  • Number of Scheduled Meetings: 3 per year
  • Open to the Press and Public: Yes
  • Decision Making: Yes
  • Lead Officer: Wendy Rowden
  • Purpose / Scope: Is to contribute to the activity of the Authority and decision making processes to ensure that corporate outcomes are delivered in accordance with the strategic plan specifically by providing oversight and scrutiny regarding all matters pertaining to people management and learning and development within the police service and to consider, approve and have oversight of the human resources policies of the Authority

Meeting Dates

There are currently no published meeting dates for this meeting body, please check the archives for information on older meetings.

Committee Defined in Greater Detail

Special Notes:

Related Police Service Departments:

Human Resources; Learning and Development; Occupational Health

Links to Strategic Plan:

Priorities:
  • Ensuring Improved Policing for the Future
  • Achieving Value for Money
Actions:
  • Effective performance and scrutiny, support and challenge
  • Focussing on Value For Money in reassuring an efficient and effective police service

Terms of Reference and Delegated Powers

Cross-Cutting Issues

  • To have oversight and scrutiny of entries on the Police Authority’s risk register pertaining to the work of the committee and to make recommendations regarding such entries to the Police Authority’s Chief Executive.
  • To ensure, in respect of the Committee’s terms of reference, work and activities that full and proper consideration is given to the implications and / or relevance of matters impacting upon the Authority’s duty to promote equality and diversity.
  • To ensure, in respect of the Committee’s work and activities that full and proper consideration is given to the implications and / or relevance of decisions in respect of Human Rights legislation
  • To scrutinise the performance of the police service on matters relating to topics within the committee’s remit, using information from a variety of sources including local performance indicators, consultation and community engagement findings, audit and inspection reports and benchmarking data.
  • To challenge weak performance and monitor action plans for securing improvements or building on strengths on matters relating to topics within the committee’s remit
  • To ensure, in respect of the Committee’s work, activities and decisions, that full and proper consideration is given to environmental impact and sustainability.
  • To ensure, in respect of the Committee’s work, activities and decisions, that full and proper consideration is given to obtaining and delivering value for money.

Oversight of the Police Service People Management Arrangements

  • To monitor, as appropriate, in the context of the people management of the whole of the police service workforce, the police service key human resource plans and strategies and the implementation of new employment legislation and changes to terms and conditions of service.
  • To scrutinise the effectiveness of the management of the police service human resources both generally and in relation to the attainment of the performance standards and targets.
  • To approve, subject to the consideration by the Resources Committee, or any of the Authority’s other appropriate formal decision making bodies, where there are appropriate significant budgetary implications, the pay structure and significant terms and conditions of service and human resource policies that relate to Police Staff. Human resource policies in this context include the determination of any policies relating to pensions that fall to the Authority to approve.
  • To approve those human resource policies, procedures and plans relating to Police Officers that either by statute or government advice or, at the request of the Chief Constable, require consideration and/or approval by the Police Authority.
  • To consider reports, including those from statutory and inspectorial bodies referred from the Corporate Governance Committee, which relate to the human resource management of the police service, the action proposed by the police service in respect of those reports and, subsequently, the effectiveness of those actions.
  • To consider and agree a position on any matters which require discussion between the Authority and the staff associations.
  • To monitor the effectiveness of all employment policies and practices, in particular:
    • Workforce planning
    • absence management arrangements and outcomes and occupational health management including ill health retirements and related pension issues.
    • Welfare arrangements
    • the training and development policies, strategies, working practices and their outcomes for police officers and police staff
    • the use of unsatisfactory performance procedures and the Completion rates of personal Development Reviews within the Force
    • the nature and outcomes of grievances and employment tribunals
    • To have oversight of matters related to the Police Pensions Regulations and the decisions made by the Police pensions Regulations Sub Committee.
    • To monitor the policies, strategies, working practices and their outcomes relating to the recruitment, retention and progression of police officers and police staff, to ensure the composition of the police service establishment is designed to meet these policing needs in the most efficient and effective way
    • the workforce reflects the diversity of the communities it serves
    • To ensure that the views of police officers and police staff are taken into account by the police service through active liaison with staff associations and the use of staff surveys.
    • To have oversight of the job evaluation project including monitoring its implementation and outcomes

Oversight of the Police Authority’s People Management Arrangements

  • To approve and monitor the effectiveness of the Authority’s human resource policies and strategies.
  • To approve, subject to the consideration by the Resources Committee, or any of the Authority’s other appropriate formal decision making bodies, where there are appropriate significant budgetary implications, the pay structure and significant terms and conditions of service and human resource policies that relate to directly employed Police Authority Staff

Appointments and Remuneration

  • To approve conditions of service, matters relating to pay and benefits package, and decisions in the context of pay progression and bonus schemes, for posts in the Force’s Chief Officer Team and for the Authority’s Chief Executive and Treasurer.
  • To oversee the appointment process for posts in the Force’s Chief Officer Team and the Authority’s Chief Executive and Treasurer.
  • To approve any pay and benefit matters relating to directly employed police authority staff.
  • To determine, on behalf of the Authority any competency related threshold payments, special priority payments and bonus payments

Politically Restricted Posts

To determine which posts within the Police Authority should be designated as politically restricted and maintain and review the list of such posts.

General

Responding to consultation documents from outside bodies on matters that fall within the Committee’s remit

Agenda and papers for the meetings dated:

2012

2011

2010

2009

2008

2007

2006

2005

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