promotion of police officers policy and procedure

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Reference No. P19:2000

Implementation date July 2006

Version Number 2.2

Linked documents

Reference No: Name.

P34:2008 Police Officer Selection and Posting Policy

P26:2001 Part time working policy for Police Officers

Suitable for Publication Policy Section Yes Procedure Section Yes

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PRINTED VERSIONS SHOULD NOT BE RELIED UPON. THE MOST UP TO DATE VERSION CAN BE FOUND ON THE FORCE INTRANET POLICIES SITE.

Promotion of Police Officers Policy

and Procedure

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Promotion of Police Officers Policy and Procedure

P19:2000 V 2.2 2

Table of Contents

1 Policy Section ................................................................................................................ 3

1.1 Statement of Intent – Aim and Rationale ......................................................................... 3

1.2 Visions and Values .......................................................................................................... 3

1.3 People, Confidence and Equality .................................................................................... 4

2 Standards ....................................................................................................................... 4

2.1 Legal Basis ...................................................................................................................... 4

2.2 Any Other Standards ....................................................................................................... 5

2.3 People, Confidence and Equality Impact Assessment .................................................... 5

2.4 Monitoring / Feedback ..................................................................................................... 5

3 Procedure Section ......................................................................................................... 6

3.1 Promotion Selection Procedures ..................................................................................... 6

3.2 Officers selected for Acting and Temporary Promotion ................................................... 6

3.3 Acting Promotion (see Police Regulations and Determinations for full explanations) ..... 6

3.4 Temporary Promotion (see Police Regulations and Determinations for full explanations) ........................................................................................................................................ 7

3.5 Promotion Application and Selection Procedures to the Rank of Sergeant (see appendix A for sergeants pathway flowchart) .................................................................. 8

3.6 Sergeant Promotion Selection - Stage 1 - Application and Selection ............................. 9

3.7 Sergeant Promotion Selection - Stage 2 ....................................................................... 10

3.8 Sergeants Promotion selection – Stage 3 Structured Interview .................................... 10

3.9 Period of Probationary Promotion ................................................................................. 11

3.10 Appeal Procedures for Promotion Applications to the rank of Sergeant – Stage 1 ...... 12

3.11 Appeal Procedures for Promotion Applications to the rank of Sergeant – Stage 2 .. 13

3.12 Promotion Application and Selection Procedures to the Ranks of Inspector, Chief Inspector and Superintendent ....................................................................................... 13

4 Consultation and Authorisation ................................................................................. 19

4.11 Consultation .................................................................................................................. 19

4.12 Authorisation of this version .......................................................................................... 19

5 Version Control ........................................................................................................... 19

5.1 Review .......................................................................................................................... 19

5.2 Version History .............................................................................................................. 20

5.3 Related Forms ............................................................................................................... 21

5.4 Document History .......................................................................................................... 21



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1 Policy Section

1.1 Statement of Intent – Aim and Rationale

This policy aims to ensure a fair promotion process for police officers in Dorset Police.

It describes a specific statement of strategic intent relating to promotion for police officers in Dorset Police. It sets out the position for promotion for differing ranks in Acting, Temporary and Substantive status. It also addresses appeals after decisions have been made at the various levels of the processes. It ensures that opportunities are created for development on a personal basis; it ensures there is no unlawful discrimination or any other unlawful act and will positively promote equality of opportunity and good race relations.

The provision of effective leadership is critical to the force’s performance. It is essential that the right people with the right skills and attributes are promoted to lead and that the promotion process is fair and transparent.

1.2 Visions and Values

Dorset Police is committed to the principles of “One Team, One Vision” – A Safer Dorset for You”

Our strategic priority is to achieve two clear objectives:

To Make Dorset Safer

To Make Dorset Feel Safer In doing this we will act in accordance with our values of:

Integrity

Professionalism

Fairness and

Respect

National Decision Model The National Decision Model (NDM) is the primary decision-making model used in Dorset Police. The NDM is inherently flexible and is applied to the development and review of all policy, procedure, strategy, project, plan or guidance. Understanding, using and measuring the NDM ensures that we are able to make ethical (see Code of Ethics), proportionate and defensible decisions in relation to policy, procedure, strategy, project, plan or guidance. Code of Ethics The Code of Ethics underpins every day policy, procedures, decision and action in policing today. The Code of Ethics is an everyday business consideration. This



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document has been developed with the Code of Ethics at the heart ensuring consideration of the 9 Policing principles and the 10 standards of professional behaviour. Monitoring is carried out through the Equality Impact Assessment process which has been designed to specifically include the Code of Ethics.

1.3 People, Confidence and Equality

This document seeks to achieve the priority to make Dorset feel safer by securing trust and confidence. Research identifies that this is achieved through delivering services which:

1. Address individual needs and expectations

2. Improve perceptions of order and community cohesion

3. Focus on community priorities

4. Demonstrate professionalism

5. Express Force values

6. Instil confidence in staff

This document also recognises that some people will be part of many communities defined by different characteristics. It is probable that all people share common needs and expectations whilst at the same time everyone is different. Comprehensive consultation and surveying has identified a common need and expectation for communities in Dorset to be:-

- Listened to - Kept informed - Protected, and - Supported.

2 Standards

2.1 Legal Basis

Police officers perform Acting or Temporary duty in the next rank in accordance with Police Regulations 2003 (including amendments) and under the authority of the Chief Constable.

The Equality Act 2010 introduced in October 2010 replaces three public sector duties – for disability, race and gender. The Equality Duty covers the following protected characteristics:

Age

Disability

Gender reassignment

Pregnancy and Maternity

Race – this includes ethnic or national origins, colour or nationality



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Religion or belief – this includes lack of belief

Sex

Sexual orientation Section 60 of the Equality Act 2010 restricts the circumstances, in which employers can ask job applicants questions about disability or health which has been taken into consideration in this policy.

2.2 Any Other Standards

The attendance criteria requirement will be applied to all promotion and selection policy and procedure. Importantly, it will only be considered at the end of the relevant promotion/selection process, for both internal and external applicants, and for the successful applicant(s) only.

2.3 People, Confidence and Equality Impact Assessment

During the creation of this document, this business area is subject to an assessment process entitled “People, Confidence and Equality Impact Assessment (EIA)”. Its aim is to establish the impact of the business area on all people and to also ensure that it complies with the requirements imposed by a range of legislation.

2.4 Monitoring / Feedback

Organisational Development (OD) will be responsible for overseeing this policy to ensure a consistent Force approach is maintained. Monitoring will be primarily carried out subject to Force processes of continuing review. Data is collected on those applying for promotion which is reported in the quarterly pack and issues considered at the People, Confidence and Equality Board.

Feedback relating to this policy can be made in writing or by e-mail to

Address: Organisational Development

Dorset Police Headquarters Winfrith Dorset DT2 8DZ

E-mail: [email protected] Telephone: 01305 223830



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3 Procedure Section

3.1 Promotion Selection Procedures

This policy will cover three areas:

Officers selected for Acting and Temporary promotion

Those officers applying for promotion to the rank of sergeant.

Those officers applying for promotion to the ranks of inspector, chief inspector and superintendent.

3.2 Officers selected for Acting and Temporary Promotion

3.2.1 In all authorised posts the Command Area Senior Management Team (SMT) will

authorise temporary or acting promotions up to and including the rank of Chief Inspector.

3.2.2 In exceptional circumstances for non-authorised posts the SMT, have the authority to

create sergeant posts to meet the needs of their respective command areas or departments. These posts will be created by reducing their number of authorised constable posts. In these circumstances, it will be necessary to “freeze” the constable post concerned. In arriving at any such decisions, full account should be taken of any cost implications. If the changes are to be permanent, then the relevant “Change of Establishment” form should be completed and submitted for Chief Officer approval.

3.2.3 The authority of the Assistant Chief Constable (ACC) will be sought when any

temporary promotion or acting duty relates to an unauthorised post at the rank of inspector or above, or when it is proposed to place a substantive rank into an unauthorised post and in all such cases a report will be submitted to the ACC via the Head of OD

3.2.4 The Head of OD will work with command areas on local management and developmental issues. 3.2.5 There should be no automatic replacement of abstracted officers, consideration should

be given to: -

The current objectives and plans of the Force, and,

The ability of others, in their existing rank, to undertake the work of the person abstracted.

3.3 Acting Promotion (see Police Regulations and Determinations for full explanations)

3.3.1 Regulation 34, Annex UU outlines the eligibility for acting status. It states: A member

of a police force of the rank of chief superintendent or below who, in any year, is



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required to perform the duties normally performed by a member of the force of a higher rank than their own for 10 complete days is entitled to an acting up allowance in respect of each further complete day in that year on which they are required to perform such duties.

3.3.2 Regulations determine that “a year” means a period of 12 months beginning on 1 April. 3.3.3 An acting up allowance shall only be payable for a maximum of 46 days in respect to

any one continuous period of performing the duties in a higher rank. 3.3.4 All officers who have passed the promotion process may be considered. Officers who

do not hold a selected grade may be considered if they are qualified by way of OSPRE examination or qualified through the examination process prior to OSPRE (holders of Parts I and II of OSPRE will usually take preference over holders of Part I only). In the absence of selected or examination qualified officers then other officers may be considered by SMT in exceptional circumstances.

3.3.5 Officers not qualified by way of examination or who are the subject of a current written

warning, will not be eligible to perform acting duties or for temporary promotion except in exceptional circumstances where authorised by the ACC.

3.3.6 In order to perform acting sergeant duties, an officer must also have completed, from

the Core Leadership Programme (CLP), Learning for Leadership and Coaching Skills modules. Their Command Area must also be satisfied that the officer is operationally competent to operate at a higher rank for them to be considered as ‘accredited’.

3.3.7 Officers accredited as above may be posted to other command areas or stations as

required to perform acting sergeant duties. 3.3.8 All officers undertaking acting duties in a higher rank will be entitled to wear the full

insignia / regalia of the rank, excluding the headwear. 3.3.9 SMT may require an officer to perform the duties normally undertaken by an officer of

a higher rank for authorised posts. Where the post is not authorised SMT may require an officer to perform the duties normally undertaken by an officer of a higher rank. The Command Area will fund the pay difference for any overtime incurred in these circumstances.

3.3.10 All acting duties will be authorised by an officer of the rank of Superintendent (Acting /

Temporary Superintendent), or above. 3.3.11 In order that officers acting in the ranks of inspector and superintendent are able to

comply with the requirements of Section 107 P.A.C.E the authorising officer will be required to complete an authorisation form in all instances.

3.4 Temporary Promotion (see Police Regulations and Determinations for full explanations)

3.4.1 Following a continuous period of authorised acting duties in the rank of Sergeant,

Inspector or Chief Inspector that exceeds 46 days a temporary rank will be attained



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and all the rights and privileges that accompany the rank (pay) will be attributed to the officer concerned. The temporary rank will be subject to a temporary posting and promulgated. If the temporary position has been identified as necessary for longer than 46 days from the outset temporary status should be considered from the outset by the SMT/BST.

3.4.2 Only officers who are suitably qualified (under Reg.3 Police Promotion Regulations

1996) or who have passed the promotion process will be eligible for temporary promotion, those not qualified will be eligible for temporary salary. However in exceptional circumstances, the ACC may grant temporary promotions.

3.4.3 Reg.3 of Police Promotion Regulations 1996 state: A constable or sergeant is qualified

for promotion to the rank of sergeant or inspector if he—

(a) has obtained a pass in the qualifying examination for promotion to the rank of sergeant,

(b) has completed 2 years’ service, and

(c) has completed his probationary service. 3.4.4 On appointment to temporary rank an officer will be required to discharge the full

range of duties permitted in that capacity and, where appropriate, wear the insignia of the rank. The officer will receive the salary and allowances of the rank in accordance with Police Regulations.

3.4.5 Temporary Promotion Advertisement – vacancies for temporary promotion may be

considered for advertisement in consultation with the DCC. Where the number of officers eligible for selection is limited, contact may be made via e-mail seeking applications or expressions of interest.

3.4.6 External Posts – Temporary Promotion. Suitably qualified officers who are

successful in their application for secondment will only be afforded temporary promotion to that rank with the approval of the DCC. In addition selected grade officers may be considered for substantive promotion only with the approval of the DCC.

3.4.7 Upon completion of secondment officers will revert to their substantive rank if not

already promoted.

3.5 Promotion Application and Selection Procedures to the Rank of Sergeant (see appendix A for sergeants pathway flowchart)

3.5.1 Eligibility 3.5.1.1 Any constable may apply to be considered for promotion to the rank of sergeant if:

They have passed the qualifying examination for promotion to the rank of sergeant. (OSPRE Parts 1 & 2) or qualified through the examination process prior to OSPRE

They have completed their Constable probationary period.



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3.5.1.2 Chief officers reserve the right to advertise outside Dorset Police to attract candidates from other force areas. These candidates will be subject to an interview selection process.

3.6 Sergeant Promotion Selection - Stage 1 - Application and Selection

3.6.1 Applications for promotion to the rank of sergeant will be considered on an annual

basis (where vacancies are anticipated). Any officer who is the subject of a current written warning will not be eligible to apply for promotion. It should, however, be noted that where a candidate is unsuccessful at stage two of the promotion selection process, they may not reapply within the subsequent 12 months. This restriction will not apply when the candidate is not supported by their command team at stage one of the process. In these circumstances, an action plan should be developed to enable the candidate to re-apply at a mutually agreed time.

3.6.2 Application to the rank of sergeant should be by way of completion of form A140 3.6.3 Applicants must provide evidence of their ability to perform satisfactorily at the rank of

sergeant measured against the personal qualities of the Policing Professional Framework for that rank. Personal Qualities for a generic sergeant should be referenced. Their first line manager will then examine the form to consider if the evidence provided is correct and recommend whether or not the applicant is suitable for promotion. If the applicant is not considered suitable for promotion by their first line manager, it may be appropriate to prepare an action plan in consultation with the individual and their second line manager.

3.6.4 It is to be emphasised that the judgements that must be made relate to the personal qualities that are expected of officers in the rank of sergeant rather than that of a constable.

3.6.5 The application form should then be forwarded to the applicant’s second line manager

who should make a decision as to the applicant’s suitability for promotion. 3.6.6 If a decision is made not to support the application the second line manager, should

provide feedback on the application and agree an action plan with the individual, in consultation with the officer’s first line manager. This action plan will be signed by all parties and should be referred to in the individuals PDR file.

3.6.7 If an applicant is recommended for promotion by their second line manager then the

completed form will be forwarded to the relevant SMT for consideration and decision. 3.6.8 If their second line manager has recommended the applicant for promotion, but the

SMT does not support the application, the form should be referred back to the second line manager with written statement containing evidence as to why the application was not supported. An agreed action plan should be set in place with the intention of improving the applicant’s performance against the personal qualities as detailed above.

3.6.9 Unsuccessful applicants have the right in all cases to verbal feedback from their SMT.



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3.6.10 All completed and endorsed application forms will be forwarded to OD.

3.7 Sergeant Promotion Selection - Stage 2

3.7.1 The papers relating to all applicants recommended by SMT will be forwarded to OD,

who will then arrange a selection paper sift ensuring candidates have the requisite supporting evidence.

3.7.2 The criteria used to make this decision will be:

Adherence to Force values and misconduct record;

Command Area recommendation;

Evidence provided in application;

Organisational need;

Number of vacancies;

Previous experience and performance. 3.7.3 A representative from Police Federation may be invited to monitor the process. 3.7.4 Those successful at stage 2 will be forwarded to the structured interview stage. 3.7.5 Unsuccessful applicants at stage two are given feedback and a developmental action plan.

3.8 Sergeants Promotion selection – Stage 3 Structured Interview

3.8.1 Successful applicants from Stage 2 are then invited to a structured interview process

chaired by the Head of OD or a Deputy. These will be in the style of structured interview utilised for Inspectors and Chief Inspectors boards i.e. evidence-based.

3.8.2 Applicants are then graded for promotion and OD has central ownership as to the

subsequent postings/promotions of successful candidates. 3.8.3 Successful applicants will usually be granted probationary promotion for a period of

twelve months subject to a suitable vacancy being available. Successful applicants from specialist roles or command areas where there is limited opportunity for promotion may be subject to posting. This process will require consultation between SMT, BST, OD and the individual officer in order determine where the individual should complete her / his period of probation. No officer will be appointed to custody sergeant’s post unless they have successfully completed a custody officer’s course.

3.8.4 The DCC may act as a final arbiter following the selection panel and structured interview

process and, notwithstanding any decision made by the panel concerning a grading of ‘selected’, may decide not to recommend an officer to the Chief Constable for promotion. The officer concerned will be given the reason for this decision in writing and the panel members informed. At this stage any appeal by the officer concerned will be made in accordance with the appeals procedure contained in this policy that outlines the action for the relevant officer to take. Unsuccessful applicants will not be eligible to reapply for promotion for at least 12 months.



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3.8.5 Successful applicants should be afforded probationary promotion within twelve months

of a successful application, subject to suitable vacancies being available. Where an officer, by their own actions, is unavailable to start the assessment process within 12 months, their case will be reviewed by the Head of OD. For example where an officer commences an Extended Leave Break, this is likely to delay the process. Please note that probationary sergeants will be eligible to sit the inspector’s exam during their probationary period.

3.8.6 Those receiving a ‘selected’ grading will retain it for two years after the date the results

are published. If they are not being promoted during this period they will be required to re-apply.

3.8.7 Those receiving a ‘selected’ grading may formally be offered, in writing or by email, two

opportunities for promotion within the Dorset Police. Should they choose to refuse the offers they will lose their ‘selected’ status.

3.9 Period of Probationary Promotion

3.9.1 During the period of probationary promotion the officer will compile a portfolio of

evidence for their final assessment at the end of the twelve-month period. Where an officer works part time hours, it may be necessary to extend the probationary period proportionately to allow the officer sufficient time to gather the necessary evidence. Officers should refer to the Part Time Working Policy for Police Officers for further details. Similarly, if an officer is unable to complete the 12-month probationary period due to an extended break from work, then their probationary period may need to be extended accordingly.

3.9.2 Evidence must be matched against the personal qualities. During that time the officer

will be monitored and assessed in a practical workplace environment and their evidence verified by their first line manager on a monthly basis. If at any time the first line manager identifies serious concerns regarding the officer’s performance the matter must be referred to their second line manager for review.

3.9.3 The officer’s performance will be reviewed at three, six, nine and eleven months. This

review should involve the officer’s first and second line managers. If there are any concerns identified in the officer’s performance an action plan to address these concerns must be agreed and implemented. Should the action plan not be successfully completed the SMT will consider removal of the temporary rank in consultation with the Head of OD.

3.9.4 Should any action plan be put into place the SMT should be made aware and provided

with a copy. 3.9.5 During the probationary period there is a requirement that the probationary sergeant

completes the following:

Learning for Leadership and Coaching Skills elements of the Core Leadership Programme; (if not already completed)

Have a 360 degree profile produced at the 8 month stage;



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Receive formal coaching / mentoring. 3.9.6 At the end of the eleven-month period of probationary promotion the second line

manager will make a recommendation to the SMT that:

The officer is substantively promoted;

The officer continue with the temporary rank for a maximum period of six months and an action plan be agreed and put in place to address identified areas for development in any of the personal qualities;

Temporary rank should be removed. 3.9.7 The SMT will authorise the completion of the probationary period and will recommend

substantiating in the rank of sergeant to the DCC through the Head of OD. 3.9.8 In consultation with the SMT/BST, the Police Officer Postings Panel, chaired by the

ACC will decide on the permanent posting for the confirmed Sergeant. In this decision the following will be considered:


Command Area recommendation;


The individual’s career and personal development needs;

Previous experience and performance.

3.9.9 Should the temporary rank be removed at any stage the officer will not be eligible to apply for promotion for at least 12 months after they return to the rank of constable. It should be stressed that the period may be longer depending on the date of future selection processes. The SMT will provide a written explanation as to why the temporary rank has been removed. In these circumstances, the officer will return to their original command area, i.e C&CJ, TP etc and be posted subject to negotiation with their command team.

3.10 Appeal Procedures for Promotion Applications to the rank of Sergeant – Stage 1

3.10.1 The principles underpinning all appeals are:

Fair and transparent decision making;

Evidenced criteria;

Objective and independent appeal authority. 3.10.2 An officer may appeal at any stage of the procedure on the grounds of:

A perverse decision: and / or

An abuse of process. 3.10.3 Should an officer wish to appeal against the decision of their second line manager the

appeal authority will be their SMT.



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3.10.4 Should an officer wish to appeal against the decision of their SMT the appeal authority will be the Director of Human Resources or the DCC. Their decision will be final.

3.10.5 In both the above cases officers should submit a report outlining the grounds for the

appeal, with any supporting documentation to the appeal authority within fourteen days of being informed of the decision being appealed against. The appeal authority should acknowledge receipt of the papers and make a decision on the appeal within fourteen days of this acknowledgement. The Director of Human Resources will direct the Head of OD and the Head of Personnel Services (or a similar grade member of police staff management), to consider the original application together with the grounds for appeal.

3.10.6 In the interest of transparency a Police Federation representative will be afforded the

opportunity to observe the appeal process. 3.10.7 If the appeal application is rejected the officer will be informed in writing as soon as

practicable and ideally within fourteen days of the decision being made. This written notification will include the grounds on which the appeal was rejected.

3.11 Appeal Procedures for Promotion Applications to the rank of Sergeant – Stage 2

3.11.1 See section 3.12.8 below.

3.12 Promotion Application and Selection Procedures to the Ranks of Inspector, Chief Inspector and Superintendent

3.12.1 Eligibility

3.12.1.1 Any substantive sergeant may apply to be considered for promotion to the rank of inspector if:

They have passed the qualifying examination for promotion to the rank of Inspector. (OSPRE Parts 1 & 2) or qualified through the examination process prior to OSPRE;

They have completed their Sergeant probationary period.

3.12.1.2 Any substantive inspector may apply to be considered for promotion to the rank of chief inspector.

3.12.1.3 Any substantive chief inspector may apply to be considered for promotion to the rank of superintendent. 3.12.1.4 Any officer who is the subject of a current written warning will not be eligible to apply for promotion. 3.12.1.5 Chief Officers reserve the right to advertise outside Dorset Police to attract candidates

from other force areas. These candidates will be subject to an interview selection process.



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3.12.2 Application and Selection

3.12.2.1 Promotion boards will be advertised and held annually for all ranks from inspector to

superintendent (where vacancies are anticipated). Should additional vacancies arise that were not anticipated Chief Officers reserve the right to consider selecting further candidates. This will be subject to the candidates having reached a standard, through the board process, which would have made them eligible for promotion had there been greater numbers of vacancies.

3.12.2.2 Applications should be by way of completion of form A140. 3.12.2.3 Evidence must be provided for the personal qualities relevant to that rank. The form

should be then forwarded to the applicant’s first line manager who will examine the form to consider if the evidence provided is correct and recommend as to whether or not the applicant is suitable for promotion.

3.12.2.4 It is to be emphasised that the judgements that must be made relate to the personal

qualities that are expected of officers in the rank for which promotion is being applied for rather than that of the applicant’s current rank.

3.12.2.5 The SMT will then endorse the form.

3.12.2.6 A short-listing panel, consisting of the Head of OD, together with at least one member of the interview panel, will determine which applicants should be short-listed. A representative from Police Federation may be invited to monitor the process. The criteria for short-listing will be;

Adherence to Force values and misconduct record;



Number of vacancies;

Command Area recommendations;

Previous experience and performance. 3.12.2.7 Prior to interview the Board may decide that practical testing may form part of the

application process. OD will be responsible for the organisation and delivery of any practical tests. Applicants will be given a minimum of two weeks notice of the format of the practical test. Tests are not designed on the basis of pass or fail but are intended to aid the interview panel in their assessment.

3.12.2.8 The Head of OD is responsible for monitoring the promotion selection process, ensuring that all candidates are treated fairly. This will involve examination of application forms

to challenge any irregularities or inconsistencies.

3.12.3 Interview Boards

3.12.3.1 Interview boards will comprise a selection of ranks of police officer and / or grades of

police staff to be determined by the Head of OD in consultation with Chief Officers. 3.12.3.2 Once the board members have commenced the process they will interview all short

listed candidates to ensure consistency and fairness, unless there are exceptional



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circumstances. A representative from Police Federation or Superintendents Association (as appropriate) may be invited to monitor the process.

3.12.3.3 There will be a Lay Panel comprising members of the public. Once the panel members

have commenced the process they will interview all short listed candidates to ensure consistency and fairness, unless there are exceptional circumstances. A representative from Police Federation or Superintendents Association (as appropriate) may be invited to monitor the process.

3.12.4 Grading

3.12.4.1 On completion of the promotion process candidates will receive a grading ‘selected’ or

‘not selected’ for promotion. 3.12.4.2 The number of those officers awarded the ‘selected’ grading will not normally exceed

the anticipated number of vacancies in the next 12 months. 3.12.4.3 Those receiving a ‘selected’ grading will retain it for two years after the date the results

are published. If they are not being promoted during this period they will be required to re-apply.

3.12.4.4 Those receiving a ‘selected’ grading may formally be offered, in writing or by email,

two opportunities for promotion within the Dorset Police. Should they choose to refuse the offers they will lose their ‘selected’ status.

3.12.4.5 When the selection process is complete and all candidates have been informed of the

result a feedback process will be available. The candidate may request oral feedback from a member of the interview board.

3.12.4.6 The DCC will act as a final arbiter following the interview board process and,

notwithstanding any decision made by the interview board concerning a grading of ‘selected’, may decide not to recommend an officer to the Chief Constable for promotion. The officer concerned will be given the reason for this decision in writing and the interview board members informed. At this stage any appeal by the officer concerned will be made in accordance with the appeals procedure contained in this policy that outlines the action for the relevant officer to take.

3.12.5 Attendance Criteria Requirement

3.12.5.1 Attendance issues are considered as part of all internal promotion/selection processes

but will only be considered at the end of the process and for the successful applicant(s) only. As a default position individuals who have a Bradford Factor score over the trigger level of 192 points or more than four separate periods of sickness in a ‘rolling year’ will be considered unsuitable on attendance grounds. Further information can be found on the Attendance Criteria intranet advice page (click here) and related Force policy document (click here). Where a selection ‘pool’ has been identified the attendance criteria requirement will only be considered once an actual vacancy is available and there is a need to appoint.

http://sharepoint01/C15/C3/Attendance%20Criteria/default.aspx

http://sharepoint01/C7/C5/Force%20Document%20Library/default.aspx



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3.12.5.2 With regards to external applicants an applicant attendance self-declaration form will be forwarded for successful applicants only as part of the conditional offer/final pre-employment checks

3.12.6 Appeals

3.12.5.1 Officers entering a selection process will be able to appeal at each stage on the

following basis:

A perverse decision; and / or

An abuse of process. 3.12.5.2 The appellant will forward any appeal by way of a report direct to the Director of

Human Resources, Headquarters. The Director of Human Resources will arrange appeal board members as indicated below. Where appropriate deputies will be nominated. The advice and guidance of the Force Equal Opportunities Officer should be sought at any stage if required.

3.12.5.3 Officers are required to give an early indication of their intention to appeal a decision and in any case within seven days of the decision being appealed. Confirmation of appointments will be delayed until the appeal process is complete.

3.12.7 Appeal at Stage One – Assessment at SMT Level

3.12.6.1 (Note - appeals at stage one to the rank of sergeant dealt with at 3.12 above) 3.12.6.2 The officer submits a report via their line managers. If the officer is not recommended

as suitable for selection and they wish to appeal the following will apply:

The original papers (copy to be provided to the officer and his / her SMT) should be forwarded direct to the Head of OD, Headquarters, within fourteen working days. The officer should outline in a memorandum the grounds for the appeal.

The Head of OD or the Head of Personnel Services (or a similar grade member of police staff management), will consider the original application together with the grounds for appeal. A Federation representative will be invited to attend to observe the appeal process.

3.12.8 Appeal Decision

3.12.7.1 The appeal is successful. The papers will be forwarded to the Head of OD for their

continued consideration, or 3.12.7.2 The appeal is not successful. The officer is informed in writing as soon as practicable

and whenever possible within fourteen working days of the appeal decision. The report will include the grounds for their unsuccessful appeal.

3.12.9 Appeal at Stage Two – Selection Board Shortlisting Panel / Paper Selection Panel

3.12.8.1 If the officer is not successful at this stage and they wish to appeal, the following will

apply:



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The officer will submit within fourteen working days their appeal in a report to the Director of Human Resources, Headquarters. This should be done within fourteen working days of being informed that they were not successful and the report should outline the grounds for the appeal. The Director of Human Resources together with another ACPO officer, who did not participate in the original short-listing panel process, will consider the appeal procedure. (Note the consideration process will have a member of Police Federation or Superintendents Association present).


3.12.9.1 The appeal is successful. The papers will be returned to the Head of OD. The officer’s

application will be forwarded for consideration at an interview board if appropriate or to be reconsidered by the paper sift panel, taking into account the grounds for appeal, or

3.12.9.2 The appeal is not successful. The officer will be informed in writing as soon as

practicable and in any case within seven working days of the appeal decision. The report will include the grounds for their unsuccessful appeal.

3.12.11 Appeal at Stage Three – Interview Board or Decision by the Deputy Chief Constable to not Recommend an Officer to the Chief Constable for Promotion Despite a “Selected” Status from the Interview Board

3.12.10.1 The officer will submit a report containing the grounds for their appeal to the Director of

Human Resources, Headquarters within fourteen working days of receipt of the decision of the interview board. The Director of Human Resources will, together with an ACPO officer who did not participate in the original short-listing panel process, consider the appeal. A Federation representative will be invited to attend to observe the appeal process.

3.12.10.2 Note: The result of the interview board will not in itself form grounds for appeal unless

there is a decision by the DCC as outlined above regarding a selected officer not being recommended for promotion.


3.12.11.1 If successful, the officer will be reconsidered for selection together with the successful

officers, or 3.12.11.2 If the appeal is not successful the officer will receive a reply in writing as soon as

practicable and in any case within fourteen working days. The report will include the grounds for their unsuccessful appeal.

3.12.13 Notes

3.12.12.1 There will be no other level of appeal. 3.12.12.2 The Force Strategic People, Confidence and Equality Manager will hold all appeal papers.



P19:2000 V 2.2 18

3.12.12.3 All appeal papers will be confidential and normally access will only be gained by the Director of Human Resources and the Appeal Board members. However, it may be necessary to contact officers on the various stage selection boards to clarify issues raised. The clarification sought may involve showing memorandums to the officers concerned.

3.12.12.4 In the case of a decision made by the DCC acting as arbiter following a grading of

selected by the interview panel to not recommend that officer for promotion, then the officer concerned in the appeal should be granted personal feedback whether or not the appeal is successful. The DCC, another ACPO officer or the Head of OD should carry out this feedback process.



P19:2000 V 2.2 19

4 Consultation and Authorisation

4.11 Consultation

4.12 Authorisation of this version

Version No: 2.0

Name Rank/Role Date

Prepared:

Quality assured:

Authorised:

Approved:

5 Version Control

5.1 Review

Date of next scheduled review Date: 16 September 2014

Version No: Name Rank/Role Date

Police & Crime Commissioner

Police Federation

Superintendents Association

UNISON

Other Relevant Partners (if applicable)



P19:2000 V 2.2 20

5.2 Version History

Version Date Reason for Change Created / Amended by

1.0 Initial Document

1.1 July 2006 1. Amalgamation and updating of a series of policies and procedures.

2. Streamlined promotion procedure.

3. Addressing force-wide request to improve acting and temporary policy

Supt. Thorp

1.2 February 2007

1. Minor amendments made to the wording in a number of sections, particularly section five.

Insp. La Bouchardiere

1.3 May 2007 1. Minor alteration to paragraph 2.3 referring to cost implications

Insp. La Bouchardiere

1.4 September 2009

Policy amended to show restrictions on officers who are the subject of a current written warnings and changes to some administration processes. Policy amended at para 4.12 to reintroduce structure interview as third stage of promotion to Sergeant process

Insp 1876 Phillips

1.5 September 2012

Minor changes to terminology and transferred to latest template

Insp 1810 Power

2.0 May 2013 Updating of acting and temporary eligibility in line with Police Regulations. Updating of sergeants promotion pathway. Amendment of 3.4.1 to reflect H.O. guidance on considering temporary promotion from outset if for a period longer than 46 days. Addition of timed validity for selected status and offers of promotion for sergeants in line with other ranks and Policing Professional Framework guidance

Insp 1810 Power

2.1 28/11/14 The policy has been reviewed in preparation for NICHE implementation (April 2015), no changes necessary

Policy Co-ordinator (6362)

2.2 24/2/15 Additional paragraphs added at 2.2 and 2.12.5 with regards to Attendance Criteria

Policy Co-ordinator (6262)



P19:2000 V 2.2 21

5.3 Related Forms

Force Ref. No. Title / Name Version No.

Review Date

5.4 Document History

Present Portfolio Holder Director of Human Resources

Present Document Owner Organisational Development

Present Owning Department Learning and Development

Details only required for version 1.0 and any major amendment ie 2.0 or 3.0:

Name of Board: Workforce Planning Board

Date Approved: 12th August 2013

Chief Officer Approving: G Smith

Template version January 2013



P19:2000 V 2.2 22

Appendix A

CLP Coaching Skills

Pass at OSPRE Part II

Accredited to Act/Temp

.

Selection for promotion

12-month work based assessment. Includes mandatory 360* assessment and quarterly reviews.

CLP Learning for Leadership

Pass at OSPRE Part I

Sergeants Development Pathway

Structured Interview

Written application and paper sift

PASS FAIL

Confirmed in rank, extension of probationary period or Temporary status removed.

Mentor/Coach Allocated

Operational Sergeants Course

promotion of police officers policy and procedure

Documents