1. Security protective marking
1.1 Not protectively marked.
1.2 The precise details of the processes for the various ranks can be found under the Officer Promotions section of Insite.
2. Summary of changes
2.1 The following changes have been made to this policy on 15 October 2013:
- Paragraph 3 completely changed giving details of promotion processes;
- Change to name of role made throughout;
- Additional sentence to paragraph 4.5 advising on knowledge of promotion acceptance.
2.2 This policy is scheduled for review in October 2016.
3. Full details of the agreed promotion processes can be found on insite/officer promotion where protocols are available for the promotion of officers at all ranks.
4. Promotion appointments
4.1. On completion of the promotion process for Sergeants or Inspectors a formal assessors’ debrief will be conducted. All assessors and observers from the promotion process will be invited to attend along with a member from HR Resourcing. The debrief will be chaired by the Head of Human Resources or their nominee. The findings from the analysis and monitoring of the process will be presented and any anomalies or issues highlighted and discussed.
4.2. The results list will be passed to HR Resource Planning, who will manage the posting of officers on promotion. Officers will be posted in accordance with organisational need at that time and the following will be considered (this list is not exhaustive):
- Potential affects of the Equality Act 2010;
- Portfolio information (including applicant comments noted as far as possible);
- Senior Management Team (SMT) guidance;
- Significant welfare/Occupational Health/Health & Safety issues;
- Vetting/Professional Standards considerations (promotion subject to clearance);
- Assessors recommendations;
- Skills profile of the Division/Dept which has the vacancy.
4.3. There is no presumption that officers will serve in a uniformed role on promotion. Officers may be posted anywhere in the county and this could include a new location, team or Division. Officers in central specialist teams may be moved to a Division on promotion. Each case will be reviewed on its merits, and the force will wherever possible try to balance the needs of individual officers against those of the organisation.
4.4. The Head of Resourcing is responsible for fair practice. If an officer's performance falls below an acceptable level between attendance at the Promotion Process and potential promotion, they will either:
- be removed from the promotion pool by the Head of Resource Planning in consultation with the Director of HR and required to re-submit an application for promotion, or
- be deferred for promotion whilst the performance issue is addressed.
4.5. Officers may not reject a promotion posting out, they are advised to appraise HR Resource Planning of any pertinent factors (they feel are relevant/able to do so), as non-acceptance may result in a promotion not being honoured. There may be occasions where an over-riding organisational need requires a compulsory posting. The Chief Constable retains the right to post officers anywhere in the County on promotion and officers entering any promotion process should do so in the knowledge and acceptance that a condition of entering the process may result in a posting to any site/location.
4.6. Performance Regulations/Misconduct Procedure Outcomes: Professional Standards Department are consulted on applications received for promotion. Officers with UPP disciplinary procedure(s) outcome(s) that precludes them from being considered for promotion, they will not be invited to interview. Officers with ongoing UPP/ investigations/complaints will be eligible for ongoing consideration. This will be undertaken without disclosure to Assessors by the Human Resources Department. If an officer awaiting promotion is subject of a UPP or disciplinary investigation, or has been found in breach of the Standards of Professional Behaviour, PSD will notify the Head of Resourcing. The severity of the disciplinary sanction or penalty will determine the affect that it has on the candidate's suitability for promotion. The Head of Resourcing will consult with the Head of Professional Standards Dept to determine whether the selection of an officer should be approved, deferred, delayed, or removed. Each case will be considered on its merits and a written record of the reasoning of the decision kept by PSD.
4.7. Probationary Period: All promotions to the rank of Sergeant will be subject to the satisfactory completion of a 12 month probationary period. Any probationary role must have a clear element of supervision. The probationary period provides a 12 month development period in which the officer will be given support to attain the level of skills and competence required of the rank. Relevant training must be completed prior to promotion being confirmed. HR Directorate are responsible for confirming promotions to Sergeants. Extensions to probation may be granted (up to six months) in accordance with current Police Regulations. Promotions to the rank of Inspector and above are not subject to a probationary period.
5. Equality impact assessment
5.1. This policy has been assessed with regard to its relevance to race and diversity equality. As a result of this assessment the policy has been graded as having a low potential impact.
|Policy reference:||L78 Selection for Substantive Promotion Sergeant to Superintende|
|Policy owner:||Head of Human Resources|
|Contact point:||Policy Unit|
|Date last reviewed:||15 October 2013|
|Document last saved:||16 October 2013