Human Resources - (L1)

1.0 Summary of Changes

1.1 This policy has been reviewed in June 2024 and been updated as follows:
• Section 2.4 - New paragraph added in relation to discretion of the policy owners.
• Section 3.3:
o Bullet point 6 – reworded;
o New bullet point added
• Section 7.1 - updated:
o L01640 Health and Wellbeing support for special constabulary and volunteers, new policy added;
o L11180 – protocol name change; time off for force sport, study leave and other activity;
o L1300 Protocol – Essex Flex Balance – Police Officers – Essex ONLY, new policy added;
• Section 8.0 - Author details updated.

2.0 What this Policy is about

2.1 This policy sets outs the overarching HR principles to be applied to all police officers and members of staff within Essex Police and Kent Police to support the Chief Constables’ strategic visions.

2.2 The policy is supported by a number of HR protocols that underpin the policy statement.

2.3 As force policy, compliance by those specified persons to whom it applies, is mandatory. This includes compliance with any linked protocols to this policy. Non-compliance may render individuals liable to investigation and/or subject to such procedures as appropriate including, but not limited to, disciplinary action.

2.4 As Policy Owners, the Head of HR Resourcing or Head of Operational HR may exercise discretion to consider reasonable exceptions to the protocols, on a case-by-case basis where clear rationale is provided.
Compliance with this policy and any linked procedures/SOPs/Protocols is mandatory. This protocol is not, nor is it intended to be, contractual.

3.0 Statement of Policy

3.1 Both Essex Police and Kent Police are committed to achieving their policing priorities through its people. We recognise that in order to provide a first class service to the public, all police officers and staff must be encouraged and supported to serve with integrity and professionalism.

3.2 Essex Police and Kent Police accept and recognise their obligation to conduct their activities in full knowledge of, and compliance with, the requirements of applicable employment legislation/Police Regulations and Approved Codes of Practice. We will achieve this by seeking to adopt a policy which reflects best practice in all people management procedures, encouraging innovation and the wise use of public resources to deliver a value for money service to colleagues.

3.3 The principal objectives of the Human Resources Policy are to ensure that:
• All police officers and police staff are recruited, selected and deployed, based upon their values, skill, competency, and aptitude;
• Management practices seek to promote and encourage the motivation, development and retention of the best people;
• Everyone is treated with fairness, respect and dignity, whatever their protected characteristics or their place in the hierarchy;
• All police officers and police staff are trained to carry out their role safely and competently, in compliance with relevant legislation and guidance, and are supported to develop to their full potential;
• Communications between management, Federations, staff associations/Unison and their representatives are mutually accepted as open and honest to encourage partnership working and improve the service to the public wherever possible;
• When areas of development are identified, we will listen, learn and strive to improve;
• Individual's health, health and safety and welfare needs are always taken into account;
• The Human Resources Department provides professional advice, guidance and practical support in employment/regulatory matters to all levels of the business;
• Individual line managers/supervisors are responsible for ensuring that this policy is applied within their own teams, LPAs, divisions and directorates, with appropriate support from the HR Department.
• Awareness of the People and Learning Strategy will be incorporated into all HR policies.

4.0 Implications of the Policy

4.1 Risk Assessment(s)

4.1.1 Risk assessments are contained within each HR protocol.

4.2 Equality Impact Assessment

4.2.1 EIAs are contained within each HR protocol.

5.0 Consultation

5.1 A list of departments which were consulted on will be contained within each HR protocol.

6.0 Monitoring and Review

6.1 Each HR protocol is written in compliance with prevailing legislation which, where relevant and necessary, is referenced within the protocol. Monitoring and review will be undertaken by the relevant HR Head of Department within a maximum of three years.

Data Security
Data is held in accordance with our Information Management Policy - W 1000 Policy – Information Management.

Retention & Disposal of Records
Essex Police and Kent Police will hold data in accordance with HR Disposal Schedule July 2022.

We will only hold data for as long as necessary for the purposes for which we collected.