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Personnel & Development

The Personnel and Development Department supports the organisation to strategically manage its Human Resources. Specifically the department deals with issues in regard to resourcing, race and diversity, policy and retention, health and safety, training and development.

Close working relationships are maintained with support staff Trade Unions and the Police Staff Associations.

The following summarises some of the key work to be undertaken during 2006/07.

Recruitment

The recruitment plan for 2006/07 is to recruit sufficient number of police officers to maintain the resource level above the agreed crime fighting fund level for police officers and to match the anticipated exit levels through retirements transfers etc. It is estimated that the force will recruit approximately 70 police officers during 2006/07.

A major initiative for 2006/07 will be the recruitment of additional 47 PCSO's. . These numbers are to be supplemented during 2007/08 by the recruitment of a further 143 PCSO's. This major commitment for Durham Constabulary will be met through working collaboratively with Northumbria Police in regard to recruitment and training via the North East Centre for Policing Skills based at Aykley Heads and Ponteland.

For Durham Constabulary to be a first class service to the public of County Durham and Darlington it is important that we have a fully competent, professional, well-motivated and diverse work force capable of delivering this service. The people within our organisation, and with whom we work in partnership, are acknowledged as our most important resource.

The key areas for growth in regard to additional police staff vacancies for 2006/07 includes:

All vacancies will be advertised online.

Race and Diversity

Durham Police Authority is fully committed to valuing race and diversity in the development of policing for the communities of County Durham and Darlington.

A fair, effective, visible policing service relies upon individuals and communities having confidence in the police and the belief that the individual needs of all sections of the community will be fully considered. Improved operational performance will be achieved through effective race and diversity strategies and learning and development for all members of the police authority and police service.

The Force Race and Diversity Programme Board, chaired by the Chief Constable, includes members of the police authority together with the Racial Equality Council, and representatives from Force staff associations and support groups. Actions from the race and diversity strategy are focussed upon internal and external race and diversity issues with accountability for action lying with all area commanders and heads of department.

A major piece of work during 2005/06 included a comprehensive review of the race equality scheme for Durham Constabulary and Durham Police Authority in pursuit of our duty to eliminate unlawful discrimination and promote equality of opportunity and good relations between persons of different racial groups.

Work to be progressed during 2006/07 includes:

Copies of the Race Equality Schemes for Durham Constabulary and Durham Police Authority are available on line

Health, Safety and Welfare

During 2004/05 and 2005/06 Durham Constabulary were able to utilise a home office occupational health grant to progress target initiatives aimed at the reduction of sickness and medical retirements for police and police staff. These included:

Initiatives planned for 2006/07 include:

Learning & Development

One of the key initiatives for 2005/06 was the collaborative arrangement to implement the new initial police learning and development programme (IPLDP) for probationer training. This has been delivered at Durham Constabulary Headquarters via the North East Centre for Policing Skills in a collaborative arrangement with Northumbria Police Professional Development Units have also been established to support the learning of student officers in the workplace.

During 2006/07 work will continue to build upon the successful implementation of this programme and a major initiative will be the extension of this arrangement to include PCSO training within the North East Centre for Policing Skills with training to be provided at Aykley Heads, Durham and Ponteland, Newcastle.

Additional initiatives included:

Priorites for 2006/07 include:

From a major investment in new training facilities for public order and dog training the force will also seek to expand collaborative training with other forces to maximise the effectiveness of the investment.

Additional Human Resources Work

During 2006/07 the national IT project recommended for HR support, NSPIS HR was implemented providing, a computerised duty management and HR system. The facility links the personnel database to other operational programmes e.g command and control. Further work will be undertaken during 2006/07 to explore the opportunities to introduce self service functionality and a service centre approach to HR. These initiatives are aimed at reducing bureaucracy and increasing effectiveness in service delivery.

As a current holder of the Investors in People award, and a committed organisation towards investing in people, Durham Constabulary will be reassessed during 2006/07.