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63 About this deal
Frequency of release: Quarterly (January, April, July, October) with the first release in April 2020 and the final release in July 2023 Recent changes to police force HR systems to align with the new Data Standards has allowed all staff the opportunity to review existing records and declare further information on protected characteristics. As many officers are yet to update their HR records, data against some of the protected characteristics are not currently complete. The impact of this is that for some protected characteristics (for example, sexual orientation, disability status and religious beliefs) there are a high volume of officers in the “Not known” category. The consultation period begins on 23 September 2021 and runs until 18 November 2021. This represents an appropriate timespan due to the targeted nature of the questions being asked. Please ensure your response reaches us by that date as any replies received after that date may not be taken into account. How to respond to this consultation Care leavers have superpowers due to our experience which includes immense resilience, tenacity, loyalty, and passion to make a difference.
Contract staff: police workforce working for police forces but not directly employed by them. Excludes all police officers (officers do not work on a contract basis) and those on secondment. requests for changes or additions to the ADR considered by the ADR committee (which weighs up the benefits against administrative burden)Limitations: The completeness of the data often relies on managers and HR professionals recording all cases on the system. Attrition rate: number of leavers during the financial year, as a proportion of the workforce as at 31 March (that is, the end) of the previous year.
There are various routes by which workers can join and leave the police. The categories reported on in the statistical bulletin are as follows: Review content of the statistical bulletin and other regular outputs (around 6 months prior to publication) and agree findings with stakeholders. Any substantial reduction in content of statistical release would require a consultation with users. Sulimani-Aidan, Y et al. Psychological distress among care leavers during the transition to adulthood: Risk and protective factors throughout their life. Child and Family Social Work. 2022: 27: 324-339. Christian (including Church of England, Catholic, Protestant and all other Christian denominations)
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HMRC does not expect to evaluate the measure because it is led and funded by the Department for Education.
Implications: Data may not always be perfectly comparable between forces. However, this should only affect a small number of cases, and should not have a major impact on length of service in most cases.
Uplift: the term used to describe officers who count towards the Government’s commitment to recruit an additional 20,000 officers by March 2023. Officers are counted as uplift once the baseline for the respective police force has been exceeded. Statistics on PCSOs are quoted separately. (Note: Police authorities in England and Wales ceased to exist for police force areas outside London on 22 November 2012 when they were replaced by directly elected police and crime commissioners). Since April 2020, the Home Office has published a quarterly release on ‘Police officer uplift’ statistics. This release provided information on progress towards the recruitment of these officers and data were provided (by month) on a headcount basis for each of the 43 territorial police forces in England and Wales. The ‘Police officer uplift’ statistics are due to be retired following the final release in July 2023 which will report the final position as at 31 March 2023. Length of service data are of medium quality, with some known limitations about forces’ ability to include all service, rather than just service in the current force. This should be considered when comparing data between forces and considering the overall national picture. Recuperative and adjusted duties
Policymakers and service providers should continue to develop support mechanisms designed to prepare personnel for transition before as well as at and after the point of departure.The statistics produced in the series are used by a range of users to monitor trends in the police workforce in England and Wales. Specific uses of the data are listed below. The totals for designated officers used in Police Workforce, England and Wales include those directly employed by the police force (under section 38 of the Act) as well as contract staff (under section 39). 9. Other police staff, special constables and police support volunteers Police staff previously special constable – individuals who are joining as a police officer having previously been a special constable
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