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  1. Judicial review action launched over fears PEQF will cut frontline officer deployed numbers by 4,000. CC Bill Skelly: Taking on the College Date - 11th July 2019 By - Nick Hudson - Police Oracle 2 Comments Controversial degree-entry plans for all new officers could slash the frontline workforce in England and Wales by more than 4,000 personnel as policing faces a legal challenge from one of its own chiefs to halt the recruitment process. Lincolnshire Police has taken the “exceptional” step of seeking a judicial review of the College of Policing scheme, which will see three new national entry routes into the service by January of next year. Chief Constable Bill Skelly says the College is railroading the Police Education Qualifications Framework proposals through, “ignoring the growing evidence that demonstrates their impracticality”. He is calling for a three-year cooling-off period to allow “legitimate evaluation” of the new system which he claims hits at forces’ deployable strength at any one time – because the study time has been significantly increased compared to the current recruitment programme, increased turnover and failure to complete the course. In addition to the financial costs, CC Skelly says that no assessment has been made on such issues as the additional strain on the police pension scheme or on the impact on equalities. He argues it will place officers in the classroom rather than out on the front line – equating to around 40 fewer in his force, which is 10 per cent of his overall strength, and “could easily be” more than 4,000 for the whole country. “I have been raising these concerns with the College of Policing and the National Police Chiefs Council for more than two years since the impact of PEQF became clear,” he said. “The College has pushed forward ignoring the growing evidence that demonstrates the impracticality of their proposals for Lincolnshire. “Their most recent communication states the intention to change Police Regulations to enforce the Police Education Qualifications Framework recruitment process from next year,” added CC Skelly. He is being fully supported by Lincolnshire’s police and crime commissioner Marc Jones who is funding the court action. “All I am asking for is a stay of implementation to the summer of 2023 to give time for a legitimate evaluation of the new system being imposed across the country and for the results to be assessed and any adjustments made,” added the chief constable. In the meantime the force is developing an enhanced initial training package that meets the requirements of the modern police officer “without creating an unaffordable impact on the police service in Lincolnshire”. Special research undertaken by the force on the abstraction impact of withdrawal of a police officer from operational duties for the purposes of learning and assessment is “very high”. Its study reveals predicted abstraction of the student officer for the Police Constable Degree Apprenticeship route is around 40 per cent for year one, and 20 per cent in years two and three. Currently abstraction levels through IPLDP is 40 per cent in year one and 6.4 per cent for year two So, if a force recruits five per cent of its total strength each year, then the abstraction of total force strength would more than double – from the current level of 2.5 per cent six per cent of total constable strength. The predicted abstraction of the student officer for the Degree Holder Entry Programme route is around 40 per cent for year one and 20 per cent in year two while for the Pre-Join route it is around seven per cent for years one and two. The Lincolnshire research claims no consideration appears to have been given by the College in its modelling to the impact of either the failure of student officers to complete their qualification course, or their resignation from the service before their normal retirement date. The College continues to present the unsupported claim that development of a higher skilled workforce will result in better policing outcomes. Latest academic examination of the evidence of the impact of graduate education on policing concludes that, “research is unable to confirm unambiguously that values associated with higher levels of education may bring improved policing outcomes,” and critically, that, “it seems policing or criminal justice degrees confers no particular advantage” Former West Yorkshire sergeant-turned-lecturer, Dr Richard Heslop, told Police Oracle earlier this monthof some of the worrying problems occurring on higher education campuses, and cautioned against assumptions that sending officers to study at university will lead to “improvements in policing”. Four years ago CC Skelly's predecessor, Neil Rhodes, wrote to the then Home Secretary, Theresa May, warning her that his force faced going bust under the government's funding arrangements. The chief constable said bobbies on the beat would be a “thing of the past” in Lincolnshire with any response to minor offences would have to be largely ignored, while investigations into issues such as historic child sex abuse and cyber-crime would stop. In a stark assessment, he warned: “The cupboard is bare and it is likely that we will be the first force in the country to fall over." Geographically, Lincolnshire is one of the largest forces in the country, covering almost 2,300 square miles but it has one of the smallest personnel complements – with 1,100 officers. The force has estimated that by 2024 it will be spending £1.15 million on PCDA training, of which only £400,000 would be met by force apprenticeship levy contributions. It has anticipated funds recouped from provision of apprenticeship training might be deployed to fund other PEQF qualification routes, but this simply places the eligible costs of apprenticeship training as a cost to the force, so no real saving is achieved. College of Policing Executive Director DCC Bernie O'Reilly said: "We are aware of a potential legal challenge in relation to the implementation of the new entry routes into policing. "The training for new recruits seeks to prepare those entering the service for the complexity of the job and has been developed with colleagues from across policing. "We continue to work with Lincolnshire Police to enable them to join the other 30 police forces across England and Wales who are introducing the new training over the next year." View On Police Oracle
  2. I was reading the other day about the plans being put in place by most if not all Home Office forces and some non home office forces for how they plan to deal with future recruitment of new staff and their educational standards. If I understand if correctly they are now proposing that those who are not educated to a degree level will be required to undertake a 3 apprenticeship in which they will Join as a constable, and follow an apprenticeship in professional policing practice - earning whilst they learn. The route is said to normally take three years with both on and off-the-job learning. On successfully finishing the programme, they will complete your probation and achieve a degree. Alternatively if you have a degree in any subject, you can join and follow a work-based programme, supported by off-the-job learning. This route normally takes two years, and the learning you have undergone is recognised in a graduate diploma in professional policing practice when you complete your probation. The third option being If you want to study first, you can do a three year degree in professional policing at your own expense, and then apply to a force and follow a shorter on-the-job training programme. Being a special constable can be included in this route. More information about how it's all planned out can be found here: https://www.college.police.uk/What-we-do/Learning/Policing-Education-Qualifications-Framework/Entry-routes-for-police-constables/Pages/Entry-routes-for-police-constables.aspx I'm told that once this is off the ground and it's 'working well' then there is even plans to role it out for specials, PCSO's and even Police Staff roles! My question is what are everyone's thoughts on this, do you think it's a good thing or a bad thing?
  3. Radical plans to modernise the police by linking pay to performance and recruiting outside experts on short-term contracts have been proposed by the police chief in charge of standards. https://www.telegraph.co.uk/news/2018/11/18/performance-related-pay-short-term-contracts-cyber-experts-should/ So anyone expecting good news from this I wonder? Do you agree pay needs reforming and if so how?
  4. Degrees and apprenticeships scheduled to become the primary route from the end of next year. Chief Constable Mike Cunningham is the College of Policing CEO The College of Policing says it will "offer support" to forces who want to keep the current system for training police officers when its degree entry programme comes into place. From the end of 2019, when the police education qualification framework is applied across policing, the organisation plans for the initial police learning development programme (IPLDP) to end. But after “a small number of forces” expressed concerns that this could be unworkable, the College says it will “explore their options”. Under its plans, all new recruits to the police will be required to have a degree or start as apprentices working towards one. Last month the NPCC said on Twitter that chiefs are supportive of the new entry routes into policing. But Lincolnshire PCC Marc Jones responded: “There are a number of chiefs (and PCCs) who are clearly NOT happy with the way this is being done to policing. “There are a huge amount of unknowns that may deliver chaos through this push for change to solve a non-issue. Workforce reform not reliant on this one bit.” Leicestershire PCC Lord Willy Bach said he agreed with his counterpart. This week, the College has confirmed it has had approaches about possible extensions to the old system and says it will see what can be done. Chief Constable Mike Cunningham said in a statement that the IPLDP accreditation will expire because it no longer meets the requirements of modern day policing. He added: “A small number of forces have approached the College seeking a possible extension to the IPLDP deadline. We are working with them to understand the difficulties they face, offer support and explore their options. “We are already supporting adoption of the new curriculum in some forces this year. Throughout the process, we will continue to engage with the service to discuss options, understand their impact and refine approaches to ensure we get the best possible outcomes, for policing and the public.” He says the IPLDP, designed in 2006, needs to be updated in areas including response, community, roads policing, investigation, intelligence and criminal justice. The new routes into policing will be phased in, with apprenticeships beginning at four east Midlands forces in September. View On Police Oracle
  5. Sergeants given passes by College of Policing. Promotion hopefuls who scored just below the required mark in an inspectors' exam which contained errors have passed the test. The College of Policing has made allowances after several errors were highlighted, including a question based on out-of-date legislation. Concerns were raised after a question regarding intoxicating substances, based on pre-May 2016 legislation, appeared in the 2017 test. Obscure issues such as skips, school crossing patrols and the Trial of Lunatics Act 1883, also featured. The organisation initially said that no promotion hopefuls would be penalised over the questions and removed them from the total needed to pass the test. However it first told sergeants who scored just below the required rate that they had failed. Several complained that they had been put-off by the inclusion of the incorrect questions in the exam. Allowances will now be made for them. A College spokesman said: “A further review […] identified that some candidates had not been compensated for the inclusion of four problematic questions, which may have impacted their overall performance outside of these questions. “The debrief panel therefore made a decision to re-score the exam. This does not affect any candidate that has been informed they have passed, but a further 39 candidates are being informed that they have passed. “All candidates and forces will be notified of this decision and the reasons for doing so, and all results and feedback will be reissued.” Paul Connor, author of the Blackstone's guides who coached hundreds of hopefuls before assessments, said that while the problem shouldn’t have happened, he is happy the error has been corrected. “I believe this has been the course of action when something like this has happened in the past. The four questions have essentially been marked as 'correct' for everyone. “The College has done the right thing,” he said. View On Police Oracle
  6. Good afternoon, I was just wondering if anyone would be able to help me as I'm running mixed emotions with the initial application for a Police Constable with a Home Office police force. I understand that the application is assessed by the college of policing but here is my predicament and why I'm confused. Long story short, I applied to Cheshire Police in May 2016 with an overall Grade A. (Professionalism: A, Working with others: C, Decision Making: B, Service Delivery: B). The only reason I'm not currently serving as a police officer for them as in March the withdrew 30 applications from their process as they didn't "have any vacancies" so despite having my conditional offer and completing and passing the entire process, including obtaining the Certificate in the Knowledge of Policing at my own expense. In August, Cheshire police announced of social media, a bit to my annoyance, that they would shortly be opening recruitment again and they did so in September. So obviously, I got my application in (also noting that this year, Cheshire no longer require CKP, just 2 A-Levels or equivalent). Now, here is where I am at a loss. The application form was EXACTLY the same as when I applied in May 2016 and with Cheshire's Multi Force Shared Services website (MFSS), it even filled in all the boxes with my entries from my previous application. So, as I knew my application achieved grade A overall, it seemed sensible to leave the application as it was as it had passed previously and would seem silly to jeopardise my application through making alterations. Roll on to October, I get an email on the 16th October to say that my application hasn't been progress and has taken me until today to get my CBQ report. Bearing in mind my application was exactly the same, word for word, this was my result: Overall Grade: C (Professionalism: B, Working with Others: D, Decision Making: D, Service Delivery: C) So really, my question is has the marking criteria been changed year on year or have I had an individual marking pretty harshly this year, or was my marker too lenient last year? It's just when you're looking at improving and making sure you go the distance in the process, having fallen at the first hurdle this time around it has a huge knock on your confidence in what is already a pretty stressful and lengthy process. Thank you for your time.
  7. Hi guys, so I thought I'd move over the thread I created originally on PS.com and bring it over here, enjoy! CKP in general: Information taken from College of Policing website. ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- CKP regarding Metropolitan Police: Do I need CKP to join as a Police Constable with the Metropolitan Police? Yes, if you want to become a Police Constable with us then yes, you will need CKP with one of the approved providers that can be found through the College of Policing website. You will need to have COMPLETED the KFC course prior to starting training. Will the CKP guarantee me a job as a Police Constable with the Metropolitan Police? No. You will still need to pass Day 1, Day 2, Vetting/References AND Training. Remember CKP does not guarantee you a job, it just makes you eligible to start training. Do I need CKP to join as a Police Constable if I am a Special Constable with the Metropolitan Police? Nope, you don't need CKP if you are in the Metropolitan Special Constabulary to join as a Police Constable with the Metropolitan Police. I am a Special Constable with another force, do I need the CKP to join as a Police Constable in the Metropolitan Police? Yes. This is because if you are with another force you are deemed as an external candidate. There are no rumours or any news of this changing any time soon and I think this will probably stick. Will the Metropolitan Police be getting rid of the CKP? Not for the foreseeable future. If you have heard rumours, please for god sake ignore them. If anything official is released I'm sure it will be on the Metropolitan Police website and here. Will the Metropolitan Police providing funding for the CKP? I believe if you are a successful candidate in passing the SEARCH assessments then the funding comes in the form of an interest free loan, paid back from your wage once you're in service. However, confirm this with MetHR as there could be certain requirements and/or the information could have changed. I have already attained a SEARCH assessment pass in the last 2 years, do I still need the CKP? Oh yes. I have attained the PLC in the last 3-4 years, do I still need to do the CKP? As it stands, and as far as I'm aware you will not have to do the CKP - but like most things, I would confirm this with MetHR. ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- These are all the questions I could think of. If you have any more questions, please ask below. If anyone thinks I am missing any information or any information is incorrect please add below and I will add or correct . As it stands, this is a thread for External Met PC applicants. Hope this helps! Useful links: College of Policing Metropolitan Police Careers Bluelight Other approved providers
  8. http://www.college.police.uk/News/College-news/Pages/direct_entry_insp.aspx Yay. Direct entry inspectors, just like the direct entry superintendents, the stunning success. My inspector has been in the role for about a year, front line in an essential position that cant be disposed of. But they are still only temporary, after a year. Im sure they wont mind place holding for a while and then getting booted out for someone else.
  9. http://www.bbc.co.uk/news/uk-33314295 The police service is resistant to change because of an "insular attitude" and chief constables who fail to listen to officers, the body responsible for training in England and Wales says. A College of Policing review said the service needed to address issues of hierarchy, culture and consistency. It identifies positive aspects of police culture, such as decisiveness, compassion and a "can do" attitude. But it also suggests there may need to be a reduction in the number of ranks. A "flatter system" could lead to significant improvements, it adds. 'More teamwork'The leadership review concludes a major obstacle to reform is what it describes as the "heroic model" of leadership, in which officers are expected to carry out the will of the chief constable, who acts as a figurehead. There should instead be more emphasis on teamwork, it says. "The distance between the majority of the workforce and senior leaders created by the rank hierarchy can reduce the willingness of some to adhere to best practice or seek development opportunities," it says. The document calls for a new model of leadership and management training within the service. It says all vacancies should be promoted nationally, there should be increased flexibility in assigning power to staff, and chief officers should be allowed to continue to develop. Minority 'challenge'The report also highlights the "huge" challenge the service faces to improve black, minority or ethnic representation. Some 17,000 BME officers will have to be recruited over the next decade for the service to be "more representative", it says. The review was carried out after a request by Home Secretary Theresa May. College of Policing CEO Chief Constable Alex Marshall said: "I do not underestimate the challenge of delivering these recommendations. "While the college has a significant part to play, they require a much wider response from across the police service, police and crime commissioners and the Home Office. "Implementing the recommendations inevitably comes with a cost, but we accept that investment is crucial if we are to improve the way that our leaders are developed." :Well. Much as i dislike the collage of policing a great deal - making us pay a subscription to be a police officer which they say they wont but definitely will etc, there is probably something in what they say. Which i am sure everyone everywhere knows, because its very obvious. And a problem effecting most public institutions and something that simply wont change. And its always good to see more suggestions that we remove ranks and farm the rest out to the entire UK. More and more steps away from me getting any form of promotion. I dont have a great deal of knowledge as to what the upper management do, i generally find at the weekend that things on the ground work much better and lots of the stuff that "has" to be done doesnt actually need to be, and car-parking is much better which is great. Im sure we all know high ranked officers who are known as incompetent, detached and generally a long way from reality. Again, much like many management across the board. Finally, recruiting 17,000 BME officers in the next 10 years? Even if all recruitment is closed to anyone who is not BME, its hard to see us getting cut and losing officers everywhere and still having solid and constant recruitment of BME officers.
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  11. The College of Policing today launched an eight-week consultation on the national policing guidance to officers and staff investigating and responding to domestic abuse.   The guidance, known as Authorised Professional Practice (APP), is available online and has been updated to include clearer standards from the initial call handling to those in strategic positions who are responsible for ensuring the best response to domestic abuse.   The APP covers risk and vulnerability, call handling, first response, domestic violence protection notices and orders, investigation, post-arrest management, victim safety and support and partnership working.   College of Policing faculty lead on crime and criminal justice David Tucker said:   “We’ve been working with experts in policing and partner agencies to review and update our approaches to domestic abuse to make sure we do all we can to make victims, potential victims and their children as safe as possible. The revisions address many recommendations from Her Majesty’s Inspectorate of Constabulary and includes new laws and procedures such as Clare’s law and the best use of domestic violence protection orders.   “We’re now putting the updated guidance out to public consultation and want to hear from those within policing and outside policing to ensure that the content covers all the key considerations and is useful to practitioners.”   The APP consultation has been launched at the same time as the College of Policing research team publishes a review of the best evidence on the risk factors for domestic abuse.   The Rapid Evidence Assessment, based on 16 systematic reviews, helps identify risk factors associated with domestic abuse and the effectiveness of tools that predict risk of domestic abuse.   Director of Knowledge, Research and Education Rachel Tuffin said: “While the reviews focus on factors predicting violence rather than other forms of domestic abuse, they show there is a strong link between emotional and verbal abuse and experience of physical violence.   “The findings suggest that when frontline responders are making assessments of risk they need to focus more on the pattern of behaviour within the relationship, than on external factors such as alcohol use.   “There was insufficient evidence to recommend any one tool or set of factors in predicting domestic abuse, but the studies suggest officers and staff need to take victims’ own perception of their risk carefully into account alongside, or as part of any tool.” Notes to Editors The consultation was launched today and is open for eight weeks, closing on 18 February, 2015. For more information: http://www.app.college.police.uk/consultation/domestic-abuse-consultation/   The rapid evidence assessment is available here: http://www.college.police.uk/en/docs/DA_ROR_Summary_14-12-15.doc   http://college.pressofficeadmin.com/component/content/article/45-press-releases/823
  12. More than 600 people have applied for the Fast Track programme in forces across England and Wales which will see exceptional candidates reach the rank of inspector in three years.   The programme, which is still open to police staff, graduates and police specials to apply, has received 657 applications across 27 police forces.   Of those, 361 are male and 296 are female. This includes 55 black or minority ethnic candidates.   Fast Track is an accelerated three-year promotion and development programme which gives the most talented graduates the skills, knowledge and experience to advance to the rank of inspector from police constable within three years.   The application process is still open for police staff, graduates and specials and you can apply online through a dedicated website.   Candidates will be expected to tackle danger head on while other members of the public turn away. They will have to justify and account for their actions to ensure they are working ethically, proportionally and to the standards the public expect.   The programme is a blend of classroom learning delivered at regional training centres, and operational training and development in the force where they have applied. Candidates will be supported to learn what it takes to become a police officer and to quickly put that learning into practice.   Chief Superintendent Nicola Dale, who leads the fast track programme at the College of Policing, said: “This is really about the high calibre candidates because it is such a significant challenge to become an inspector after just three years. “The high number of applications reflects the interest that police staff, graduates and specials have to seek a career in the highly demanding role of an inspector.   “Potential candidates have until Friday to apply and I would encourage them to work carefully through the self-selection questionnaire and high potential development tool which are on the website.”   Successful candidates will begin training in September 2015.   Fast Track also opened in October this year for serving constables to accelerate to the rank of inspector. Most forces have now closed their application windows, but officers are advised to check with the force they wish to apply to. The programme will reopen in 2015.   Notes to Editors On Friday, 12th December 2014 Chief Superintendent Nicola Dale held a Q&A with interested candidates on Twitter from 1-2pm. You can view the answers given by searching #fasttrack and viewing the College of Policing timeline @CollegeofPolice The forces taking part are:   Avon & Somerset Constabulary Bedfordshire Police British Transport Police Cambridgeshire Constabulary Cheshire Constabulary Dyfed Powys Police Essex Police Kent Police Greater Manchester Police Hertfordshire Constabulary Humberside Police South Yorkshire Police Metropolitan Police Service Norfolk Constabulary Suffolk Constabulary North Wales Police Northamptonshire Police Northumbria Police Staffordshire South Wales Police Surrey Police Sussex Police Thames Valley Police Warwickshire Police West Mercia Police West Midlands Police West Yorkshire Police   About the College of Policing:   The College of Policing is the professional body for policing. It sets high professional standards to help forces cut crime and protect the public. The College is here to give everyone in policing the tools, skills and knowledge they need to succeed. The College of Policing will enhance the ability of police forces and individuals to deliver their mission of preventing crime and protecting the public.   The College of Policing will:   • Set standards • Promote evidence-based good practice • Accredit training providers • Support partnership working • Lead on ethics and integrity View the full article
  13. The Best Use of Stop and Search Scheme has launched today with 35 forces implementing the new approach   The voluntary scheme is part of a range of measures that will contribute to a reduction in the overall use of stop and search, lead to better and more intelligence-led stop and searches and more effective outcomes.   The 35 forces going live today have implemented all aspects of the scheme to: • increase transparency by recording all outcomes of stop and search and whether there is a connection between the grounds for the search and the outcome; • restrict the use of Section 60 “no suspicion” powers; • give members of the public the opportunity to observe stop and search in practice; and • introduce a community complaints trigger – ensuring that complaints are properly monitored and scrutinised.   The remaining eight forces – City of London, Derbyshire, South Yorkshire, Greater Manchester Police, Dorset, South Wales, Lincolnshire, South Yorkshire – are already implementing aspects of this scheme and have confirmed the scheme will become fully operational in their force area in coming months.   College of Policing lead on stop and search Inspector Nick Glynn said: “Stop and search powers are necessary to help us tackle crime and keep people safe. It is clear that the service has not always got its use of these intrusive powers right, and this has left resentment in our communities. Under this scheme outcomes will be recorded in more detail so we have a greater understanding of how the powers are being used.   "Searches which do not require reasonable grounds of suspicion will reduce, be subject to more effective oversight from senior officers and communities will have greater powers to question the police over their use of stop and search.   “The College of Policing is working to review and develop the evidence-base, training and guidance on stop and search. This will help to ensure that police officers at every level in the service – including those at senior ranks overseeing the use of the power - are equipped with the right knowledge and skills to conduct stop and search effectively, proportionately and fairly.   "We are also working in partnership with the Equality and Human Rights Commission to look at whether unconscious bias is affecting officers’ use of stop and search.   “There are many areas of good practice and the College will be sharing that across the country so that we see the changes needed to ensure that our communities are confident that these important powers are being used appropriately and where their use is necessary.”   From today West Mercia and Nottinghamshire police will begin a pilot scheme that will digitally map stop and searches, identifying locations where stop and searches take place using geo-mapping technology. The data will be uploaded to Police.uk so the public can monitor the use of stop and search powers.   And following an eight-week public consultation on revising the Police and Criminal Evidence Act (PACE) Code A, which governs the police’s use of stop and search, the Home Secretary will lay a revision to Code A in parliament this week.   This revision will make clear to officers what constitutes ‘reasonable grounds for suspicion’ and to emphasise that the misuse of stop and search powers would lead to performance or disciplinary procedures.   Notes to Editors About the College of Policing: The College of Policing is the professional body for policing. It sets high professional standards to help forces cut crime and protect the public. The College is here to give everyone in policing the tools, skills and knowledge they need to succeed. The College of Policing will enhance the ability of police forces and individuals to deliver their mission of preventing crime and protecting the public.   The College of Policing will: • Set standards • Promote evidence-based good practice • Accredit training providers • Support partnership working • Lead on ethics and integrity View the full article

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