Report Summary
This report provides members of the Scottish Police Authority People Committee with an overview of the progress of the delivery of Leadership & Talent (L&T) development interventions from July to the end of December 2023.
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Meeting
The publication discussed was referenced in the meeting below
People committee - 28 February 2024
Date : 28 February 2024
Location : online
Implications
FINANCIAL IMPLICATIONS
Revenue Budget spend and forecast for Leadership and Talent activity is on track. The Reform Budget aligned to YLM to date is on track for this financial year.
PERSONNEL IMPLICATIONS
Our commitment to our people is demonstrated within the People Strategy, and the key focus of L&T work is to enable the identification, empowerment, and development of our people to deliver outstanding policing services to the communities across Scotland.
LEGAL IMPLICATIONS
Following agreement with Staff Associations, SPA and HMICS, a legislative change to allow for the facilitation of the PLDP pilot was approved on 22 December 2020. The 12 Month Evaluation Report was submitted via relevant Police Scotland / SPA Governance to the SPCF in March 2023. The Scottish Government representative confirmed that a further legislative change is not required and will submit confirmation to Scottish Ministers that the PLDP has been approved as the recognised Police Scotland ‘Qualification for Promotion’.
REPUTATIONAL IMPLICATIONS
There is a reputational risk if Police Scotland fails to modernise and keep pace with developing methodologies on performance management, individual development, and new approaches to promotion and leadership development.
Following the public statement made by the former Chief Constable in May 2023, there is even more focus on the leadership and management culture across Police Scotland. The new Chief Constable has fully supported and endorsed the statement and has articulated the effectiveness of leadership development as a priority. It is recognised that the SPA, in the form of the People Committee, also have a focus in this area. As such all L&T activity is expected to deliver against the Policing Together campaign and will be evaluated in line with the campaign outcomes.
SOCIAL IMPLICATIONS
There are no social implications in this report.
COMMUNITY IMPACT
There are no community implications in this report.
EQUALITIES IMPLICATIONS
If Police Scotland fails to modernise its officer/staff development infrastructure, not only will there be a disproportionate impact on our workforce, it may also present higher exposure to potential employee relations issues/claims. Through the development and implementation of an effective appraisal system; a modern promotion process; a more flexible and relevant Sergeant’s qualification and other modern L&T products equality remains at the very heart of all L&T learning interventions developed.
Police Scotland recognises the importance Equality and Human Rights Impact Assessments (EqHRIAs) and, in fact, their Product Design Framework stipulates that EqHRIAs will form the first stage of any new product design, ensuring that fair and equitable practices, and the development of an inclusive workforce, are key considerations.
As such, EQHRIAs have been developed for each individual element of Leadership and Talent work. Formal consultation has been conducted and feedback incorporated into each of the EQHRIAs. This formal consultation has included Staff Associations and Trade Unions. As ever, EQHRIAs are iterative by nature and will continue to be updated and refreshed as L&T work progresses.
