People Committee

The formal minutes of the public items of business will be available at the meetings scheduled for 30 May 2024. These will also be published on the SPA’s website. A full recording of the public items of business taken at these meetings can be accessed at Scottish Police Authority People Committee - 28 February 2024 | Scottish Police Authority (spa.police.uk)

ITEMS OF BUSINESS CONSIDERED

• Quarterly reports for wellbeing, workforce, policy assurance, and health and safety
• Ill health retirement review
• HMICS Review of Culture in Police Scotland
• Sex equality and tackling misogyny impact measures report
• People Strategy and Strategic Workforce Planning implementation plans
• Forensic Services People Update
• Certificate of Assurance Process
• Health and Safety 3-year strategic action plan
• Bi-annual Leadership and talent report
• Recruitment and protected characteristic impact report
• Estates compliance report
• Pension forfeiture
• VR/VER and Pay

KEY ISSUES RAISED

• Wellbeing and Inclusion
o Ill health retirement review closure report. Members welcomed the updates provided but reiterated the requirement for more data and themes to drive assurance. Members heard an independent evaluation of wellbeing was being undertaken which would include similar analysis.
o HMICS Review of Culture in Police Scotland. HMICS presented their report and discussion focussed on the impact of resource on both the findings and the ability to address recommendations. The Committee encouraged Police Scotland to not allow lack of resource to impact work to address and that the response should be long-term focussed rather than a short-term fix. The Committee discussed the findings in relation to probationer training and the disconnect between senior and middle management on management style and behaviour. HMICS confirmed it was not unreasonable that Police Scotland requested a four-month turnaround for its response and action plan. The Committee expect this to be reported to its next meeting in May.
o Sex Equality and tackling misogyny impact measures. Whilst noting the work is described as in discovery phase, Members were assured it is being progressed at pace and aligned to day-to-day business. Members were informed work continues in relation to flexible working opportunities for officers. Whilst flexible working figures align with ONS statistics, as this is the status quo, further analysis was required on why some applications are refused and the links and/or impacts between flexible working and career progression.
• Strategy, Policy and Planning
o People Strategy and Strategic Workforce Planning. Members were advised work was ongoing for implementation plans to be presented to the May Committee.
o Q3 Workforce Report. The Committee discussed the length of time recruitment takes and the associated risks of losing interested applicants. The Committee also discussed absence targets and heard there would not be one figure due to the difference in roles across the organisation, however, there would be an aspirational number to align against strategy.
o Q3 Policy Assurance Report. Members were assured all policies are legally compliant, but work continues to ensure all are consistent in tone and accessibility. People and Development continue to work with Policing Together to identify gaps and reprioritise.
o Forensic Services People Update. Following governance reporting changes, the Committee received an inaugural update from Forensic Services on people related matters. Discussion focused on recruitment processes and the challenges in backfilling posts vacated by those successful for progression opportunities. Members welcomed the introductory report and requested future reports include outcome measures and evidence for assurance.
o VR/VER. The Committee was told the number of applicants following the closing of the recent VR/VER scheme and were informed of the next steps and commitment to initial timescales.
• Health and Safety. Members welcomed the commentary within the Q3 report but requested further detail on comparative data and trends. Discussion focussed on injuries to people in custody where Members were informed these are reported as third-party incidents and reported to the internal Health and Safety Board. The Committee were also provided with an overview of estates health and safety responsibilities and assurance was received that correct record keeping and appropriate governance routes were in place.
• Recruitment. Members were encouraged by the data provided and the sustained levels of BAME recruits. However, concern was raised on the drop of female recruits. The Committee was informed the number of female applicants was proportionate to the number of female recruits therefore focus required was on attracting applicants and improving recruitment processes. The Committee were advised that Police Scotland are committed to encouraging female applicants and there was discussion around how People Committee would be given assurance that the working environment of Police Scotland was sufficiently flexible.
• Leadership and Talent. Members welcomed the report where discussion focussed on training. The Committee requested a position paper on steps taken to mitigate against training issues from an EDI perspective is provided to the next meeting. The Committee also expects to receive a report on mandatory and statutory training and how the organisation ensures all staff had completed the appropriate education and training.

CONCLUSIONS/ACTIONS REACHED

The Committee acknowledge the detail and commentary provided from all papers but continue to seek more data and evidence-based measures to provide the required assurance. Lead officers from SPA and Police Scotland will work together to ensure the appropriate metrics are incorporated into future reports from various areas. The majority of open actions are in relation to this effort.