Summary Report from Police Negotiating Board

Police Pay 2022/23

Following agreement on Police Pay for 2022/23 the focus of the PNB has been on the implementation of terms and conditions agreed as part of this agreement.  As a result of these discussions, two key elements have been clarified with more detailed agreements reached.

Islands Allowance

The pay agreement confirmed the need to introduce an allowance to recognise the recruitment and retention challenges across the islands of Scotland with effect from 1 October 2022.  As part of further technical discussion, and then through PNB, it was clarified which postings this would apply to as well as the agreement on the rates applicable.

Acting Ranks

The pay agreement confirmed all periods of temporary duty performed at a higher rank will be reckonable for pay and pension purposes with effect from 1 January 2023.  This removed the distinction between acting and temporary promotion where those in acting ranks would have to work 10 days at the higher rank before they were paid at the higher rate.

This agreement took a key step forward in removing a two tier approach.  However it retained a maximum period of 56 days for acting.  Since the pay agreement the PNB considered the benefits of extending the maximum period of acting from 56 days to 18 months, which would then allow for a single approach to being required to temporarily work at higher grade, with Temporary Promotion only being used where officers successfully apply for the Police Leadership Development Programme and operate at the higher grade whilst going through the programme.

A report will be considered by the People Committee in May 2023 to provide assurances that the acting appointment process is consistent, fair, transparent and robust.

PNB Strategic Commitment

The 2022/23 pay agreement included a strategic commitment from the Official Side, which is summarised as follows:

to work with the Staff Side to look to reduce the working week and the level of disruption to police officers (provided it is financially sustainable, does not impact on current service provision and also seeks to enhance the delivery of policing)

the need to fully review working and management practices and the demands placed on officers to ensure officers receive re-rostered rest days in a timely manner

Establish a joint working group with areas of focus being jointly agreed through collaboration with the intention to bring forward joint proposals to the PNB in June 2023.

Involves commitment from senior representation within Police Scotland, SPA and Scottish Government in recognition that the strategic commitment cannot be delivered by a single organisation

Discussions at the working group have to date focused on understanding the issues with regards to addressing the impact on policing demand related to the current operation of the court system and mental health demand. Separate sub-groups have been set up related to both themes.

PNB Scotland Consultation

It has been confirmed that consultation will shortly commence on the creation of the Police Negotiating Board for Scotland and this is outlined in more detail within the SPA Chief Executive Report