Next Steps

During year two of the delivery of the People Strategy and SWP a particular focus will be placed on the following areas.

Recruitment

• Seeking to further reduce the length of time of the recruitment process for officers and staff
• Seeking to ensure a sufficient and diverse pipeline of applicants, while monitoring and seeking to remove unnecessary barriers
• Scenario planning for officers by ranks and considering what that means for succession and promotion processes
• Continued development of the police officer probationer programme
• Consideration of implementation of probationary periods for staff

Promotion and Talent/Succession Planning

• Consideration and development of proposals in relation to staff talent/succession planning
• Implementing improvement actions from surveys/workshops
• Scenario planning for officers by ranks and considering what that means for succession and promotion processes
• Consideration of development of ‘talent’ criteria and approach to identification and assessment
• Consideration of ‘Just in Time’ or ‘development of talent pools’ together with development of operating principles covering colleague experience and principles of talent management.
• Consideration of the development of further leadership training and development to support promoted colleagues
• Consider future approach to use of Competency Values Framework and the MyCareer appraisal System
• Develop and implement Talent and Succession Planning Frameworks to drive activity above.