Introduction to Working as an HR Professional within the Police Service

This topic seeks to introduce the police service as an employer, to outline the governance arrangements and other key organisations and to explain the “employment” arrangements for the groups of staff who work in policing.

• From 15 November 2012, the governance of the police service changed with the abolition of police authorities and their replacement with police and crime commissioners. Police and Crime Commissioners

• Commissioners are elected representatives charged with securing efficient and effective policing of a police area; and replace the old police authorities. Separate arrangements exist for London. Police Staff National Negotiation

  A range of other organisations have an impact on or support the work of HR professionals in the police service. These include the National Police Chief’s Council (NPCC), Her Majesty’s inspectorate of constabulary (HMIC), the College of Policing (college.police.uk) and the independent police complaints commission (IPCC). Independent Police Complaints Commission (IPCC)

• There are two groups of paid workers in the police service — police officers who have a unique employment status as officers of the crown rather than employees; and police staff (formerly known as civilians) who are employees. The Police as an Employer

• Most of the terms and conditions for police officers are based on national regulations (the police regs). There is a national framework of negotiated terms and conditions of employment for police staff which police forces supplement at local level. Police Regulations

• The structure and positioning of HR services varies across the 43 police forces. Some services retain more traditional personnel/staffing functions whereas others have adopted a more strategic approach. The Human Resources Function

• Working in the police service, while interesting and rewarding, presents a number of challenges for HR professionals. Understanding of HR