What is Cheshire Constabulary’s equal opportunities
policy?
Cheshire Constabulary is an equal opportunities employer and
wants to have a workforce representative of the communities that we
police and serve.
As an employer, we strive to ensure that all our personnel
practices, including recruitment, promotion and development are
applied consistently and fairly and that the overriding principle
governing selection is merit.
Cheshire Constabulary is not yet fully representative and is
addressing this imbalance through a variety of initiatives and by
ensuring the conduct and behaviour of its staff is beyond
reproach.
We promote positive action and offer support and mentoring to
all staff and potential applicants and candidates from under
represented groups, including:
- Women
- People with a disability
- Members of the gay or transgender community
- People from a black or ethnic minority background
- People from different faiths
The selection process for candidates from these under
represented is exactly the same as for any other candidate.
Under the Equality of Opportunity Plan, Cheshire Constabulary
will:
- Constantly review policy and grievance procedures to ensure
compliance with legislation and best practice
- Ensure the make up of the Force reflects our commitment to
Equal Opportunities by matching the national averages produced by
Her Majesty’s
Inspectorate of Constabulary and mirroring the size of the
ethnic population.
- Reduce harassment in the work place
- Open up opportunities for appointment to specialist posts for
all qualified staff
- Review the promotion process
- Train staff in Equal Opportunities policy and procedure
How long will I be on probation?
Constables are on probation for two years. This may be extended
in certain circumstances at the discretion of the Chief Officer.
During this period your services may be dispensed with at any time
if the Chief Officer considers you are unable to perform the duties
of a constable effectively or if you misconduct yourself.
In such circumstances you would be entitled to one month’s
notice or a month’s pay in lieu and the return of your pension
contributions if appropriate.
Under the Police Pension Scheme (PPS), if you leave the Service
with less than two years’ qualifying service without entitlement to
any other PPS award, you can either ask for your PPS benefits to be
transferred to another pension scheme or have your pension
contributions returned, less deduction of tax and a deduction to
contract you back in to the State Second Pension.
For part-time constables, the period of probation will be a
minimum of two years extended on a pro rata basis according to the
average hours worked per week.
What will my training involve?
The Initial Police Learning and Development Programme (IPLDP) is
a mandatory national project, led by the Home Office, to modernise
Police Probationer training throughout the country. Cheshire
Constabulary has been using this programme since October 2005.
Currently this programme is run in partnershop with the University
of Chester and students will be awarded a Foundation Degree in
Policing, upon successful completion.
The IPLDP aims to assess student officers throughout their two
year probationary period against 22 National Occupational
standards. This assessment evidence will be recorded in the Student
Officer Learning and Assessment Portfolio and will count towards a
national Policing skills qualification.
Initial training is 23 weeks long followed by 10 weeks
of operational training.
- Phase 1: Student officers will undergo their induction and
personal safety training with Learning and Development.
- Phase 2: Community Safety and Partnerships training involving
both HQ and the Area Professional Development Units. The area-based
activities include departmental visits, community and partnership
visits, community-based scenario training days and an attachment
with an external community group or agency.
- Phase 3: This includes the main legislation training, broken up
with elements of tutoring and role-play scenarios.
- Phase 4: The independent patrol phase, which includes a further
30 days “protected learning” in the remainder of the student
officer's probation.
What is the pension scheme available?
From the 6th April 2006, all new entrants to the Police Service
will automatically join the New Police Pension Scheme. The
contribution rate is 9.5% of pensionable pay.
Part-time officers pay contributions on a pro rata basis. Police
officers are contracted out of the earnings-related part of the
State Pension Scheme, so National Insurance contributions are paid
at the lower, contracted-out rate.
The maximum pension will be half final pensionable pay and is
payable after 35 years’ pensionable service. The earliest age for
retirement is 55.
Other benefits of the new scheme include a tax-free lump sum of
four times pension, paid in addition to the basic pension. Pensions
for surviving spouses and partners will be payable for life.
Pensions increase each year with the cost of living index.
Pension contributions made during previous employment may be
transferred to the Police Pension Scheme. However, due to the
relatively high contributions made to the Police Scheme, payments
to other schemes may not equate to the same period in Police
Service terms.
What are the hours of work?
The normal working week is 40 hours on a shift basis. All ranks
below superintendent are entitled to two rest days a week and
compensation if required to work over those two days. They are also
entitled to leave or compensation.
Can I work part-time?
Police Officers from Probationer to Chief Inspector may be able
to work part-time, although some requests to do so may have to be
refused for operational reasons.
As a general rule, the same terms and conditions should apply to
part-time officers as apply to full-time officers, where
appropriate on a pro rata basis.
You can apply to join the Police Service as a part-time officer
but whilst on probation you must work an average of at least 24
hours a week, which is 1,248 hours a year.
Initial training must be completed on a full-time basis.
Officers working part-time will not be exempt from working shifts –
including night duties.
The annual salary of a part-time or job-sharing Probationer,
Constable or Sergeant is that of a full-time officer calculated on
a pro rata basis.
What is the overtime policy?
Overtime is subject to operational requirements. Part-time
officers who work additional hours are paid at plain time rates for
the extra hours worked. Part-time officers only qualify for
enhanced rates when the hours worked are in excess of 40 hours a
week.
Casual overtime for Constables and Sergeants is paid at time
plus a third. Casual overtime is overtime worked at the end of a
shift which was not notified or rostered.
In these circumstances, the first 30 minutes of the overtime is
not paid unless more than four such periods have been worked during
any seven-day period. The seven-day period starts on the first
occasion casual overtime is worked.
Where more than 15 days’ notice of the requirement to work on a
rest day is given then another rest day will be granted in lieu.
Where less than 15 days’ notice is given, an allowance at time and
a half is payable, and where less than five days’ notice is given,
compensation is paid at double time.
Where less than eight days’ notice is received of the
requirement to work a public holiday, an allowance at double time
and a day off is received. Where eight days’ or more notice is
received, an allowance at double time is payable. Alternatively,
officers can choose to have time off in lieu of payment.
What are the rules on where I live and work?
All officers are required to perform duties at any location
within the force area. No undertaking can be given to post anyone
close to home or to a selected district either on appointment or in
service.
What are the annual leave entitlements?
All ranks below superintendent are entitled to periods of annual
leave on full pay.
- Officers with less than two years service receive 22 days
annual leave per year.
- Officers with two years service receive 25 days.
- Part-time officers are entitled to the same number of days
annual leave as full-time officers with the same amount of service,
but the time credited will be on a pro rata basis.
How quickly can I seek promotion?
Currently all appointments to higher ranks are filled from
within the Police Service. However you must complete probationary
period before applying for promotion.
What is Cheshire Constabulary’s policy on maternity, maternity
support and adoption leave?
Maternity Leave
Female officers are entitled to maternity leave. This can be for
the whole or part/s of the period between 6 months before and no
later than 12 months after the expected date of birth.
Women officers are entitled to three months paid maternity
leave, if they have served continuously for a year or more by the
start of the 11th week before the expected birth date and are still
pregnant or have given birth 15 weeks before the expected birth
date.
All officers have the right to return to work following
maternity leave. Cheshire Constabulary is committed to enabling and
supporting individuals who request work on a reduced hours basis,
either part-time or job-sharing. The opportunity to return to
part-time or job-share work may also be available therefore.
Maternity Support Leave
Officers are entitled to two weeks’ maternity support leave, the
first of which will be on full pay, if they are the child’s father
or the mother’s partner, or the nominated carer of an expectant
mother at the time of birth.
Officers who have 26 weeks’ continuous service at the 14th week
before the expected week of confinement will be entitled to be paid
for the second week at statutory paternity pay rate.
Adoptive Parental Leave
Adoptive parents will be allowed two weeks’ adoption support
leave, the first of which will be on full pay, at or around the
time of the adoption. Officers who have 26 weeks’ continuous
service at the notification week will be entitled to be paid for
the second week at the statutory paternity pay rate.
Career break
Police officers who have completed their probationary period may
apply for a career break up to a maximum of five years to enable
them to carry out, for example, caring responsibilities. Approval
is a matter for the Chief Officer, taking into consideration
matters such as health, attendance and conduct.
What are the retirement and payment of pension
regulations?
Constables and sergeants normally retire after 35 years of
service, or on reaching the age of 60. The Chief Officer has
discretion to extend the compulsory retirement age by up to five
years. The compulsory retirement age differs for higher ranks.
Officers may resign or, where appropriate, retire before
reaching the compulsory retirement age having given a month’s
notice in writing, or shorter notice as agreed by the Police
Authority.
Payment of Pension
Officers must have reached the age of 55 and have at least two
years pensionable service to retire with an immediate pension. To
get a maximum pension the officer must complete 35 years
pensionable service.
The maximum pension is half final salary plus a fixed lump sum
of four times the pension, with the option to give up part or all
of the lump sum for extra pension. Earnings over the past 10 years
are taken into account when calculating the final salary.
Pensions increase each year in line with the cost of living
index.