2010 ANNUAL REPORT - London Police Service

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2010 Business Plan Results Objectives and Performance Indicators GOAL # 5 - Optimize Infrastructure & Technological Capacity continued Objectives Performance Indicators Progress 5. Enhance Information & Technology Resources to support internal needs i) Information & Technology progress report i) The primary software vendor for LPS policing software is Versaterm, which has a commitment to “evergreen” its products to meet the needs of its clients. During 2010, the LPS Technology Team continued to work closely with Versaterm and beta tests many of their Canadian product releases. Major technology initiatives completed in 2010 include: • Server virtualization (running multiple virtual computers on a single hardware platform) • Disaster recovery backup site analysis • Versaterm software enhancements • Online reporting system (Phase 1) • Electronic civil fingerprints submission to RCMP • Mobile Data Terminal access to Intranet • KeyScan building access card system “Facta Non Verba” -23- “Deeds Not Words”
2010 Business Plan Results Objectives and Performance Indicators GOAL # 6 - Ensure Effective Human Resource Management Objectives Performance Indicators Progress 1. Ensure that appropriate organizational structure and staffing levels are in place to meet current and future requirements 2. Develop strategies to ensure effective recruitment, selection and retention i) Annual review of organizational chart ii) Submission of an annual HR Requirements report to the Chief iii) Annual divisional audit/staffing reviews i) Increase in applications ii) Increase in website hits on recruiting web pages iii) Number of diversity outreach initiatives/events i) In 2010, a review of the organizational chart was completed that resulted in changes to a number of reporting structures. A realignment of resources resulted in the Diversity Officer position being transferred from the Uniformed Division to the Human Resources Branch within the Corporate Services Division. The Alternate Response Unit was discontinued to enable resources to be reallocated to front-line patrol. ii) Human Resource reports are completed on a monthly basis to assist in determining organizational resource requirements. In preparation for the 2011 budget submission ten new positions were identified. (five civilian positions and five sworn police positions). iii) Annual Quality Assurance Audits were completed by each Division during 2010. This process involves a review of procedures and the completion of Annual Workload Analysis Surveys for each Section within the respective Divisions. The Workload Surveys are reviewed to ensure more effective balance of resources. i) The review recognized a need for an organization-wide workload analysis that commenced in early 2010 APPLICATIONS RECEIVED 2009 2010 Difference 2009-2010 Police 410 553 + 34.8% Civilians 222 164 - 26.1% ii) 2009 website statistics related to the LPS recruiting web page are not available due to a change in website tracking software that was in the process of being implemented during that year. As a result, 2010 will be used as a baseline comparator to 2011 in next year’s report. There were 27,082 site visits to the LPS recruiting web page during 2010. iii) Diversity outreach initiatives/events during 2010 included: • 12 Committees • 30 Community Partners • 40 Cultural Events attended • 62 Community Outreach Activities • 6 Diversity Recruiting Lectures • 9 Diverse Applicant Mentoring participants “Facta Non Verba” -24- “Deeds Not Words”
Page 1 and 2: LONDON POLICE SERVICE 2010 ANNUAL R
Page 3 and 4: MESSAGE FROM THE LONDON POLICE SERV
Page 5 and 6: 2010 STAFF DEPLOYMENT CHART LONDON
Page 7 and 8: HONOURS AND AWARDS RECOGNITION TO T
Page 9 and 10: 2010 Business Plan Results Objectiv
Page 23: 2010 Business Plan Results Objectiv
Page 29 and 30: LPS SPECIAL INITIATIVE REPORTS Inte
Page 31 and 32: PRIMARY SERVICE INDICATORS CALLS FO

2010 ANNUAL REPORT - London Police Service

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