Final Report of the Morris Inquiry: The Case for Change

THE CASE FOR CHANGE
9.27 Given what we have said about the importance of recruits’ first experiences of
the Service and the recognition that the long term future of the MPS depends on
the quality of recruits which emerge, it follows that the Director of Training and
Development is one of the most important positions in the MPS and will have
significant influence on the MPS for years to come.
9.28 It is, therefore, vital that careful attention is given to appointing the right
person. Since the post of Director was created, it has been held by a serving police
officer. While serving officers should not be debarred from the post, we do not see
the necessity for the post-holder to be a serving officer. Indeed, there may be
compelling reasons for this not to be the case. If the Training Centre is to be run
more on the lines of an adult education establishment there is every reason for
appointing a member of police staff with the requisite skills and experience.
9.29 We make no recommendation on this. It is the leadership qualities of the
Director which are important rather than the background of the post-holder. We
would, however, prefer to see the post filled by open competition.
Enhancing the skills available to the organisation
9.30 One way of enhancing the skills available to the MPS is by multi-point entry.
This has been put to us as a way of increasing the representation of women and
minority ethnic officers at senior level. However, we prefer to see it as method by
which the organisation can draw on the skills and experience of all types of people
who might otherwise not consider a career in the police service. It would apply to
everyone not just women and ethnic minorities.
9.31 Currently, there is one single point of entry into the police service – at
constable level for a fully omni-competent officer. Therefore, all police officers start
their service serving as constables and all senior officers have experienced life ‘on
the street’ and have worked their way up through the service.
9.32 Not all police officers start their service in their late teens or early twenties.
Many come from other walks of life and bring experience and skills from elsewhere
to the benefit of the service. However, they all start as constables. In addition,
police officers essentially make a commitment of 30 years to the service on joining.
9.33 In contrast, direct recruitment into police staff roles at all levels is the norm.
Recruitment is tailored to the particular post to be filled. This has the advantage of
facilitating the entry into the service of people with appropriate and up-to-date
skills and experience.
9.34 In addition, police staff do not take on a 30 year commitment on joining and
may well expect to move in and out of the service using their skills in other parts of
the public sector and even the private sector.
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