Final Report of the Morris Inquiry: The Case for Change

BUILDING CAPACITY
9.100 We agree that it would be appropriate to conduct a full review of how the
MPS approaches the promotion of police officers. We would advocate a more open
and transparent system where individuals do not have to rely on being
recommended for promotion by local management. At the very least, if the
approval of local management is to be required before officers can go forward for
promotion, there ought to be an entitlement to full feedback on the reasons why
they have not been put forward.
9.101 It goes without saying that we believe appointments at all levels should be
by open competition and we have already commented on this earlier when we
dealt with appointments to DPS.
9.102 Lateral career development is also a form of career progression, particularly
when this involves taking on a specialist role. Again, the processes to select
individuals for these posts need to be totally transparent. Like AC Ghaffur we are
surprised that “no corporate data is collected or available in respect of the lateral career
development of visible ethnic minority officers and staff.”
(A Thematic Review of Race and Diversity in the MPS.)
9.103 The data which is available and which deals with the make-up of business
groups indicates that there is a lack of career progression from boroughs to other
business groups for those from ethnic minorities and that very few officers from
ethnic minorities apply for specialist posts.
“… there is a perception by some that specialist roles or units are ‘no go’ areas for officers and
staff from minority groups.”
(A Thematic Review of Race and Diversity in the MPS, AC Ghaffur.)
We support the positive action initiatives that AC Ghaffur suggests in his report.
9.104 The MPS needs to review its procedures for promotion and appointments to
specialist posts and ensure that the system will result in the appointment of the
best candidates. This should involve open competition and applications should not
rely on the endorsement of senior managers. It must necessarily include feedback.
It is also essential that the HR directorate monitors the application of the policy so
that the MPS can be satisfied that it is operating fairly and consistently across the
organisation.
We recommend that the MPS develops procedures for promotion and
appointments to specialist posts which are fair and transparent and that the
Human Resources directorate monitors their application.
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