Independent Review of Police Officer and Staff Remuneration and ...
Independent Review of Police Officer and Staff Remuneration and ...
Independent Review of Police Officer and Staff Remuneration and ...
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<strong>Independent</strong> <strong>Review</strong> <strong>of</strong> <strong>Police</strong> <strong>Officer</strong> <strong>and</strong> <strong>Staff</strong> <strong>Remuneration</strong> <strong>and</strong> Conditions – Final Report<br />
202<br />
Analysis<br />
Comparing promotion numbers <strong>and</strong> waiting time – by rank<br />
4.1.20 As can be seen in Figure 4.1, the number <strong>of</strong> promotions falls as rank increases. However, the<br />
time that <strong>of</strong>ficers remain in substantive ranks before further promotion reduces significantly as<br />
they rise in rank, once promotions to sergeant <strong>and</strong> then inspector have been achieved.<br />
4.1.21 The average waiting time for <strong>of</strong>ficers achieving promotion to sergeant is ten years. <strong>Officer</strong>s<br />
subsequently wait (on average) seven years to be promoted to inspector, two years for<br />
promotion to chief inspector, <strong>and</strong> four years for promotion to superintendent. The average<br />
waiting time for promotion to chief superintendent is one year. The number <strong>of</strong> available<br />
vacancies decreases significantly at each progressively higher rank.<br />
Figure 4.1<br />
Median Length <strong>of</strong> Service for <strong>Officer</strong>s New to Rank (Years)<br />
30<br />
25<br />
20<br />
15<br />
10<br />
5<br />
0<br />
Constables<br />
Equality considerations<br />
Sergeants<br />
Inspectors<br />
Chief Inspectors<br />
Rank<br />
Superintendents<br />
Chief Superintendents<br />
4.1.22 In order to assess whether the current <strong>of</strong>ficer promotion process is sufficient, it is also<br />
important to consider whether the system disproportionately favours, or discriminates against,<br />
particular groups.<br />
4.1.23 Forces provided the review with annual promotion data by rank for the nine years from<br />
2002/03 to 2010/11. Figure 4.2 shows that, in each year, <strong>of</strong>ficers who described themselves<br />
as black or minority ethnic (BME) had lower rates <strong>of</strong> success in promotion to sergeant than<br />
<strong>of</strong>ficers who described themselves as white. The year in which BME c<strong>and</strong>idates attained the<br />
highest proportion <strong>of</strong> promotions was 2004/05; in that year, three per cent <strong>of</strong> males promoted<br />
to sergeant <strong>and</strong> two per cent <strong>of</strong> females promoted to sergeant were BME <strong>of</strong>ficers. 2004/05<br />
was also the year when there was the highest number <strong>of</strong> promotions. Overall, male <strong>of</strong>ficers<br />
accounted for 81% <strong>of</strong> promotions to sergeant, when compared with female <strong>of</strong>ficers.
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