WILTSHIRE POLICE FORCE PROCEDURE

Transcription

1 Template v4 WILTSHIRE POLICE FORCE PROCEDURE RECOGNITION Effective from: March 2016 Last Review Date: Version: 2.0 Next Review Date: March 2017

2 TABLE OF CONTENTS PROCEDURE OVERVIEW... 3 RELATED POLICIES, PROCEDURES and OTHER DOCUMENTS... 3 DATA PROTECTION ACT FREEDOM OF INFORMATION ACT MONITORING and REVIEW... 3 WHO TO CONTACT ABOUT THIS PROCEDURE... 3 RECOGNITION CATEGORIES AND CRITERIA... 4 OVERVIEW OF NOMINATION PROCESS... 4 THE REWARD PANEL... 5 CEREMONIES... 6 LOCAL RECOGNITION... 6 APPENDIX A - Categories of award and eligibility criteria... 8 APPENDIX B - Overview of the Nomination process for awards... 9 DOCUMENT ADMINISTRATION Version: Next Review Date: March 2017 Page 2 of 11

3 PROCEDURE PROCEDURE OVERVIEW This procedure outlines the Force approach to recognising and rewarding staff, officers, members of the Special Constabulary, volunteers and members of the public. This includes the categories of awards available, the eligibility criteria and the process by which nominations are made and assessed. RELATED POLICIES, PROCEDURES and OTHER DOCUMENTS Form 264 Recognition Nomination Form Bonus Payments Scheme Policy and Procedure Long Service Commendation Policy and Procedure Staff Long Service and Good Conduct Policy and Procedure - Officers AUTHORISED PROFESSIONAL PRACTICE AREAS ASSOCIATED WITH THIS PROCEDURE There are currently no sections of the College of Policing s Authorised Professional Practice in relation to this subject. DATA PROTECTION ACT 1998 Any information relating to identifiable individuals recorded as a consequence of this procedure is to be processed in accordance with the Data Protection Act and the Force Data Protection Policy. FREEDOM OF INFORMATION ACT 2000 This document has been assessed as suitable for public release in its entirety. MONITORING and REVIEW This process will be monitored by the Reward Panel chaired by the Head of Corporate Communications and Engagement. Reviews will be conducted on an annual basis. WHO TO CONTACT ABOUT THIS PROCEDURE The strategic lead for Reward and Recognition at Wiltshire Police is the Head of Corporate Communications and Engagement. Contact 1TUInternalcoms@wiltshire.pnn.police.ukU1T for further information. Version: Next Review Date: March 2017 Page 3 of 11

4 RECOGNITION CATEGORIES AND CRITERIA The table in appendix A outlines the basic criteria that must be met for each category of award available. The Reward Panel will assess all nominations with the exception of local thank you s (these will be award at the discretion of the relevant Department Head). Each case will be assessed on merit and the Reward Panel will assess using comparator cases to ensure consistency in application. Nominations do not have to be made by the individual s line manager. Peer nominations are actively encouraged in order to create a culture where recognising good work is a natural and regular occurance. All Gold, Platinum and Diamond level awards are presented at the quarterly Force Awards ceremonies hosted by the Chief Constable. Silver and Bronze level awards are given to the nominated individuals as soon as is practicable following assessment by the Reward Panel. External awards (including Crown level awards) are presented according to the timescales applicable for each specific award. Bonus Payment nominations should be considered against the criteria guidance in the Bonus Payment Policy and Procedure document. OVERVIEW OF NOMINATION PROCESS Appendix B shows the basic process from the point a nomination for an award is made to the point at which is presented to the individual. Key points of notes are: Procedural principles: The process has been designed to be simple, electronic, timely, transparent, genuine, consistent and fair. The people that have been nominated and those that have taken time to nominate them should be kept up to date with progress at appropriate points in the process. The intention is to minimise bureaucracy so only one sign off is needed for nomination forms (the relevant Department Head). Temporary withholding of awards: In exceptional circumstances the presentation of an award will need to be put on hold. This would only happen if the individual was subject to a live discipline or complaint that was in direct relation to the evidence on which the award nomination is based. Other unrelated complaint or discipline matters should not factor in to the decision to present an award to the individual. This has been agreed by the Head of the Professional Standards Department. Version: Next Review Date: March 2017 Page 4 of 11

5 Respect for individual choices: This is an important element of this procedure. It is recognised that some individuals will not want to have an award presented to them at a formal awards ceremony or to take part in media or PR activities. THE REWARD PANEL All nominations for awards from Bronze to Diamond level will be subject to review by a Reward Panel. The Reward Panel meet on a monthly basis to review all nominations submitted via the 264 form. The panel membership consists of the following*: Decision makers: Head of Corporate Communications and Engagment (Chair) Strategic Support Officer: Corporate Communications and Engagement People Services representative**: Human Resources Manager or Professional Standards representative Staff Associations*** Police Federation, UNISON and Superintendent s Association Senior Leadership Team representatives [operational and non operational] Chief Constable s Staff Office representative PA to Head of Corporate Communications and Engagement Observational capacity: Representative from the Office of the Police and Crime Commissioner Up to two guests (panel will be open invitation) initially this will be only be available internally but there is scope to make the invitation open to people outside the organisation in the future. Local level awards are managed outside of the Reward Panel by department heads. Crown level awards are at the sole discretion of the Chief Constable and are also managed outside of the panel (although they use the same nomination form). * Note that not all members will be present for all meetings in this event the acceptable quorum is 4 and must contain a Senior Leadership Team representative and a Corporate Communications and Engagement representative. For consistency it would be preferable to retain the same representatives for each meeting but this will be subject to change. Additional panel members may also be recruited at any time (for example to take into account specific factors such as diversity). ** This representative must be someone who attends the People Intelligence Board (PIB). *** This representative does not have to be the branch chair, they can be a local frontline representative. Version: Next Review Date: March 2017 Page 5 of 11

6 CEREMONIES There are three main awards ceremonies in operation within the Force: Force Awards: These are held quarterly and are hosted by the Chief Constable (the PCC presents the Award for Excellence in Partnership Working). Awards are presented to all members of the Wiltshire Police family (officers, PCSOs, staff, volunteers and specials). This also includes long service and good conduct awards. Note that the Dan Cooper Memorial Award is awarded in the May/June ceremony to coincide with the anniversary of his tragic passing. Neighbourhood Policing Awards: These are held once a year and are hosted by the Police and Crime Commissioner. Nominations are taken via the PCC website from members of the public for four categories (Neighbourhood Policing Team of the Year, Police Officer of the Year, PCSO of the Year, Volunteer of the Year). Specials Awards Ceremonies: These take place annually and are hosted by the Special Superintendent. They are an opportunity for all specials to get together with their families. It should be noted that departments are still able to conduct their own local ceremonies for recognising their staff but these should be in line with the Silver, Bronze and Local categories outlined within this procedure. This is to ensure consistency in what is being awarded to staff. LOCAL RECOGNITION In order to foster a culture where smaller acts of good work, positive behaviours and support are routinely recognised in a timely manner; local recognition is also encouraged. Peer level feedback is an important element of this colleagues can and should thank each other for good work face-toface (informally or formally) or via exchange of (formally). They may also wish to inform the relevant line manager as well so that they are aware and can also add their own messages of thanks. Line managers and supervisors can also recognise good work in their teams more formally by writing a letter of thanks to the individual / team. Reward and recognition should form part of every DMT / SLT meeting as a standing agenda item. This is to ensure that leaders of department are actively thinking about recognising good work in their teams and making nominations / approaching managers and colleagues to make nominations. Reward and recognition should also form part of operational debriefs so that appropriate recognition can be given to all those involved in the work (appreciative of the fact that the level of recognition given will vary from local to platinum dependent on the individual roles carried out). Version: Next Review Date: March 2017 Page 6 of 11

7 Tri-Force recognises good work by way of either through discussion Superintendent Commendations or Letter of Thanks via the three Chief Inspectors for Tri-Force. The Tri-Force SLT with refer staff directly to individual Forces for Chief Constable s awards. Version: Next Review Date: March 2017 Page 7 of 11

8 Recognition Procedure: Appendix A - Categories of award and eligibility criteria Version: Next Review Date: March 2017 Page 8 of 11

9 Appendix B Version: Next Review Date: March 2017 Page 9 of 11

10 Ownership: Department Responsible: Procedure Owner/Author: Technical Author: DOCUMENT ADMINISTRATION Corporate Communications and Engagement Clare Mills, Head of Corporate Communications & Engagement Andrew Grant, Temporary Strategic Support Officer: Corporate Communications & Engagement Senior Officer/Manager Sponsor: Zoe Durrant, ACO Business & People Development Revision History: Revision Date Version Summary of Changes 20/11/ N/A first draft 24/11/ Amendments to local recognition section 1/12/ Additions to local recognition section and clarity around QPM/MBE etc. following SCT review 29/02/ Additional information to include bonus payment and Tri-Force reference Draft v1.3 published as substantive version 2.0 Approvals: This document requires the following approvals: Name & Title Date of Approval Version Continuous Improvement Team ACO Zoe DURRANT (Chair JNCC) JNCC Distribution: This document has been distributed via: Name & Title Date of Issue Version E-Brief to relevant affected Staff/Officers Other: Communication of policy via Siren internal app Presentation of policy to Senior Leadership Teams Firstpoint policy and procedure section Firstpoint Recognition portal Version: Next Review Date: March 2017 Page 10 of 11

11 Diversity Impact Assessment: Has a DIA been completed? If no, please indicate the date by which it will be completed. If yes, please send a copy of the DIA with the procedure. Yes Date: 24/11/2015 No Consultation: List below who you have consulted with on this procedure (incl. committees, groups, etc): Name & Title Date Consulted Version Implications of the Procedure: Senior Command Team 1/12/ OPCC 17/12/ Staff Associations 23/12/ SLT 10/02/ Training Requirements There are no training requirements per se a general awareness of the recognition process is desired from everyone in the organisation as peer-to-peer nomination is an important way of ensuring that recognition becomes a regular occurrence in the Force. IT Infrastructure This procedure doesn t require any input from IT. The only impact on our IT infrastructure is the development of a firstpoint portal site for central publication of Reward Panel outcomes, Reward Panel membership etc. This work can be completed by the Corporate Communications and Engagement department. Version: Next Review Date: March 2017 Page 11 of 11