WILTSHIRE POLICE FORCE PROCEDURE

Transcription

1 FORCE PROCEDURE SECONDMENT Author Sarah Garland Department People Services Centre Date of Publication October 2015 Review Date October 2017 Technical Author Sarah Garland Version 1.0 CONTENTS

2 INTRODUCTION... 3 Overview... 3 Definition... 3 Considerations... 3 EXTERNAL SECONDMENTS out of Wiltshire Police... 4 Limits... 4 Eligibility... 4 Adverts... 4 Authorisation... 4 Pay and Expenses... 4 Contact... 5 Return... 5 Extension... 5 EXTERNAL SECONDMENTS into Wiltshire Police... 6 Authorisation... 6 INTERNAL SECONDMENTS... 6 Length... 6 differences between Substantive and Seconded post... 6 Advertising... 7 Selection... 7 Appointment... 8 End... 8 Extension... 9 Permanent... 9 Substantive post rights... 9 Responsibilities... 9 INTAKE POSTINGS Initial Posting Appeal INTERNAL TRANSFERS Appendix A - Contact Details Appendix B - Police Staff Secondment Agreement Appendix C - Expression of Interest Form Appendix D - Expression of Interest Form V & B Appendix E - Internal Reference for Secondment P age

3 INTRODUCTION OVERVIEW Wiltshire Police recognises that Police Officers and Staff need to be given the opportunity to develop their careers. One of the ways in which this can be achieved is through internal and external secondment opportunities, both long and short term. This aids personal development whilst meeting organisational needs including the provision of skills and experience beneficial to the organisation on an individual's return. DEFINITION A secondment is defined as an opportunity for a member of police staff or police officer in Wiltshire Police to gain skills and experience within another department or organisation. Secondments can assist with the development of staff both laterally and vertically and should therefore be encouraged. Wiltshire Police recognises that secondments can be: Developmental for the individual An additional means of enhancing career paths Used to add to the skills base of the Force An opportunity to build or develop further strong relationships with other organisations Used to support other local initiatives CONSIDERATIONS Whilst Wiltshire Police aims to meet the career and development aspirations of its police staff and police officers, its primary responsibility is to provide an efficient and effective police service to the public. Recognising this and the organisational and operational demand this places on the management of its staff, the following restrictions on secondments will apply: The operational efficiency of the Force must be maintained The Force must be able to manage its targets and establishment requirements for police officers and police staff in Force The number of staff allowed to go on long term secondment out of Force should not reach excessive levels and impact adversely on the Force The secondment must be of benefit to the Force The secondment should not be of detriment to the Force collaborative working arrangements The member of staff should be considered suitable for the secondment via a selection process EQUALITY IMPACT ASSESSMENT TBC DATA PROTECTION Any information relating to an identified or identifiable living individual recorded as a consequence of this procedure will be processed in accordance with the Data Protection Act 2018, General Data Protection Regulations and the Force Data Protection Policy. 3 P age

4 EXTERNAL SECONDMENTS OUT OF An external secondment out of Wiltshire Police is a temporary move to an organisation other than Wiltshire Police. The organisation to which the individual is temporarily appointed (seconding organisation) will normally pay all salary and associated costs in terms of the temporary appointment. LIMITS People Services will monitor the number of individuals on external secondment. The number of individuals permitted to be on secondment at any one time will be decided by the Resource Management Panel (RMP). This number will reflect the overall organisational establishment and will be reviewed as that establishment changes to ensure resilience levels are maintained. ELIGIBILITY Police Officers must have successfully completed their probationary period before applying for any external secondments. They should also have been in their current post for 2 years. Police Staff must have successfully completed their probationary period before applying for any external secondments. External secondments are only available to permanent members of Police Staff within Wiltshire Police. They should also have been in their current post for 2 years. A secondment for an individual with less than 2 years service in post may be agreed under exceptional circumstances or for operational need. This would be authorised by RMP. Where an applicant s attendance criteria does not meet Force standards, or if the applicant is under formal UAP/UPP or disciplinary procedures specific reference must be made to it by their line manager with reasons as to why the application should be supported. ADVERTS Approval should be sought from the HR Manager with the portfolio for Resourcing and Lifecycle before a secondment opportunity is advertised. Once the advertisement has been sanctioned it will be advertised as per Force Recruitment Policy. AUTHORISATION All requests for individuals to go on secondment are subject to RMP approval. Secondments will not be agreed if overall numbers on secondment for the appropriate group/rank/skill are above those allowed at the time in question. Occasionally opportunities arise for external secondments that are not funded by the seconding organisation. This is usually for police staff posts. In such cases the decision will be made based upon the availability of funding and the overall relevance of the seconded position. All secondments need to be authorised through this process. It will not be acceptable for secondments to be arranged by any other informal means or without the approval of RMP. PAY AND EXPENSES Normally Wiltshire Police will continue to pay the staff member during their secondment, and will reclaim salary, including temporary promotions, enhancements and allowances from the seconding organisation. 4 P age

5 It is the responsibility of the secondee to provide People Services with a copy of the terms and conditions and any allowances that have been agreed to be paid by the seconding organisation. This will then be forwarded to Finance Department. The individual continues to be employed by Wiltshire Police during the period of secondment, and may be subject to recall if operational exigencies or personal circumstances require. This would only be in exceptional and/or outstanding circumstances, recognising the negative impact that this would have on the individual and the seconding organisation. CONTACT The secondee will be required to provide People Services with contact details before going on secondment. Annual appraisals must be completed on the secondee s behalf and a copy needs to be provided to People Services for inclusion in the individual s personal file. If no appraisal system is accessible at the seconding force, People Services can provide forms to complete. An example of the form is included in Appendix A. RETURN The secondee will return to Wiltshire Police at the conclusion of the secondment. For Police Officers this will be at their substantive rank unless they have been successful in a permanent promotion process during the period of the secondment in accordance with Force policy. A Police Officer returning from a secondment is not guaranteed a posting in the same Department or Division in which they were serving at the time the secondment commenced, although consideration will be given to accommodate any preference. The return of the officer will be managed through RMP. For Police Staff, the return will be into their substantive post, which was held before the secondment opportunity. Consideration will be given to: Current valid skill set Vacancies and organisational need Redeployment/redundancy considerations Reasonable adjustments Training needs Exceptional circumstances where it would be inappropriate for an officer to return to a particular role i.e. due to involvement in covert operation. EXTENSION In some instances the organisation concerned may wish to keep an individual beyond the length of time originally agreed. Where this is the case the individual must make a formal request at least 3 months prior to the original end date of the secondment to People Services who will take the request to RMP for consideration. Where possible, a decision will be communicated to the secondee by People Services at least 3 months before the original date of return. For an extension the following will be considered by RMP: Numbers currently seconded Numbers awaiting approval for secondment Organisational/departmental need Personal circumstances of the individual The skills gained to date and whether there is a need to integrate these into the Force at that time. The views of the appropriate Department Head. 5 P age

6 EXTERNAL SECONDMENTS INTO An external secondment into Wiltshire Police is a temporary move from an organisation other than Wiltshire Police into the Force. Wiltshire Police (the seconding organisation) will normally pay all salary and associated costs in terms of the temporary appointment. AUTHORISATION Approval should be sought from the HR Manager with the portfolio for Resourcing and Lifecycle before a secondment opportunity is advertised to an external organisation. In these circumstances, a secondment agreement will be drawn up by the Recruitment Team which will be signed by the HR Manager for Resourcing and Lifecycle, the individual and the representative for the external organisation. The secondment agreement (included in Appendix B) will be tailored to each individual situation. INTERNAL SECONDMENTS An internal secondment is a temporary move to a role other than the employee s substantive role within Wiltshire Police. The department to which the individual is temporarily appointed (seconding department) will pay all salary and associated costs in terms of the temporary appointment. LENGTH Secondments will usually last no longer than 2 years. The length of the secondment may be increased to 3 years at the discretion of the Chief Constable or the Assistant Chief Officer (Business and People Development). Secondments will only be authorised for a minimum period of 3 months. Anything less than this will be considered as acting up and will fall under that policy and procedures. For more information on acting up please see the People Services Direct intranet site. DIFFERENCES BETWEEN SUBSTANTIVE AND SECONDED POST When you apply for a secondment you should take any differences into account as you will work under the conditions of the secondment post for the length of the secondment. Pay You will be paid at the rate of the post that you are seconded into. This will be the bottom spinal point for the grade as defined in the Job Description. The only exception to this is when you are seconded to the same grade. In these circumstances, you should not suffer any financial loss as a result of the secondment. Therefore your substantive spinal point will be continued to be paid. Any allowances are not part of your substantive pay therefore these do not fall into this category. If you are seconded into a role of a lower grade then you will receive the top spinal point for that grade. Location You will not be entitled to any mileage for a different work location. 6 P age

7 Working hours You will complete the hours as advertised for the secondment post. Any flexible working patterns will need to be discussed with the secondment line manager to determine if these are suitable for the department. Allowances (including SAFF) In order to receive any additional allowances/payments you and your seconded role will need to meet the criteria as described in the policy for that payment. In terms of SAFF (shift allowance for flexibility) payments, if your seconded role does not work a pattern that attracts SAFF then you will not receive the payment. This is regardless of whether your substantive role attracts SAFF. ADVERTISING Approval should be sought from the Department Head and Finance before a secondment opportunity is advertised, in line with advertising other vacancies. Once the advertisement has been sanctioned it will be advertised on the firstpoint Vacancy page. The advertisement will include details of the duration of the secondment, a brief description of the role, the job description, any allowances payable if applicable and the closing date. Details of how to obtain further information and an application pack will also be included. SELECTION Police Officers must have successfully completed their probationary period before applying for any internal secondments. They should also have been in their current post for 2 years. Police Staff must have successfully completed their probationary period before applying for any internal secondments. They should also have been in their current post for 2 years. A secondment for an individual with less than 2 years service in post may be agreed under exceptional circumstances or for operational need. This would be authorised by RMP. Where an applicant s attendance criteria does not meet Force standards, or if the applicant is under formal UAP/UPP or disciplinary procedures specific reference must be made to it by their line manager with reasons as to why the application should be supported. Selection will be undertaken in line with the standard Recruitment Policy and may take the form of either a complete application or Expression of Interest (EoI). These forms will use either competency criteria from the Job Description, the Force Values and Behaviours or the Personal Qualities from the Police Professional Framework (PPF). Examples of forms as provided in Appendix C and Appendix D. Individuals will require the support of their department head prior to applying for a secondment. The Recruitment Team will remove any unsupported applications prior to shortlisting unless the individual has stated they would resign from their permanent post. In this scenario the individual will not return to their substantive post and will enter redeployment or exit the organisation at the end of the fixed term contract. It is the responsibility of the substantive line manager to inform the individual of an unsupported application. Where an application is refused, the rationale should be carefully documented including the reason for the refusal which may fall under one of the following: Inability to rearrange work among existing staff Burden of additional costs Detrimental effect on the ability to meet customer demand Inability to recruit additional staff 7 P age

8 Detrimental impact on quality or performance Individual has not completed their probation period Individual s attendance criteria does not meet Force criteria Individual is under formal UAP/UPP or disciplinary procedures Individual does not have the skills/knowledge/experience required for the role The secondment line manager may refuse an application on the grounds of poor attendance or performance as well as not meeting the competency criteria. Outcomes of any selection processes, both successful and unsuccessful, will be communicated to individuals from the Recruitment Team by . APPOINTMENT Once a candidate has been selected, appointment is conditional and will be subject to satisfactory completion of pre-employment checks including: Current line manager reference (example of form provided in Appendix E) Medical clearance (if a higher level is needed than the individual has previously been cleared for or if the clearance has lapsed) Attendance criteria UAP/UPP or disciplinary procedures Security vetting clearance (if a higher level is needed than the individual has previously been cleared for or if the clearance has lapsed) A conditional offer of employment may be withdrawn if any of the above are unsatisfactory. If all the above mentioned pre-employment checks are received and are satisfactory, the individual will receive a secondment letter which details the variation to their terms and conditions. Example of letter provided in Appendix E. END The secondee will return to their substantive department at the conclusion of the secondment. For Police Officers this will be at their substantive rank unless they have been successful in a permanent promotion process during the period of the secondment in accordance with Force policy. A Police Officer returning from a secondment is not guaranteed a posting in the same Department or Division in which they were serving at the time the leave of absence commenced, although consideration will be given to accommodate any preference. The return of the officer will be managed through RMP. For Police Staff, the return will be into their substantive post, which was held before the secondment opportunity. In the event of an early end to a secondment, this can be triggered by the secondment line manager, substantive line manager or secondee in a number of ways and will require 4 weeks notice to take effect. For the secondment line manager it may involve poor performance or attendance (which will be managed through the Wiltshire Police policy), change in circumstances to the role/team/department, early return of maternity/career break/long-term sick. For the substantive line manager it may involve department restructure, severe resilience issues, inability to recruit, compulsory training. For the secondee it may be that the role was not what was expected, a change in personal circumstances or resignation/retirement from Force. 8 P age

9 EXTENSION In some instances the department concerned may wish to keep an individual beyond the length of time originally agreed. Where this is the case the department must make a formal request as soon as possible to People Services Recruitment Team. The secondment line manager must gain finance approval before requesting an extension. An extension of less than 3 months will only be authorised with a sound rationale (e.g. ongoing recruitment timeline, extension to a maternity leave, deadline of a project etc ). Any request for an extension will be considered on an individual basis and will take into account the impact of the substantive department and the equity of sharing secondment opportunities across all staff. If an extension takes the total length of secondment over 2 years then this will need to be considered by the RMP. PERMANENT If it is known from the outset that the secondment role may be made permanent, this should be made clear on the advert text. In this instance, the secondment line manager will complete a report to the HR Manager for Recruitment who will authorise a permanent appointment. The report must include details of the reason for the permanent role, confirmation of the budget for the role, reference to the individual s performance and any completed probation reviews. If it is not known from the outset that the secondment role may be made permanent but this opportunity arises then the secondment line manager must advertise the role. This can be done through a number of different processes in line with normal recruitment practice. SUBSTANTIVE POST RIGHTS When transferring into a secondment role, your substantive post must be held open for you to return to at the end of the secondment. Your substantive manager may backfill this position on a temporary basis only. If you are a fixed term employee and you are successful in securing a secondment opportunity, the post will be offered on the basis of a normal fixed term contract. There is no right of return to the original fixed term appointment. If, during the term of the secondment, organisational change results in your original post being substantially altered or made redundant, the guaranteed right to return will cease to apply. In the event of this happening you will be consulted on any changes. RESPONSIBILITIES Department Manager to ensure that the term of the secondment is clearly identified in the advert in order that an employee can make an informed decision as to whether to apply or not. to ensure that the potential for permanency of the role is considered at the outset. People Services Centre to regularly monitor the number of secondments. to implement the Redundancy and Redeployment Policy as and when required. to provide timely impartial advice to all parties as and when required. to ensure that any secondment, fixed term or temporary contracts are clearly indicated as such when advertising. 9 P age

10 to ensure that, on appointment, to a secondment, temporary transfer or fixed term appointment, the terms and conditions of such post are included with the appointment letter. Employee to ensure that they are aware of the terms and conditions surrounding a secondment to notify your current manager at the earliest opportunity of your intention to apply for a secondment opportunity Substantive Line Manager to fairly consider each application for a secondment in line with organisational/department need as well as individual development to inform individual if their application is unsupported to keep in touch with the individual when they are seconded, updating them about team changes, roles and responsibilities and other information relevant to their substantive post. Secondment Line Manager to manage, support and develop the secondee including any role specific training to complete probation and/or appraisal as appropriate to undertake all line management responsibilities such as attendance and performance management in line with policy INTAKE POSTINGS INITIAL POSTING The initial posting of student officers, student PCSOs or transferees is the responsibility of the RMP in accordance with the HR Advisor Recruitment and Lifecycle, who will take into account organisational need, current and future vacancies, personal circumstances and home address to determine a posting. APPEAL There is no right to appeal the posting decision however individuals can request an internal transfer as detailed in this policy. In an event that an individual is unhappy with their initial posting they are able to undertake the grievance procedure in line with Force policy. INTERNAL TRANSFERS Officers requesting an inter-departmental transfer must submit a 232 via their line manager to the HR Advisor Recruitment and Lifecycle. Requests will be considered by the RMP in the context of organisational resourcing needs such as the: impact on customer demand detrimental impact on quality or performance number of existing vacancies and/or abstractions any exceptional welfare needs of the individual 10 P age

11 There are no timescales attached to this request however People Services will endeavour to ensure individuals are kept up to date and opportunities for moves are actioned as soon as practically possible. 11 P age

12 APPENDIX A SECONDMENT INFORMATION PACK CONTACT DETAILS Please complete the details below to keep in contact during your secondment. Should there be any future changes to your contact details, please advise People Services Centre, Headquarters. ABOUT YOU Name Shoulder No Substantive Department/Role Organisation/Role Seconded to ABOUT YOUR CONTACT DETAILS Mobile Telephone Home Telephone Work Telephone Personal Work Address (if moving for secondment purposes) PLEASE RETURN THIS FORM TO RECRUITMENT, DEVIZES HEADQUARTERS

13 APPENDIX B POLICE STAFF SECONDMENT AGREEMENT This Agreement sets out the terms and conditions that will apply to police staff during their period of secondment to Wiltshire Police. During the period of secondment, the seconded member of staff will remain a member of their Home Organisation and is therefore ultimately subject to the direction and control of that Organisation. The Home Organisation also remains the discipline authority. The seconded member of staff will not be available for work with the Home Organisation throughout the period of secondment. If they need to attend mandatory training, dates should be agreed with their designated line manager within Wiltshire Police. Subject to funding, appropriate consultation and agreement between Wiltshire Police, the Home Organisation and the seconded member of staff, this secondment may be extended. This Agreement is subject to amendment following any change in legislation or Home Office guidelines. HOST ORGANISATION HOME ORGANISATION SECONDEE LINE MANAGER CONTACT DETAILS DEPARTMENT JOB TITLE PAY BAND LOCATION PERIOD OF SECONDMENT Wiltshire Police Recruitment Team recruitment@wiltshire.pnn.police.uk Pay and Allowances Salary will be paid at the rate of ##,### per annum, pro rata, grade W## spinal point ##. Pay and Pension will continue to be administered by the Home Organisation. All relevant cross charges will be made by them. Funding The funding for this secondment will be met by Wiltshire Police out of the Transformation budget.

14 Invoicing The Home Organisation will be required to invoice Wiltshire Police for the salary paid to the secondee during their secondment. Purchase order number will be #### and the value of the order is #####. Please send invoices to Finance Department, Devizes Headquarters, London road, Devizes SN102DN. Pension For the period of the secondment, the secondee will remain a member of their current pension scheme. Hours of Work APPENDIX B You will normally work a ##-hour week during normal office hours from Monday to Friday, which may be varied at the discretion of management if changes in commitments make this necessary. Overtime/Central Service Allowance If there is such a requirement, staff will be invited to volunteer. If there are insufficient volunteers, you may be required to work overtime. If so, we will try to give you at least 48 hours notice. Where overtime becomes a necessity, you will receive plain time for overtime on Mondays to Fridays. For Saturday working you will receive payment at time and a half. For Sunday working, you will receive either double-time or time-off in lieu plus a payment of plaintime rate. For working on public holidays you will receive, at management s discretion, either payment at plain time rate plus time off in lieu or payment at double time. Annual Leave The Wiltshire Police Annual Leave Year is from 1 April until 31 March. However, for a seconded member of staff, the annual leave entitlement is as per the annual entitlement in the Home Organisation. The secondee should bring their Home Organisation annual leave record with them and present it to the Wiltshire Police Line Manager on the first day. Special Leave Seconded personnel may be entitled to take special leave in varying circumstances. This may be paid or unpaid. The Home Organisation provisions regarding special leave will apply. Applications for special leave should be made directly to line managers, who in liaison with Wiltshire Police People Services will provide details of Home Organisation guidelines. Other Leave Seconded members of staff will retain their statutory leave entitlements under their respective Home Organisation s policies and procedures. Vetting Vetting requirements are bespoke to the role and it is imperative that seconded members of staff are cleared to the appropriate level. Should the results of the security vetting process prove unsatisfactory the secondment will be immediately terminated. Business Interests Seconded staff may be required to declare any business interest or secondary employment and/or the business interest of their spouse, civil partner or relative who lives with them. For all roles within Wiltshire Police, it is imperative that all seconded staff comply with this requirement. This is to ensure the business interest or secondary employment is compatible with the nature of role that they will be performing or any other role to which they have been seconded. All parties must ensure that they comply with the Wiltshire Police Guidance on the Management of Business Interests & Additional Occupations for Police Officers and Police Staff.

15 Travel to Work APPENDIX B Travel to and from work is undertaken in the secondee s own time and does not form part of the working week. Expenses Any mileage, travel expenses, additional or out of pocket expenses will be processed through the Home Organisation, using the appropriate forms. The forms must be endorsed by the Wiltshire Police Line Manager. Sickness Sickness absence should be reported to the Wiltshire Police Line Manager. The Wiltshire Police Line Manager will ensure that the Home Organisation is notified. Training Any specific and relevant training to Wiltshire Police will be authorised by the relevant line manager. Seconded staff must ensure that that they remain up-to-date training and undertake any mandatory courses required by their Home Organisation. Probation The secondee will be subject to Wiltshire Police probation procedures which will be administered by the Wiltshire Police Line Manager in accordance with People Services. Personal Development Review (iperform) If applicable, this will be undertaken by line managers on an annual basis. Upon completion they should be submitted from Wiltshire Police People Services to the Home Organisation. Grievance Resolution Any initial management action is the responsibility of line management within Wiltshire Police. However, the Home Organisation grievance/resolution processes will apply in the event that unfairness or grievance issues are subsequently pursued. Wiltshire Police undertakes to provide any information, documentation, access to premises/employees and assistance to the Home Organisation in order to deal with any management issues concerning the seconded individual, whether under the Home Organisation s internal procedures or before any court of tribunal. Misconduct/Disciplinary Any misconduct or disciplinary matters that arise during the period of secondment will be dealt with by the Home Organisation and investigated in liaison with Wiltshire Police. Termination The secondment may be terminated by either party subject to prior consultation. There will be a 28 day notice period unless there are exceptional circumstances deemed appropriate by Wiltshire Police for the secondment to cease with immediate effect. Extreme care and consideration will be given when making this decision. Any such decision will only be made with the best interests of either the individual and/or the unit in mind. The Home Organisation will be kept informed of any decision-making processes.

16 APPENDIX B DECLARATION I hereby confirm my agreement to the Wiltshire Police Terms & Conditions of Service whilst on secondment. Terms and Conditions may be altered at the discretion of the host organisation. SECONDEE Signature: Date: Name: Job Title: Signature: FOR AND ON BEHALF OF Wiltshire Police Name: Date: Position: HOME ORGANISATION Signature: FOR AND ON BEHALF OF HOME ORGANISATION Name: Date: Position: Organisation: Tel no:

17 APPENDIX C EXPRESSION OF INTEREST FORM The following information will be used to determine your suitability for the role. Please refer to the job description in conjunction with the competencies detailed below. Once completed please your Expressions of Interest form to the Recruitment inbox. The outcome of this selection process will be advised to you by . Name Shoulder Number Contact Details JOB TITLE JOB TITLE GOES HERE GRADE GRADE GOES HERE COMPETENCIES Please give one or two examples of your skills and experience which you think best demonstrates the three relevant competencies against the role. By placing a cross in the box you confirm that the information detailed is an accurate and complete reflection of your level of competence for this job role.

18 APPENDIX C EXPRESSION OF INTEREST FORM JOB TITLE GOES HERE COMPETENCY 1 (Please Note: Only 1 A4 page, Calibri size 11 font, per competency)

19 APPENDIX C EXPRESSION OF INTEREST FORM JOB TITLE GOES HERE COMPETENCY 2 (Please Note: Only 1 A4 page, Calibri size 11 font, per competency)

20 APPENDIX C EXPRESSION OF INTEREST FORM JOB TITLE GOES HERE COMPETENCY 3 (Please Note: Only 1 A4 page, Calibri size 11 font, per competency)

21 APPENDIX C EXPRESSION OF INTEREST FORM Bradford Score Please go to People Manager (which is read only) to get your Bradford Score and Sickness History. What is your current Bradford Score? How many separate absences have you had in the last 12 months? Less than 4 4 or more Please rate your overall attendance on the scale below: 4 Exceptional 3 Fully Effective 2 Needs improvement 1 - Unsatisfactory Please comment on your sickness history over the last 12 months,: Please go to iperform to get your ratings from your most recent appraisal: AREA RATING Your Comments Technical Skills, Knowledge & Ability People First Personal Responsibility Teamwork Professionalism Honesty & Integrity

22 APPENDIX C EXPRESSION OF INTEREST FORM 1 ST SUPERVISOR ASSESSMENT Strongly Recommended Suitable for Consideration Not Currently Suitable Please evidence the applicant s strengths and weaknesses against the post applied for Please discuss the individuals sickness history and any concerns or issues including any UAP/UPP or discipline proceedings: Please make reference to the applicant s display of the Force Values and Behaviours Name: Date: Shoulder Number:

23 APPENDIX C EXPRESSION OF INTEREST FORM 2 ND SUPERVISOR ASSESSMENT Strongly Recommended Suitable for Consideration Not Currently Suitable Please evidence the applicant s strengths and weaknesses against the post applied for Please discuss the individuals sickness history and any concerns or issues including any UAP/UPP or discipline proceedings: Please make reference to the applicant s display of the Force Values and Behaviours Name: Date: Shoulder Number: Yes No If Yes, when can they be released? If No, reason for not supported: DEPARTMENT HEAD SUPPORT Please tick to confirm the officer been informed of the decision? Yes Name: Shoulder Number: Date:

24 APPENDIX D EXPRESSION OF INTEREST FORM The following information will be used to determine your suitability for the role. Please refer to the job description in conjunction with the competencies detailed below. Once completed please your Expressions of Interest form to the Recruitment inbox. The outcome of this selection process will be advised to you by . Name Shoulder Number Contact Details JOB TITLE JOB TITLE GOES HERE GRADE GRADE GOES HERE Candidates are required to submit their Expression of Interest on no more than 2 sides of A4 using arial font 11, detailing your experience which should be evidenced against the Force Values and Behaviours and any role specific knowledge as indicated on the advert. TEAMWORK HONESTY AND INTEGRITY PROFESSIONALISM PEOPLE FIRST Working with others to combine our skills and efforts to share the load and achieve more Fairness, frankness and sincerity in dealing with people and information. Being the genuine article and ethically living up to realistic public expectations Delivering the highest possible quality of service to the public we serve and to each other Going the extra mile, exceeding expectations, being responsive to the needs of the public and each other PERSONAL RESPONSIBILITY We are answerable for our own choices and outcomes List below one or two examples of your skills and experience which you think best demonstrates each of the Force Values and Behaviours. By placing a cross in the box you confirm that the information detailed is an accurate and complete reflection of your level of competence for this job role.

25 APPENDIX D JOB TITLE GOES HERE EXPRESSION OF INTEREST FORM

26 APPENDIX D JOB TITLE GOES HERE EXPRESSION OF INTEREST FORM

27 APPENDIX D EXPRESSION OF INTEREST FORM Bradford Score Please go to People Manager (which is read only) to get your Bradford Score and Sickness History. What is your current Bradford Score? How many separate absences have you had in the last 12 months? Less than 4 4 or more Please rate your overall attendance on the scale below: 4 Exceptional 3 Fully Effective 2 Needs improvement 1 - Unsatisfactory Please comment on your sickness history over the last 12 months,: Please go to iperform to get your ratings from your most recent appraisal: AREA RATING Your Comments Technical Skills, Knowledge & Ability People First Personal Responsibility Teamwork Professionalism Honesty & Integrity

28 APPENDIX D EXPRESSION OF INTEREST FORM 1 ST SUPERVISOR ASSESSMENT Strongly Recommended Suitable for Consideration Not Currently Suitable Please evidence the applicant s strengths and weaknesses against the post applied for Please discuss the individuals sickness history and any concerns or issues including any UAP/UPP or discipline proceedings: Please make reference to the applicant s display of the Force Values and Behaviours Name: Date: Shoulder Number:

29 APPENDIX D EXPRESSION OF INTEREST FORM 2 ND SUPERVISOR ASSESSMENT Strongly Recommended Suitable for Consideration Not Currently Suitable Please evidence the applicant s strengths and weaknesses against the post applied for Please discuss the individuals sickness history and any concerns or issues including any UAP/UPP or discipline proceedings: Please make reference to the applicant s display of the Force Values and Behaviours Name: Date: Shoulder Number: Yes No If Yes, when can they be released? If No, reason for not supported: DEPARTMENT HEAD SUPPORT Please tick to confirm the officer been informed of the decision? Yes Name: Shoulder Number: Date:

30 APPENDIX E INTERNAL REFERENCE FOR SECONDMENT Issue No. 1 PLEASE NOTE: while this form only asks for a snapshot in time; full attendance, performance and conduct history will be taken into consideration when assessing the individual s suitability for this role. ENQUIRY CONCERNING: EMPLOYMENT DETAILS Job Title: Start date in role: Month Year Grade: ATTENDANCE HISTORY Total number of work days off in the last 12 months Total number of separate occasions off in the last 12 months VALUES AND BEHAVIOURS AREA RATINGS 1 Unsatisfactory 2 Needs improvement People First Going the extra mile, exceeding expectations, being responsive to the needs of the public and each other. Personal Responsibility We are answerable for our own choices and outcomes. 3 Fully Effective 4 Exceptional RATING Teamwork Working with others to combine our skills and efforts to share the load and achieve more. Professionalism Delivering the highest possible quality of service to the public we serve and to each other. Honesty & Integrity Fairness, frankness and sincerity in dealing with people and information. Being the genuine article and ethically living up to realistic public expectations. OVERALL/ADDITIONAL COMMENTS DECLARATION I declare that the information I have provided is true and complete to the best of my knowledge. I also understand that I can be held accountable for false or omitted information. Name: Date: Shoulder Number: