| Has the Commissioner now got a 6th P?
When, last time out I had a moan about the lack of consultation the IBB were afforded in respect of the Emerging Leaders Programme, it appears I might have unknowingly detected the first faint waft of what has now developed into a full blown maelstrom. That maelstrom is over what seems to be the current MPS regime’s aversion to that particular ‘C’ word.
In recent weeks the Met Police Federation have been very vocal in its condemnation of the MPS after not being consulted with about Single patrolling, SNT Officers photographs on the internet, Uniform policy and shift rosters.
I’m beginning to wonder if the Commissioner’s unwritten 6th P is 'Predetermined'
The role of the Federation is to bring to attention matters affecting the welfare of our members and the efficiency of the Service.
The MPS seems to have overlooked the latter. If we are given an early opportunity to comment upon and influence their plans then a lot of the heat will inevitably be removed from our fire. We do not contest that ‘managers have a right to manage’. Often it seems that ‘management’ involves change. We might not always like or agree with those changes but we should always have an opportunity to comment upon them before any final decision is made.
All too often recently ‘consultation’ has become an afterthought. Policies that have been approved by Management Board are sent to us for our information. Is it any wonder that we get upset? Could it be that the recent influx into the MPS of Senior officers with little or no ‘Met experience’; bringing with them a more autocratic style of leadership, has had a detrimental impact upon our previously productive working relationship?
There is no better recent example of how effective consultation (albeit belated) has improved policy for the benefit of our members and the efficiency of the Service, than the discussions we have had as a result of my ELP exposé.
Along with the Superintendents Association we made representations to both the Talent Management team and Met’s HR Director Mr Martin Tiplady concerning the Service’s future Promotion process and how ELP fits within those plans.
On the 9th March Mr Tiplady responded to our representations and in relation to ELP I would like to bring to your attention the following extracts from his letter
“I believe that we should retain a corporate process and within this an equality of opportunity for all at point of selection should exist.”
Later in his letter he says
“I am aware of the concerns raised by many that the introduction of the ELP has generated a separate promotion pathway. I acknowledge and agree that if future promotion interviews are conducted by appropriately senior colleagues then both mainstream and ELP candidates should have to compete against each other at point of selection.
It makes little sense that ELP candidates will be interviewed for promotion to Superintendent by Chief Superintendents and the mainstream candidates interviewed by Commanders for these same vacancies. I feel that the merging of the two processes at point of selection will also enable the organisation to dispense with the currently resource intensive requirement for successful ELP candidates to undergo WBA
The case for such a decision is clearly made out when an examination is made of the organisations current position in relation to projected future vacancies. For example we currently have 35 Chief Inspectors who have already been selected for Superintendent posts when they become available within the organisation.
All business groups are currently looking to reduce management–on costs and early indications are that vacancies in the Superintendent rank are going to significantly reduce over the next few years.
Notwithstanding this position the ELP team are currently inviting applications and arranging interviews for Chief Inspectors who feel that they are ready now for promotion to Superintendent through work based assessment. This situation is untenable.
Workforce planning estimates that the Chief Inspectors select list is unlikely to be exhausted before 2011 and yet the ELP is looking to introduce more additions to an already overcrowded list.
Further serious organisational concern will be created if any successful ELP Chief Inspectors have their promotion accelerated over those who have already passed the mainstream process and are awaiting posts”
I actually couldn’t have put it better myself Martin, proving if ever we needed to, that we do not always hold views that are incompatible with those of the Service.
His comment regarding ‘reducing management-on costs’ isn’t though lost on us; However that’s an issue for another day and perhaps another article. I just hope those reductions are not predetermined and that we are consulted rather than being presented with a fait accompli.
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