Working Time

The IBB is committed to ensuring that our members are not abused by having to work excessive hours. Our members and the Service have a legal obligation not to exceed the Working Time Limit currently set at an average of 48 hours per week over a reference period of 17 weeks. We negotiated with the MPS an SOP which we advise that ALL managers and members which should strictly adhere to. This agreement is reproduced in full at the attached link Guidance on Working Hours for Inspecting Ranks Despite this agreement we have evidence of continued abuses by a number of Operational Command Unit (OCU) Commanders, many of these are routinely breaking the law. We regularly challenge the Commissioner to… Read More…

Promotion

Without doubt ‘Promotion’ is the single biggest issue of concern for our members and as a consequence we believe that wherever possible and appropriate we should seek to be as involved in formulating future MPS promotion processes. We achieve this primarily through our participation with the other Federated rank representatives on the Police Promotion Systems Steering Group but also by raising them directly with HR and the Promotions & Selection Team, and indeed the Director of HR himself, any abusive trends or practices that we believe are detrimental to a fair and open process. In 2007 as a result of a number of discredited promotion processes we called upon the MPS to formulate a stakeholder group which could make suggestions for improving the methods employed by… Read More…

More / Your views

This page is where we invite you, our members and readers to comment upon the web site’s content and ask any questions on policing/Federation issues you may have. As you can appreciate being a public site some editorial control is needed to protect the IBB. So we cannot grant free writing access but I will respond to any comments sent to myopinion@polfed.org for inclusion and will try to use as many as possible on this page. We have had perhaps unsurprisingly our biggest ever response to a front page article with our latest post entitled ‘ Your opportunity to become a Midwitch Cuckoo’ Here are a selection of those responses to date; A TP Chief Inspector from the North West… Read More…

Organisational Resilience

Policing budgets have been diminishing year on year for some considerable time and there seems little prospect of this trend abating. Indeed the situation is only likely to get worse as attempts are made by the new government to reign in public spending. It is almost inevitable that this will impact on police officer numbers, and the inspecting ranks will be affected as badly as any other. We keep hearing form a variety of sources the phrase ‘More for Less’ our fear is that this really means ‘More work for Less officers’. There needs to be an acceptance that if funding is cut then inevitably less can be achieved and a reasoned debate needs to be had on what the… Read More…

Work/Life balance

The ever increasing demands being placed on a reducing number of officers within the Inspecting ranks have long been matters of concern for both us and our colleagues across the country. In recent years, ‘Resilience’ has been the overarching topic of discussion at several Inspectors Central Conferences. In the current climate of austerity all public services are trying to get more work from fewer resources and we are no different. We have long suspected that there are too few of us available to do the work demanded. This has resulted in many of our members regularly working excessive hours without the opportunity to take appropriate periods of compensatory rest. Large numbers of unused annual leave and rest days are being… Read More…

On Call

Despite the recent introduction of an ‘On Call’ allowance it must be emphasised that On Call is a VOLUNTARY practice. As a Branch Board we are against the principle of On Call and firmly believe that when a member has finished their day’s work they should be free from any expectation to work or restrictions on their private life. We understand the many varied operational requirements upon our members but believe these can be resolved by increasing resources in certain roles and a change in the working culture in others, thereby bringing the working conditions closer to those envisaged as a result of the 1994 pay agreement for Inspecting Ranks. We have had an agreement with the MPS in respect… Read More…

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