Annex C: Key stages in the production of the Police Workforce statistical release A. Preparatory work Adjusted duties: duties falling short of full deployment, in respect of which workplace adjustments (including reasonable adjustments under the Equality Act 2010) have been made to overcome barriers to working. For an officer to be placed on adjusted duties, he or she must be attending work on a regular basis and be working for the full number of hours for which he or she is paid (in either a full time or part time substantive role).

Limitations: Some forces are not able to make a clear distinction between certain functions (for example, neighbourhoods and response), and therefore record the majority of/all officers under one function. Special constable and police support volunteer numbers can fluctuate depending on how often forces review their data and remove those who have not recently done shifts from their systems. Frequency of release: Quarterly (January, April, July, October) with the first release in April 2020 and the final release in July 2023 As part of the initiative to improve data on the police workforce and to align the monthly data collected for the police uplift programme with these statistics, a number of changes have been made to the data collection template, particularly around the collection of data on protected characteristics. If data are published in a table in a rounded form, the footnotes to that table explain the reasons for doing this.However, caution should be taken when comparing small differences between time periods; while care is taken in collecting and collating all the information obtained, the figures are subject to the inaccuracies inherent in any large recording system and are not necessarily accurate to the last digit. forces keep records of all staff employed by the force on their Human Resource (HR) and payroll systems. Employees will not be paid if they are not on these systems, and so it is in the interests of the force and the individuals to ensure that these systems are kept up to date consultation with forces and stakeholders; all stakeholders complete a questionnaire to justify the retention (or otherwise) of each of their series Limitations: Some forces are not able to separate out employees on career breaks, maternity leave and other long-term absence. Therefore, in some cases these are not included in the “Other” category, but in the relevant function.

police workers are categorised based on their primary role that is, the role in which they spend most of their time. If an officer spends 60% of their time in role A and 40% in role B, they would only be categorised as working in role AAn individual who is care experienced and supported can move from surviving to thriving. I have thrived due to a loving foster family from the age of 14, an amazing husband and incredible support from the NHS as an employer. Implications: Some officers view assaults as part of the job and do not always raise crime reports, therefore the data is likely to be an underestimate of assaults on officers. The aim of this consultation is to draw interested parties’ attention to and seek views on the proposed change to the rate of fixed rate revaluation for GMPs for early leavers. The change of rate is expected to come into force on 6 April 2022. Scope of consultation The current fixed rate of revaluation for GMPs is 3.5% pa. Our proposed new rate therefore represents a small reduction in the increases members will see on their GMPs if these are uprated according to the fixed rate. Conversely, schemes which revalue GMPs based on the fixed rate will see a slight decrease in projected GMP costs. Chapter 3: Consultation questions