Workforce Annual Report

Members considered the report which provided annual sight of relevant reports from the People Committee in relation to workforce data, wellbeing, health and safety and year one implementation plans for the People Strategy and Strategic Workforce Plans. Katy Miller (KMiller) highlighted a number of key points as detailed in the paper and advised that Police Scotland will move to thematic reports which will be more outcome focussed. The first will focus on health and safety, wellbeing, training, leadership and talent.

In discussion the following matters were raised:
• The People and Development portfolio was credited with producing the detailed reports during a period of restructure.
• Members asked what was being done to mitigate against increased assaults. DCCSpeirs responded that Your Safety Matters focusses on assaults and injuries and the outcomes are reported to the People Board. Members heard Body Worn Video would likely have an effect on reducing assault numbers as it was helping to de-escalate situations.
• Members sought more comment on learning and development approaches. KMiller responded that during the last 18 months leadership development has focussed on the Your Leadership Matters platform. Work is progressing to offer officers and staff training so that they are ready for promotion as opposed to being trained once in a promoted role. DCCSpeirs added that Senior Leadership training has been refreshed.
• Members requested a progress update on workforce mix. DCCSmith responded that a proof of concept on recruiting civilian investigators had been positive so it is an area for development. Work continues to understand how to move officers back into front line work and how to track this.
• Members requested an update on the review of the MyCareer platform. KMiller stated that it was recognised MyCareer had moved from a performance appraisal approach to a promotion approach. A pilot to separate my career and promotions had been undertaken, and the evaluation was positive so it is likely a new appraisal approach will be taken forward. The executive function will discuss and agree the best approach and work will start thereafter.
• Members asked when the next iteration of the Strategic Workforce Plan could be expected and heard DCCSmith is leading on workforce development including workforce capabilities. DCCSmith explained the organisation needs to understand how to grow capability with the current officer numbers and to ensure capabilities are in the right place, whilst also trying to understand what the workforce will look like in 2030. A report will be brought to the Resources Committee by the year end.
• Members sought further information on modified duties. KMiller responded that a deep dive will come to the August People Committee. She explained the various reasons why officers would be on modified duties, such as recuperation, pre and post maternity and to protect officers who are under investigation. The biggest category is long term modified and whilst officers may be doing a good job within these roles, the organisation has to find a balance between legislative requirements, discriminative employment matters and ensuring front line numbers. A panel has been established to bring cases forward to accelerate decisions to help both the officer and the organisation.

Members noted the report.