FOI 1101-2023 / Dec 2023 / Police training
FREEDOM OF INFORMATION REQUEST REFERENCE NO: 1101-2023
I write in connection with your request for information which was received on 4th December 2023 as follows:
- In the years 2020, 2021, 2022 and 2023, how many constables were accepted onto the following training courses?
- the Degree Holder Entry Programme,
- the Police Constable Degree Apprenticeship,
- the Initial Police Learning and Development Programme?
Please provide these figures in a spreadsheet.
- In the years 2020, 2021, 2022 and 2023, how many constables voluntarily resigned whilst on:
- the Degree Holder Entry Programme
- the Police Constable Degree Apprenticeship
- the Initial Police Learning and Development Programme
Please provide these figures in the same spreadsheet as above.
- For the years 2020, 2021, 2022 and 2023, please break down the number of voluntary resignations by length of service:
- Less than 1 year
- 1 - 5 years
- 5 - 10 years
- 10 - 15 years
- 15 - 20 years
- 20 - 25 years
- 25 - 30 years
- Provide a short analysis explaining the key reasons for voluntary resignations derived from exit interviews or surveys.
- Provide a summary of actions taken to improve police officer retention.
Please accept my sincere apologies for the delay in providing the response to your request and for any inconvenience this may have caused you. Please find the Warwickshire Police response set out below.
Q1 response:
|
Manner of Joining |
Year |
Total |
|
Degree Holders Entry Programme |
2020 |
18 |
|
2021 |
0 |
|
|
2022 |
47 |
|
|
2023 |
36 |
|
|
Degree Holders Entry Programme Total |
101 |
|
|
Police Constable Degree Apprenticeship |
2020 |
45 |
|
2021 |
48 |
|
|
2022 |
74 |
|
|
2023 |
67 |
|
|
Police Constable Degree Apprenticeship Total |
234 |
|
|
Grand Total |
335 |
|
Q2 response:
|
Program |
Year |
Resignation Total |
|
DHEP |
2020 |
2 |
|
2021 |
N/A |
|
|
2022 |
4 |
|
|
2023 |
2 |
|
|
DHEP Total |
8 |
|
|
PCDA |
2020 |
5 |
|
2021 |
8 |
|
|
2022 |
10 |
|
|
2023 |
1 |
|
|
PCDA Total |
24 |
|
|
Grand Total |
32 |
|
Q3 response:
|
Years of Service |
Total |
|
Less than 1 year |
18 |
|
1 - 5 years |
14 |
|
Grand Total |
32 |
Q4 response: No information held. During the Alliance with West Mercia, a system was utilised to record exit data; however, this was not replicated when the Warwickshire HR Department was formed at the cessation of the Alliance. However, outside of the Act and as mentioned in our response to Q5 below, I can advise that our Positive Action Sergeant has recently commenced undertaking exit conversations with student officers who resign (which is not due to performance) and the force is about to implement the National Leavers Framework in order to identify organisational learning, and this information will be available in the future.
Q5 response: Warwickshire Police actively promotes and supports progress towards being an employer of choice within initiatives already underway:
- Retaining good people for good reasons:
- Our Positive Action Sergeant has commenced undertaking exit conversations with student officers who resign which isn’t due to performance to identify organisational learning.
- The implementation of the National Leavers Framework in January 2024 will increase availability and support for retention conversations.
- Total reward package and employer re-positioning:
- Health & Wellbeing Team created to identify and implement financial and non-financial actions to reduce attrition and increase employee morale.
- Increased attraction in the development of the recruitment and marketing strategy has resulted in a lower vacancy factor.
- Talent management has a renewed focus
- Enhancing the experience of Student Officers:
- The Health & Wellbeing Team input at the commencement of the journey of a student officer informing them of evidence-based trauma and the preventative actions the force offers. In addition to this, later in their journey, the team have implemented pulse-check surveys to identify support accessed and any barriers that the H&W Team can support the student officers to overcome.
- Work life balance and wellbeing:
- The D&I team work with internal support networks to grow their offerings and support particularly for vulnerable groups.
- All Sergeants and Inspectors receive H&W inputs during their Learning and Development passports to guide them on how they can support their staff and their own wellbeing.
- Holistic Force Strategy:
- Workforce planning within HR, L&D and Duties working alongside the business areas enables the force to understand the needs of the organisation whilst managing talent and work life balance/demand to reduce the risk of skilled personnel leaving the organisation
- Knowing your people and benchmarking success:
- Although it provides a snapshot of the workforce, the Health & Wellbeing poll reflects the national survey results. This provides current evidence to benchmark future snap polls and organisational surveys.
- Health Assured, our Employee Assistance Programme, have launched a new app which will provide quantitative and qualitative management information.
Every effort has been made to ensure that the information provided is as accurate as possible.
Your attention is drawn to the below which details your right of complaint.
Should you have any further enquiries concerning this matter, please write or email the Freedom of Information Unit quoting the reference number above.
Yours sincerely
Freedom of Information Officer
Freedom of Information Unit
Warwickshire Police
PO Box 4
Leek Wootton
Warwickshire
CV35 7QB