Review of rewards and recognition

A WORKING group has been set up to transform the existing ‘Rewards and Recognition’ scheme to more accurately reflect the force’s mission and values and create a more corporate and consistent approach to the recognition of officers and staff.

The group was established following feedback from the forcewide Staff Survey last June, which found that 81 per cent of participants believed that good work was not always recognised.

The working group, which is headed by Superintendent Rachel Jones, from Professional Standards, is looking at setting up a system which encourages and makes it easier for colleagues and members of the public to recognise the contributions of staff across the force.

The new process will aim to minimise the bureaucracy which is sometimes associated with awards.

“Our current Awards policy dates back to January 2011 and recognises extra-ordinary work, performance and bravery, above and beyond the call of duty,” said Supt Jones.

“The current categories are national awards, miscellaneous annual awards, force awards, external award, Police Authority awards, LPU/departmental awards and Long Service awards.

“These offer limited opportunities to recognise the contribution of staff by colleagues or peers – basically a ‘top down’ approach. Also, the current system means that on occasions exceptional pieces of work may go unrecognised at a force level or can involve unnecessary duplication if it relates to a national award.

“Also, our research has shown there is little consistency around local awards, both in respect of the type of award and how it is given to the recipient.”

[pullquote_right]“Also, our research has shown there is little consistency around local awards, both in respect of the type of award and how it is given to the recipient.”[/pullquote_right]

She said that consultation had been undertaken with departmental heads and LPU commanders in respect of a range of proposed new awards and with a view to seeking ideas on how force and local/departmental recognition might be structured and delivered.

A number of proposals will be considered at the next Staff Survey implementation meeting followed by Command Team. Once agreed, the proposals will be circulated to the force.