Leicestershire Police Authority has a constant challenge to ensure the right mix of members with the skills, backgrounds and commitment to represent the communities of Leicestershire. The Authority considers this important enough to place it as a risk on its risk register. It manages the risk through the way it recruits, develops and supports its members and is beginning to see the benefits of its work.
The Authority aims to recruit high calibre independent and councillor members. The independent member selection process is clear and transparent. Successful candidates have commented positively about the process and the Authority records lessons to learn and acts on them.
The Appointments Joint Committee selects councillors to be members; however, the Authority seeks to influence the calibre of appointments. The Chief Executive wrote to the Council leaders to highlight the competencies framework the Authority uses for independent members. This includes the disqualification policy, the time involved with the role and the commitment to diversity principles.
Newly-appointed members have a thorough induction to ensure they are able to work effectively as soon as possible. This includes discussion with the Chief Executive, Deputy Chief Executive, and Force Chief Officers. The Authority assesses the effectiveness of inductions and acts on the findings.
The Authority is keen to develop its members. It requires them to undertake an annual Personal Development Interview and a skills audit. These help to create an individual training plan for the member. Members are able to take extra development opportunities for example, to get involved with parts of the police business.
The Standards Committee monitors the implementation of training plans to ensure they cover ethical standards.
Standards are in place to hold members to account. It has a disqualification policy because it felt the statutory rule, which allows a person who has served a prison sentence of three months or less to be a member, could harm its reputation.
The member's allowances scheme states that a member will have their allowance withdrawn if they fail to attend two meetings in any three month period. To help members, a handbook has been created that clearly defines roles and responsibilities.
The Authority regularly reviews members' roles. Before the AGM, members evaluate their strengths, and state which committees and panels they wish to sit on. The Chair and Vice-Chair then discuss which committees members should belong to. Their decision blends the essential skills needed with development opportunities.
Recruiting extra staff has improved the support given to members to carry out their responsibilities, such as examining performance and engaging with communities. The independent assessor at the Office of the Commissioner of Public Appointments was complimentary about the recent recruitment process.
Partners and the Force recognise the dedication, commitment and improved contribution of the Authority. This is because of higher calibre members who are better supported. Members are able to carry out their roles and responsibilities which help continue the productive working between members and officers.