Agenda Item 9.1 1 - Scottish Police Authority

Transcription

NOT PROTECTIVELY MARKED
Agenda Item 9.1
Meeting
Date and Time
Location
Title of Paper
Item Number
Presented By
For Approval / For Information
Appendix Attached:
HR and Remuneration Committee
27 November 2013, 1400hrs
Maryhill Burgh Halls, Glasgow
Management and Development of
Probationary Constables Standing Operating
Procedure
9.1
Inspector Janice Barr / Sergeant John Mullen
FOR APPROVAL
YES
PURPOSE
The purpose of this paper is to seek the HR Committee’s approval to implement
the Management and Development of Probationary Constables Standing Operating
Procedure (SOP).
BACKGROUND
1.1
The purpose of this SOP is to:
Outline the integrated programme of probationary constable training,
development and management.
Provide guidance and assistance to supervisory officers in relation to
managing probationary constables academic and fitness requirements;
unsatisfactory performance; misconduct or criminal issues and attendance.
FURTHER DETAIL ON REPORT TOPIC
2.1
This SOP has been developed with the involvement and assistance of key
stakeholders across the Police Service of Scotland (PSoS), including existing
practitioners in all legacy forces and the Scottish Police College (SPC) at
Tulliallan.
2.2
This SOP has been fully consulted with Staff Associations including the:
Scottish Police Federation (SPF); Scottish Women’s Development Forum
(SWDF) and Association of Scottish Police Superintendents (ASPS).
FINANCIAL IMPLICATIONS
3.1
There are no financial implications as a consequence of this report.
PERSONNEL IMPLICATIONS
4.1
There are no personnel implications as a consequence of this report.
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LEGAL IMPLICATIONS
5.1
There are no legal implications as a consequence of this report.
REPUTATIONAL IMPLICATIONS
6.1
There are no reputational implications as a consequence of this report.
SOCIAL IMPLICATIONS
7.1
There are no social implications as a consequence of this report.
EQUALITIES IMPLICATIONS
8.1
An Equality Impact Assessment has been undertaken for this SOP.
RECOMMENDATIONS
Members of the SPA HR Committee are invited to note the Management and
Development of Probationary Constables SOP and approve it for implementation.
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DRAFT
MANAGEMENT & DEVELOPMENT OF
PROBATIONARY CONSTABLES
(Police Officer)
Standing Operating Procedure
Owning Department:
Author / Reviewer:
Version number:
Date Published:
Due for review on:
EIA Completed:
ECHR compliant:
Data Protection compliant:
FOI compliant:
Health & Safety compliant:
GPMS compliant:
Records Management compliant:
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Human Resources
PS John Mullen
V0.14
Yes / No
Yes / No
Yes / No
Yes / No
Yes / No
Yes / No
Yes / No
CONTENTS
1.
PURPOSE
2.
APPLICATION
3.
INTRODUCTION
4.
MODULAR TRAINING
5.
4.1
MODULE 1 - SPC
4.2
MODULE 2 - LOCAL TRAINING
4.3
MODULE 3 - OPERATIONAL PHASE
4.4
4.5
MODULE 5 – OPERATIONAL/CONFIRMATION PHASE
REGULATION 8 PROCESS – EXTENSION TO PROBATIONARY PERIOD
5.1
CONSIDERATIONS PRIOR TO REQUESTING AN EXTENSION
6.
REGULATION 9 PROCESS – DISCHARGE FROM THE SERVICE
7.
CONFIRMATION
8.
MANAGEMENT OF PROBATIONERS
9.
8.1
TUTOR CONSTABLES
8.2
ACADEMIC EXAMINATIONS
8.3
FITNESS
8.4
CONDUCT/INTEGRITY
8.5
PERFORMANCE MANAGEMENT
8.6
LONG TERM ILLNESS OR INJURY
8.7
ALLOWANCES AND EXPENSES
8.8
PART – TIME / FLEXIBLE WORKING
ROLES AND RESPONSIBILITIES
9.1
9.2
TUTOR CONSTABLES
9.3
SERGEANTS
9.4
INSPECTORS
9.5
CHIEF INSPECTOR
9.6
CHIEF SUPERINTENDENTS
9.7
ASSISTANT CHIEF CONSTABLE
9.8
CHIEF CONSTABLE
9.9
HUMAN RESOURCES
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APPENDICES
In Use
Appendix ‘A’
List of Associated Legislation
Yes
Appendix ‘B’
List of Associated Reference Documents
Yes
Appendix ‘C’
List of Associated Forms
Yes
Appendix ‘D’
Glossary of Terms
Yes
Appendix ‘E’
Process Maps
Yes
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1.
PURPOSE
(a)
This Standard Operating Procedure (SOP) supports the Scottish Police
Authority (SPA)/Police Service of Scotland (PSoS) Career Development
Policy. PSoS is committed to a fair, equal and open assessment and
appraisal of each officer’s performance.
(b)
The purpose of this Management and Development of Probationary
Constable SOP is to outline the integrated programme of probationer
constable training, development and management.
(c)
This SOP will operate in line with the Equality, Diversity and Dignity SOP. For
example, reasonable adjustments will be considered, where appropriate, to
support the specific needs of disabled staff to ensure full engagement with all
aspects of the SOP.
2.
APPLICATION
(a)
This SOP applies to all probationary constables from the date they
commence with PSoS until the date they are confirmed in the rank of
constable. This could include any date beyond their original intended date of
confirmation.
(b)
Transferees from other relevant forces may not normally be classed as
probationer constables, as they may have completed the required period of
probation in their former force. This is dependant on the previous force and
clarification is contained within the police regulations regarding the relevant
forces this applies to. Further guidance on this can be found within the
Recruitment and Selection (Police Officer and Special Constables SOP).
3.
INTRODUCTION
(a)
A key objective for PSoS is developing our people and becoming an employer
of choice. Therefore PSoS is committed to providing an integrated
programme of probationer constable training, development and management.
Training and development will comprise of operational, national and local
training relevant to the various operational and geographical environments of
the service.
(b)
Probationary constables will be measured against operational effectiveness,
academic ability, fitness and integrity. If shortcomings (other than integrity)
are identified in any of these areas, action plans may be instigated to support
the development and improvement of the officer. Further information is
explained within Section 8 of this document.
(c)
A probationary constable will normally be on probation for the first two years
of their service; however, depending on the circumstances of a particular
case, the Chief Constable can alter the length of a constable’s probationary
period under Regulation 8 of the Police Service of Scotland Regulations 2013
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(d)
Any reference to misconduct or criminality in this SOP refers to the Police
Service of Scotland (Conduct) Regulations 2013.
(e)
Reasonable adjustments will be made for probationary constables with a
disability throughout this process as required. Further information is available
in the Disability in Employment SOP.
4.
MODULAR TRAINING
(a)
From the date of appointment until their start date in a division within a Local
Policing Area (LPA), the management responsibility for probationary
constables will rest with the Scottish Police College (SPC).
(b)
Human Resources (HR) will be responsible for the posting of probationers to
a division following their successful recruitment and relevant training. Further
information is available in the Postings and Transfer SOP.
(c)
Once allocated to a division, probationary constables will be based at a police
station, where they will undertake uniformed operational duties within
community or response policing teams.
(d)
A probationary constable’s training programme will consist of the following;

Module 1 - SPC

Module 2 - Local Training;

Module 3 - Operational Phase;

Module 4 - Local Training; and

Module 5 - Operational/Confirmation Phase.
4.1
MODULE 1 - SPC
(a)
The aim of module one is to develop the knowledge, understanding, skills,
attitude and behaviours of probationary constables, to enable them to
undertake the role of a constable with supervision and guidance from a tutor
constable.
(b)
The initial 12 weeks will be modular based consisting of the following
subjects:

Induction and Oath of Office;

Policing skills;

Policing in the community;

Evidence;

Crime;

Investigative Interview Training Techniques (IITT);
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
General Police Duties (GPD);

Roads policing;

Skills Development Exercises (SDE’s);

Physical fitness; and

Drill.
(c)
On successful completion of all aspects of their initial training, on the last
week probationary constables will ‘pass out’ from the SPC, at a formal
parade.
(d)
The initial 12 week training course is normally a residential training course;
however, the SPC Residential Policy provides that in the event of
probationary constables residing within a reasonable travelling distance of the
SPC they may opt to return home each night.
(e)
Module one is an extensive and intense 12 week training course, combining
practical, theoretical and physical training. Probationary constables should be
prepared to undertake studying and maintain their physical fitness within their
own time.
(f)
Probationary constables will be subject to formal physical (1st and 2nd fitness
tests) and academic assessments during module 1.
4.2
(a)
The aim of module two is to prepare the probationary constables for
operational deployment within divisions.
(b)
This module will be delivered locally at one of the identified training centres
across Scotland. This training will consist of divisional specific I.T. training
and any other subjects which are relevant to that LPA and division. The
duration of this module will be dependent on the content of the course.
4.3
MODULE 3 - OPERATIONAL PHASE
(a)
The aim of module three is to develop the theoretical knowledge gained in
module one and apply it in operational situations.
(b)
This module will consist of operational duties within community or response
policing teams at the division the probationary constable is appointed to.
(c)
During this phase the probationary constable must compile sufficient
satisfactory evidence to ensure their evidence portfolio attains the required
standard. This must be monitored by their tutor constable and Sergeant.
(d)
Probationary constables will be required to complete Open Distance Learning
(ODL) packages in preparation for a formal examination at module four.
(e)
Any other informal local awareness will be delivered by the tutor constable
such as visits to:
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
Force Control Centres;

CCTV areas;

Technical Support Units;

Courts; and

Mortuary etc.
4.4
(a)
Module four will consist of three individual training days delivered locally at
one of the identified training centres across Scotland.
(b)
The aim of module four is to consolidate and refine the experiential learning
the probationary constable has developed during the operational phase and
provide them with additional skills, knowledge and awareness of specialist
services to allow them to competently perform the duties of a constable.
(c)
Probationary Constables are responsible for maintaining and gathering
information for their Evidence Based Portfolio (EBP) ensuring it is suitably
endorsed by their tutor constable. This portfolio will be utilised in all appraisal
meetings and will form the basis for the first part of module 4 of the
Probationer Training Programme.
(d)
The first training day will occur at approximately week 40, this will consist of:
(e)
(f)
(g)

a review of the probationer’s EBP using the Operational Modular
Assessed Debrief mechanism (OMAD);

3rd fitness test; and

inputs from specialist areas and other local training needs.
The second training day will occur at approximately week 66, this will consist
of:

a formal ODL examination based on the ODL packages issued during
module 3;

4th fitness test; and

The third training day will occur at approximately week 92, this will consist
of:

a confirmation examination based on all theoretical knowledge from
the initial training at module one and the ODL packages;

5th fitness test; and

Throughout module four, should any probationary constable fail a fitness test
or formal academic examination, the re-sits will be managed locally at one of
the identified training centres by training staff.
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4.5
MODULE 5 – OPERATIONAL / CONFIRMATION PHASE..
(a)
Continuous development on operational deployments prior to confirmation in
the rank of constable (see section 8.5).
5.
REGULATION 8 PROCESS – EXTENSION TO PROBATIONARY
PERIOD
(a)
Regulation 8 of the Police Service of Scotland Regulations 2013 determines
that probationary constables, except in particular cases, will be on probation
for the first two years of their service as a constable. The exceptions can
include probationary constables working reduced hours such as part-time or
job share or officers with previous service in another police force. These
officers will have their probationary period determined by the Chief Constable
based on their individual circumstances.
(b)
Notwithstanding the foregoing, the probationary period may be extended for a
number of reasons including;

pregnancy (section 5.1);

extended periods of leave such as adoption leave, maternity leave,
or additional paternity leave (section 5.1);

examination failure (section 8.2.1);

fitness failure (section 8.3.1);

misconduct or criminal allegations (section 8.4.1).

unsatisfactory / unacceptable operational performance (section
8.5.1); and

prolonged periods of illness or injury (section 8.6).
(c)
A Chief Superintendent can extend the probationary period of any officer for
up to an additional six months. If the constable requires an extension of more
than six months, the decision to extend will defer to an Assistant Chief
Constable (ACC) for ratification except where the extension relates to
pregnancy.
(d)
All extensions to a probationary period relating to pregnancy or adoption,
maternity and additional paternity leave will be authorised by a Chief
Superintendent.
(e)
Should any of the aforementioned circumstances arise, the process maps to
be followed in each situation are detailed in ‘Appendix E’. The associated
forms to be used for each situation are detailed in ‘Appendix C’. If further
clarity is required, the Probationer SPoC for the respective division should be
contacted in the first instance.
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5.1
CONSIDERATIONS PRIOR TO REQUESTING AN EXTENSION
(a)
Before requesting an extension to a constable’s probationary period the
following should be taken into consideration:

the length of probation the officer has completed and has still to
complete;

the number of completed fitness tests;

the mandatory training modules successfully completed; and

the number of operational hours completed.
(b)
Once the foregoing has been taken into account, the probationary constable
must receive a written notification in terms of Regulation 8, informing them
that their probation is being extended and detailing the reason why it is
extended.
(c)
When an officer declares they are pregnant or intend to take an extended
period of leave such as adoption leave or additional paternity leave, prior to
considering extending the probationary period and by what length, in addition
to the aforementioned, the following additional points must also be taken into
consideration:

the expected date of the child’s birth/date of adoption placement;

leave start date; and

the date the probationary constable is expecting to return to work.
(d)
Once the foregoing has been taken into account, the probationary constable
must receive a notification in terms of Regulation 8, informing them that their
probation is being extended to allow them to complete the outstanding areas
of their probationary period.
(e)
Should a probationary constable have their probationary period extended
beyond two years, they should contact the Scottish Police Federation (SPF)
for guidance on their pension contributions.
6.
REGULATION 9 PROCESS – DISCHARGE FROM THE
SERVICE
(a)
Regulation 9 of the Police Service of Scotland Regulations 2013 allows the
Chief Constable to discharge a probationary constable from the service if the
Chief Constable considers that the probationary constable is not fit, physically
or mentally, to perform the duties of the office of a constable or, that that
constable is not likely to become an efficient or well conducted officer.
(b)
Probationary constables could be considered for discharge from the service
for a number of reasons including:

failing more than one fitness test;

failing a formal academic examination (including re-sits);
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
failing to achieve the objectives of action plans to improve operational
performance;

dependent on the findings from any misconduct or criminal
proceedings; or

being diagnosed with an illness or injury (not covered under the
Equality Act 2010), which would consider them to be, not fitted,
physically or mentally to perform the duties of the office of constable.
(c)
Should any of the aforementioned circumstances arise, the process maps to
be followed in each situation are detailed in Appendix E. The associated
forms to be used for each situation are detailed in Appendix C. If further
clarity is required, the Probationer SPoC for the respective division should be
contacted in the first instance.
(d)
Before being considered for discharge from the service, a probationary
constable must be given the opportunity to attend or be represented at a
hearing, chaired by a Chief Superintendent.
(e)
Prior to holding a hearing to consider discharging a probationary constable
from the service, the Chief Inspector must serve the probationary constable
notification detailing the date and location of the hearing and a summary of
the evidence which will be presented at the hearing, which forms the grounds
for considering their discharge.
(f)
The probationary constable will be invited to attend the hearing with a
representative from the Scottish Police Federation (SPF) or any other officer
who they wish to accompany them. Alternatively, the probationary constable
may decline to attend the hearing and be represented by another officer or
representative from the SPF, or they may decline to engage with the hearing
completely. If the latter were to occur, the Chief Superintendent will still hold
the hearing in the absence of the constable. Written representation by, or on
behalf of the probationary constable may be submitted in advance of any
hearing.
(g)
Other personnel required to attend the hearing are the Human Resource
Representative for the relevant LPA and the Probationer SPoC. It will be at
the discretion of the Chief Superintendent if they wish to invite other
personnel to attend.
(h)
At the conclusion of the hearing the Chief Superintendent will inform the
probationary constable of their recommendation which will be forwarded to
the Chief Constable for consideration. The probationary constable must be
informed of the Chief Constable’s final decision as soon as it is known.
(i)
Should the Chief Superintendent recommend the probationary constable is
discharged from the service; the Chief Superintendent must inform the
probationary constable of the option to resign prior to being discharged. Until
the final decision is made by the Chief Constable, consideration must be
given to restricting the probationary constable’s operational deployment and
access to the I.T systems.
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(j)
If further clarity is required, the probationer SPoC for the respective division
should be contacted in the first instance.
(k)
If the Chief Constable makes the decision to discharge a probationary
constable, prior to the probationary constable leaving the service, all uniform
and equipment must be recovered from them.
7.
CONFIRMATION
(a)
Following successful completion of all of the modular training and satisfactory
appraisals through the period of their probation, probationary constables will,
at the end of their probationary period, be confirmed in the rank of constable
by a Chief Superintendent.
8.
MANAGEMENT OF PROBATIONERS
8.1
TUTOR CONSTABLES
(a)
It is the responsibility of Chief Inspectors and Divisional Inspectors to ensure
that there is a sufficiency of suitably trained tutor constables. The tutor
constable must have successfully completed the National Tutor Constable
Course (or equivalent).
(b)
On arrival at their divisions, probationary constables will be allocated a
suitably trained tutor constable to assist with their development.
(c)
The tutor constable will provide operational guidance and direction to the
probationary constable to assist them in their development throughout their
probationary period. The tutor constable will be responsible for endorsing the
probationer’s evidential validation reports prior to attending the initial
assessment day at module four. In addition, the tutor constable should
promptly highlight any areas of unacceptable or unsatisfactory operational
performance to their Sergeant to ensure that these areas can be properly
addressed.
8.2
ACADEMIC EXAMINATIONS
(a)
Probationary constables are required to undertake formal academic
examinations throughout the course of their probationary period. Including the
first attempt (initial sitting) they will be afforded up to two other attempts to
pass the examination (first re-sit, second re-sit). If the probationary constable
does not achieve the required pass mark after the two re-sits, they will be
subject to the provisions of Regulation 9 and will be considered for discharge
from the service.
(b)
Additional support in relation to studying, examination techniques etc, is
available from the SPC.
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8.2.1 Examination Failure
(a)
Should a probationary constable fail to achieve the required pass mark in any
of their formal academic examinations, they must be served with a notification
under Regulation 9 (see section 6). If they subsequently fail to achieve the
required pass mark during the two re-sit opportunities, they will then be
subject to a hearing in terms of Regulation 9 to decide if they will be reenrolled or discharged from the service.
8.3
FITNESS
(a)
During the course of their probationary period, officers will be required to
undertake and pass five mandatory fitness tests. Should an officer fail any
one of the fitness tests, they will be afforded one re-sit. In essence
probationary constables will be permitted to undertake a maximum of six
fitness tests throughout their probationary period, and it is recommended that
their fitness test is re-scheduled to a date no earlier than six weeks from the
date of failure.
(b)
In the event of an officer failing a second fitness test, they will be subject to
the provisions of regulation 9 and will be considered for discharge from the
service.
(c)
Prior to undertaking any mandatory fitness test, the officer will be required to
sign a declaration form (Form no. 140 – 004), confirming they are fit or are not
fit to undertake the test. If they declare they are unfit to participate in the
fitness test, the officer/ staff member in charge of the fitness test will attempt
to ascertain the reason(s) why the officer is unable to undertake the test and
take the appropriate actions either to re-schedule the test or refer the officer
to the Occupational Health Unit (OHU).
8.3.1 FITNESS FAILURE
(a)
If an officer fails to achieve the required standard in a mandatory fitness test,
they must be served a notification under Regulation 9, offered support and
additional information to improve their fitness, and have their fitness test rescheduled to a date no earlier than six weeks later.
8.4
CONDUCT/INTEGRITY
(a)
Probationary constables are expected to conduct themselves in an
appropriate manner and not take part in any activity which may compromise
either themselves or the service. Any act which may constitute misconduct is
defined within the Police Service of Scotland (Conduct) Regulations 2013.
8.4.1 Misconduct or Criminal Allegations
(a)
The ability to dispense with the services of a probationary constable during
their period of probation will not be used as an alternative means of
discharging an officer who should be dealt with in accordance with the
provisions of the Police Service of Scotland (Conduct) Regulations 2013.
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Where misconduct proceedings are appropriate and justified, they should be
brought against the probationary constable. In such circumstances,
consultation must take place with the Professional Standards Department
(PSD) and Counter Corruption Unit (CCU).
(b)
In the event that a probationary constable is the subject of misconduct or
criminal proceedings, they must be served with a notification in terms of
Regulation 9 informing them that irrespective of the outcome of their
misconduct or criminal proceedings, the option is still available to consider
discharging them from the service in terms of the provisions of Regulation 9.
(c)
In addition, dependent on the time the probationary constable has served in
their probationary period, consideration must be given to extending their
probation to allow for misconduct / criminal proceedings to be completed.
8.5
PERFORMANCE MANAGEMENT
(a)
In the case of a single instance of unsatisfactory / unacceptable operational
performance which has been identified by either the tutor constable or
supervisor, the incident should be recorded on the PDR / appraisal system to
detail the specific issue and the action taken to resolve the matter.
(b)
If there is a continued pattern of unsatisfactory / unacceptable operational
performance then a Probationary Constable Action Plan Form (106-006)
should be instigated. This plan will be raised by the probationary constable’s
Sergeant, and approved by the Inspector and Chief Inspector. The
Probationer SPoC will be included in the development of the action plan,
retain a copy of it for future reference and provide a quality assurance role to
ensure the objectives are appropriate to the officer’s needs.
8.5.1 UNSATISFACTORY / UNACCEPTABLE PERFORMANCE
(a)
As soon as there is evidence that a probationary constable is not performing
to the standards expected, a formal action plan should be raised by their
Sergeant with the ultimate aim to improve the performance of the probationer.
The objectives for the action plan should be set in line with the SMARTER
acronym and agreed between the probationary constable, Sergeant and
Inspector. On the commencement of the action plan, the Probationer SPoC
must be informed and will arrange for the service of a notification in terms of
Regulation 9 on the probationary constable.
(b)
The action plan is recommended to continue for a period of not less than 12
weeks, after which the objectives will be assessed to confirm if they have
been achieved. If the objectives have been achieved and a satisfactorily level
of performance maintained, no further action will be taken at this stage. If the
objectives have not been achieved (partially or wholly), then a second (and
final) action plan should be instigated on the same basis as the initial action
plan.
(c)
During the period of an action plan the probationary constable’s progress will
be formally monitored on a monthly basis by the Sergeant, using Part 2 of the
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Probationary Constable Action Plan (Form no. 106 -006), and evidenced to
authenticate improvement or otherwise. All evidence gathered during this
monitoring phase(s) should be added to the probationary constable’s PDR /
appraisal record.
(d)
If, on conclusion of the second action plan, the objectives have been
achieved and a satisfactory level of performance maintained, no further action
will be taken at this stage.
(e)
If there is no improvement then proceedings to consider the probationary
constable be discharged from the service must be instigated as per
Regulation 9.
8.5.2 APPRAISAL / PERFORMANCE & DEVELOPMENT REVIEW (PDR)
(a)
Probationary constables will be given four formal appraisals throughout their
probationary period.
(b)
Until a national standard process is adopted, the frequency and content of the
appraisals will be determined by the legacy force area to which the officer is
appointed to.
8.6
LONG TERM ILLNESS OR INJURY
(a)
If a probationary constable is suffering from a long term illness, injury or
mental health problem, they must be referred to the Occupational Health Unit
(OHU), and a medical report will be sought from the Force Medical Examiner
(FME) / Occupational Health Consultant.
(b)
Depending on the recommendations of this report, consideration may have to
be taken to extending the probationary period of the officer or discharging
them from the service.
(c)
Any decision to discharge a probationary constable under Regulation 9 due to
a medical condition must be taken in accordance with and after due
consideration of the provisions of the Police Pension Regulations 1987.
(d)
Probationary Constables can be referred to the OHU by their line manager, or
by any officer who has responsibility for the probationer at that time (i.e.
Sergeant or Inspector etc at a training venue).
8.7
ALLOWANCES AND EXPENSES
(a)
For their first week at the SPC, probationary constables will be required to
make their own travel arrangements
(b)
In cases where the probationary officer stays a considerable distance away
and it would be unreasonable to have them travelling to the SPC on the
morning of the first day, accommodation can be provided at the SPC the night
before. This should be arranged by the probationer via the Conference and
Accommodation Team (CAT) at the SPC. During the remainder of their initial
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training, probationary constables will be offered the use of hired vehicles to
assist with travelling to and from the SPC, subject to having successfully
completed a basic driving assessment at the SPC during week one of the
initial training course. The hired vehicles are not provided to each individual
officer, probationary constables, as far practicable, will be required to travel
together.
(c)
If a probationary constable resides such a distance from the SPC that they
are required to travel to the SPC on the Sunday, as it would be considered
unreasonable to travel on the Monday morning before commencing duty, then
the hired vehicles will be made available on the Sunday and the probationary
constable shall be compensated for this additional day’s travelling in
accordance with the regulations.
(d)
Such compensation will be determined by the Head of Probationer Training
after taking all factors and circumstances into account (i.e. distance to be
travelled, road support network etc) and will be managed by local Resource
Management Departments once the probationary constable has completed
their training at the SPC.
(e)
Use of hired cars will be arranged via staff at the SPC.
(f)
Whilst posted at the SPC for their initial training, all probationary constables
are entitled to public holiday arrangements as aligned to the SPC. They will
not be entitled to receive compensation for any days which are public
holidays at the LPA they are subsequently posted to upon completion of their
initial training.
8.8
PART – TIME / FLEXIBLE WORKING
(a)
Probationary constables, as with all other officers, are entitled to apply for
flexible working patterns, which may involve for example; reduced hours,
compressed hours, job share or term time working.
(b)
Applications by officers wishing to undertake flexible working involves a
formal agreement between the officer and the service to work a specific
number of hours on a regular and planned basis.
(c)
Probationary Constables wishing to apply for flexible working should refer to
the Flexible Working SOP.
9.
ROLES AND RESPONSIBILITIES
9.1
(a)
Probationary constables are responsible for:

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satisfactorily completing all mandatory components of their
probationary period before they can be confirmed in the rank of
constable.
15

maintaining and gathering information for their Evidence Based
Portfolio (EBP); and

ensuring the EBP is suitably endorsed by their tutor constable.
9.2
TUTOR CONSTABLES
(a)
Tutor Constables will be responsible for:

providing operational guidance and direction to the probationary
constable to assist them in their development throughout their
probationary period;

endorsing the probationer’s evidential validation reports prior to
attending the initial assessment day at module four; and

promptly highlighting any areas of unacceptable or unsatisfactory
operational performance to their Sergeant to ensure that these areas
can be properly addressed.
9.3
SERGEANTS
(a)
Sergeants have a vital role in the development and management of
probationary constables and tutor constables.
(b)
Sergeants are responsible for:

the operational appraisal of probationary constables;

reviewing and endorsing the probationary constable’s Evidential
Validation Reports (EVR’s) and consulting with the tutor constable for
appropriate feedback on the progress of the probationary constable
prior to completing a probationary constable’s appraisal; and

addressing any operational performance issues with a formal action
plan (Form no.106-006) and regularly monitor this action plan with the
appropriate evidence recorded on the PDR / appraisal system.
(c) If required, Sergeants and other supervisory officers should contact
Human Resource for advice on any issues which they are unsure of.
(i.e. Attendance etc)
9.4
INSPECTORS
(a)
Inspectors are pivotal in the management and development of probationary
constables under their command.
(b)
Inspectors are responsible for:

invoking and maintaining the standards expected of probationary
constables and will be responsible for serving notifications or forms in
terms of Regulation 8 or 9; and

authorising any action plans for underperforming probationary
constables.
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16
9.5
CHIEF INSPECTORS
(a)
Chief Inspectors are responsible for:

ensuring that there is a sufficiency of suitably trained tutor constables;

maintaining the performance of all officers within their area; and

authorising action plans,

serving of Regulation 8 and 9 notifications for misconduct or
criminality; and

serving notices of intended discharge from the service
9.6
CHIEF SUPERINTENDENTS
(a)
Chief Superintendents are responsible for:

endorsing all pregnancy related extensions and any other extensions
up to a period of six months;

chairing any Regulation 9 hearings to consider whether a probationary
constable should be discharged from the service;

making a recommendation to discharge an officer or make an
alternative recommendation at the conclusion of the hearing for the
Chief Constable to consider.

confirming all probationary constables within their LPA on successful
completion of their probationary period.
9.7
ASSISTANT CHIEF CONSTABLE
(a)
Assistant Chief Constables are responsible for:

ratifying extensions (other than pregnancy related) of more than six
months to probationary periods.
9.8
CHIEF CONSTABLE
(a)
The Chief Constable is responsible for:

making the final decision as to whether or not a probationary
constable will be discharged from the service.
9.9
HUMAN RESOURCES
(a)
Human Resources are responsible for:

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assisting the Chief Superintendent at any Regulation 9 hearings to
consider whether a probationary constable should be discharged from
the service.
17
9.10
PROBATIONER SPOC
(a)
The Probationer SPoC is responsible for:

the collation and management of Probationary constables records
throughout their probationary period;

coordinating information between relevant departments and key
stakeholders (i.e. SPF),

maintaining regular contact with all stakeholders who have an interest
in the status of individual probationary constables;

providing guidance and assistance to operational supervisors when
compiling action plans

the collation of all documentation and additional administrative
processes relating to Regulation 8 and 9 notices and hearings.

monitoring the confirmation dates of all probationary constables
ensuring they are confirmed in rank by the Chief Superintendent.

ensuring all relevant information and evidence is accurately recorded
and properly evidenced.
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18
APPENDIX ‘A’
LIST OF ASSOCIATED LEGISLATION AND GUIDANCE
Relevant legislation relating to this policy may be found at www.legislation.gov.uk
including but not limited to:

Employment Act 2002

Equality Act 2010

Police Pension Regulations 1987

Police Service of Scotland (Conduct) Regulations 2013

Police Service of Scotland Regulations 2013

Work and Families Act 2006
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19
APPENDIX ‘B’
LIST OF ASSOCIATED REFERENCE DOCUMENTS
Relevant SPA/PSoS policies are available on the intranet including:

Equality, Diversity and Dignity Policy

Resourcing Policy
Relevant SPA/PSoS SOPs are available on the intranet including:

Adoption, Maternity and Paternity SOP

Allowances and Expenses SOP (Police Officers)

Attendance Management SOP

Disability in Employment SOP

Equality, Diversity and Dignity SOP

Flexible Working SOP

Misconduct SOP

Occupational Health and Wellbeing SOP

Postings and Transfer SOP

Recruitment and Selection (Police Officer and Special Constables) SOP
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20
APPENDIX ‘C’
LIST OF ASSOCIATED FORMS
Relevant SPA/PSoS forms are available on the intranet including:

Probationer Fitness Declaration Form (140-004)

ProbationaryConstableRegulation9NotificationFitness/Examination/performance
Form (106-001A)

Probationary Constable Regulation 9 Notification Criminality/Misconduct Form
(106-001B)

Probationary Constable Summary of Evidence Form (106-002)

Probationary Constable Notice of Consideration to Discharge Form (106-003)

Probationary Constable Regulation 9 Letter of Discharge Form (106-004A)

Probationary Constable Regulation 9 Alternative to Discharge Letter Form (106004B)

Probationary Constable Regulation 8 Extension Request Pregnancy/Adoption/Maternity and Paternity Form (106-005A)

Probationary Constable Regulation 8 Extension Request - Criminality Form
(106-005B)

Probationary Constable Regulation 8 Extension Request Fitness/Examination/Performance Form (106-005C)

Probationary Constable Action Plan Form (106-006)
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21
APPENDIX ‘D’
GLOSSARY OF TERMS
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ACC
Assistant Chief Constable
CAT
Conference And Accommodation Team
CCU
Counter Corruption Unit
EBP
Evidence Based Portfolio
EVR
Evidential Validation Report
FME
Force Medical Examiner
GPD
General Policing Duties
IITT
Investigative Interview Training
Techniques
LPA
Local Policing Area
ODL
Open Distance Learning
OHU
Occupational Health
OMAD
Operational Modular Assessed Debrief
PDR
Performance & Development Review
PSD
Professional Standards Department
SED’S
Skills Development Exercises
SMARTER
Specific, Measurable, Achievable,
Relevant, Time-bound, Evaluate,
Reevaluate
SPC
Scottish Police College
SPoC
Single Point Of Contact
SPF
Scottish Police Federation
22
APPENDIX ‘E’
PROCESS MAPS
Regulation 9 Notification
Probationer
1st / 2nd Line Manager
Chief Inspector
Chief
Superintendent
Matter arises
which justifies
Reg 9 notification
Probationer SPOC
Probationer SPOC
made aware via
submission from
Line Manager &
Chief Inspector /
PSD / (OHU)
(depending on
subject matter)
Criminal
Misconduct
Performance
Injury
Illness
Dependent on subject, either a PI (Fitness/
Exam), Chief Inspector (Performance) or
Chief Superintendent (Criminality /
Misconduct) endorses Reg 9 notification
(Form 106-001 A/B)
Prepares Reg 9
notification (Form
106-001 A/B) with
information from
relevant sources
Stakeholders
PSD, Line
Managers,
(OHU)
potentially
made aware of
situation (as
appropriate by
Prob SPOC)
Notes
Police Regulations
and Management of
Probationers SOP
If appropriate,
evidence gathered
Establish link
to PSD/OHU if
applicable
Dependent on subject matter, Reg 9 Notification
provided to Probationer by Inspector, Chief
Inspector or Chief Superintendent.
Probationer made
aware. Form 106001 A/B signed
and returned to
SPOC
Form 106-001 A/B
returned for filing
Matter monitored –
refer to appropriate
process flow chart for
that specific subject
Regulation 9 Notification
Ensure form 106001 A/B is signed
by Probationer.
Return to Prob
SPOC
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23
Regulation 8 Extension/Regulation 9 Notification - Criminality
Probationer
Line Manager
2nd level
Chief Inspector
Chief
Superintendent
Probationer SPOC
Stakeholders
Notes
Complaint against
the Police SOP
PSD decide
whether this is
worthy of notice
to Prob SPOC
Matter arises/
Criminal
Investigation
Regulation 8 Extension/Regulation 9 Notification - Criminality
Made aware (If appropriate)
Regulation 9
notification
issued to
Probationer
(Form 106001B)
Inspector serves
notice
(Form 106-001B)
Probationer
signs off and
returns to
Probationer
SPOC
(Form 106001B)
Ensures
probationer signs &
dates – return
Regulation 9
notification to
Probationer SPOC
(Form 106-001B)
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Regulation 9
notification &
criminal/
misconduct letter
endorsed by
Chief
Superintendent
(Form 106-001B)
The notification
indicates that no
matter the outcome
of criminal and / or
misconduct,
consideration will
be given to the Reg
9 process.
Prepare notification
Re procedure &
Reg 9
(Form 106-001B)
If within 2 months
of confirmation
follow Regulation 8
extension process
Decision taken to
extend as per
Regulation 8
PSD link with
Probationer SPOC
PSD Monitor
case
Once case
concluded, may
move to Misconduct
or to Reg 9
discharge process.
Considered on case
by case circs.
24
Regulation 8 Extension, Regulation 9 Notification-Misconduct
Probationer
Misconduct
matter arises/
Criminal
investigation is
concluded
Reg 9
notification
issued to
Probationer to
be signed and
returned.
(Form 106-001B)
Line Manager
2nd level
Chief Inspector
Chief
Superintendent
Probationer SPOC
Regulation 8 Extension, Regulation 9 Notification - Misconduct
Ensures
Probationer signs
& dates – return
Reg 9 notification
to Probationer
SPOC
(Form 106-001B)
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PSD link
established The notification
indicates that no
matter the outcome
of criminal and / or
misconduct,
consideration will
also be given to the
Reg 9 process.
If misconduct only
(no criminality)
prepare notification
re process
(Form 106-001B)
Reg 9
notification
endorsed (Form
106-001B)
Notes
Misconduct SOP &
Complaint Against
the Police SOP
PSD link established
– if criminal case
concluded & now into
misconduct – confirm
notification re
process previously
sent
Made aware - if appropriate
Minimum rank of Inspector serves
Reg 9 notification
(Form 106-001B)
Stakeholders
Reg 9 notification
returned to SPOC for
filing
(Form 106-001B)
Is Probationer
confirmation within
2 months
NO
Link to PSD
Follow Reg 8
extension process
YES
PSD link in to
Probationer SPOC
to provide outcome
– update Chief
Superintendent
PSD Monitor
enquiry
If case is within 2
months of
confirmation follow
Reg 8 extension
process
Consider for Reg
9 discharge process
(depends on circs &
considered on case by
case basis)
Follow Reg 9
discharge process if
applicable
If case is not within
2 months of
confirmation await
enquiry conclusion
25
Regulation 8 Extension/Regulation 9 Notification - Illness
Probationer
Notification of
illness which may
impact on ability
to be confirmed /
undertake
mandatory
requirements of
probation
Line Manager
(1st or 2nd level)
Chief Inspector
Chief
Superintendent
Probationer
SPOC
Stakeholders
HR notified of
Illness and
provide
information and
support via
OHU &
Attendance
Management
SOP
Made aware &
prepare Briefing
Paper for HR &
Copy for
Probationer
SPOC if required
Managed and
supported via line
managers, HR &
OHU
Made aware of
any extension in
order to complete
compulsory
requirements /
provide
confirmation of
medical prognosis
Continue to
monitor & within
2 months of
confirmation
date, follow Reg
8 extension
process if
compulsory
components not
completed or
dependent on
prognosis
Regulation 8 Extension/Regulation 9 Notification - Illness
Able to undertake
& pass all
compulsory
requirements &
adheres to Regs
re suitability to be
confirmed??
YES
Maintain link
between HR,
OHU &
Probationer
SPOC
Occupational Health
may need to
undertake a full
assessment and
provide advice and
support in the form of
reasonable
adjustments (DDA)
and arrange for
prognosis if required.
As confirmation date
approaches (within
two months of date),
take into account
period on restricted
duties; sick leave;
training/mandatory
requirements still to be
completed & any
flexible working
pattern undertaken establish appropriate
extension period.
Link made to
HR who notify
the
Probationer
SPOC
Endorses
Briefing Paper
YES
Monitor progress.
Are all mandatory
requirements fulfilled and
probationer suitable for
confirmation?
NO
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Attendance
Management SOP
NO
Made aware &
prepare Briefing
Paper for HR &
Copy for
Probationer
SPOC
Confirmation
Notes
Consider whether Reg 8
extension or Reg 9
process is appropriate
As stated above Occupational Health
are key to this
assessment of the
officer’s suitability.
They must undertake a
full assessment and
provide advice and
reasonable
adjustments (DDA)
and arrange for
26
Regulation 8 Extension/Regulation 9 Notification - Injury
Probationer
Injury which may
impact on ability
to be confirmed /
undertake
mandatory
requirements of
probation
Line Manager
(1st or 2nd level)
Chief Inspector
Chief
Superintendent
Probationer
SPOC
HR notified of
injury and
provide
information
and support
via OHU &
Attendance
Management
SOP
Made aware of
any extension in
order to complete
compulsory
requirements /
provide
confirmation of
medical prognosis
Continue to
monitor & within
2 months of
confirmation
date, follow Reg
8 extension
process if
compulsory
components not
completed or
dependent on
prognosis
Able to undertake
& pass all
compulsory
requirements &
adheres to Regs
re suitability to be
confirmed??
Regulation 8 Extension/Regulation 9 Notification - Injury
Notes
Attendance
Management SOP
Made aware &
prepare briefing
paper for HR &
copy for
Probationer
SPOC if required
Managed and
supported via line
managers, HR &
OHU. Monitored
by 1st line
manager.
YES
Stakeholders
Probationer
SPOC
maintains link
between HR,
OHU & Div
Management
Occupational Health
may need to undertake
a full assessment and
provide advice and
reasonable adjustments
(DDA) and arrange for
approaches (within two
months of date), take
into account period on
restricted duties; sick
leave; training/
mandatory requirements
still to be completed &
any flexible working
pattern undertaken establish appropriate
extension period.
NO
Made aware &
prepare briefing
paper for HR &
copy for
Probationer
SPOC
Link made to
HR who notify
the Probationer
SPOC
Endorses briefing
paper
YES
Monitor progress.
Are all mandatory
requirements fulfilled and
probationer suitable for
confirmation?
NO
Confirmation
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Consider whether Reg 8
extension or Reg 9 process
is applicable
As stated above Occupational Health are
key to this assessment
of the officer’s suitability.
They must undertake a
full assessment and
provide advice and
reasonable adjustments
(DDA) and arrange for
27
Regulation 8 Extension - Notification
Probationer
2nd Line Manager
Chief Inspector
Chief
Superintendent
Matter arises or
there is an issue
with Probationer
& confirmation
date is within 2
months (or
otherwise
appropriate**)
Regulation 8 Extension Notification
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Stakeholders
Prepares Reg 8
extension
document
(Form 106-005 A/
B/C) & includes
Reg 9 notification if
applicable (Form
106-001 A/B)
proposes length of
extension and
submits
**’Otherwise
appropriate’ refers to,
as examples:
pregnancy, long term
illness, date of
criminal case is post
confirmation date.
Establish link
to PSD if
applicable &
obtain regular
updates
OVER 6
MONTHS
EXTENSION
(Not
pregnancy)
Briefing paper
endorsed by
by ACC
Inspector or Chief Inspector made
aware of briefing paper and provides
verbal notification to Probationer of
Reg 8 extension period (& Reg 9 if
appropriate)
Ensure form is
signed and dated
by Probationer.
Return to SPOC
Notes
Police Regulations
and Management of
Probationers SOP
Probationer SPOC
made aware
(information
provided by
relevant sources)
UP TO 6
MONTHS &
ALL
PREGNANCY
EXTENSIONS
Briefing Paper
endorsed by
Chief
Superintendent
Probationer
notified of
extension (Form
106-005 A/B/C),
signs briefing
paper
Probationer SPOC
Briefing paper and
106-005 A/B/C
returned to
Probationer SPOC
PDR should be
updated with
evidence as
appropriate
The Line Manager
level responsible for
notifying the
Probationer of
extension period
should be decided
depending on the
circumstances eg a
Reg 8 extension for
Pregnancy would be
notified by an
Inspector however a
Reg 8 that is issued
as a result of
misconduct may be
notified by the Chief
Inspector
PDR should be
updated/reset and
SCoPE record
updated by the
Probationer SPOC
Monitor and continue
to extend as
appropriate – follow
process again.
28
Regulation 8 Extension-Pregnancy
Probationer
Line Manager
(1st or 2nd level)
Notification of
Pregnancy
Individual put on
restricted duties
Prepares
Briefing Paper
(BP)
Notification of
extension prior to
commencing Mat
Leave
(Form 106-005A)
Informs
Probationer of
extension
(Form 106005A)
Chief Inspector
Chief
Superintendent
Probationer SPOC
Stakeholders
Notes
Police Regulations
and Maternity SOP
HR notified and
provide
information re
Pregnancy
SOP process to
probationer
Prepares BP with
recommendation of
extension period
(Reg 8 extension
request, Form 106005A)
Endorses
Briefing Paper
(BP)
Endorses
Briefing Papers
& extension
period
(Form 106005A)
The length of
extension depends
on how long the
probationer has been
in the service – it
should cover the time
on restricted duties
and minimum
maternity leave
period
Probationer
commences Mat
Leave
Adheres to Policy
& Regs re return
to work
Notification
received of
return to work
Line Manager, Chief
Inspector and HR
made aware
Monitor progress and
ascertain if all
mandatory
requirements are
fulfilled
Regulation 8 Extension - Pregnancy
Returns to work
and continues
toward
confirmation
Mandatory
requirements
Fulfilled
Proceed to
Confirmation
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Yes
No
approaches (within
two months of date),
take into account
time on restricted
duties; time on Mat
leave and training
requirements still to
be undertaken & if
flexible working
pattern undertaken
on return.
Establish appropriate
extension period
Follow Reg 8
extension process.
Continue to monitor
progress
29
Regulation 9 - Discharge
Probationer
2nd Line Manager
Chief Inspector
Chief Superintendent Probationer SPOC
Stakeholders
Notes
Police Regulations and
Management of
Probationers SOP
Probationer aware
that matter is
ongoing:
Criminal
Misconduct
Performance
Injury
Illness
Probationer
receives copy of
form 106-003 &
supporting
information.
Probationer signs
a copy of 106-003
for return.
Probationer
SPOC prepares
summary of
evidence with
information from
relevant sources
(form 106-002)
Summary of
evidence (form
106-002) endorsed
by Chief Inspector
Chief Inspector
serves copy of
form 106-003 with
summary of
evidence 106-002
and supporting
information
Form 106-003
endorsed
Decision taken as result
of other previous processes to
move to discharge process.
Validated by form 106-002 &
supporting information
Arranges Hearing
& prepares Reg 9
notice of
consideration to
discharge
(form 106-003)
Signed form 106003 to SPOC.
Minuted hearing
takes place – chair
is NO
Chief
Superintendent or
senior member of
HR staff if Chief
Superintendent is
unavailable
Regulation 9 Discharge
Probationer
informed of
recommendation
at hearing &
advised re
alternative to
discharge. (if
appropriate)
Probationer
discharged with
immediate effect
(1 month’s
pay in lieu)
Probationer must
comply with
requirements put
upon them
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Good practice would be for
SPOC to provide
information in advance to
Chief Superintendent / premeeting scenario arranged.
Present at the minuted
hearing is the Probationer
and their Federation
Representative. Also,
Senior HR Representative
and Probationer SPOC.
SPOC compiles all
documentation (including
minutes from hearing) with
the Chief Superintendent’s
recommendation and
submitted to Chief Constable
(form 106 004 A/B)
Reg 9 discharge
notification served
(Form 106-004A).
Please note this is
the last opportunity
for the Probationer
to opt for
resignation using
form 1:28:1
Reg 9 notice of discharge
(Form 106-003) includes
details of when and where
hearing is to take place
Probationer’s shifts are
known in advance – placed
on restricted duties after
Final decision taken hearing and Chief Inspector
by the Chief Constable
notified by SPOC
& signed form
immediately to ensure this
106-004 A or B returned
is accommodated.
Arrange service
of 106-004 A/B
once signed by
the Chief
Constable
Probationer made aware of outcome
(Form 106-004B)
Served by either Inspector or Chief
Inspector
Once CC has signed letter
of discharge (or other
outcome), good practice is
for SPOC to inform SPF
Rep as probationer will be
notified imminently of
discharge (to allow for
resignation to be prepared
as alternative to discharge).
Refer to probationer
checklist in SOP which
stipulates items to be
recovered / removed and
process following
resignation to be applied.
Link into admin. 1 months
pay in lieu
30
Regulation 9 Notification – Fitness (Repeated Postponement)
Probationer
Chief Inspector or OIC
Fitness Test
Probationer SPOC
Stakeholders
Notes
Management of
Probationers SOP
Non predicted issue Probationer declares
themselves unfit on
day of fitness test
Chief Inspector or
OIC Fitness Test
discusses with
Probationer.
Decision made as
to whether OHU
referral is appropriate
i.e injury
Evidence of discussions
recorded (notebook or
training file/record)
YES
OHU made aware
and provides
relevant support
Consider whether to refer
to Injury flowchart as
appropriate
Regulation 9 Notification – Fitness (Repeated Postponement)
NO
Probationer arranges
2nd fitness test
Ascertain
timescale for resit.
Access to 6 week training
program as required.
Probationer declares
themselves unfit on
day of fitness test for
the 2nd time
Chief Inspector or
OIC Fitness Test
discusses with
Probationer.
Evidence of discussions
recorded (notebook or
training file/record)
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Decision made as to
whether OHU referral is
appropriate i.e injury.
Dependant on
circumstances
YES
OHU made aware
and provides
relevant support
Consider whether to refer
to Injury flowchart as
appropriate
NO
Consider suitability
of Reg 9 Notification
YES
Discuss with Area & Line
Manager if required – Regs
state ‘physically and
mentally fitted’
Follow Reg 9 Notification
Process
NO
Monitor and reconsider based
on future
declarations of
being unfit
Prior to moving to Reg 9
Discharge process, officer
should be seen by
Occupational Health
31
Regulation 9 Notification - Fitness
Probationer
Course Principle or
OIC Fitness Tests
Probationer
SPOC
Chief Inspector
Line Manager
Stakeholders
Notes
Management of
Probationers SOP
First
fitness failure
(at SPC or Local
Training)
Course Principle
made aware
Reg 9 notification
issued to
Probationer
(Form 106-001A)
Probationer
issued Reg 9
Notification
( Form 106-001A)
signed and
returned to Prob
SPOC
Made aware by
Course Principle
(e-mail)
Referral to
OHU (via
SPOC) if
required.
Potential link to
OHU – if injury
Probationer issued
with Probationer
Handbook which
outlines exactly what is
expected from them
throughout the
Probationary period
Evidence gathered
6 week action
plan provided
Reg 9 notification
(Form 106-001A)
sent on to Prob
SPOC
Reg 9
notification
noted & filed
with SPOC
Re-sit fitness test
Pass
Fail
Course Principal
Aware: Notify
Prob SPOC
Support processes re
OHU as applicable
Regulation 9 Notification – Fitness
Continue
through
Probation
Aware: Notify
Line manager
& Chief
Inspector
Subsequent
failure
Aware
Aware
YES
NO
Pass recorded for
all 5 tests – move
to confirmation
Version 0.13
Move to Reg 9
Discharge
Process
(Form 106-002)
It is essential that
SCoPE is updated as
required by the
Probationer SPOC to
log the number of
fitness tests
undertaken
32
Regulation 9 Notification - Performance
Tutor / 1st & 2nd Line
Manager
Probationer
Chief Inspector
Chief
Superintendent
Probationer SPOC
Stakeholders
Notes
Management of
Probationers SOP
Issue with
Probationer
operational
performance
Evidence gathered
(over a period
of time)
Action plan issued
to Probationer
Time-bound action
plan (form 106 006)
prepared by Sgt with
objectives set &
agreed. Endorsed by
Inspector
Probationer SPOC
made aware of
shortcomings &
action plan, provided
with a copy via email, and can advise
re content
Form 106 001A
requesting Reg 9
notification prepared
by SPOC
Supported by Monthly
Reports & monthly review
meetings.
The action plan being
created is the trigger for
the probationer to receive
a Reg 9 notification (Form
106 001A) endorsed by a
Chief Inspector.
Reg 9 notification should
be given as soon as
possible.
Probationer
receives Reg 9
notification. Signs
form 106-001A
Endorse Reg 9
notification form and
serve on probationer
Reg 9 notification
document returned
for filing
(Form 106 001A)
Regulation 9 Notification - Performance
Continues on Action
Plan
YES
REVIEW CARRIED
OUT
Performance
Improved to
Standard
Some but not
deemed
sufficient
Supported by monthly
reports & monthly review
meetings.
No Further Action
Probationer
performance closely
monitored for
remainder of
probation
Version 0.13
NO IMPROVEMENT
Summary of
Evidence
prepared for
Reg 9
discharge
(Form 106
002)
Time-bound
action plan
implemented.
Only 2
permitted
Aware
Aware
Instigate Reg 9
discharge process
Performance is monitored
by Line Managers and
SPOC for rest of
probationary period. If
any other performance
issues arise during the
rest of Probationary
period move to either a
nd
2 action plan or Reg 9
discharge as appropriate
33
Regulation 9 Notification - Exam
Course Principle at SPC
or Divisional OIC Exams
Probationer
Probationer SPOC
Stakeholders
Notes
Management of
Probationers SOP
Matter arises
Course Principal
aware & has Reg 9
notification prepared
(Form 106-001A)
Mandatory
examination failure
– First Time
Probationer made
aware of Reg 9
notification. Form
106-001A signed
and returned to
SPOC
Probationer SPOC
made aware
Prob SPOC
notifies Chief
Inspector & Line
manager
Evidence gathered
Reg 9 notification
returned to
Prob SPOC
(Form 106-001A)
Reg 9 noted and
filed
(Form 106-001A)
Course Principal
made aware and
remind verbally
re Reg 9
Probationer SPOC
made aware
Prob SPOC
notifies Chief
Inspector & Line
manager
Course Principal
made aware
Probationer
SPOC made
aware
Prob SPOC
notifies Chief
Inspector & Line
manager
Support provided re
examination
preparation.
Probationer resits
exam – 2nd attempt
PASS
FAIL
Evidence gathered
Support provided re
examination preparation
Probationer
resumes
probationary
period
Probationer
resits exam – 3rd
attempt
Regulation 9 Notification - Exam
PASS
Version 0.13
FAIL
Probationer
resumes
Probationary period
Reg 9
Re-register
If this is the SPC initial
exam then a decision
made whether to restrict
Probationer from
operational duties.
Reg 9 discharge
process should be
considered relevant by
Chief Superintendent ,
after consultation with
OIC of examination &
SPOC - guided by
policy from the Chief
Constable-follow Reg 9
discharge process
Decision to re-register
(only in exceptional
circumstances). May be
decided as a Policy
decision from the Chief
Constable
34

Agenda Item 9.1 1 - Scottish Police Authority

Transcription

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