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Limitations: Forces may not keep records up to date, particularly for recuperative duties, which tend to be a short-term measure. Limitations: A number of forces are unable to provide data on length of service in the police and can only provide length of service in current force or post. Do you agree that DWP should adopt a short to medium term view on inflation and real earnings growth? While the release provided a provisional quarterly update on the number of police officers (headcount) in England and Wales, it was not intended to replace the long running statistical series ‘Police workforce, England and Wales’, which also contains information on other police workers. The data released in the biannual ‘Police workforce, England and Wales’ have been designated as National Statistics, and users are therefore encouraged to use those data to analyse police numbers. The biannual release provides a snapshot of officer numbers on both a full-time equivalent ( FTE) and headcount basis as at 31 March and 30 September each year. The table below outlines the differences between the publications. ‘Police workforce, England and Wales’ and ‘Police officer uplift’ statistical bulletins
Special constables are members of the public who volunteer to help the police in their duties. They have the same powers as regular officers, but do not have fixed working hours (as they may fit their time around their paid work, for example) and therefore it is inappropriate to collect figures in terms of full-time equivalent. Figures are presented in terms of headcount only. Direct comparisons between publications for 2021 onwards to previous years for the Asian and Other ethnic groups are difficult. In the updated ethnicity classifications persons identifying as “Chinese” are classified under the “Asian” group rather than “Other”. Previously, those identifying as Chinese would have been counted in this release under “Other”, and not separately identifiable. The workforce figures are mainly presented on a full-time equivalent ( FTE) basis unless indicated otherwise.transfer – individuals joining from one of the other 43 territorial police forces in England and Wales, or another non-Home Office force (for example, the British Transport Police). Length of service data are of medium quality, with some known limitations about forces’ ability to include all service, rather than just service in the current force. This should be considered when comparing data between forces and considering the overall national picture. Recuperative and adjusted duties The study aimed to build an enhanced understanding of 'resilience' and 'transition', and to improve understanding of how resilience can affect transition outcomes for Service leavers. We looked at the extent of literature on resilience and transition and examined existing categorisations of different 'types' of UK Service leavers. To identify relevant insights from other sectors, we also conducted an analysis of the challenges affecting other groups of people who may experience difficult transitions, such as bereaved individuals, foster care leavers and former prisoners. Methodology
Annex C: Key stages in the production of the Police Workforce statistical release A. Preparatory work Limitations: The way in which forces classify the primary role can be subjective, so this can affect the consistency of the figures over time depending on who makes this judgement. forces keep records of all staff employed by the force on their Human Resource (HR) and payroll systems. Employees will not be paid if they are not on these systems, and so it is in the interests of the force and the individuals to ensure that these systems are kept up to date Breakdowns by protected characterise may not always be totally accurate. Cases where individuals have not provided their data appear as “not stated” within the data tables. Some forces have larger proportions of these cases than others. Workers may also opt to choose “Prefer not to say”. The Office for National Statistics also use the total workforce numbers in their Public Sector Employment reports.Implications:In a small number of cases forces may incorrectly classify a joiner or leaver if they misinterpret the guidance provided by the Home Office. Totals for some joiner and leaver categories may therefore be slightly inaccurate. This is more likely to be an issue at force level than nationally. Assaults data are of low to medium quality, as they are dependent to a large extent on the willingness of officers to report crimes and do not provide a complete picture of assaults against the police. Caution should be taken when making comparisons between forces. Population
Statistics on PCSOs are quoted separately. (Note: Police authorities in England and Wales ceased to exist for police force areas outside London on 22 November 2012 when they were replaced by directly elected police and crime commissioners). forces usually hold the exact start date on their systems, so the length of service categories should be accurateIf data are published in a table in a rounded form, the footnotes to that table explain the reasons for doing this. So, why have I written this blog? Well, I am care experienced, and there is a growing body of NHS staff who are care experienced and are passionate about raising awareness as this topic isn’t discussed to the level it should be and have formed the NHS Care Experienced Peer Group. This measure is not expected to impact on family formation, stability or breakdown. However, it will have a positive impact on those who are leaving care, recognising the extra barriers they may face in the transition to the world of work. Agree and pre-announce the provisional date of publication of the statistical bulletin on the Office for National Statistics (ONS) publication hub (around 9 to 12 months prior to publication). Limitations:As above, where an individual changes their FTE in-year, only the FTE as at 31 March is recorded, which may differ to the FTE they joined at.
Limitations: Some absences that are expected to last more than 28 days, but have not yet done so, may be wrongly included in the data. Attrition rate: number of leavers during the financial year, as a proportion of the workforce as at 31 March (that is, the end) of the previous year. Additionally, figures are published for officers working in the British Transport Police ( BTP) and National Crime Agency ( NCA) in England and Wales, and officers on secondment from the 43 forces to central services.Limitations: Data on the rank to which an officer is promoted is dependent on HR systems being kept up to date however HR and payroll systems are not always aligned in forces. previously it was only possible to identify assaults on police officers that did not result in injury within these recorded crime figures. Data on assaults on police officers that did result in injury previously came from forces’ health and safety systems. Data on assaults with injury on PCSOs are still reported to forces’ health and safety systems The statistics produced in the series are used by a range of users to monitor trends in the police workforce in England and Wales. Specific uses of the data are listed below. National and international comparisons – as well as allowing for comparisons between forces in England and Wales, when the data are used in conjunction with other datasets, comparisons may be made with other areas. In particular the Scottish Government and the Police Service of Northern Ireland publish a range of statistics relating crime and justice. Caution should be taken when making comparisons between datasets, as they may not be directly comparable due to differences with both what data are collected and how the data are collected. Figures for other countries
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