Police Scotland launches application regulations review
Police Scotland is reviewing its regulations on officers with tattoos, its fitness test and driving requirements as it struggles to meet the SNP's commitment to maintain 1,000 more officers than it inherited.
Police Scotland is reviewing its regulations on officers with tattoos, its fitness test and driving requirements as it struggles to meet the SNP's commitment to maintain 1,000 more officers than it inherited.
The force has also made its application form easier amid concerns potential future crimefighters were struggling to complete the old one - with only a tenth of applications returned - and is considering proactive recruitment of minorities.
Demand to join the police traditionally outstripped demand but a fear of being relocated has become one of the main concerns for applicants since the forces merged in 2013, Police Scotland head of resource management Peter Blair will tell the Scottish Police Authority (SPA) tomorrow.
There are no indications that the Scottish Government's pledge that Police Scotland maintain an establishment figure of 17,234 police officers will be removed'', Mr Blair will tell the SPA's human resources and remuneration committee.
He warned improved marketing and recruitment reforms could cost the cash-strapped force - currently wrestling a £25 million budget shortfall - up to £400,000.
Mr Blair said: The number of applications has been the singular most significant issue for the recruitment function over the last two and a half years.
A number of potential barriers to application were identified that appeared to be contradictory to the need to maintain applications.
These included the requirement for driving licences, the residential element of police training, fitness testing, the standard entrance test and the tattoo policy.
To date, many of these elements of the process have been reconsidered and revised processes implemented. Work continues in this area to address the remaining elements.''
Tattoos do not prohibit applicants from becoming police officers but tattoos on the face are not acceptable other than for religious or medical reasons'',
Police Scotland's recruitment website states. It also warns that tattoos - whether visible or otherwise - should not undermine the dignity and authority of the office of constable, cause offence to members of the public or colleagues and/or invite provocation'' orindicate unacceptable attitudes towards any individual or section of the community.
They must not indicate alignment with a particular group which could give offence to members of the public or colleagues'' orbe considered inflammatory, rude, lewd, crude, racist, sexist, sectarian, homophobic, violent or intimidating''.
Mr Blair added: Traditionally, recruitment to Police Forces in Scotland has not been problematic with supply considerably outweighing demand across the majority of the country.
As a result, the selection process was quite challenging for individuals based on the ethos that motivated candidates would make the required effort.
The current projected applications has now led us to review, test and remodel some aspects of the process without reducing the quality of the candidate who successfully negotiate the whole process.''
He said the biggest loss of potential candidates anywhere in the recruitment system appears to have been the old application form which may have been a bar to application''.
As a result, a revised application form was introduced in October 2015 which, although still assessed on competency, is easier for the candidate to understand and complete,'' he said.
One of the main concerns of potential applicants to Police Scotland is the fear of being relocated across Scotland.
In 2014, a posting preference was implemented to mitigate these concerns, with recent research showing that this remains the biggest issue for potential applicants despite 95% of applicants being offered a posting within one of their top preferences. This continues to be monitored.
In terms of under-represented groups, the proactive recruitment team have identified a need to consider implementing positive action to attract, engage and support applicants from a BME background into the role of police officers in Scotland.
There will be some costs associated with the delivery of this strategy, mainly in the production and delivery of marketing material.
A further potential for costs is in the delivery of an e-recruitment solution which could range from £100,000 to £400,000 based on current estimates.''