Agenda No 9

Devon and Cornwall Police Authority HR Committee

24 January 2008
Open for the purposes of FOI
Report of Director of Human Resources

HR Performance Measures

Recommendations:
(i) To consider the current position and future development of performance measures and
indicators for human resource management
(ii) To consider a proposed joint workshop between the Police Authority and the Force to develop
and define appropriate performance indicators.

Introduction

At the HR Committee meeting on 19 September 2006 Members received a report on the Key Issues
Facing Human Resources in the Force. It was resolved that a future report be provided on the
development of a range of key performance indicators covering HR management in the Force. This
report provides an interim update.

Existing information
The Force currently produces a range of HR performance measures and indicators:
• Statutory indicators – regarding diversity (female and minority ethnic police officers), working hours
lost to sickness and percentage of police officer time on frontline duties
• Management Information – staffing levels, leavers, turnover and intra organisation staff moves,
absence rates and cost, ethnicity, and service/age & gender profiles. Most of these are at an
organisational and department/BCU level, split by employee type and many include trend
information

Further detail is provided in the appendix.

Developments
Performance indicators can be classified as input, output and outcome measures.
• Input = a volume measure of the resources used in a process or system
• Output = a volume measure of the products, work or service obtained from the process/system
• Outcome = the success of the system in achieving an overall goal
Most of the existing indicators and measures are input and output based rather than outcome
indicators/measures. Outcomes are of most interest to recipients of the HR function. Accordingly
outcome based performance indicators are being developed to provide information to customers on
how the function is performing for them. This will include both quantitative and qualitative measures.

Through the Force Development Programme and other activity to deliver the five year vision, the
structure and activities of HR are to be reviewed in order to determine how best to deliver good people
management through a fully supportive HR function. The HR performance measures will need to
continue to evolve as changes are made to the HR management arrangements across the Force and
as the HR function itself is developed e.g. new automated processes.

Although much of the people management activity will be undertaken day-to-day by line managers, the
HR function remains responsible for the framework of policies and practices operated by the Force.
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Thus it is important for HR to establish a range of measures and indicators across all levels of people
management:
• Activities undertaken by line managers under the corporate framework e.g. PDRs
• The people management facilities provided to managers e.g. automated systems
• Activities undertaken by the HR function e.g. central recruitment
• Support and guidance provided to line and senior managers.

Performance information will be collected at varying degrees of detail. Units will monitor detailed
process performance as well as the achievement of required outputs. HR department heads will
monitor achievement of outputs in an efficient and effective way as well as broader outcomes for which
they are responsible. At HR function level, the overall achievement of outcomes will be monitored. It is
envisaged that regular reports will be provided to the Police Authority on key outcomes and a limited
number of key outputs, including statutory key performance indicators and performance measures
provided to external scrutiny bodies such as Home Office and HM Inspectorate of Constabulary.

Workshop
The development work for the suite of HR performance measures/indictors is continuing. To aid this
work it is proposed that a joint Police Authority/Force workshop be held to achieve a common
understanding of the requirements and desired benefits of the performance indicators and to articulate
those of particular interest to the Police Authority.

Contact: for further information

Name – Graham Cooper
Job Title – Head Performance and Reward
Telephone – 01392 452215
E-mail – graham.cooper@devonandcornwall.pnn.police.uk
Sponsored by Chris Haselden – Director of Human Resources
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APPENDIX

Current Information Provided by Human Resources

Management Information Pack:

Headcount (force level & by dept)
FTE (force level)
Turnover (force level & by dept)
Organisational level sickness absence
Average Sickness per FTE
Absence Costs
Ethnicity Profile
Police officer service and gender profile
Police staff age and gender profile

Other Reports:
Monthly Strength
Ethnicity and Gender Breakdown
Bonus payments
Absence
Attendance Management
Frontline policing report
Equality & Diversity Pack
Exit from Employment Analysis
PDR Completion Analysis
Diversity Monitoring
100+ days (Long term absence)