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The Benefits of Working at GMP

By Jeffrey Shaw,2014-06-26 18:32
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The Benefits of Working at GMP ...

    The Benefits of Working at GMP

    Police Officers

     Introduction

    As one of GMP’s police officers, you play a vital part in the provision of an important and

    essential service to the public. We believe in looking after our staff and we hope you’ll

    take a few minutes to read this booklet as it outlines some of the benefits and

    opportunities that are available to you.

    Please note: The web pages referred to in this document can only be accessed by

    existing GMP officers. Further information can however be obtained by contacting us

    directly on the numbers listed. Please dial 0161 85, followed by the extension provided.

    CONTENTS

     Introduction

     People & Development

     Work-Life Balance Learning Deliveries

     Flexible Working Departmental Training Courses

     Career Breaks Secondments

     Maternity, Paternity, Parental and External Training Adoption leave Mentoring Scheme

     Special & Dependents leave Continuous Personal Development (CPD)

     Appraisals

     Annual Leave

     Support & Advice

     Care for Dependents Occupational Health & Welfare

     Carer’s Co-ordinator Physiotherapy

     Childcare Benefits Scheme Welfare

     Workplace Nursery Scheme Counselling

     Carers Register Equal Opportunities Advisers

     Staff Associations and

     Pensions Support Groups

     Payment Schemes Lifestyle Benefits

     Sports & Social Competency Related Threshold

    Activities Payment

    Facilities Special Priority Payments

     Concessionary Travel Bonus Payment

     List of Contacts

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     Work-Life Balance

    At GMP, we understand that people increasingly face the challenge of balancing the demands of their jobs and their personal responsibilities.

    Work-Life Balance policies and benefits are aimed not only at people who have carer responsibilities for children, relatives or dependants, but all members of staff who wish to create a better balance in differing aspects of their lives.

    (For further information on the following see the People and Development Branch Intranet Site)

     Flexible Working

    GMP offers a range of flexible working arrangements in line with statutory requirements and police regulations to help staff combine their domestic and work responsibilities. All posts and ranks will be open to job sharing and part time working in principle, unless the duties, responsibilities or working arrangements of the post mean that job share or part time working is impractical.

Flexible working arrangements include:

Working Patterns

    Staff can explore whether there are standard working patterns available and consider if they could apply to change to one of those patterns. If there are no standard working patterns already established which are suitable, then staff could consider new working patterns, which meet both the needs of the organisation and the individual. Once those options have been fully exhausted line managers can assist staff by looking for other opportunities across the organisation. The weekly staff bulletin on the Intranet regularly features vacancies with various working patterns and supervision can support staff in making an application.

Part-time working

    This involves working less than 36.25 hours per week (police staff) or 40 per week (police officers). There is no set pattern to part-time working. It may involve a later start/earlier finish time, working mornings or afternoons only; fewer working days in the week or working alternate weeks.

    Job-share

    This involves two people carrying out the work and sharing the responsibilities and remuneration of one post. The working hours can be split each day, each week or alternate weeks. It is different to part-time working, as it requires the Job Sharers to take the responsibility for ensuring consistency and the effective hand-over of work between them. It is also important to ensure that

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both Job Share partners are capable of carrying out the full range of duties of

    the post, so that the flow of work is not affected by whichever partner happens

    to be working at any one time.

    Annualised hours

Originally introduced in seasonal jobs (such as grounds maintenance), this

    involves working an agreed number of hours per annum, rather than a fixed

    amount each week or month i.e. working longer hours during certain periods of

    the year and less at others. This type of working must still comply with the

    Working Time Regulations.

    Compressed hours

This is an arrangement whereby staff work the standard number of agreed

    hours over a shorter number of working days which enables them to maintain

    their full salary whilst allowing more time to invest in other activities. This is

    subject to a maximum 10-hour working day.

    Staggered hours

Where staff in the same workplace have different start, finish and break times.

    This can be an effective means of covering longer opening hours.

    Term-time working

Involves working during school term time periods and taking time off during

    school holidays or working reduced hours during that time. Salary is adjusted to take account of the additional time off, but paid on a monthly basis. This type

    of flexible working may only be suitable for a limited number of posts e.g.

    School’s Liaison Officer.

Temporary Reduced Hours

It may be appropriate in certain circumstances to agree to a member of staff

    reducing their working hours on a temporary basis. A time limit should be agreed

    at the outset and the hours reviewed on a regular basis. In this instance the

    salary will reduce accordingly.

Career Breaks

The Career Break Scheme is a flexible option, which enables officers to take

    time off work whilst GMP retains their skills and experience in the longer term.

The scheme allows for a period of unpaid leave of between one and five years

    duration, to enable officers to care for children, relatives or dependants,

    undertake full time study, or do voluntary work at home or abroad.

Maternity, Paternity, Parental and Adoption Leave

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Generous maternity leave of up to 52 weeks can be taken, with pay for up to 39

    weeks, subject to length of service criteria and personal choice.

Two weeks paid paternity leave is available, subject to a qualifying service.

GMP’s adoption leave of up to 52 weeks can be taken with a combination of full

    pay, statutory adoption pay and unpaid leave, subject to length of service.

Parents with children under the age of 5 have the right to request 13 weeks

    unpaid parental leave for each child.

Parents with a child placed with them for adoption have the right to request up

    to 13 weeks unpaid parental leave until the fifth anniversary of the adoption or

    thuntil the child’s 18 birthday, whichever occurs sooner.

Parents or adoptive parents of a child who has been awarded Disability Living

    Allowance are each entitled to request up to 18 weeks’ parental leave until the thchild’s 18 birthday

The right to parental leave arises in respect to each child.

Special and Dependents Leave

GMP recognises that you may need to take time off work to deal with

    dependents emergencies and bereavements. Please refer to the Family and

    Dependant Leave Policy on the People and Development intranet site for further

    information.

     Annual Leave

Upon joining GMP, Police Officers receive 22 days annual leave, rising to 30 days

    after 20 years service.

     Care for Dependants

GMP is committed to developing initiatives to address and support the needs of

    working parents and carers.

    Carer’s Co-ordinator

    The Carer’s Co-ordinator is available to provide information and advice to working parents and carers. (For more details visit the Carer’s Co-ordinator page

    on the People and Development intranet site, or see the contacts list at the end

    of this booklet).

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    Childcare Benefits Scheme

    GMP recognises that the cost of childcare can be significant to many working

    parents. The childcare benefit scheme is available to all police officers and

    police staff paying for registered childcare. The childcare can be at a nursery,

    with a childminder or with a before and after school club, so long as it is

    registered. The scheme provides tax-free assistance with childcare costs of up

    to ?243.00 per month, and can save you up to ?99.00 per month in tax and

    National Insurance contributions.

    Workplace Nursery Scheme

    This scheme operates in a similar way to the Childcare Benefits Scheme. The

    main difference is that GMP has entered into a partnership agreement with 25

    nurseries across Greater Manchester. If you use one of these nurseries and join

    this scheme there is no limit on the amount of your childcare costs. The tax and

    National Insurance savings can therefore be much greater.

    Application forms and further information on both schemes are on the intranet,

    or alternatively you can contact the Carers Coordinator.

    Carers Register

    Working carers have the opportunity to join an informal list, which aims to

    provide carers with regular up to date caring information and opportunities to

    network with other members of staff with caring responsibilities.

     Pensions

All regular police officers are eligible for membership of the Police Pension Scheme.

    You need do nothing to join the scheme: when you become a police officer you are

    automatically a member unless you choose to opt out.

Membership of the Police Pension Scheme offers a range of benefits that will provide

    financial security both in time up to retirement and beyond. It provides an income in

    retirement, and benefits for your dependants after your death, including valuable life

    cover before you retire.

     Final Salary

     Widow’s/widower’s/children’s pensions are payable to employees who are eligible

    members of the scheme, subject to status

     Lump sum life cover equal to twice your annual pensionable salary

     Early retirement after 25 years service, subject to qualifying criteria

     Ill health retirement pension, subject to qualifying criteria.

     AVC (Additional Voluntary Contributions) scheme, a way of increasing your

    benefits by providing a separate pension or extra life cover.

     Purchase of increased benefits, subject to limitations

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     Protection in the event of serious ill health and also incapacity as a result of an

    injury on duty, subject to circumstances

     Payment Schemes

Competency Related Threshold Payment

This scheme increases the rewards available to experienced officers in the federated

    ranks. The payment is worth over a thousand pounds per year and is taxable,

    pensionable and paid monthly with basic salary. To be eligible for payment, officers

    need to have served at least one year at the top of their payscale and to qualify, they

    need to demonstrate high professional competence under four national standards and

    associated criteria.

Special Priority Payment

Whilst we value all our officers and the contribution they make to the fight against

    crime, this scheme targets payment on front line officers in line with the Police

    Negotiating Board agreement. Payments to officers in eligible posts are made annually

    in December providing they have demonstrated that, they are fully competent in and

    highly committed to their duties.

Bonus Payments

Bonus payments can be awarded for occasional work of an outstanding demanding,

    unpleasant or important nature e.g. hostage negotiation or fingerprinting and searching

    badly decomposed bodies. These payments are taxable but not pensionable.

(For further information on these payment schemes, see the People and Development

    intranet site)

     People and Development

GMP aims to provide suitable Learning and Development opportunities for all staff to

    enhance their individual effectiveness at work. Therefore GMP is committed to

    providing both internal and external training courses to help with work and career

    development. Through the Investor in People standard, GMP aims to provide learning

    and development opportunities to meet service needs and personal growth, as identified

    through the performance appraisal process.

(For further information, see the People and Development intranet site)

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     Learning Deliveries

Based over a number of sites throughout the force, Learning Deliveries provides

    training in the following areas: Driving, Firearms, Public Order, Dog Handling,

    Leadership, Development and Diversity, Probationer Development, Simulations,

    Analysis training, Crime Training, Communications and Specialist Systems, Self

    Defence and Audio Visual Aids. A complete course catalogue is available to all on

    the branch intranet page. Courses will be allocated in accordance with greatest

    need.

     Departmental Training Courses

Various branches run courses such as Finance System training (Oracle), NSPIS

    HR training, Mounted Unit training, Crime Scene Investigation, Fingerprints or

    Crime Input unit training. Details of these are available through your

    Divisional/Branch HR Manager or Training Plan Co-ordinator.

     Secondments

Secondments are advertised regularly in GMP. Secondment opportunities

    (internally or externally) offer the chance to gain additional experience, or

    provide training in order that a specific project can be completed.

     External Training

Each branch and division has a budget for external training, conferences and

    seminars. These need to be approved by line managers.

     Mentoring Scheme

Mentoring is a fundamental form of human development, where one person

    invests time, energy and their own expertise to assist in the growth and

    fulfilment of another individual’s potential, as well as encouraging their capacity

    for learning.

Police officers who transfer into GMP are one of the groups currently eligible to

    apply for a mentor under this scheme. Its aim is to help people going through a

    period of transition who would welcome assistance in boosting their

    effectiveness at work.

Regular presentations regarding the scheme are arranged by the Leadership and

    Development Unit.

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     Continuous Personal Development (CPD)

    A regular programme of informal CPD sessions provides an opportunity for

    individuals to learn more about and practise the behaviours expected of us all.

    These events are advertised on the Intranet and are available on a first come,

    first served basis. They are most appropriate to police officers to the rank of

    inspector and police staff not on a Senior Management Team.

     Appraisals

    You are provided with feedback and support for continuous improvement in your

    personal performance through our appraisal system.

    At least twice a year, you have the opportunity to meet with your line manager

    to discuss your performance and talk about your objectives for the foreseeable

    future. It is also a time when you can seek support for enhancing your skills or

    developing your career.

     Support and Advice

GMP feels that it is important for you to know there is someone for you to turn to

    whenever you have a work problem or personal problem that needs to be discussed. Your

    first point of contact should be your line manager, but in addition there are a number of

    support mechanisms available to you, which offer support and advice.

     Occupational Health and Welfare Unit

    GMP has an occupational health and welfare unit delivering a professional service

    utilising well-trained, experienced and motivated staff. The purpose of the unit

    is to assist in achieving a fit and healthy workforce by providing a range of

    services and assistance.

    (For more information, visit the Occupational Health and Welfare Unit page on

    the People and Development intranet site, or see the contacts list at the end of

    this booklet)

     Physiotherapy

    An in-house physiotherapy service is provided at the Occupational Health and

    Welfare Unit, Sedgley Park for staff who are sick or on recuperative duties

    following an injury or acute Musculo-skeletal problem

     Welfare

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The welfare team provides advice and support across a range of issues such as

    bereavement, debt, stress and personal difficulties.

     Counselling

One of the benefits of working for GMP is that all serving police officers and

    police staff seeking assistance with a variety of problems can choose to contact

    our external provider of advice, information and counselling directly.

The provider of this service has considerable experience and expertise in

    assisting staff in other police forces, in the CPS and in HM Prisons as well as

    many other public sector and commercial organisations.

Although counselling is a major part of the provider’s assistance to GMP staff

    their helpline, which is always staffed with trained telephone counsellors, can

    put you in contact with expert advisers at any stage when you are experiencing

    problems with:

    ? Benefits, taxes, housing, travel, pets, communication problems and

    customer advice

    ? Debt

    ? Health

    ? Education

    ? Employment rights, human rights and immigration/citizenship

    ? Family and personal issues

    ? Legal Enquiries.

All GMP staff receives a leaflet outlining the services provided and a wallet-

     sized card, which we would ask you to keep safe. Information can be found on

    the Occupational Health and Welfare intranet page, contained within the People and

    Development Branch intranet site.

     Equal Opportunities Advisors

A network of Equal Opportunities Advisors provide confidential information and

    support on equality issues. The Advisors can help refer you to the appropriate

    procedures and support mechanisms.

Staff Associations and Support Groups

GMP recognises the role staff associations serve in providing support and advice.

    The staff associations are:

    Police Federation

    Superintendents Association

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     In addition there are the following support groups:

    BAPA Black and Asian Police Association

    CPA Christian Police Association

    DSN Disability Support Network

    GMJPA Greater Manchester Jewish Police Association

    LAGSA Lesbian and Gay Staff Affiliation

    MPA Muslim Police Association

    WIN Women’s Issues Network

(For more information, please refer to the Staff Associations page on the GMP

    website, or the contacts list at the end of this booklet)

     Lifestyle Benefits

     Sports and Social

The Sports and Social Club provides an excellent range of subsidised sports and

    leisure activities, including Hough End Centre, which offers a wide range of

    sports and leisure facilities. Each division within the force also offer their own

    range of additional local benefits and activities.

The Sports and Social Club is funded by member subscription.

Activities

Membership of the Sports and Social club brings with it a wide variety of

    activities both on-site and off-site, including:

     32 separate sporting and special interest clubs, including Athletics

    incorporating Cross Country and Fell running to name but a couple. There is

    also a Golf Club, Sailing Club, Squash, Softball, Netball, Football Clubs (men’s

    and ladies) and an Angling Club.

     Organised trips and tours at reduced rates.

     Discounts on theme parks and attractions; perfumes; fragrances and

    cosmetics.

     Regular social events such as cabaret nights, Children’s Christmas parties

     and live music nights.

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