The Benefits of Working at GMP
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.
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)
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
Facilities Special Priority Payments
Concessionary Travel Bonus Payment
List of Contacts
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)
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:
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.
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.
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
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.
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.
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.
Where staff in the same workplace have different start, finish and break times.
This can be an effective means of covering longer opening hours.
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.
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
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
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.
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).
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.
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.
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.
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
Protection in the event of serious ill health and also incapacity as a result of an
injury on duty, subject to circumstances
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
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 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
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)
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
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 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.
Each branch and division has a budget for external training, conferences and
seminars. These need to be approved by line managers.
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
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
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.
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
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
The welfare team provides advice and support across a range of issues such as
bereavement, debt, stress and personal difficulties.
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
? Benefits, taxes, housing, travel, pets, communication problems and
? 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:
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)
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.
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
Regular social events such as cabaret nights, Children’s Christmas parties
and live music nights.