these data should cover length of service in the whole of the police service, not just in the current force In recent years a number of forces have established collaborations, both between forces and partnerships with other bodies (such as County Councils). These collaborations present challenges when counting the number of staff, joiners and leavers in forces. To ensure consistency and comparability across forces, an approach has been agreed with all forces that officers and other staff members moving to collaborative units (that is, units jointly funded with other forces) should NOT be treated as leavers, transferees or secondees if they remain on the payroll of their host force (or if monies are recovered from another force).

Review content of the statistical bulletin and other regular outputs (around 6 months prior to publication) and agree findings with stakeholders. Any substantial reduction in content of statistical release would require a consultation with users. the National Standards for Workforce Data contain harmonised principles within policing for the collection of data on protected characteristics (and some other demographic information). The variables covered by the Standards are: Ethnicity, Age, Religion and Belief, Disability, Sexual orientation, Gender, Sex, and Gender Reassignment. A full breakdown of the standards can be found in an Annex B of this user guideLimitations: The Census is the only source of information about the protected characteristics of the population. Limitations: Unpaid long-term absence and career breaks may be included by some forces. Most do exclude them. timings also to fit in with National Statistics pre-announced months of publication (with no series to be published more than 12 months after the data period) and policy demands

Between 6 April 1978 and 5 April 1997, employers sponsoring salary-related occupational pension schemes could ‘contract out’ their employees from the state additional pension through membership of the employer’s scheme, provided the scheme took on the responsibility for paying a Guaranteed Minimum Pension, from age 60 for a woman or 65 for a man. On reaching this age, members would generally have built up a Guaranteed Minimum Pension of a broadly similar amount to the state additional pension to which they would otherwise have been entitled, had they stayed in the State system. Deeper dive’ research into the support provided for comparator groups experiencing transition could offer lessons for the Service leaver context. by keeping a record of officer promotions, including the date on which the officer was promoted, forces can report the number of promotions in a given period 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).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). A care leaver may exhibit heightened responses to situations due to past trauma, and through a life course this impact can be more pronounced. This includes the transition to adulthood, but also at other significant events. Different types of Service leavers can be more vulnerable to transition challenges. For example, people who leave the military early are reportedly vulnerable to mental health issues, homelessness and employment difficulties. Other vulnerable groups include involuntarily discharged individuals and personnel with experience of deployment on high-intensity operations. Implications: Field staff may fail to identify all households within a multi-occupied dwelling, not all members of a recorded household may be included. There may also be system or processing errors. Quality Assurance by the Home Office

Table F4 of the data tables accompanying this publication provides definitions of the POA function framework as well as a list of front line and non-front line functions.

Eliminating the F-word: No more failure?

data on protected characteristics are often used by forces as part of their own diversity monitoring schemes. Several forces publish diversity reports, and the data feed into these. There is therefore a need for forces to be assured that these data are reliable Implications: Comparisons between forces should be done with caution due to variability in recording. forces usually hold the exact start date on their systems, so the length of service categories should be accurate

An individual who is care experienced and supported can move from surviving to thriving. I have thrived due to a loving foster family from the age of 14, an amazing husband and incredible support from the NHS as an employer.Policymakers and service providers should continue to develop support mechanisms designed to prepare personnel for transition before as well as at and after the point of departure. This consultation is mainly aimed at pension administrators and employers who sponsor formerly contracted-out defined benefit occupational pension schemes. However, the government also welcomes comments from pension industry professionals, pension schemes, trustees, pension scheme members and member representative organisations and any other interested parties. Purpose of the consultation Official Statistics are awarded National Statistics status following an assessment by the OSR when they demonstrate they meet the highest standards of Code compliance. Once awarded, it is the statistical producer’s responsibility to maintain compliance with the standards expected of National Statistics. 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.