METROPOLITAN POLICE SERVICE

WELCOME PACKPOLICE STAFF INDUCTION

TOTAL POLICING

SECTION ONEWelcome to the Metropolitan Police Service (MPS) 1

SECTION TWOOur mission, values and behaviours 3

SECTION THREE What we do 4

SECTION FOUR The role of the Mayor’s Office for Policing and Crime (MOPAC) 8

SECTION FIVEGetting started 9

SECTION SIXUseful information 12

SECTION SEVENSupport networks 17

SECTION EIGHTGiving something back 18

SECTION NINEGood luck! 20

CONTENTS

Dear Colleague,

Congratulations on your appointment and welcome to the Metropolitan Police Service (MPS). You are about to embark on a career to fight crime.

I want to share the pride I feel in being your Commissioner and part of an organisation as important as the MPS. The work that we all do is central to the safety of Londoners. You are now an ambassador for an organisation that is respected worldwide.

Our success depends on us all working towards the same goals. I want to take this opportunity to share what I believe those goals are and how I want you to deliver them. We must all be absolutely clear about our priorities.

As Commissioner I have three aims: to cut crime, cut costs, and continue to develop the culture of the MPS. I want to do all that based on simple but important values of humility, transparency and integrity.

Whatever we do, we can always do it better. My aim is to lead an organisation that looks constantly to improve itself at all levels. It is my intention to build on public trust in the MPS and lead a service that criminals will fear, and staff will be proud to work for.

I want to do what I call Total Policing. What I’m talking about is a war on crime.

I want to focus on crime prevention – taking the initiative back from the criminal, taking them on and putting them on the back foot. I encourage innovation. Where new techniques or new technology can help in that war, I want to maximise use of it.

Total Policing also means Total Care for victims – preventing people from becoming victims in the first place where possible but, where we have victims, ensuring that the MPS gives the best possible support.

And I want to do that with Total Professionalism, so that the MPS continues to foster the support and trust of law-abiding Londoners, whilst ensuring that it is an organisation that all criminals fear.

I look forward to leading you to make Londoners safe.

Bernard Hogan-Howe Commissioner QPM

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WELCOME TO THE MPS

COMMISSIONER’S WELCOME MESSAGE

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Bernard Hogan-Howe Commissioner QPM

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OUR MISSION, VALUES AND BEHAVIOURS

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As a member of the MPS family, you should familiarise yourself with our priorities as they drive everything we do as a police service.

Policing London requires our all every day. This should be at the forefront of everyone’s minds as we go about our work.

The basis of Total Policing is simple; having a total war on crime, giving total care to victims and having professionalism in everything we do.

TOTAL WAR ON CRIMEWe are crime fighters. This is a vital part of policing. Tackling crime, arresting criminals and bringing them before a court is the core of what we do, doing whatever we can to arrest criminals and stop crime as long as it is legal and ethnical.

TOTAL VICTIM CARE It is important that when a victim reports a crime that we tell them how that crime is being progressed and that they have confidence in those dealing with their case. We also need to ask ourselves are we sensitive to the victims needs, what is unique about them and how do we tailor our service to meet their needs? We must always remember that we have a duty of care to our victims.

TOTAL PROFESSIONALISMHow we will achieve Total Policing as a whole is through Total Professionalism. Whatever we do, even where we have to be assertive, we do it professionally, courteously and, most importantly, we do it effectively. Setting standards and maintaining these standards across the organisation day in day out.

We expect the highest standards from staff across the Met and rightly so, the work of police is closely scrutinised. Likewise when officers and staff do an outstanding job they should know how much it is valued by the rest of the Met, and no doubt the Londoners we serve.

To make the Met the best police service everyone, officers and staff, has an important role to play.

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DEPUTY COMMISSIONER’S PORTFOLIO (DCP)DCP is under the direct command of the Deputy Commissioner. The portfolio comprises of:

DIRECTORATE OF PROFESSIONAL STANDARDS (DPS). DPS’ remit includes the improvement of professional standards across the MPS, and the efficient and effective investigation of Police Officers either as a result of complaints made by the public, or concerns raised in relation to possible unethical, criminal or corrupt behaviour by Police Officers.

DIRECTORATE OF LEGAL SERVICES (DLS). DLS is made up of lawyers and a support services group. It deals with a huge diversity of work including obtaining anti-social behaviour orders, participating in public enquiries, defending civil actions and giving advice ranging from operational issues such as counter-terrorism to employment tribunals.

DIVERSITY AND CITIZEN FOCUS DIRECTORATE (DCFD). DCFD governs the delivery of the MPS Diversity and Equality Strategy 2009-2013. It provides a rigorous performance management approach to diversity and equality, monitoring outcomes and reporting on emerging issues. It works to ensure MPS awareness of and compliance with diversity and equality legislation. It also provides advice, improvement tools and guidance to senior managers and practitioners across the MPS through a team of diversity and equality professionals.

DCP also includes the following functions:

• Leadership and learning – providing leadership and development training to police and police staff

• Police Staff Discipline, Fairness at Work, Employment Tribunals Unit and Business Interests

• Hydra Operations – An award winning training programme

• Strategy, Research and Analysis Unit

• Police Performance

WHAT WE DO

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TERRITORIAL POLICING (TP)TP is made up of 32 boroughs and a range of centralised units. The 32 boroughs are arranged into five areas: North, North East, North West, South East and South West and each area is led by an Area Commander.

Westminster is a separate borough and will have its own ACPO Commander – reflecting its size, complexity, national responsibilities and unique status. However, it sits within the North area and may share some area-level policing functions.

In addition to the 32 boroughs, TP is made up of several units sometimes collectively known as TPHQ:

• CENTRAL COMMUNICATIONS COMMAND (CCC) CCC is the first point of contact for the majority of calls to police by the people of London.

• ROYAL PARKS OPERATIONAL COMMAND UNIT (OCU) Gives 24 hour coverage to the 17 Royal Parks, gardens and other spaces within the Metropolitan Police District (MPD).

• TERRITORIAL POLICING HQ (TPHQ) TPHQ leads the delivery of reducing crime on the 32 boroughs. TP Criminal Justice, Patrol OCU, Safer Neighbourhoods, Metropolitan Special Constabulary, Crime and TP Development Programme amongst others, fall within TPHQ.

• TRANSPORT OCU (TOCU) TOCU works in partnership with Transport for London (TfL) to keep London moving safely – by policing across London’s transport network.

SPECIALIST CRIME AND OPERATIONS (SCO)SCO strives to be the best in providing a professional, world class response to investigating serious and organised crime whilst providing a highly visible policing presence across London.

Our remit includes serious violent crime such as homicide, rape and serious sexual offences, child abuse, kidnap, and shootings and armed robbery. We also deal with all forms of organised crime such as serious frauds, e-crime and the trafficking of people, firearms or drugs.

Operationally, SCO provides armed support to unarmed officers when life is endangered, polices London’s roads to reduce casualties and denies criminals the use of London’s roads. SCO also provides a strategic reserve that can be deployed immediately to deal with any incident across the capital. We also plan for and police public order events proactively and reactively, and we are responsible for coordinating and ensuring emergency preparation.

SPECIALIST OPERATIONS (SO)Specialist operations’ primary responsibility is the security and protection of London from terrorism, extremism or subversion. This can be broken into three main strands: Counter Terrorism, Security and Protection.

SO comprises three main commands:

PROTECTION COMMAND• Specialist Protection – armed personal protection services for ministers and public officials at risk

from terrorism, including visiting heads of government and other public figures. • Diplomatic Protection Group – armed protection to London’s diplomatic and governmental communities.• Royalty Protection – provides protection of the Monarch and other members of the Royal Family.

COUNTER TERRORISM COMMAND • Aims to protect London and the UK from the threat of terrorism.

SECURITY COMMAND• Palace of Westminster – ensures a safe and secure environment.

• Aviation Security – is concerned with the safety and security of Heathrow Airport and London City Airport.

• Counter Terrorism Protection Security Command – combines the four key elements that provide protective security advice, guidance and operational activity to the MPS.

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DIRECTORATE OF HUMAN RESOURCES (HR) Human Resources provides a professional service that is accessible to all employees in the MPS. Whether you are enquiring about pay and benefits, policies, work life balance, promotion processes or training, HR will supply you with the information, guidance and support mechanisms you need.

Most of your queries can be answered by visiting the PeoplePages intranet site. If you cannot find what you are looking for, an HR advisor will be on hand at the end of a phone to help you.

HR covers a wide spectrum of areas that you will find useful, so it is an idea to familiarise yourself with them by visiting PeoplePages.

The main areas are:

• Strategic Workforce Planning

• HR Operations – PeopleServices

• HR Professional Services

DIRECTORATE OF INFORMATION (DoI)The DoI provides the MPS with technology and communication infrastructures as well as information systems. The DoI explores new opportunities provided by development in information, communications and technology (ICT) to ensure the appropriate support systems are in place to help front-line officers and MPS staff to do their job more efficiently, helping to modernise policing delivery.

Working together with all areas of the MPS, DoI is there to help and provide advice, guidance and support to develop ICT and information management solutions that will improve performance.

DIRECTORATE OF MEDIA AND COMMUNICATION (DMC) The DMC provides professional and high quality communication services to support the MPS mission of working together for a safer London.

The three branches – News, Publicity and Internal Communication – provide professional communications that support the full range of our work, from police operations to promoting and protecting the reputation of the MPS and keeping the public informed. DMC’s expertise has been called upon by other forces in the UK and across the world and its 24 hour press bureau is the busiest in Europe.

THE MAYOR’S OFFICE FOR POLICING AND CRIME

The Mayor’s Office for Policing and Crime (MOPAC) has been set up in accordance with the Police Reform and Social Responsibility Act (2011), which reforms the accountability of police services and replaces police authorities across England and Wales with elected individuals with broad responsibilities for policing and crime reduction.

The MOPAC is headed by the Mayor, who discharges a number of functions which cannot be delegated. The Mayor is able to appoint a statutory Deputy Mayor for Policing and Crime who will be responsible for the day-to-day operation of the MOPAC. The Mayor is directly accountable for policing performance in London and the MOPAC gives Londoners a clear voice in how their city is policed.

Through the MOPAC the Mayor and Deputy Mayor will be directly accountable for police performance in the capital, setting the Met Police’s strategic direction and allocating resources. They will hold the Met Commissioner to account and ensure the Police target crimes that concern Londoners, including:

• Strengthening the Met’s response to serious youth violence including knife crime • Ensuring London has enough frontline police officers on the streets • Targeting robbery, burglary and drug dealing in every borough • Getting tough on gangs and tackling re-offending rates

Operational policing will however remain the responsibility of the Metropolitan Police Commissioner, Bernard Hogan-Howe.

The London Assembly will scrutinise the work of the MOPAC through a new body, the Police and Crime Committee (PCC).

THE POLICE AND CRIME COMMITTEE (PCC)The London Assembly Police and Crime Committee (PCC) examines the work of the Mayor’s Office for Policing and Crime and reviews the police and crime plan for London. The Committee can also investigate anything which it considers to be of importance to policing and crime reduction in Greater London and make recommendations for improvements.

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GETTING STARTED

You will soon be settling into your career and your new role. Your responsibilities and what we expect from you will be explained and you will be provided with a job description. If you do not receive this then please speak to either your line manager or trainer. Your line manager will go through a local induction package with you which will familiarise you with your roles and responsibilities and generally help to get you started.

Once you start in your new job, you will be able to access lots of information about your employment through PeoplePages, our internal intranet site. If you have any enquiries regarding your employment before you join, please call our PeopleSupport Advisory Centre on 0300 123 1555.

YOUR CONTRACT – SIGNING UPYou should receive and sign your contract of employment on your first day with your line manager.

YOUR STAFF NUMBERYou are allocated a staff number on joining. It is unique to you and it is important that you remember this number (it is on your staff pass). It is your main ID and allows you to access IT systems, fill out certain forms and the like.

PROBATIONARY PERIODThe majority of new staff will need to complete one year’s probation. This is a trial period during which your performance, as a new employee, is assessed and extra help is provided if necessary. The main emphasis should be on positive development. The main aims of the probationary period are to ensure you develop as quickly as possible in your new role and to identify those individuals who are unlikely to reach the required standard.

If your 12 month report is acceptable, your line manager will issue you with a letter, signed by your countersigning officer, confirming that you have satisfactorily completed your probation period.

For further information, please refer to PeoplePages.

PERFORMANCE DEVELOPMENT REVIEW (PDR)Once you have successfully completed your probationary period, your line manager will carry out an annual assessment of your performance, called a PDR. The PDR process looks back over the work you have completed over the past year against a set of agreed objectives. The PDR year begins in April, is reviewed in October and is closed in March.

PERSONAL DEVELOPMENTYou can apply for personal development courses that will assist you with your role. Whether you have career aspirations or development needs, we are committed to supporting you in achieving your goals.

For further information, please refer to the Police Staff Development Scheme on PeoplePages.

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POSITIVE ACTIONWe are proud of our diverse workforce. We want and need it to be even more diverse. Therefore, we have dedicated positive action programmes for employees who are under-represented in the organisation. These programmes are delivered by the Promoting Difference Team and details are accessed by clicking on the Development Officer Schemes on PeoplePages.

My HR SelfServiceMy HR SelfService is the way you access your personal employment record, review training history, view internal job opportunities and update personal details from the convenience of your desk. Once registered you are responsible for keeping your account details up to date. This function allows all officers and staff to deal with basic HR requirements or management responsibilities around the clock at a convenient time as it is available 24/7. It gives all of us access to our own HR records and gives line managers access to their team records in areas such as sickness and training.

To access your records, go to the My HR SelfService home page. Add it to your ‘Favourites’.

NOTICESThe Notices intranet site is our corporate notice board which is updated twice a week. Here you will find the latest information on people news – who is moving and who is joining, operational updates and MPS sports club news. You can access Notices from the MPS intranet home page.

SOCIAL NETWORKING SITESAs an employee of the MPS you are an official ambassador for the service at all times. You are responsible for any content you upload/update on social networking sites that may bring the organisation into disrepute. This includes sites such as Facebook, Twitter, Instagram and LinkedIn. The MPS operates a zero tolerance policy in this respect. Any allegations of misconduct are taken extremely seriously and dealt with appropriately.

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COMPUTER MISUSEYou must sign an information code of conduct form which requires you to agree to abide by our guidelines. If you are unsure of what the guidelines are you can find them on the desktop of your AWARE terminal or ask your manager (All MPS computers are known as AWARE terminals).

• You must not under any circumstances:

• Use any information, communication or technology systems for personal business reasons

• Create, adapt, view, display or transmit any material that is defamatory, racist, sexually explicit or pornographic, sexist, homophobic, religiously offensive, illegal, in breach of the mps diversity and equal opportunities policies or otherwise offensive

• Open, execute, store or install onto any mps information system, transmit or solicit from others any software or executable files

• Create, adapt, store, view or transmit any malicious code (i.e. a computer virus or worm)

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USEFUL INFORMATION

MPS INTRANET MAIN PAGEThis is the main source of access to a huge amount of information on the MPS. All of the useful information referred to in this section and much more beside can be accessed from this page. Please familiarise yourself with it as soon as possible.

CORPORATE ONE-STOP SHOPThe Corporate One-Stop Shop is an intranet site where you can access information about the organisation such as the strategic priorities and values, business plan and other corporate overviews. It is a good way to familiarise yourself with and enhance your understanding of the MPS.

PeopleServicesPeopleServices is our modern HR service designed around the needs of the MPS. As an organisation we aim to deliver quality policing in all our activities and PeopleServices is designed to support officers and staff in delivering policing to people who live, work or visit our capital. PeopleServices comprises the following elements:

• PeopleSupport

• PeoplePages

• My HR SelfService (see section five)

PeopleSupport

Advice and Guidance

People Support AdvisorsPeopleSupport advisors are available by phone or e-mail 24/7 to provide informed, consistent and reliable advice. They will help officers and staff to:

• Navigate and use My HR SelfService

• Interpret HR policy

• Use PeoplePages as the sole source of information, ensuring consistency

• Keep track of the advice provided with a case management system. These notes are available to other relevant HR staff to access

• Keep track of progress on any HR transactions so the officer or staff member has live updates

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EXPERT SERVICESWhen enquiries are complex PeopleSupport advisors will pass these to the right expert advisor. Expert advice is provided in areas such as recruitment and attraction, workforce deployment, career management, employee relations, compensation and benefits, health and wellbeing, safety, health and risk.

PeoplePagesThe intranet site has been designed around the needs of MPS communities giving everyone access to information on the whole range of HR services including: pay and benefits, safety, health and wellbeing, career development and conduct and performance. PeoplePages includes an overview of each subject area with helpful FAQs, toolkits and necessary additional information such as policies and standard operating procedures.

FIND OUT MORE…To assist new officers and staff joining the organisation, two E-Learning (NCALT) training packages are available and give an excellent overview of the system. The first – called ‘PeopleServices for Employees’ – should be completed by everyone. The second – called ‘PeopleServices for Managers’ – should be completed by all police staff and officers who are of a manager rank/band.

For more information and a full list of PeopleServices teams, please go to PeoplePages – your online gateway to all HR services.

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TO CONTACT PeopleSupport:

EXTERNAL: 0300 123 1555INTERNAL: 1555FAX: 020 7161 0802E-MAIL: PEOPLESUPPORT@MET.POLICE.UK

POLICIESThere are a number of MPS policies that all employees must be aware of. We have listed several of the main policies below. Please familiarise yourself with them. All can be accessed from the MPS intranet:

ATTENDANCE MANAGEMENT POLICY: The attendance management policy applies to all MPS employees and provides useful guidance around sickness absence and how this is managed by individuals and line management. The policy also covers aspects such as recuperation of staff who have been off sick or injured and the management of staff protected by the Disability Discrimination Act 1995.

FAIRNESS AT WORK POLICY: The Fairness at Work (FaW) policy applies to all MPS personnel who feel that they have not been treated fairly or appropriately by a colleague, manager or any other member of MPS staff. The policy may be used in respect of policies and procedures that do not offer an avenue of appeal.

MISCONDUCT AND DISCIPLINE: Disciplinary procedures are necessary for the MPS to operate effectively and deal with any inappropriate behaviour or conduct, poor performance and attendance. The MPS operates a zero-tolerance approach. Depending on the severity or persistence of the misconduct, this can result in an individual being dismissed.

There are five main stages in the MPS disciplinary procedures and each stage is recorded and monitored to ensure that actions are taken and are proportionate:

• Informal Management Action – First line manager

• First written warning – First line manager

• Final written warning – Second/Countersigning line manager

• Dismissal or other appropriate action – OCU Commander/Head of Unit

• Appeal

All allegations of misconduct or poor performance are taken extremely seriously and rigorously dealt with as appropriate.

POLICE STAFF EXPENSES: Guidance is provided on how to complete expense forms correctly. Further details can be found on the MPS intranet site.

FLEXIBLE WORKING: There are a number of options such as part-time working, compressed hours, job share or flexi time – you have the right to request any of these but not the right to get them. It is about compromise between your needs and the needs of the MPS. For further information, please refer to Flexible Working on PeoplePages.

BUSINESS INTERESTS: In instances where an employee has an external activity, we have to make sure that they do not present a conflict of interest with membership of the service. All such interests must be declared. Individuals will benefit from the assurance that the activity is compatible with membership, or a clear decision that the proposed activity is incompatible.

GIFTS AND HOSPITALITY: The MPS has a gifts and hospitality policy to ensure that the integrity of the MPS and its members are not compromised by the offering, acceptance or rejection of gifts and hospitality. The policy outlines the approach to be taken to ensure that the organisation does not fall into disrepute. The general rule is do not accept.

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EQUALITY & DIVERSITYThe MPS is committed to promoting diversity and does not tolerate any form of discrimination.

There is a mandatory e-learning computer training package which provides important information on all matters relating to diversity which you must complete in your first week.

OCCUPATIONAL HEALTH (OH)OH’s role is to promote and support a healthy and safety conscious workforce.

The main aims of OH are:

• OH will deal with injuries on-duty related referrals or if you are also a member of police staff

• If you are injured off-duty, or have a long-term illness, OH does not deal with such referrals generically. They will, however, be able to liaise with your doctor/specialist in relation to any diagnosis or prognosis for return to work

You can find out more on the OH intranet site.

MET REWARDSThe MPS is pleased to offer staff and officers a wide range of benefits to reward the work they do in serving London. It is hoped that there is something for everyone from discounts to help your money go further, assistance with childcare, helping to maintain your health and wellbeing to assisting with your career development.

For further information please look at the People Pages: http://intranet.aware.mps/HR/PeoplePages/01_Pay_and_Benefits/08_MetRewards/index.htm

SPORTS AND SOCIAL ACTIVITIESStaff can join the Metropolitan Police Athletic Association (MPAA) and the Metropolitan Police Sports and Social Association (known as the ‘Comets’) and enjoy taking part in sporting and social events. The MPS has four well-equipped Sports clubs at Bushey, Chigwell, Hayes and Imber Court, available to all staff as well as family and friends. More details of how to join are available via the MPS intranet.

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BOROUGH/STATION CODES:

PY

ZDZT

VW

WW

XB

TX

XH

PLRY

RG

KG

KDJI

YE

YRSX

JC

QK

QA

SUPPORT NETWORKSUNIONS• FDA • PCS Union • Prospect • UniteAs a member of the MPS you have an opportunity to join a trade union.

The 4 trade unions listed above are the only unions that are currently recognised by the MPS, and have all signed up to the Partnership Framework Agreement (PFA) which is endorsed and signed-off by the Commissioner as head of the MPS.

It is the unions, and only the unions, that can negotiate on Pay, Terms & Conditions, and Policy Changes. The unions are also able to provide representation to their members at disciplinary hearings right up to Appeals and Employment Tribunals.

MET-TUS (PROSPECT/UNITE) (PCS/FDA) Met-TUS is split into two sides as indicated above, and is the first point of contact for anyone wishing to contact the unions using the MET-TUS SECRETARIAT email address on Aware. Full details of all the unions and their interaction with the MPS are on the Met-TUS Intranet website.

STAFF SUPPORT ASSOCIATIONSThere are currently 19 independent staff support associations which are commonly known under the collective term of S.A.M.U.R.A.I. (Staff Associations Meeting Up Regularly And Interacting). These groups support the different interests of staff and officers they represent and can be a good source of information and advice. More information can be found on the MPS Intranet.

The Staff Associations are:

• Association of Muslim Police• Association of Senior Women

Officers• Association of Senior Women

Police Staff • British Association of Women

in Policing • Catholic Police Guild• Chinese & South East Asian

Staff Association• Christian Police Association • Gay Police Association • Greek Staff Association

• Jewish Police Association • Metropolitan Black Police Association• MPS Disability Staff Association • MPS Emerald society • MPS Hindu Association • MPS Ibero-American Association • MPS Italian Association• MPS Sikh Association • MPS Transgender Staff

Support Association• MPS Turkish & Turkish

Cypriot Association

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GIVING SOMETHING BACK

Have you ever wanted to experience front-line policing without making a life-changing career choice? We can offer you this opportunity by becoming a Special Constable (Volunteer Police Officer) with the same powers as a Police Officer.

You will be required to undergo an in-depth selection and training programme (legislative and physical) and once attested, you can carry out patrols with Police Officers throughout London. You will be expected to carry out these duties partly during your normal working hours and in your own time. There is a minimum requirement of 200 hours duty per year, which equates to 16 hours a month. As an MPS employee, up to 16 hours per month would be given as paid special leave under the Employer Supported Policing (ESP) police staff specials programme.

Being a Special Constable is a fantastic development opportunity and a chance to be a part of the operational policing agenda that you support in your day job.

Seeing the organisation from another viewpoint will broaden your horizons, and you will be able to bring the skills and operational experience back into the office environment. The extra voluntary hours you put in are a productive way to give up your own time to contribute to our priority of making London safer. As an extra bonus, you will experience first-hand the camaraderie between officers. You may also become more physically fit and, for as long as you carry out duties to the required minimum standards, you get limited free travel as well.

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GOOD LUCK

We hope you find this booklet useful and informative. Most of the information you will need is available from either www.met.police.uk or the MPS corporate intranet site once you’ve joined. For further information please refer to PeoplePages on the intranet site. Colleagues are an excellent source of information too, so don’t be afraid to ask.

CONGRATULATIONS ON JOINING THE MPS AND WE WISH YOU A LONG AND SUCCESSFUL CAREER IN THE ORGANISATION.

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FOR MORE INFORMATION PLEASE VISIT THE PEOPLEPAGES INTRANET SITE