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Working Time and Wellbeing in the Police Service: Practical Steps to Monitor, Manage and Balance the Working Hours/Working Lives of Police Inspectors

警察部门的工作时间和福祉：监控、管理和平衡警务督察工作时间/工作生活的实用步骤

基本信息

批准号：
ES/K005618/1
负责人：
V Wass
金额：
$ 6.66万
依托单位：
CARDIFF UNIVERSITY
依托单位国家：
英国
项目类别：
Research Grant
财政年份：
2013
资助国家：
英国
起止时间：
2013 至无数据
项目状态：
已结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FK005618%2F1
关键词：
Working Time Wellbeing Police Service

项目摘要

Many Police Inspectors currently work excessively long hours to the detriment of their personal health and wellbeing, their family and social relationships, and the effectiveness of the British Police Service. While this is a long-standing problem at this Rank, the Comprehensive Spending Review recently cut the number of Inspectors by over 8% (between 2009-11) and the Police Service is increasingly stretched by a lack of resilience and a 'time famine' at higher ranks (as demonstrated during the London riots).Our research with the Police Federation of England & Wales (PFEW) and the Scottish Police Federation (SPF) has already mapped out the nature and extent of the problem - Inspectors' hours are not systematically or accurately recorded and more than 1-in-4 work in excess of 48 hours per week (available at: http://policeinspectors.org/wp-content/uploads/2012/03/Time-for-Justice-report-low-res.pdf). More importantly, Police Inspectors face an especially high risk of 'occupational burnout' because working 'beyond the call of duty' is neither entirely voluntary (officers can be commanded to work in accordance with the 'exigencies of duty') nor fairly rewarded (overtime was 'bought-out' of their contract in 1994, the 'buy-out' is no longer regarded as adequate recompense for the hours/duties they must perform, and most Inspectors find it difficult, if not impossible, to 'recover' excessive hours by working shorter hours during subsequent shifts). Inspectors' concerns over working time have been exacerbated by the Independent Review of Police Officer and Staff Remuneration and Conditions (the Winsor review).Improving this situation for the benefit of Inspectors, the Police Service, and the communities it serves is no easy task. Professional pride and a 'macho' work culture - 'doing whatever it takes to get the job done', including working excessively long hours - makes officers reluctant to complain (or to entertain complaints). Nonetheless, the Inspectors' Central Committee (ICC) of the PFEW, and their Scottish equivalent, are committed to working with both their own representatives (via the regional Inspectors' Branch Boards, IBBs) and senior police management to manage hours more effectively and to promote the health and wellbeing of their members. To capitalise on this commitment, the Knowledge Exchange (KE) project will involve 11 regional workshops, jointly organised by Cardiff Business School and the ICC (PFEW and SPF), with input from the Investigators, the ICC, legal experts, and occupational health specialists. The target audience is IBB reps, the Superintendents' Association (SA), the Association of Chief Police Officers (ACPO), senior police HR managers, the Home Office, and the new Police and Crime Commissioners. The workshops will provide a forum for the exchange of ideas, the dissemination of good practice, and the identification of more effective methods to monitor, manage and balance the working hours and working lives of Inspectors so that Police Forces can allocate personnel and schedule hours in a way that meets the needs of the community for effective police services and with the needs of officers for rest, recuperation and social interaction. The KE activity is designed not only to kick-start this process of awareness, education and training, but to develop an on-going forum for dialogue and ultimately concrete polices for the Police Service to adopt (e.g. guidelines on reasonable working hours for Inspectors, more effective Duty Management Systems, and flexible working arrangements). Policy changes are anticipated to have an impact beyond the health and wellbeing of the Inspecting Ranks and their families, most notably in relation to the resilience and quality of police services.

目前，许多警务督察的工作时间过长，损害了他们的个人健康和福祉、家庭和社会关系，以及英国警务部门的效率。虽然这是这个级别的一个长期存在的问题，全面开支审查最近将检查员人数削减了8%以上（2009-11年），由于缺乏弹性和更高级别的“时间饥荒”，（如伦敦骚乱期间所示）。我们与英格兰和威尔士警察联合会（PFEW）和苏格兰警察联合会（SPF）的研究检查专员的工作时数没有得到系统或准确的记录，每周超过48小时的情况超过四分之一（见http：//policeinspectors.org/wp-content/uploads/2012/03/Time-for-Justice-report-low-res.pdf）。更重要的是，警务督察面临着特别高的“职业倦怠”风险，因为“超出职责范围”的工作既不完全是自愿的，（军官可以被命令按照“紧急任务”工作）也没有公平的奖励（1994年，加班费是从他们的合同中“买断”的，“买断”不再被视为对他们必须履行的时间/职责的充分补偿，大多数检查员发现，即使不是不可能，也很难通过在随后的班次中缩短工作时间来“弥补”过多的工作时间）。督察对工作时间的关注因《警官和工作人员薪酬和条件独立审查》（《温莎审查》）而加剧，为了督察、警察局及其所服务的社区的利益而改善这种情况并非易事。职业自豪感和“大男子主义”的工作文化--“不惜一切代价完成工作”，包括工作时间过长--使警官们不愿抱怨（或接受投诉）。尽管如此，警察局监察员中央委员会及其苏格兰对等机构致力于与其代表（通过区域监察员分支委员会）和高级警察管理层合作，更有效地管理工作时间，并促进其成员的健康和福祉。为了充分利用这一承诺，知识交流（KE）项目将涉及11个区域研讨会，由卡迪夫商学院和ICC（PFEW和SPF）联合组织，并由调查人员，ICC，法律的专家和职业健康专家提供意见。目标受众是伊布代表、警长协会、首席警官协会、高级警察人力资源经理、内政部以及新的警察和犯罪专员。这些讲习班将提供一个论坛，以交流思想，传播良好做法，并确定更有效的方法来监测、管理和平衡督察的工作时间和工作时间，以便警察部队能够以满足社区对有效警务服务的需求以及警官休息、休养和社会交往需求的方式分配人员和安排时间。“督察”活动不仅旨在启动这一提高认识、教育和培训进程，而且还旨在为对话和最终为警察部门制定具体政策（例如，关于督察合理工作时间的指导方针、更有效的职责管理制度和灵活的工作安排）建立一个持续的论坛。预计政策变化的影响将超出督察级人员及其家人的健康和福祉，最主要的是在警察服务的复原力和质量方面。