Developments and Reviews

Freedom of information request reference no: 01.FOI.23.033227

I note you seek access to the following information:

1. Do reviews of police officers’ progress take place face-to-face with supervisors? If so, how long would a review meeting be expected to last?

2. If a review is not face-to-face, what is the exact process for reviewing the progress of a police officer?

Decision

I have today decided to disclose the located information to you in full.

Please find below information pursuant to your request above.

Q1 - Do reviews of police officers’ progress take place face-to-face with supervisors? If so, how long would a review meeting be expected to last?

Throughout the year, officers are asked to have regular check-ins with their line managers (supervisor) and other colleagues, dependent upon the focus. There are 2 review points for officers during the year, those being mid and end of year reviews, documented and stored on a platform, designed to able the focus on the development and management of our officers.

It is recommended that officers will have a face to face review with their line manager, particularly for their more formal end of year review. On occasions this may not be possible and may take place over Microsoft Teams or electronically, using the capability that has been made available across the Met. For most officers, the meetings will be in the region of 30 minutes in length but may vary, dependent upon the content of the review.

Q2 - If a review is not face-to-face, what is the exact process for reviewing the progress of a police officer?

As noted in the point above, all review content is captured and stored using the performance platform that has been put in place. Where a face to face meeting is not possible, the 2 review processes are as follows:

• Mid-year review:
o An opportunity for officers to complete a self-review of their progress against their career development plan and objectives;
o Line managers will review the content of the self-review and comment upon both the content and add additional content.
o The officers is then asked to accept the line manager review, given the opportunity to comment.

• End of year review
o Officers will self-review
o Line manager will review career development plan and objectives and rate the officer
o The second line manager will review both submissions
o The officer will be able to see all feedback and ratings and have the opportunity to accept the comments and rating, with or without comments.

If a supervisor identifies that an officers progress or performance is not satisfactory e.g they are not completing their probationary requirements or not booking mandatory training the manager doesn’t have to wait until a mid or end of year review to discuss this with the officer. A supervisor can set development plans at any time with review milestones to be reached before sign off.