Equality Impact Assessments (EIAs) relating to Adjusted Duties Panel

Freedom of information request reference no: 01.FOI.25.042848

I note you seek access to the following information:

REQUEST 1:
I am writing to for information concerning the handling of officers on adjusted duties within the Metropolitan Police Service (MPS). Specifically, I seek information on the Equality Impact Assessments (EIAs) conducted and any subsequent decisions regarding the Adjusted Duties Panel.

Equality Impact Assessment (EIA) for Officers on Adjusted Duties
Was an EIA conducted to assess the support and advice needed for officers on adjusted duties, particularly in light of the Disability Act (e.g., officers requiring reasonable adjustments).

What specific advice, support, or training was recommended for LPRM chairs in making decisions regarding officers on adjusted duties during this EIA.

Was this advice or support implemented. If not, could you provide an explanation for why it was not implemented.

Please provide any relevant documentation, reports, or assessments related to the EIA conducted, including any evaluations or findings that resulted from it.

REQUEST 2:
Review or Discontinuation of the Adjusted Duties Panel

When did the decision take place to review, remove, or discontinue the Adjusted Duties Panel within the MPS.

What were the reasons for this decision, and what steps have been taken since the review or discontinuation of the panel.

Given the uncertainty expressed by the Deputy Assistant Commissioner in January 2024 and again in September 2024 regarding the status of the panel, could you provide details on how officers requiring adjusted duties should have managed in the absence of a structured process for role allocation or support? This is specific to the time period of January 2023 and October 2024.

Please include any associated documentation or reports related to the review or removal of the Adjusted Duties Panel, specifically regarding the support and management of officers on adjusted duties before September 2024.

REQUEST 3:
EIA and Policy Decisions on Frontline Roles

Was an EIA completed concerning policy decisions to increase the number of officers in frontline roles due to insufficient numbers of officers over the last 18 months.

If so, please provide the relevant details, including the advice or support for officers on adjusted duties or those requiring reasonable adjustments that were included in the EIA.

Decision

I have today decided to disclose the located information to you in full. Please find below information pursuant to your request above.

REQUEST 1:
I am writing to for information concerning the handling of officers on adjusted duties within the Metropolitan Police Service (MPS). Specifically, I seek information on the Equality Impact Assessments (EIAs) conducted and any subsequent decisions regarding the Adjusted Duties Panel.

Equality Impact Assessment (EIA) for Officers on Adjusted Duties

Q1 - Was an EIA conducted to assess the support and advice needed for officers on adjusted duties, particularly in light of the Disability Act (e.g., officers requiring reasonable adjustments).

No information has been located relevant to your specific question; however, this does not necessarily mean that information does not exist. This is because until the end of 2024, EIAs were locally held so in effect could be held anywhere within the MPS. The MPS is currently building a central record of EIAs. It should be noted that EIAs are completed for new policies, strategies and functions. The MPS’ duties under the Equality Act 2010 (which replaced the Disability Discrimination Act 1995 and the Disability Discrimination Act 1998) regarding adjusted duties is not a new policy, function or process.

The link below includes information about the MPS Equality Impact Assessment Policy.

MPS Policies on Public Sector Equality Policy

The following link contains information about the MPS’ policies in respect of its Public Sector Equality Duty:

MPS Policies on Public Sector Equality Duty

Q2 - What specific advice, support, or training was recommended for LPRM chairs in making decisions regarding officers on adjusted duties during this EIA.

LRPM Chairs are supported by Occupational Health information, HR Case Management Services and HR People Performance Improvement Team - Senior HR Business Advisors (who are present at the LRPM meeting) in making decisions relating to Adjusted Duty Officers. They are provided written guidance via our Knowledge Management system as follows:

Initial Review Process
You may refer an officer to occupational health (OH) to be assessed for adjusted duties.

This might be considered necessary at any time if it is clear that they are not going to make a recovery to full duties whilst on a period of recuperative duties for an extended period.

In such circumstances you will need to make a new Occupational Health referral in Cority. For help completing the Management Referral form, follow this step-by-step guide or watch this short video. Before submitting a referral, you will need the individual’s consent and you should discuss the content of the referral with the individual so that they understand why you are making this. You should also provide them with a copy of the referral. OH is unable to progress if the individual is not aware of the content and reason for the referral.

Upon receipt of the referral the officer will be given an appointment for an assessment with an OH specialist. After the assessment appointment OH will make, where assessed as appropriate, a recommendation in regards to any workplace adjustments that should be implemented. This will be sent to you and the officer on a capability report (providing the officer gives consent to a report being written). In circumstances, when consent is withheld, you would need to manage the case based on the information already available to you.

It is your responsibility to consider and make any reasonable adjustment. You should:

• hold a meeting with the officer to determine suitable deployment opportunities
• keep the officer involved throughout the process and get their input on ways they can overcome their barriers to working
• consider all established posts within the rank of the adjusted officer, irrespective of whether they are currently vacant. When a post is identified, undertake any reasonable adjustment to allow the officer to undertake the role, this could include moving a non-adjusted officer out of a post which is deemed more suitable for the adjusted officer

HR Case Management are available for support with the process. You can request their support by submitting a Case Management Support Request - Request for Service.

If suitable adjustments cannot be made

If suitable adjustments cannot be made to retain the officer in their current role you will need to consult with the LRPM. The LRPM may consider moving the officer into a different role where the appropriate adjustments can be made.

If there are no suitable vacancies, this may mean another officer is displaced and a suitable alternative role can be found for the displaced officer. They should not be required to change any agreed flexible working pattern but could be moved to work in another team or potentially from another location within the B/OCU if reasonable. They should be allowed to express a preference, but ultimately it is down to the LRPM to place officers where they can best support the operational needs of the B/OCU.

When adjustments decision is made

If the B/OCU is able to accommodate the officer, confirmation of the posting should be made at the monthly Local Resource Planning Meeting (LRPM). If you cannot accommodate an adjusted duty officer, you need to ensure that you have evidence that you have consulted the LRPM and head of unit and considered all post at that rank before the adjusted duty officer is referred for posting to another B/OCU through central workforce deployment. If you are unable to show that you have explored all options this may delay the redeployment posting process.

You must ensure you keep written records of your decision making.

Appeal process
If the individual feels they should not be placed on adjusted duties they may appeal the decision as described in the How to page.
The following link to Local Resource Planning – Terms of Reference may be of use to you:

Copies of the rules or protocols Local Resource Planning Meeting.pdf

Q3 - Was this advice or support implemented. If not, could you provide an explanation for why it was not implemented.

Q4 - Please provide any relevant documentation, reports, or assessments related to the EIA conducted, including any evaluations or findings that resulted from it.

As detailed above, no specific EIA has been located relating solely to adjusted duties.

REQUEST 2:

Review or Discontinuation of the Adjusted Duties Panel

Q5 - When did the decision take place to review, remove, or discontinue the Adjusted Duties Panel within the MPS.

The decision to review the Adjusted Duties Panel was made in November 2023.

Q6 - What were the reasons for this decision, and what steps have been taken since the review or discontinuation of the panel.

There was no decision to stop; postings continue, albeit at a slower pace because there are very few vacancies. It is the new element to increase the number of roles in scope that has been delayed. This was not part of the old process.

As mentioned, the panel has not been completely discontinued, as adjusted duty officers who have submitted transfer requests have been considered at every monthly panel and adjusted duty officers have been promoted in line with the merit order on the select list.

The panel has only ever posted adjusted duty officers to vacancies within the posting Operational Command Units (Basic Command Units, Met Detention and MetCC). In most cases these roles are already filled with adjusted officers, so there are limited suitable vacancies to post to. The panel still posts adjusted duty officers when there are vacancies. The new approach of being able to post adjusted duty officers to specialist roles, is the element that remains. We are waiting on the assessment of roles which are suitable for adjusted duties. As the MPS has recently been through organisational alignment, it has meant that every position has been changed so the assessment of roles has taken some time to re-do.

Q7 - Given the uncertainty expressed by the Deputy Assistant Commissioner in January 2024 and again in September 2024 regarding the status of the panel, could you provide details on how officers requiring adjusted duties should have managed in the absence of a structured process for role allocation or support? This is specific to the time period of January 2023 and October 2024.

The MPS has a monthly panel that still sits. However, because there are very few vacancies, some movement has not been able to be accommodated, which is what the new element is hoping to improve, although we await the assessment of the total number of adjusted duties suitable posts across the MPS. It is pertinent to note that the total number of adjusted duty officers in the MPS has been increasing.

Q8 - Please include any associated documentation or reports related to the review or removal of the Adjusted Duties Panel, specifically regarding the support and management of officers on adjusted duties before September 2024.

The panel has not been removed but has become much less active as there are few roles available to move officers.

REQUEST 3:

EIA and Policy Decisions on Frontline Roles

Q9 - Was an EIA completed concerning policy decisions to increase the number of officers in frontline roles due to insufficient numbers of officers over the last 18 months. If so, please provide the relevant details, including the advice or support for officers on adjusted duties or those requiring reasonable adjustments that were included in the EIA.

As explained above, EIAs are completed for new policies, strategies and functions. No EIA has been located. It should be noted that the increase in frontline officer numbers is detailed in the MPS Turnaround Plan 2023 – 2025:

MPS Turnaround Plan 2023 -2-25.pdf

The following links may also be of use to you:

College of Policing | Workplace adjustment duties under the Equality Act 2010

MPS | Disability Confident Leader

MPS | Officer on adjusted recuperative restricted duties

MPS | Information on MPS vacancies/applications/restricted duties