Research Department PFEW Pay and Morale survey 2015

Force Summary – Northumbria

INTRODUCTION

This note provides a summary of responses to the PFEW Pay and Morale Survey received from officers from in 2015.

Where appropriate, details of average responses for the police service as a whole are also presented, as well as a ranking of Northumbria Police compared to other forces.

Where rankings are provided, a ranking of 1 represents the force with the highest percentage of officers expressing a particular attitude or intention, and a ranking of 43 represents the force with the lowest percentage of officers expressing a particular attitude or intention 1. Please be aware that the actual differences between individual rank positions may be quite small and, if used, should be interpreted cautiously.

Graphical summaries are also presented which compare the proportion of respondents expressing a particular attitude or intention in each force to the average for the service as a whole. These graphical summaries indicate either that 1) a force has the same proportion of respondents expressing a particular attitude as the national average or lower; 2) that the force has a higher proportion of respondents expressing a particular attitude than the national average; or 3) that the proportion of respondents expressing a particular attitude in a force is 10% or more higher than the national average.

RESPONSE RATE AND RESPONDENTS

1071 responses were received from Northumbria Police, representing a response rate of around 31% (based on March 2015 Home Office figures of officer headcount). The national response rate for the 2015 survey was 28%. Last year’s response rate for Northumbria Police was 22%. Please bear this in mind when making comparisons with last year’s findings.

Overall 4.8% of respondents to the survey declined to state which force they belonged to. The responses from these officers have been included within the national data but are excluded from force-level analysis.

77.9% of responses from Northumbria Police were received from male officers and 22.1% of responses were from female officers. 76.4% of respondents were , 18.3% were Sergeants and 5.4% were Inspectors or Chief Inspectors.

1 Rankings have been determined at two decimal places. MORALE

79.9% of officers from Northumbria Police told us that their morale is currently low. This can be compared to the Service as a whole, where 70.2% of officers said that their own morale is low.

The proportion of officers reporting low personal morale ranges from 84.5% at the top ranking force to 52.5% at the bottom ranking force. In terms of the proportion of officers with low morale, Northumbria Police ranks 4 out of 43, meaning that, compared to Northumbria Police, there are 39 forces with a smaller proportion of officers reporting low morale.

99.0% of officers from Northumbria Police felt that morale within the force is currently low. The average for the service as a whole is 94.6%.

The proportion of officers reporting low force morale ranges from 99.5% at the top ranking force to 82.0% at the bottom ranking force. In terms of the proportion of officers reporting low force morale, Northumbria Police ranks 4 out of 43 forces, meaning that there are 39 forces with a smaller proportion of officers who feel that morale within their force is low.

Comparison of 2015 and 2014 figures for morale in Northumbria Police are provided in the table below.

2015 (%) 2014 (%) Low personal morale 79.9% 68.4%

Low force morale 99.0% 94.5%

Proportion of respondents reporting low personal morale

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 84.5% Police 82.4% 81.9% Northumbria Police 79.9% 76.5% 76.0% 75.3% 75.3% Avon and Somerset Constabulary 75.3% Service 74.9% Greater Manchester Police 74.3% 73.4% 73.2% 73.0% 73.0% 72.5% 72.1% 70.9% 69.6% 69.5% South Police 68.9% Gloucestershire Constabulary 68.9% 67.4% 67.2% 66.3% 65.1% 64.8% 64.3% 63.8% 63.8% 63.2% Devon & Cornwall Police 63.2% 63.0% 62.8% 62.6% 61.8% 61.7% Hertfordshire Constabulary 61.4% 59.6% Cambridgeshire Constabulary 58.3% 56.2% Dyfed-Powys Police 54.3% Police 52.5%

Proportion of respondents reporting low personal morale compared to national average

INTENTION TO LEAVE

13.8% of officers from Northumbria Police told us that they intend to leave the police service within two years. In comparison, for the service as a whole, 15.6% of officers planned to leave within two years. A further 21.6% of officers from Northumbria Police said that they currently do not know what their intentions are with regards to staying in or leaving the Police Service.

The proportion of officers who plan to leave ranges from 27.2% at the top ranking force to 7.4% at the bottom ranking force. In terms of the proportion of officers intending to leave, Northumbria Police ranks 20 out of 43 forces, meaning that there are 23 forces with a smaller proportion of officers intending to leave within two years.

Comparison of 2015 and 2014 figures for intention to leave in Northumbria Police are provided in the table below.

2015 (%) 2014 (%) Intend to leave within two 13.8% 12.4% years

Proportion of respondents intending to leave the police within two years

0% 5% 10% 15% 20% 25% 30% City of London Police 27.2% Metropolitan Police Service 23.1% Humberside Police 22.2% Gwent Police 20.6% Cumbria Constabulary 20.5% 19.9% Hampshire Constabulary 18.6% Sussex Police 18.5% Essex Police 17.5% Avon and Somerset Constabulary 17.4% Kent Police 17.0% Surrey Police 16.7% West Yorkshire Police 16.7% Dorset Police 16.5% Greater Manchester Police 16.2% Hertfordshire Constabulary 16.1% South Yorkshire Police 15.3% Northamptonshire Police 14.9% Merseyside Police 14.4% Leicestershire Police 13.8% Northumbria Police 13.8% West Midlands Police 13.7% Bedfordshire Police 13.4% Lincolnshire Police 13.4% Durham Constabulary 13.3% Thames Valley Police 13.3% Gloucestershire Constabulary 13.0% Staffordshire Police 12.3% Warwickshire Police 12.2% Cheshire Constabulary 11.9% Devon & Cornwall Police 11.8% 11.7% Derbyshire Constabulary 11.4% West Mercia Police 11.4% Norfolk Constabulary 11.3% Nottinghamshire Police 11.3% North Wales Police 10.7% Suffolk Constabulary 10.7% Lancashire Constabulary 10.4% Wiltshire Police 10.4% Dyfed-Powys Police 9.9% Cambridgeshire Constabulary 9.2% 7.4%

Proportion of respondents intending to leave the police within two years compared to national average

REASONS FOR INTENDING TO LEAVE THE POLICE SERVICE

This year, the Pay and Morale Survey also asked officers who had said they intended to leave to indicate their reasons for this. The table below shows the proportion of officers in Northumbria Police who said a particular factor has had a major effect on their intention to leave, compared to the national average.

Please be aware that respondents were able to choose more than one option therefore the figures provide below will not add up to 100%.

Factor Major effect on intention to Major effect on intention to leave (Northumbria Police leave (National %) %) The impact of your job on 64.4% 60.4% your family/personal life Your morale 89.6% 82.9%

Your opportunities for 44.4% 46.0% development and promotion

Your pay and benefits 62.7% 58.6%

Better job opportunities 54.8% 51.2% outside of the Police

The impact of the job on your 75.6% 69.8% health and wellbeing

Dissatisfaction with your day- 56.3% 41.5% to-day job role

Your workload and 55.6% 40.4% responsibilities

How the police was a whole 87.4% 79.8% are treated

Your treatment by your 45.5% 38.1% managers

Your relationship with your 9.7% 9.7% colleagues

WORKLOAD

79.9% of officers from Northumbria Police said that their workload has increased over the last twelve months. This compares to 72.2% of officers in the police service as a whole.

The proportion of officers reporting an increase in workload over the last twelve months ranges from 88.2% at the top ranking force to 48.9% at the bottom ranking force. Northumbria Police ranks 5 out of 43 forces for this indicator; therefore 38 forces have a smaller proportion of officers who have experienced a workload increase in the last twelve months.

70.6% of officers from Northumbria Police said that their workload in the last year has been too high. This compares to 62.2% of officers in the Service as a whole.

The proportion of officers reporting that their workload is too high ranges from 76.0% at the top ranking force to 46.9% at the bottom ranking force. Northumbria Police ranks 6 out of 43 forces; therefore 37 forces have a smaller proportion of officers who feel that that their workload is too high.

Comparison of 2015 and 2014 figures for workload in Northumbria Police are provided in the table below.

2015 (%) 2014 (%) Workload has increased in 79.9% 76.2% last 12 months

Workload has been too high 70.6% 58.2% in last 12 months

Proportion of respondents who say that their workload has increased in the last 12 months compared to national average

Proportion of respondents who say that their workload has been too high in last 12 months

0% 10% 20% 30% 40% 50% 60% 70% 80% Cleveland Police 76.0% Durham Constabulary 74.1% Kent Police 71.9% South Yorkshire Police 71.7% Gwent Police 71.7% Northumbria Police 70.6% Greater Manchester Police 70.1% Bedfordshire Police 67.6% Essex Police 67.3% Hertfordshire Constabulary 66.2% South Wales Police 66.2% Avon and Somerset Constabulary 65.9% Cheshire Constabulary 65.7% Merseyside Police 64.5% West Yorkshire Police 64.2% Nottinghamshire Police 63.8% Hampshire Constabulary 62.8% Gloucestershire Constabulary 62.8% Staffordshire Police 62.2% Northamptonshire Police 62.0% West Midlands Police 61.7% Thames Valley Police 61.5% Surrey Police 60.6% Cumbria Constabulary 60.3% Devon & Cornwall Police 59.3% Sussex Police 58.8% Cambridgeshire Constabulary 58.6% Metropolitan Police Service 58.5% Lancashire Constabulary 57.3% Norfolk Constabulary 56.8% Warwickshire Police 56.5% Dorset Police 56.3% City of London Police 56.1% West Mercia Police 56.0% Leicestershire Police 55.3% Derbyshire Constabulary 53.2% Wiltshire Police 52.6% Humberside Police 52.2% Lincolnshire Police 52.1% Dyfed-Powys Police 51.6% Suffolk Constabulary 50.2% North Yorkshire Police 48.0% North Wales Police 46.9%

Proportion of respondents who say that their workload has been too high in the last 12 months compared to national average

PAY AND BENEFITS

72.8% of officers from Northumbria Police said that they are dissatisfied with their overall remuneration (including basic pay and allowances). The proportion for the Service as a whole is 62.7%.

The proportion of officers who are dissatisfied with their overall remuneration ranges from 73.1% at the top ranking force to 48.8% at the bottom ranking force. In terms of officers reporting dissatisfaction with their remuneration, Northumbria Police ranks 2 out of 43 forces, meaning that there are 41 forces with a smaller proportion of officers who are dissatisfied with their remuneration.

77.3% of officers from Northumbria Police told us that they do not feel that they are paid fairly for the responsibilities they have within their job. This compares to 70.3% of officers in the police service as a whole.

The proportion of officers who feel that they are not paid fairly for their responsibilities ranges from 79.3% at the top ranking force to 58.2% at the bottom ranking force. Northumbria Police ranks 3 out of 43 forces; there are 40 forces with a smaller proportion of officers who say that they are not fairly paid for the responsibilities within their job.

70.1% of officers from Northumbria Police said that they are dissatisfied with their pensions, in comparison to 68.9% of officers within the police service as a whole.

Pension dissatisfaction ranges from 77.1% at the top ranking force to 53.7% at the bottom ranking force. Northumbria Police ranks 13 out of 43 forces for this indicator; therefore there are 30 forces with a smaller proportion of officers who are dissatisfied with their pension.

2015 (%) 2014 (%) Dissatisfied with total 72.8% 67.2% remuneration

Do not feel fairly paid for the 77.3% 69.7% responsibilities within their job

Dissatisfied with pension 70.1% 65.3%

Proportion of respondents who are dissatisfied with their remuneration compared to national average

Proportion of respondents who did not feel that that they were paid fairly for their responsibilities compared to national average

Proportion of respondents who are dissatisfied with their pension compared to national average

TRAINING AND DEVELOPMENT

60.9% of officers from Northumbria Police said they were dissatisfied with their opportunities for training, in contrast to 53.0% of officers in the Service as a whole.

The proportion of officers who were dissatisfied with their opportunities for training ranges from 69.7% at the top ranking force to 33.6% at the bottom ranking force; Northumbria Police ranks 5 out of 43 forces for this indicator. There are 38 forces with a smaller proportion of officers who are dissatisfied with their opportunities for training.

51.5% of officers from Northumbria Police do not feel that they have good opportunities for promotion, in comparison to 56.7% of officers within the Police Service overall.

The proportion of officers without good opportunities for promotion ranges from 77.7% at the top ranking force to 33.5% at the bottom ranking force; Northumbria Police ranks 23 out of 43 forces in this respect. In comparison to Northumbria Police, there are 20 forces with a smaller proportion of officers who say that they do not have good opportunities for promotion.

2015 (%) 2014 (%) Dissatisfied with training 60.9% 59.8% opportunities

Do not have good 51.5% 51.5% opportunities for promotion

Proportion of respondents who are dissatisfied with opportunities for training compared to national average

Proportion of respondents who are dissatisfied with opportunities for promotion compared to national average

NOTE FOR JBBs

Additional findings from the 2015 Pay and Morale survey are available on request from the Research and Policy department. Additional topics include, but are not limited to:

- Reasons for not applying for promotion

- Satisfaction with shift patterns and working hours

- Engagement (including pride in the police)

- Feeling valued and supported within the Police

- Perceptions of fair treatment

- Perceptions of fair pay (e.g. in relation to the hazards or stresses on the job)

- Impact of recent changes to pay and conditions on morale

The findings of the survey can also be broken down in more detail in terms of different demographic groups, such as rank, role or length of service. However please be aware that we can only go into a certain level of detail with this demographic data in order to preserve respondents’ confidentiality.

JBBs wishing to obtain further information in a certain area can contact Dr Fran Boag- Munroe ( [email protected] ) to discuss their requirements. The Research and Policy Department only has one member of staff responsible for these data requests therefore please bear this in mind in terms of turnaround times and the amount of data you request.

All other interested parties should speak to their local JBB in the first instance.