Policymakers and service providers should continue to develop support mechanisms designed to prepare personnel for transition before as well as at and after the point of departure. Limitations: Data on the rank to which an officer is promoted is dependent on HR systems being kept up to date however HR and payroll systems are not always aligned in forces. Implications: Some officers view assaults as part of the job and do not always raise crime reports, therefore the data is likely to be an underestimate of assaults on officers. Attrition rate: number of leavers during the financial year, as a proportion of the workforce as at 31 March (that is, the end) of the previous year. The aim of this consultation is to draw interested parties’ attention to and seek views on the proposed change to the rate of fixed rate revaluation for GMPs for early leavers. The change of rate is expected to come into force on 6 April 2022. Scope of consultation

Coverage: Police forces in England and Wales and British Transport Police 2. Data Quality Quality summaryImplications: Some functions may appear to be under or over-represented in the data. For example, if 100 officers spend just 20% of their time in function A, this will be counted as zero officers working in that area. There are various routes by which workers can join and leave the police. The categories reported on in the statistical bulletin are as follows: police workers are categorised based on their primary role that is, the role in which they spend most of their time. If an officer spends 60% of their time in role A and 40% in role B, they would only be categorised as working in role A DWP are proposing to apply a new fixed rate of revaluation for early leavers of 3.25% pa from 6 April 2022. total number of officers, staff, police community support officers ( PCSOs), designated officers, special constables and police support volunteers, as at 31 March and 30 September each year, full time equivalent (headcount for special constables and police support volunteers)

In their report, GAD recommend a rate ranged between 3% pa and 3.5% pa, based on a short to medium term view on earnings assumptions being applied, given that most individuals leaving pensionable service between 6 April 2022 and 5 April 2027 (when the next review takes place) will be less than 10 years from the age at which GMPs are payable. This includes individuals who are employed as apprentices, and so this exemption ensures those receiving this bursary receive the full benefit of the bursary.consultation with forces and stakeholders; all stakeholders complete a questionnaire to justify the retention (or otherwise) of each of their series Implications: Comparisons over time are limited due to differences between what is recorded on health and safety systems and what is recorded as crime. For example, ‘assault with injury on a constable’ will exclude more serious cases of assault, as these will be recorded under a more serious crime classification, from which it is not possible to separately identify police officers.

Limitations: Not all forces can identify whether the police officer was on duty at the time of the assault or not. Occupational pensions policy is a reserved matter for Great Britain and is a devolved matter for Northern Ireland. It is anticipated that Northern Ireland will make corresponding changes. Duration of the consultation Joiners: includes new recruits to the police and transfers from other police forces. Further details on coverage appear in sections 7 (police officers), 8 ( PCSOs and designated officers) and 9 (police staff and specials) of this user guide.Information on protected characteristics is self-reported by officers on police force HR systems. Recent changes to police force HR systems to align with the new data standards have allowed all staff the opportunity to review existing records and declare further information on protected characteristics. As many officers are yet to update their HR records, data against some of the protected characteristics are not currently complete. The impact of this is that for some protected characteristics there are a high volume of officers in the “Not known” category. The data return template also included instructions and guidance for those completing the template to ensure that numbers were being reported consistently between forces. Many of these were underpinned by the Home Office Annual Data Requirement (ADR) reporting approach providing a long established, formal way of ensuring consistency.

Statistics from other data sources may be referenced in the release. Where this is the case, links to data sources are made in the relevant sections of the release. other absence types are usually recorded on force HR systems, although in a small number of cases forces are unable to provide data experimental statistics on disability status, sexual orientation, and religious beliefs of officers (headcount) Deeper dive’ research into the support provided for comparator groups experiencing transition could offer lessons for the Service leaver context.

on 1 April 2017, a new crime classification was introduced of ‘assault with injury on a constable’, therefore all data on assaults on police officers now come from police recorded crime data Qualitative primary research should be undertaken to enhance understanding of what works, for whom and why in transition to civilian life. requests for changes or additions to the ADR considered by the ADR committee (which weighs up the benefits against administrative burden) by keeping a record of officer promotions, including the date on which the officer was promoted, forces can report the number of promotions in a given period