Pay review body Pay review bodies cover over 2 million public servants, including other workers - the armed services and prison officers - who have restrictions on their ability to take industrial action. An independent pay review body would also have greater capacity and flexibility to give full consideration to the interests and arguments of particular groups within the police.
In contrast, the current Police Negotiating Board has, in recent years, proved itself unable to make decisions in a timely and efficient manner, and has encouraged an atmosphere of confrontation between the staff and official sides. The government has released a consultation on implementing changes to the police officer pay machinery which closes on 14 January Non-pay reforms Fitness testing Police officers are liable to be deployed to any role at any time and it is important that deployment can be undertaken with confidence, especially in an emergency.
Not only is fitness required in order consistently to be able to serve the public best, but an officer of low fitness may be a danger to himself, his colleagues or the public if deployed to situations they physically cannot handle.
Tom Winsor has recommended that an annual fitness test should be implemented in September based on the entry standard for new recruits.
In total, officers would be expected to run metres in 3 minutes 29 seconds. The level of fitness required to be able to complete this test is not an unreasonable expectation for police officers, and someone of only average fitness should be able to pass the test well into their 60s.
Police officers do difficult and sometimes dangerous work to protect the public and it is vital that they receive the support and help they need to recuperate if they are injured in the course of their role. If they are unable to pass, they would be placed on restricted duties and receive full pay for one year, followed by a reduction of eight per cent of their wages for an additional year.
If the proposals are implemented, officers who are no longer able to work as a police officer due to injuries on duty would, as at present, continue to receive a generous package of financial support.
If required to retire through ill-health a police officer can draw an immediate pension for life, often with enhanced pension benefits. On top of any ill-health pension, the police injury benefit scheme for officers injured in the line of duty provides a gratuity of up to 50 per cent of salary and a top-up to any police pension that gives a guaranteed total income of up to 85 per cent of salary.
Forces would also have the option of offering those who were no longer able to work as a police officer alternative employment with the force where appropriate. The Home Secretary has carefully considered these and agreed to implement the Police Advisory Boards recommendations. This means that the annual fitness test will be implemented based on the level for recruits as recommended by Tom Winsor. New entry requirements Tom Winsor recommends that the entry requirements for constables are increased to either a level 3 qualification which is equivalent to two A Levels , a police qualification, or experience as a PCSO, special constable or in a police staff role identified by a chief constable as relevant.
This proposal would give chief officers discretion in determining the skills and capabilities that are most needed locally, based on their understanding of the local labour market and what is most needed in their force. It would also offer prospective candidates a number of avenues for entry to the police service.
Direct entry It is in the best interests of the police to be able to draw upon the very best talent and leadership available. They would enable individuals of considerable achievement and capacity to join at the rank of superintendent, with appropriately rigorous training and development, specifically designed to reflect their backgrounds and needs.
The recommendations would also enable officers with relevant overseas experience to join at the rank of chief constable. Progressing talent The review says that talented individuals should be provided with the opportunity and the means to advance quickly to senior ranks. The police should take steps to attract the best candidates to be its future leaders, and actively to manage their careers through the introduction of a scheme open to exceptional graduates, police staff and internal candidates.
The Winsor report makes a recommendation for the police professional body to develop and manage a scheme which enables the most promising to progress from constable to inspector in three years or two years in the case of serving officers , helping the police to draw upon the very best talent available.
Chief constables already have the ability to skip ranks when considering promotion of officers. Tom Winsor has suggested that chief officers should make more use of this power where officers are capable of fulfilling a role.
He has been very clear that any promotion should be based entirely upon merit. This recommendation has been referred to the Association of Chief Police Officers for consideration. Retirement age Increasingly, people have been joining the police later, with many in the last five years joining in their late 20s or early 30s. The average age of new recruits is now at least The changes to pension age are necessary to ensure that police pensions are sustainable and affordable in the future.
Right to strike The strength of feeling among officers on some of the current reforms is clear. However, the Home Secretary has been clear that police officers will not be allowed to strike. Their work is simply too important. Police officers are by no means unique among public servants in facing restrictions on industrial action. Others, earning far less than police officers, are also prohibited from strike action.
It was then envisaged that a second report on matters of longer-term reform would follow in June The first report was published in March The second report was published in March Case for reform Existing police pay and conditions were designed more than 30 years ago which is why Tom Winsor was asked to carry out his independent review, to ensure that they reflected the needs of a more modern police force and economic reality of the country and an ageing population. Police officers and staff deserve to have pay and workforce arrangements that recognise the vital role they play in fighting crime and keeping the public safe, and enable them to deliver effectively for the public.
These recommendations are about reforming pay and conditions so that they recognise the hardest-working officers and reward professional skills and continued development. The government has set out a clear, coherent and comprehensive vision for 21st century policing which focuses on restoring professional discretion and reducing bureaucracy in the police.
We are committed to taking central government out of local policing and instead concentrating on the national issues that the government should focus on. At the heart of our work to develop professionalism, we have established a professional body for the police, the College of Policing. The College will be responsible for setting and maintaining standards for training, development, skills and qualifications.
It will have a key role in improving standards in police leadership, for new police recruits, for existing police officers and members of police staff. The Government is committed to establishing the College in statute as soon as Parliamentary time allows. To increase local discretion we have cut police red tape, saving 4. Additionally the government has replaced bureaucratic accountability with local democratic accountability through directly elected police and crime commissioners PCCs.
Instead of issuing detailed central directives about all aspects of policing, the Home Secretary will issue a strategic policing requirement setting out the most important national issues to which PCCs and chief constables must have regard.
This will be published by the Home Secretary following the advice of the police service. The Home Secretary will also have a range of powers of direction to ensure that those national and strategic priorities are met; that the necessary levels of capability and capacity are maintained to protect the public from serious harm; and to maintain national security.
The reforms of pay and conditions proposed by Tom Winsor would support this programme by ensuring that PCCs and chief officers have the flexibility in their local areas to ensure the right mix of police and staff roles, with officers focusing on frontline policing; that skills and expertise are rewarded appropriately; and that they can be accountable to local tax payers in terms of a sustainable level of spend in the longer term. Tom Winsor, working very closely with a former chief constable, Sir Edward Crew, was chosen to provide an independent and unbiased view on how best to bring police pay and conditions into the 21st century.
He was asked to approach the task with a professional and analytical rigour and carried out a detailed evidence gathering process including requesting data from all 43 police forces in England and Wales, meeting officers at all ranks, carrying out consultations and referring to a large number of reports, case law and other papers as detailed in the appendices in his reports.
His reports include a detailed description of the methodology used in his review and the government has the utmost confidence that it was carried out to an excellent standard, using all the relevant evidence that was available. These recommendations were taken forward and the majority have now been implemented.
This review is about rewarding officers appropriately while at the same time recognising the longer term economic reality within which chief officers and PCCs will have to operate. As the majority of the policing budget is spent on pay, we must ensure that pay and conditions are fair and sustainable for both officers and the taxpayer. The whole country has been affected by the downturn, with a public service-wide pay freeze, and jobs lost in both the public and private sectors, including in police forces.
However, police officers do difficult and often dangerous work, and cannot strike. The government is determined to recognise this role, by treating officers fairly and paying them well. This money will be ploughed straight back into policing for chief officers to use as they see fit, reducing the need to find savings from elsewhere, and helping to protect frontline service to the public. The proposals in Part 2 would not reduce the overall pay bill in the short term. Police officers will continue to earn more than other emergency services, to retire earlier than most in the public sector, and to benefit from pensions that are among the best available.
Winsor told Byers he expected Railtrack to apply to him immediately for the promised interim review after hearing this news.
This would take the rail regulator under direct political control, to stop the review taking place. He suggested to Railtrack that if they were to show that to the administration judge the next day, the administration order would probably not be made.
But Railtrack rejected Winsor's willingness to intervene, and the company went into unopposed administration on Sunday 7 October There were allegations of renationalisation by the back door, and great turbulence in investor confidence, as Winsor had warned. It said firmly there would be no compensation for investors.
As a result of the controversy, Winsor was put under increasing political pressure. The prime minister's official spokesman refused to tell journalists whether the prime minister still had confidence in the rail regulator.
The independence and jurisdiction of the rail regulator were unaltered during the remainder of Winsor's five-year term. Later after his term ended on 15 July , the government announced a legislative intention to reduce the power of the rail regulator.
It intended to advance additional money to Railtrack's successor, Network Rail, at future regulatory reviews.
Byers' political problems intensified with other problems, including difficulties associated with the actions of his special adviser Jo Moore. She had remarked to a colleague at the Department for Transport Local Government and the Regions that 11 September may be a good day to bury bad news. The controversial and mishandled departure of his press spokesman Martin Sixsmith was also a problem.
He never regained Ministerial office. The process was taking far longer than had first been supposed by Byers or senior civil servants at the Department for Transport. Alistair Darling , who replaced Stephen Byers as transport secretary. Railtrack - how to end the administration[ edit ] The government realised ending Railtrack's administration required the High Court to be satisfied the company was solvent. The regulatory review had been promised and could lead to substantially more money for the company.
It abolished the statutory position of Rail Regulator and replaced the single-person regulator model with a nine-member corporate board called the Office of Rail Regulation. Railways were the last but one of the principal economic regulators to be reformed in this way the last being the regulatory authority for the water industry. For the literary journal, see Windsor Review. The review was given the job of making recommendations about the pay and conditions of the 43 established police forces in England and Wales.
Part 1[ edit ] The Home Office published the first part report 8 March The PAT supported ten of the eighteen Part 1 recommendations, and deferred consideration on others pending the appearance of the Final Report also known as Part 2 or Winsor 2. In relation to direct entry at higher ranks, she said: 'I do not believe it is in the best interests of the service to restrict its ability to appoint officers to senior positions to a limited number of individuals.
While police leaders have undoubted strengths, I want to ensure that the police service is able to draw upon the best pool of talent available. The Government believe that the review's recommendations on entry could support this and I will therefore consult partners on them.
The most controversial of them were referred to the Police Arbitration Tribunal, which reported its determination on 20 December The Association of Chief Police Officers welcomed the Part 1 report and said it hoped it would lay lasting foundations for the police service.
It focused on comments from Police Federation of England and Wales on a number of process errors in the report. It also drew special attention to the claim that a very high proportion of officers were obese. It told the Home Secretary that its contents had placed its members in a state of 'utter dismay, consternation and disillusion'.
It asked the Home Secretary to 'reject Winsor Part 2 outright'.
Tom Winsor has suggested that chief officers should make more use of this power where officers are capable of fulfilling a role. It would also offer prospective candidates a number of avenues for entry to the police service. As the majority of the policing budget is spent on pay, we must ensure that pay and conditions are fair and sustainable for both officers and the taxpayer. In relation to direct entry at higher ranks, she said: 'I do not believe it is in the best interests of the service to restrict its ability to appoint officers to senior positions to a limited number of individuals.
As a result of the controversy, Winsor was put under increasing political pressure. But it did represent a significant hardening of regulatory approach to the one which the company had enjoyed under the previous regulator. There were allegations of renationalisation by the back door, and great turbulence in investor confidence, as Winsor had warned. If they are unable to pass, they would be placed on restricted duties and receive full pay for one year, followed by a reduction of eight per cent of their wages for an additional year.
Since then, the way police work has changed, but the way they are paid has not. Tom Winsor, working very closely with a former chief constable, Sir Edward Crew, was chosen to provide an independent and unbiased view on how best to bring police pay and conditions into the 21st century. This will be published by the Home Secretary following the advice of the police service. In contrast, the current Police Negotiating Board has, in recent years, proved itself unable to make decisions in a timely and efficient manner, and has encouraged an atmosphere of confrontation between the staff and official sides. This money will be ploughed straight back into policing for chief officers to use as they see fit, reducing the need to find savings from elsewhere, and helping to protect frontline service to the public.