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Title / Regulation 24, The Police Regulations 2003
Version / 7
Summary / Standard Operating Procedures
Branch / OCU / HR Pay and Benefits
Author
Date created / 1st December 2004
MPS Interpretation and Policy
Regulation 24
The Police Regulations 2003
Date last reviewed: October 2008
Version number: 7
HR Pay and Benefits
Table of contents
REGULATION 24 – PAY
PAY
PAY - PART-TIME MEMBERS
GAIN FROM PROMOTION
LONDON WEIGHTING
PART-TIME MEMBERS
JURY SERVICE
Paragraph 24.13 – special leave with pay
MEMBERS OF RESERVE & VOLUNTEER RESERVE FORCES CALLED UP FOR ACTIVE SERVICE
Paragraph 24.14 – Police officers called up for active service
Paragraph 24.15 - Employers acknowledgement form
Paragraph 24.16 – Pay
PENSIONS
Paragraph 24.17 – Choice of pension scheme
Paragraph 24.18 - Police Pension Scheme (PPS)
Current pay scales for police officers
Constables' pay
Sergeants' pay
Inspectors' pay
Chief Inspectors' pay
Superintendent’s pay
Chief superintendent’s pay
Superintendent Range 2 not promoted to Chief Superintendent
Commander
Deputy Assistant Commissioner
Assistant Commissioner
Deputy Commissioner
Commissioner
OVERTIME RATES FOR CONSTABLES AND SERGEANTS
COMPETENCY RELATED THRESHOLD PAYMENTS
REGULATION 24 – PAY
PAY
Paragraph 24.1
Subject to the following provisions of this Part, the Secretary of State shall determine the pay of members of police forces, and in making such a determination the Secretary of State may -
Confer such functions in relation to the pay of members of a police force above the rank of chief superintendent on the police authority;
The Police Regulations 2003, Regulation 24, paragraph 1(a)
Where the pay of a member of a police force of the rank of chief inspector or below is payable subject to such conditions as may be specified in the determination, confer on a member of that police force senior in rank to that member, or on a person employed by the police authority under section 15 of the Act, such functions in relation to those conditions,
The Police Regulations 2003, Regulation 24, paragraph 1(b)
As he thinks fit.
Note: ‘Act’ in this Regulation refers to The Police Act 1996
Paragraph 24.2
Subject to regulations 42, 43 and 44 and section 97(3) of the Act, in reckoning the service of a member of a police force in any rank for the purposes of pay, account shall be taken of all his service in that rank, whether in that or another police force, and service in a higher rank, on temporary promotion thereto or otherwise, shall be treated as if it had been service in that rank.
The Police Regulations 2003, Regulation 24, paragraph 2
Paragraph 24.3
For the purposes of this regulation in reckoning a member's service in any rank -
That service shall be treated as unbroken by, and including, any period of service in Her Majesty's forces, which he is entitled to reckon as pensionable service;
The Police Regulations 2003, Regulation 24, paragraph 3(a)
Except where the police authority in the circumstances of a particular case otherwise determine with the approval of the Secretary of State, no account shall be taken of any previous service in that rank which terminated in his reduction in rank as a punishment but any previous service in a higher rank which so terminated shall be treated as if it had been service in the rank to which the member was reduced;
The Police Regulations 2003, Regulation 24, paragraph 3(b)
No account shall be taken of any performance of the duties of that rank in respect of which a temporary salary is payable under regulation 27;
The Police Regulations 2003, Regulation 24, paragraph 3(c)
Any period of unpaid leave shall be disregarded;
The Police Regulations 2003, Regulation 24, paragraph 3(d)
Any part-time service shall be taken into account as though it were full-time service;
The Police Regulations 2003, Regulation 24, paragraph 3(e)
In the case of a female member who has taken one or more periods of maternity leave -
Where that leave has been for eighteen weeks or more, account shall be taken of the first eighteen weeks whilst on maternity leave;
The Police Regulations 2003, Regulation 24, paragraph 3(f)(i)
Where that leave has been for less than eighteen weeks, account shall be taken of any period spent on maternity leave;
The Police Regulations 2003, Regulation 24, paragraph 3(f)(ii)
And where that member has, at the beginning of the eleventh week before the expected date of birth of the member's child, as given in accordance with a determination under regulation 33(7), served continuously as a member of a police force for a period of not less than a year, account shall be taken of any period (not being a period of which account has been taken under paragraph (i) or (ii)) spent on maternity leave during the period of 29 weeks beginning with the week in which the child is born;
The Police Regulations 2003, Regulation 24, paragraph 3(f)
Account shall be taken of any period of parental leave taken in accordance with a determination under regulation 33(8)(b);
The Police Regulations 2003, Regulation 24, paragraph 3(g)
And, in the case of a member of a police force of a rank higher than that of chief inspector, paragraph (2) shall have effect subject to any contrary agreement so far as it relates to the reckoning of previous service in that or another force, not being a force from which he was statutorily transferred to his present force.
The Police Regulations 2003, Regulation 24, paragraph 3
Paragraph 24.3.1
If you are authorised to perform duties in a rank higher than your own and receive temporary salary (acting rank) the period in the higher rank does not count towards your reckonable service for pay purposes.
Paragraph 24.3.2
A period of temporary promotion in a higher rank would count towards your reckonable service for incremental pay purposes.
Paragraph 24.3.3
Periods of unpaid leave do not count towards your reckonable service for pay purposes.
Paragraph 24.3.4
If you work part time your service for pay purposes will count the same as for a full time officer. For example - if you work an average of twenty hours a week your salary will be increased annually on your usual incremental date the same as if you worked full time. You would not have to work for two years to be eligible for a one-pay point increase in your salary.
Paragraph 24.3.5
Any period of paid maternity leave would count towards your reckonable service for pay purposes.
Paragraph 24.3.6
Any period of parental leave which counts as duty as outlined in regulation 33(8)(b) would be counted towards your reckonable service.
Paragraph 24.4
Nothing in this regulation shall affect the operation of any provisions of the Conduct Regulations and, in relation to a member of a police force suspended or fined thereunder the provisions of paragraphs 1 and 3 of Schedule 2 or of paragraph 4 thereof shall have effect.
The Police Regulations 2003, Regulation 24, paragraph 4
Paragraph 24.5
A determination under paragraph (1) shall have effect in relation to a university scholar subject to the provisions of any determination for the time being in force under regulation 32.
The Police Regulations 2003, Regulation 24, paragraph 5
PAY - PART-TIME MEMBERS
Paragraph 24.6
The hourly rate of pay of a part-time member shall be calculated by multiplying by 6/12520 the appropriate annual rate of pay.
The Police Regulations 2003, Annex F, Part 11, paragraph 1
Paragraph 24.6.1
Calculation of your annual salary is made by multiplying your annual salary by the ‘appropriate factor’. For example if you are a constable on with an annual salary of £24,096 and you work an average of 20 hours a week your salary would be calculated as £24,096 x 20/40 = £12,048 p.a.
Paragraph 24.7
A part-time member’s pay for days of annual leave shall be 8 times the rate of pay as in paragraph 24.6 above, reduced in proportion that the number of determined hours bears to 40 times the number of weeks in the relevant period.
The Police Regulations 2003, Annex F, Part 11, paragraph 2
Paragraph 24.7.1
Your annual leave is calculated pro rata using the same formula as for calculating your annual salary. For example, if your annual leave entitlement was 26 days a year and you worked an average of 32 hours a week, your part time entitlement would be calculated as 26 days x 8 hours = 208 x 32/40 = 166.4 hours which would be rounded up to 167 hours per annum.
Paragraph 24.8
In this Part, “determined hours” and “relevant period” have the meaning given in paragraph 6(b) of the Secretary of State’s determination of the normal periods of duty of a member of a police force under regulation 22.
The Police Regulations 2003, Annex F, Part 11, paragraph 3
GAIN FROM PROMOTION
Paragraph 24.9
When a member is promoted to a higher rank, the rate of pay payable to the member in the higher rank shall always be higher than the rate of pay the member would have received had he not been promoted and shall be set at a rate which is not less than the rate appropriate to the pay point which, in the higher rank, is immediately above the rate of pay the member would have been receiving but for his promotion.
With effect from 1st May 2008, there was the introduction of a £450 per annum minim increase in salary on promotion for federated ranks.
The Police Regulations 2003, Annex F, Part 1, paragraph 1
Paragraph 24.10
For so long as the member continues to serve in the higher rank, he shall be paid at the rate identified in paragraph 24.6 until, in accordance with the terms of service appropriate to the member’s new rank, a higher pay point becomes applicable.
The Police Regulations 2003, Annex F, Part 1, paragraph 2
LONDON WEIGHTING
Paragraph 24.11
The current rate is £2,163 per annum, with effect from 1 July 2008.
PART-TIME MEMBERS
Paragraph 24.12
The hourly rate of pay of a part-time member of the City of London or metropolitan police force shall be increased by a sum obtained by multiplying by 6/12520 the sum of £2,163.
The Police Regulations 2003, Annex F, Part 10, paragraph 2
Paragraph 24.12.1
To calculate the pro rata London Weighting multiply the annual amount by your appropriate factor. For example if you work 20 hours a week your part time entitlement would be £2,163 x 20/40 = £1,081.50 per annum.
JURY SERVICE
Paragraph 24.13 – special leave with pay
Police officers who are required to perform jury service will receive full basic pay, London Weighting and any permanent allowance to which they are entitled during the period of jury service.
London allowance, rent or housing allowance, telephone allowance and dog handler’s allowance are permanent allowances.
Full pay does not include overtime or temporary salary (acting rank).
Rest days (all officers) and free days (part time officers only) during the period of jury service do not attract enhanced compensation.
Paragraph 24.13.1
Where, according to an officer’s normal roster, rest days fall on a week day during the period of jury service officers may request to move their rest days to a Saturday or Sunday when the court will not be sitting. Notification of a requirement to perform jury service will normally be well in advance therefore any rest days cancelled will be with fifteen or more days’ notice. Cancellation of the rest days should be by local arrangement with line managers and subject to the requirements of the Service.
MEMBERS OF RESERVE & VOLUNTEER RESERVE FORCES CALLED UP FOR ACTIVE SERVICE
Paragraph 24.14 – Police officers called up for active service
This section applies to officers who are members of the reserve and volunteer reserve forces and who may be called up for active duty. The section is also intended to inform managers and HR managers of the necessary action to be taken to ensure that pay and pension matters are dealt with correctly.
Officers who receive call up papers should immediately contact their appropriate HR Manager and give them the employers’ letter, which will be included in the papers from the Ministry of Defence (MOD).
Paragraph 24.15 - Employers acknowledgement form
The employers’ letter includes a form (Employers Acknowledgement Form) that the HR Manager must complete and return to the armed service to which the officer has been mobilised with a copy sent to the Pay & Pensions Contract Management Team.
It should be noted that the forms may differ slightly for each incident and/or the armed service involved and HR Managers should consult with the Pay Policy Unit in order to obtain a corporate view on how the form should be completed.
Paragraph 24.16 – Pay
Pay for active service, as a member of the reserve and volunteer reserve forces is a matter for the Ministry of Defence (MOD). The MOD pay this in the form of a Reservist Standard Award (RSA), which is a taxable payment, designed to make good any loss of earnings, company benefits and pension contributions arising from mobilised service. The MOD generally imposes ceilings on the maximum payment to be paid according to paid military rank. Current levels of the RSA will be provided in more detail at the mobilisation centre where proof of earnings etc. will have to be provided.
Exceptionally if the needs of MOD require an individual to be mobilised despite the fact that their current civilian earnings exceed the stipulated ceilings a special case for a hardship payment can be made. This will require evidence of financial commitments that cannot be suspended during the period of mobilised service.
Full details of all the above and other essential financial information will be included in the call up papers.
Where the RSA and any additional payments e.g. the hardship allowance made by the MOD do not match an officer’s current earnings (excluding temporary allowances and overtime) officers should contact their HR Manager on their return to duty. HR Managers should then contact HR Pay Policy who will advise on an individual basis regarding any further assistance that can be given. It should be noted that any claims for assistance would have to be supported by documentation including evidence that the hardship allowance was applied for and the reason why it was declined or was insufficient.
In view of the above, police officers that are called up will be taken off the MPS payroll for the duration of their active service. Officers off pay should therefore make alternative arrangements for paying Police Federation subscriptions, Group Insurance, Friendly Society and so on whilst off pay.
Managers must notify LogicaCMG via a variation sheet of the date that the officer is due to go off pay. A copy of this should also be sent to the Pay & Pensions Contract Management Team, who will also later require a copy of the sheet notifying the date that the officer will return to duty.
Service in the armed forces will count for general increases and incremental credit, however, so salary on return to the MPS will be at the same level as if the officer had remained on pay throughout the military service.
PENSIONS
Paragraph 24.17 – Choice of pension scheme
Police officers called out for service with the Reserve Forces may choose to remain in their occupational pension scheme, provided that such service does not reckon in the Armed Forces Pension Scheme (AFPS).
Officers who wish to remain in the police pension scheme should complete a short-signed statement of their wishes including contact details. HR Managers should send the statement, with the copy of the Employers Acknowledgement Form and the copy of the pay variation sheet, to the Pay & Pensions Contract Management Team who will contact the officer on receipt to arrange payment of contributions. See paragraph 24.18 below.
All reservists are covered from the outset by those provisions of the AFPS that deal with death or injury as a result of Reserve Forces service. This is regardless of whether the Reserve Forces service reckons under the occupational scheme or the AFPS.
Paragraph 24.18 - Police Pension Scheme (PPS)
Officers who choose to remain in the PPS throughout their service with the reserve forces will be required to continue to pay contributions at the rate of 11% of their notional police pay. This will include any increases or pay awards that become effective in their absence - if these are not known in advance then a top up payment may be required upon their return. The method of payment is as follows:
The Army, The Royal Navy (including the Royal Marines) and The Royal Air Force: Contributions will be deducted from the officer’s service pay and be paid direct to the MPS. As soon as the call-out date is known, the officer must contact the Pay & Pensions Contract Management Team (PPCMT) so that they can be supplied with a letter which must be handed in at their mobilisation centre and which gives details of the employee’s and employer’s contributions.
It is understood that the reservist may claim a pay enhancement from the MOD to compensate for these contributions.
The benefits payable to officers and their dependents in the event of death or disablement while called out for service with the reserve forces are detailed in Part I of the Police Pensions Regulations. A summary of these provisions is available from the PPCMT.
Current pay scales for police officers
Constables' pay
Annual salary with Annual salary with
Pay point effect from effect from
1 December 2007 1 September 2008
£ £
1 (On joining)21,53422,104