Source: theHRDIRECTOR
Date: Summer 2006

As a result of political change and the Good Friday agreement, and independent review of policing structures in Northern Ireland was set up and its report published in September 1999. Known as the pattern report, it was to mean some radical changes to bring about a far more diverse police service for Northern Ireland.

At its height, the RUC numbered some 8,500 regular officers, with 2,900 reserve officers employed on three year contracts. The Patten Report, however, recommended a much smaller but efficient police service of 7,500 full-time and 2,500 part-time officers. This would bring policing levels broadly into line with the rest of the UK, whilst still taking account of the fluctuating security situation. It also recommended that “an equal number of Protestants and Catholics should be drawn from the pool of qualified candidates”.

The objective was to encourage more equitable representation of religious backgrounds along with accountability to, and partnership with, local communities in the newly created Police Service of Northern Ireland (PSNI). To make space for this more diverse workforce, a generous voluntary severance package was offered to officers wishing to leave. Then the “50-50” recruitment process, probably the most controversial of all the Patten recommendations, was set in place. The process sets out to appoint one Catholic for every ‘other’ applicant. The policy amounts to positive discrimination, illegal elsewhere in the UK and the EU, and has required special dispensation from the EU because of this.

The Northern Ireland Office selected Penna, a human capital management consultancy, as lead career coaches to help run its Voluntary Severance Scheme. The bespoke programme which Penna designed for PSNI included: setting up resource centres for easy access to support; road shows to explain the process and provide general advice; career coaches to provide one-to-one interviews; and personally focused advice to help officers make an informed decision. Ongoing outplacement support and skills workshops offered further support and advice in areas such as self-employment and interview skills and helped officers run an effective job search campaign. A training needs analysis helped officers apply for funding for external training.

"The success of the outplacement scheme has contributed to the PSNI being on course to achieve its 2011 target composition, of around a third Catholics to two thirds Protestant employees"

The project team had to deal with large numbers of officers of all ranks and within very tight timescales. Many officers in the early phases had spent their entire working lives in the police service and feared they would be unemployable because of the perceived lack of transferable skills, the political situation, the attitude of employers to ex-officers and public perceptions. Penna addressed their misconceptions early in the process and, after the initial rush of those close to retirement age, has worked more recently worked with younger officers in their late forties who are increasingly taking the opportunity to set up their own businesses.

Penna has assisted over 2,000 officers in the severance process. The success of the outplacement scheme has contributed to the PSNI being on course to achieve its 2011 target composition, of around a third Catholics to two thirds Protestant employees. “Penna has been a key element in making the Voluntary Severance Scheme the success it has been to date. All feedback received indicates a high degree of satisfaction and appreciation for the level of support provided. I look forward to continuing to develop the successful partnership between Penna and the Police Service of Northern Ireland” said Joe Stewart, senior director of Human Resources, PSNI.

"Diversity aims within the PSNI do not stop at the objective of achieving representation by religion. Minority staff support groups have been set up to address the issues of race and homosexuality"

Concerns that both communities might find it difficult to accept the programme have abated as community outreach initiatives, targeted advertising and creative campaigns have ensured that the public are kept informed. Indeed, a survey of employees in 2005 showed widespread support for the policy, with 67% agreeing that “it is a positive thing that PSNI is becoming more representative of the whole community”.

In the last five years, overall crime figures in the province have gone down from 140,000 to under 125,000. More significantly, as a measure of increased efficiency of the service, the clearance rate has jumped from around 20% to over 30% of total crimes committed. Diversity aims within the PSNI do not stop at the objective of achieving representation by religion. Minority staff support groups have been set up to address the issues of race and homosexuality and in 2004 a Gender Action Plan was launched. This is currently being implemented and aims to deal with the under representation of women in the service.