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Alongside the main release, the Home Office publish Open Data Tables to allow users to analyse the raw data. These can be analysed using programmes such as R and Python, or in Excel using pivot tables. Users should note that figures in the accompanying statistical release exclude British Transport Police and are on a full-time equivalent ( FTE) basis. Revisions to data
Special constable and police support volunteer numbers can fluctuate depending on how often forces review their data and remove those who have not recently done shifts from their systems. Uplift: the term used to describe officers who count towards the Government’s commitment to recruit an additional 20,000 officers by March 2023. Officers are counted as uplift once the baseline for the respective police force has been exceeded. Individuals will not need to do anything differently to what they currently do now, as any changes in bursary increase and tax exemption will be undertaken by ESFA and HMRC. 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.
A young person from a parental home will continue to receive support and guidance about health, and for a care leaver the state was their corporate parent. The NHS should therefore play a stronger role in support to prevent ill health later.
Length of service data are of medium quality, with some known limitations about forces’ ability to include all service, rather than just service in the current force. This should be considered when comparing data between forces and considering the overall national picture. Recuperative and adjusted duties Data confirmation exercise. All police forces are sent the figures for its force that will appear in the publication and asked to provide written confirmation. This is to reduce further the risk of incorrect figures being published, and supports the Home Office in any disagreement with a police force over the figures published for that force. Workforce covered: Police forces in England and Wales, British Transport Police, and National Crime AgencyIt is not anticipated that there will be impacts on any other groups with protected characteristics. Impact on business including civil society organisations As part of the initiative to improve data on the police workforce and to align the monthly data collected for the police uplift programme with these statistics, a number of changes have been made to the data collection template, particularly around the collection of data on protected characteristics. Limitations: Information about the length of the absence depends on cases being closed promptly by managers or HR professionals. Contract staff: police workforce working for police forces but not directly employed by them. Excludes all police officers (officers do not work on a contract basis) and those on secondment.
Deeper dive’ research into the support provided for comparator groups experiencing transition could offer lessons for the Service leaver context. voluntary resignation – individuals who resign, leave under voluntary exit schemes, or come to the end of a fixed term contract. Special Constables who leave to join the regular constabulary, or have been inactive for more than 12 months, are included here. Limitations: Some absences that are expected to last more than 28 days, but have not yet done so, may be wrongly included in the data. The diversity section of the bi-annual police workforce release and quarterly police officer uplift release focuses on the protected characteristics of sex, ethnicity and age, where the data are more complete and reliable. In addition, between July 2021 and the final release in July 2023, statistics have been included in an Annex of the police officer uplift release to provide information on the proportion of officers broken down by sexual orientation and disability status using data collected by the NPCC as part of the police uplift programme. From July 2022, statistics have been included in an Annex to the police workforce release to provide information on the proportion of officers broken down by sexual orientation, disability status and religious beliefs using data collected by the Home Office. Caring for a better health: An investigation into the health needs of care leavers. The Care Leavers Association. 2017.
Data on the protected characteristics of officers are generally high quality once complete since they are filled out by the individuals themselves. Data on sex, ethnicity and age are of high quality and have a high completion rate. However, during the implementation period of the Data Standards, and while forces update their HR systems, data for some protected characteristics are likely to be incomplete, meaning that there are limitations in the analysis undertaken. Data on sexual orientation, disability status and religious beliefs are classed as Experimental Statistics and therefore assessed as low to medium quality due to lower levels of completion, these data should be interpreted with caution until data quality is improved. Changes to data collection on protected characteristics timings also to fit in with National Statistics pre-announced months of publication (with no series to be published more than 12 months after the data period) and policy demands
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