1. Operation Peel A New Approach to Recruiting – Neighbourhood Engagement Carole Chesworth – Recruitment Manager PC Colin Barnes – Business Change Manager Neighbourhoods, Confidence and Equality

2. Where and Why did we Start? 4% BME workforce mix Lacking in diverse candidate mix Differential attrition rates Process controlled us – not us controlling the process Changes in HR – business leads had more responsibility

3. Operation Peel - Principles 1.Attract candidates with attributes that will support policing; 2.Ensure our selection processes can deliver a workforce that reflects our communities; 3.Support individuals to have a rewarding career with Greater Manchester Police. Add – change anything that isn’t working!!!

4. Leadership Commitment and Resources Gold LeadDCC Ian Hopkins Branch LeadClaire Light Strategic Project LeadMel Bryan Recruitment ManagerCarole Chesworth Business Change ManagerPC Colin Barnes Occupational PsychologistRebecca Stevens Administration OfficersJamie Longson Jessica Jackson Supported – by Unions and Staff Associations, HR Leads, OLWD, other Business Leads

5. Gaining some insight into the issues ‘Unsuccessful’ candidate workshops Innovation sessions with other organisations – for PCSO’s, Specials and Call Handlers Engaging with SSN’s Listening to INPT’s LSE support in SOA level data mapped against INPT boundaries

6. Key Changes Neighbourhood Engagement led approach Development of Campaign Materials Expression of Interest Pool and Vacancy sign-posting Changing assessment methods Changing process Adding increased value to the right attributes Valuing the person in the process (candidate engagement)

7. Scope of the Changes ‘Batch’ Recruitment PCSO’s Specials IA, OSO, LRO & Apprentices Call Handling Administration posts Student Officers (Internal Only) Ad hoc vacancies

8. Details of Changes Key INPTS live on engagement Reduced process – CV’s, telephone interviews,no references, quicker process Assessments on ethics and values, customer service, community skills Buddies, community panel members ‘Super’ recruiters – UB training Sector Based work programmes

9. Outcomes PCSO Round 1 – 35% BME PCSO Round 2 – 39% BME (42% ME) Apprentice R2 – 40% BME Admin SBWP – 75% BME IA – 13% BME Specials – 16% BME Call Handling – (ongoing) Cadets – 26% BME

10. A lot more to do…. Migration back into BAU Sustainable changes Ad hoc vacancies Looking into the future 2017/18 Fast Track 2 University relationships - placements Career Pathways RETENTION AND PROGRESSION!!!

11. Neighbourhood Engagement Pilot PCSOs/NBOs were essential Building trust and confidence What does success look like?

12. PCSOs and NBOs Interaction with schools and community groups Link and engage with support networks, Job clubs/centres, colleges, community centres, sport clubs, places of worship and with residents ( face to face engagement ) Explain the recruitment opportunities, the roles, requirements and processes

13. Confidence and Trust Build relationships by face to face engagement Listen more to communities – what do they want from policing and policing teams Advice and support – don’t promise what you can't deliver

14. Success INPTs actively supporting and recruiting for roles within GMP Networks of groups/people who promote and encourage local communities to apply for policing roles Knowledge and best practice being shared Highly motivated and well trained staff

15. Success Better retention of staff, Volunteers and Cadets A police force that is representative of the communities that it serves Communities that have confidence and trust in the police Regular feedback sessions and focus groups to improve the experience