Joined in 2023 
82 
63 About this deal
Headcount: an alternative measure to full-time equivalent, it counts all employees as 1.0, whether full- or part-time. Implications: Caution should be exercised when comparing figures for individual functions over time and across forces. Details of known inconsistencies are included in the data tables. Limitations: These data are based on the primary role of workers. This will not reflect all of the roles that they fulfil in their job. Furthermore, in the year ending March 2021 data were collected on ethnicity at the 18+1 ONS 2011 Census classifications, meaning that more detailed data are now available (they were previously collected at the aggregated 5+1 level). However, direct comparisons between previous years for the Asian and Other ethnic groups are difficult, since under the updated model persons identifying as Chinese are classified under the Asian group rather than Other. Previously, those identifying as Chinese would have been counted in this release under “Other”, and not separately identifiable. In the year ending March 2023, data on ethnicity was collected by the 19+1 ONS Census 2021 classifications for the first time. Joiners and leavers
The officer figures in this release do not include all police officers working in England and Wales. They exclude those employed by, or seconded to, police forces other than the 43 forces and BTP, for example, Royal Parks, port constabularies and military police. Third parties – the statistics are used by a range of third parties, from civil liberty groups to academics. other absence types are usually recorded on force HR systems, although in a small number of cases forces are unable to provide datatotal number of officers, staff, police community support officers ( PCSOs), designated officers, special constables and police support volunteers, as at 31 March and 30 September each year, full time equivalent (headcount for special constables and police support volunteers) Special constables (specials): part-time volunteer officers who have all the same powers as regular police officers. previously special constable – individuals who are joining as a police officer having previously been a special constable include all the milestones in this framework, plus deadlines and measures of criticality (for example, a traffic light system)
This measure is not expected to have any significant economic impacts. Impact on individuals, households and families Police community support officers ( PCSOs): one type of designated officer, they are police staff employed in a highly visible, patrolling role. More details on the roles of PCSOs and underlying legislation appear in Section 5 of this user guide. Limitations: Some forces are not able to separate out employees on career breaks, maternity leave and other long-term absence. Therefore, in some cases these are not included in the “Other” category, but in the relevant function.
information on demographics, such as gender and ethnicity, is inputted into HR systems when an individual is recruited. These characteristics can usually be amended by HR or the individual at any time. Most forces have self-service systems to allow employees to amend their details Young people leaving care can experience additional barriers to getting an apprenticeship. The care leavers’ apprenticeship bursary helps to cover some of the additional costs incurred in the first year of their apprenticeship as learners transition into the workplace for their practical studies. Adjusted duties: duties falling short of full deployment, in respect of which workplace adjustments (including reasonable adjustments under the Equality Act 2010) have been made to overcome barriers to working. For an officer to be placed on adjusted duties, he or she must be attending work on a regular basis and be working for the full number of hours for which he or she is paid (in either a full time or part time substantive role). All official statistics should comply with the Code of Practice for Statistics. The Code provides producers of Official Statistics with practices they must commit to when producing and releasing Official Statistics. When producers of Official Statistics comply with the Code, it gives users of the statistics and members of the public confidence that statistics published by government are of public value, are high quality and are produced by people and organisations that are worthy of trust. The workforce figures are mainly presented on a full-time equivalent ( FTE) basis unless indicated otherwise.
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