Bonus Payment Policy
1. Statement of Policy
Dyfed-Powys Police recognises there are occasions where officers and staff will undertake work, which is outstandingly unpleasant, demanding or important in nature. This policy provides a mechanism for this work to be recognised and rewarded in the form of a bonus payment.
This policy and the associated guidance must be applied fairly, equally and consistency to all police officers and staff, irrespective of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation or any other unjustifiable grounds.
Applies (but not limited) to: All categories of Dyfed-Powys Police officers and staff, whether full-time, part-time, permanent, fixed term, temporary (including agency staff, associates and contractors), seconded staff and volunteers.
2. Policy Scope
This policy applies to police officers up to and including the rank of Chief Inspector together with all police staff and sets out the force approach to awarding bonus payments.
This policy does not form part of the police staff terms and conditions of employment and may be subject to change at the discretion of Chief Officers.
3. Powers and Policy/Legal Requirements
This policy has been created in line with Police Regulations, National guidance and following consultation with the Police Federation and UNISON.
Internal - Dyfed-Powys Police Bonus Payment Procedure
4. Options and Contingencies
Police Officers and Police Staff
Where police officers and police staff perform work which they believe falls within the criteria, they should complete the Application for Bonus Payment, Part A and forward to their Line Manager. A right of appeal exists for unsupported applications. The application form can be found within the Procedures document.
Line Manager
The Line Manager will assess the application to ensure it meets the criteria and endorse Part B of the form. Where an application is supported, the Manager will forward the application to the Business Support Unit for consideration by the Bonus Payment Panel.
The Bonus Payment Panel
The Bonus Payment Panel will decide whether the payment criteria are met and if so, the payment will be awarded. The panel will apply consistency to the awarding of bonus payments.
Director of People and Organisational Development
The Director of People and Organisational Development will be responsible for receiving any appeals made regarding unsupported awards. A senior Manager will be appointed to consider the appeal.
The Code of Ethics principles are all relevant to this policy and the associated guidance.
- Public Service,
- Courage,
- Respect and Empathy
5. Take action and review.
This policy will be reviewed on a tri-annual basis to ensure that it is still relevant, and feedback will be sought from key stakeholders and the wider organisation.
Any feedback or dissatisfaction with the policy will be recorded and discussed with the policy owner and appropriate action taken. The People, Culture and Ethics Board will oversee this policy.
CODE OF ETHICS CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.
HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.
EQUALITY IMPACT ASSESSMENT
Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.
The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:
- eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
- advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
- foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.
Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty.
EQUALITY IMPACT ASSESSMENT COMPLETED: June 2024