Development & Assessment Profile Policy
1. Statement of Policy
Dyfed-Powys Police is committed to ensuring good performance management and continuous improvement through the ongoing annual Development & Assessment Profile (DAP) process and the professional development of all officers, staff and named volunteers.
Dyfed-Powys Police positively promotes equality and fairness at work and as an equal opportunities’ employer, will not discriminate against individuals in the way the DAP is managed because of their age, race, sex, gender reassignment, disability, religion or belief, sexual orientation, marriage and civil partnership, pregnancy and maternity.
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. Police Officers, staff and volunteers accessing and using Force assets and property must have due regard to the contents of this policy.
2. Policy Scope
This policy applies to Police Officers, Police Staff, and members of the Special Constabulary (senior ranks only) and follows national guidelines issued by the College of Policing.
The policy sets out the principles and process individuals need to follow when completing their Development & Assessment Profile (DAP). This policy aims to provide clear advice and guidance to line managers and staff on how the DAP process should be implemented.
Note: Special Constables, Special Sergeants and Special Inspectors will complete a DAP through the Duty Sheet system and Special Chief Inspector and ranks above will complete a DAP using the Dyfed-Powys Police system.
3. Powers and Policy/Legal Requirements
The Pay Progression Standard (PPS) is a mandatory requirement set out in Police Regulations 2003 (Regulation 24 – Annex F (Amendments). The standard will apply to police officers who are on an incremental pay scale and not yet reached the top of the pay point.
4. Options and Contingencies
It is crucial that individuals, the line managers and the second line managers are aware of what is outlined in the policy and guidance document, as both play a pivotal role in completing a meaningful DAP process and ensuring development opportunities are highlighted and executed.
The Chief Officer Group and HR will monitor DAP completion rates to ensure that all Officers and staff are being afforded the necessary work time to complete the process and that individuals and line managers are engaging with the system.
DAP completion rates will be communicated on Force communication and will be included in the People Culture & Ethics Board.
In fulfilling the aims of this policy the Force will be doing the right thing in the right way and meeting the Code of Ethics Policing principles.
It is important that line managers treat all staff fairly without objectivity, not only by providing a grade according to the evidence provided but also ensuring that everyone is afforded the necessary work time to complete a meaningful DAP.
Conversely, individuals must be honest and open about their performance and the work that they complete by being accountable for their actions, development and time that they take to complete a DAP.
The Code of Ethics principles are relevant to this policy and the associated procedure document:
- Courage
- Respect and Empathy
- Public Service
5. Take action and review
Dyfed-Powys Police is committed to deliver the best quality service to the communities serves. The DAP is a useful tool to help monitor and maintain great performance.
This policy ensures that a standard is used for all DAPs and that all employees eligible will have a DAP undertaken in the year.
This policy ensures that legal obligations are met.
This policy is owned by People & Organisation Development and is regularly reviewed through the Informal and Formal Police Officer & Police Staff Consultative Groups.
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