Policymakers and service providers should continue to develop support mechanisms designed to prepare personnel for transition before as well as at and after the point of departure. The annual police workforce and quarterly police officer uplift bulletins provide data for each protected characteristic collected. The bulletins focus on sex and gender (see below), ethnicity, and age where the data is more complete. However, there is a high volume of workers in the “not known” category for other protected characteristics including sexual orientation, disability status and religious beliefs. Further details on sexual orientation, disability status and religious beliefs are provided in an annex at a national level. Due to the low level of completeness these data should be interpreted with caution until data quality is improved.

Review content of the statistical bulletin and other regular outputs (around 6 months prior to publication) and agree findings with stakeholders. Any substantial reduction in content of statistical release would require a consultation with users. Different types of Service leavers can be more vulnerable to transition challenges. For example, people who leave the military early are reportedly vulnerable to mental health issues, homelessness and employment difficulties. Other vulnerable groups include involuntarily discharged individuals and personnel with experience of deployment on high-intensity operations.Limitations: Some forces are not able to make a clear distinction between certain functions (for example, neighbourhoods and response), and therefore record the majority of/all officers under one function. the data source for assaults on police officers is the police recorded crime series, published by the ONS, within the latest Crime in England and Wales release forces keep records of all staff employed by the force on their Human Resource (HR) and payroll systems. Employees will not be paid if they are not on these systems, and so it is in the interests of the force and the individuals to ensure that these systems are kept up to date other absence types are usually recorded on force HR systems, although in a small number of cases forces are unable to provide data Implications: A small number of workers joining and leaving towards the end of each financial year may not be included in the figures for that year. As a result, joiners and leavers totals may be slightly inaccurate.

The aim of this consultation is to draw interested parties’ attention to and seek views on the proposed change to the rate of fixed rate revaluation for GMPs for early leavers. The change of rate is expected to come into force on 6 April 2022. Scope of consultation Table F4 of the data tables accompanying this publication provides definitions of the POA function framework as well as a list of front line and non-front line functions. We will look at some of these issues shortly. Firstly, the dimensions of the subject. There are large numbers of such adults in the UK. We do not know precisely how many, but it is possible to make a reasonable estimate on the basis of the numbers in care and the numbers leaving care each year. Approximately one per cent of children are in care (currently just over 60,000), mainly in foster care or residential homes. Between 6,000 and 7,000 young people leave care annually in England. This was higher in past decades (Department of Health, 2003; Hayden et al., 1999: 35-37). These figures, extrapolated across the life course, explain how we came to our conservative estimate of approximately 350,000 adults in the UK as a whole who spent part or all of their childhood in care. For some of these adults, their time in care will have been relatively brief – a few months or a year – whilst for others it will have encompassed their entire childhood up to the age of 18.

Children in Care and Adult Care Leavers: Background

Implications: Data may not always be comparable in different years or forces if different start dates are used. However, it is not expected that this would have a large effect. Attrition rate: number of leavers during the financial year, as a proportion of the workforce as at 31 March (that is, the end) of the previous year. by keeping a record of staff members, including their joining and leaving dates in the force, forces can report the number of joiners and leavers in a given period

Implications: There will always be a small percentage of people who will have been missed and an even smaller proportion who will have been counted twice. However, the Census Coverage survey estimates how many people have been missed or double-counted, allowing the Census to be adjusted accordingly. dismissal or contract termination – individuals who have been required to resign, made compulsorily redundant, or have had their contract terminated. While these figures will include dismissals for misconduct, they are not exclusively misconduct cases, as they also include redundancies and contract terminations. ADR committee decisions for inclusion in the final ADR for submission for Home Secretary’s approval Policy making and monitoring – the statistics are used by policy areas to monitor the state of the police workforce, including areas such as total resource levels, diversity, recruitment and retention, and frontline policing. The data are also used to inform discussion around the allocation of police resources.More recently, in June of 2005, the House of Lords held the first parliamentary debate on the subject of access to files by former care adults. This debate reflected an emerging awareness of the importance of this subject. In that debate, the comparison between the situation for adopted adults and those for former care adults was clearly made: 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. 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 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