Work based learning Free Essay Example, 3500 words

1). The commissioner claimed that he is going to facilitate the law and ensure that the selection is done on merit purposes. According to its commissioners Sir Bernard, the article reported that the agency has decided to provide a 50-50 ratio in the selection to make everyone satisfied and be happy and feel like in London (Camber, 2014, p. 1). Researched Policy Changes On April 2012, the Metropolitan Police Service developed a new Freedom of Information Act Publication Scheme Version 2 that dealt with recruitment and selection policy (PSR. 2012, p. 1). It was a revised policy that replaced the HR recruitment policy 1/2007 and item 3 of the notices 16/08 of 16th April 2008. The policy document was authored by the People Support Recruitment, and it took effect immediately with its review date to be in April 2016 after 5 years (PSR. 2012, p. 2). The policy replaced all the previous guidance and instructions in respect to selection and recruitment processes. It was complemented by the standard operating procedures that give clear procedures to be followed in each stage of selection and recruitment processes. We will write a custom essay sample on Work based learning or any topic specifically for you Only $17.96 $11.86/pageorder now The policy sets out all procedures and protocols to be followed during recruitment of new members to the police service inclusive of all ranks (PSR. 2012, p. 1). These ranks are to involve metropolitan special constables, transfers/rejoinders and police staff and extended policy family. Every officer and the police staff inclusive of extended police family and those working involuntary or under a contract under approval of mayors office for policing and crime. Every officer in the service was needed to comply with immediate effect. However, it was particularly meant for those involved in recruitment, selection and those wishing to join the metropolitan police service (PSR. 2012, p. 3). The policy review main purpose was to create a good reputation among the citizens that the MPS is recruiting staff members with the highest integrity, honesty and respect for human kind diversity (PSR. 2012, p. 2). The recruited staff should provide an efficient, effe ctive and show commitment in serving the people of London. The key areas in the policy are to ensure those candidates are selected on merit, and they are capable of performing in their targeted roles (PSR. 2012, p. 3). Secondly, it creates assurance that every applicant will be assessed fairly and objectively based on all the professional standards as set by the MPAS performance framework. Thirdly, the policy was to ensure that the MPS people strategy will match the right people to the right jobs for efficiency.