Joined in 2023 
82 
63 About this deal
However, caution should be taken when comparing small differences between time periods; while care is taken in collecting and collating all the information obtained, the figures are subject to the inaccuracies inherent in any large recording system and are not necessarily accurate to the last digit. The proposed rate does not include an additional premium of 0.5% pa for the certainty that employers get from revaluing in line with a fixed rate. The rationale for not including the premium is unchanged from the approach adopted to set the fixed revaluation rate in 2017 in that the nature of the relationship between schemes and the State has fundamentally changed since the introduction of the single-tier pension. Also given the shortened timescales there is less uncertainty around the increases in earnings for the members in question compared to looking over the longer term. We agree with GAD’s analysis, and suggest that it would be appropriate to take the middle point of their proposed rate range. Coordinated support across different areas of transition (e.g. housing, employment, mental health) should be offered to UK Service leavers in recognition of the links between challenges associated with transition. other absence types are usually recorded on force HR systems, although in a small number of cases forces are unable to provide data
Currently children in care services do not routinely extend to care leavers, and this period of transition is a time of uncertainty and vulnerability. Health assessments cease at the age of 18 and there is no further specific follow up by health. This is a potential area for further review about what a care leaver at the age of 18 wants or needs to support this period of transition and to ensure that they are not lost between services. Statistics from other data sources may be referenced in the release. Where this is the case, links to data sources are made in the relevant sections of the release. Data for the latest full calendar year or financial year may be revised in due course. It is the authors’ standard practice to incorporate revisions for previous years in the latest release. Corrections and revisions follow the Home Office corporate revisions policy. 7. Police officers Coverage
The University of Manchester is committed to supporting young people who are care experienced or estranged to succeed in higher education. Headcount: an alternative measure to full-time equivalent, it counts all employees as 1.0, whether full- or part-time. from the year ending March 2021, the data collection on protected characteristics was therefore expanded, to include religion and belief, gender reassignment, sexual orientation and disability status, which were previously not collected, as well as sex and gender and ethnicity, which were already collected. This change, along with the harmonised categories for each variable (Workforce Data Standards), was agreed between Home Office, NPCC and the College of Policing Previously, data collected and presented in this bulletin referred to the sex of the officer, limited to male or female as requested from police forces by His Majesty’s Revenue and Customs (HMRC). The implementation of the Data Standards expanded the categories under sex, as well as requested additional information on gender. For some forces, this change has led to a large proportion of officers with an “unknown” gender or “unknown” sex.
There is increasing awareness of the need for trauma informed care in the NHS, which aims to understand the impact of previous trauma on the person and their health. It is important that this includes recognition of the trauma care leavers have experienced (3). It is through implementing this approach and including recognition of care leavers that professionals will be able to understand the difficulties individuals may present with and how to support them. Information on protected characteristics is self-reported by individuals on police force HR systems. Implications:In a small number of cases forces may incorrectly classify a joiner or leaver if they misinterpret the guidance provided by the Home Office. Totals for some joiner and leaver categories may therefore be slightly inaccurate. This is more likely to be an issue at force level than nationally. on 1 April 2017, a new crime classification was introduced of ‘assault with injury on a constable’, therefore all data on assaults on police officers now come from police recorded crime data In recent years a number of forces have established collaborations, both between forces and partnerships with other bodies (such as County Councils). These collaborations present challenges when counting the number of staff, joiners and leavers in forces. To ensure consistency and comparability across forces, an approach has been agreed with all forces that officers and other staff members moving to collaborative units (that is, units jointly funded with other forces) should NOT be treated as leavers, transferees or secondees if they remain on the payroll of their host force (or if monies are recovered from another force).
Adult Care Leavers: An Invisible Network
NHS England has recently signed up to the Care Leavers Covenant, to ensure improved access to a career. It is so much more as it will also increase awareness of the health needs of care leavers, and begin to reduce the significant health inequalities. as part of an initiative to improve data on the police workforce and to align the monthly data collected for the police uplift programme with the police workforce statistics, a National Standards for Workforce Data has been developed. The standards were developed in collaboration with the National Police Chiefs’ Council (NPCC) and the College of Policing (as well as considering pre-existing frameworks such as those used in the Office for National Statistics (ONS) Census) If data are published in a table in a rounded form, the footnotes to that table explain the reasons for doing this.
Implications: For some forces length of service may be undercounted, as previous posts in other police forces are not accounted for. This is particularly likely to affect senior ranks. Nationally the data will show too few people in longer service categories, and too many in shorter ones. However, given that constables make up the majority of the workforce, the effect of this is likely to be relatively small.Special constable and police support volunteer numbers can fluctuate depending on how often forces review their data and remove those who have not recently done shifts from their systems. 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. The diversity section of the bi-annual police workforce release and quarterly police officer uplift release focuses on the protected characteristics of sex, ethnicity and age, where the data are more complete and reliable. In addition, between July 2021 and the final release in July 2023, statistics have been included in an Annex of the police officer uplift release to provide information on the proportion of officers broken down by sexual orientation and disability status using data collected by the NPCC as part of the police uplift programme. From July 2022, statistics have been included in an Annex to the police workforce release to provide information on the proportion of officers broken down by sexual orientation, disability status and religious beliefs using data collected by the Home Office. Lessons can be identified from comparator groups. Analysis of comparator group transitions highlights that — as with Service leavers — a number of challenges can reinforce each other to create more difficulty in transition experiences. In our comparator group analysis, resilience was found to play a role in helping individuals handle transition challenges. This literature offers a rich source of evidence, building on a more limited understanding of resilience in the Service leaver context. Recommendations Limitations: The full-time equivalent ( FTE) of individuals on career breaks is sometimes adjusted on force HR systems to zero.
Third parties – the statistics are used by a range of third parties, from civil liberty groups to academics. This consultation is mainly aimed at pension administrators and employers who sponsor formerly contracted-out defined benefit occupational pension schemes. However, the government also welcomes comments from pension industry professionals, pension schemes, trustees, pension scheme members and member representative organisations and any other interested parties. Purpose of the consultation The NHS Long Term Plan recognised the impact that “the most vulnerable children, who need extra help from the state to safeguard their wellbeing, do not reliably get the support or access to the services that their needs demand. This results in poorer health outcomes, particularly for care leavers.” (5)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
Great Deal 
New Comment