Performance Management - 196/10
Dated: 15 Apr 2010
Date of request: 24/03/2010
Date of response: 15/04/2010
Provision of information held by Northumbria Police made under the Freedom of Information Act 2000 (the 'Act')(FOIA)
Thank you for your email dated 24 March 2010 in which you made a request for access to certain information which may be held by Northumbria Police.
As you may be aware the purpose of the Act is to allow a general right of access to information held by a Public Authority (including the Police), subject to certain limitations and exemptions.
The information I require is really to understand your performance management framework and relating this to the points I have mentioned how Northumbria Police conduct your performance management - I'm not sure if you are able to progress with the request based on this information?
Please could supply information, including that of relevant policies, procedures, guidance, systems and frameworks with regards to the following within Northumbria Police Force:
How performance information is collated, analysed and reported.
Which areas/functions of service provision are reported on.
Details of performance indicators for those listed from point 2.
To whom, and the frameworks/strategies for reporting performance information.
How performance information links to operational plans; including the planning process.
Communication techniques/structures for reporting on performance both internally and externally.
Training (at all levels) which is both compulsory and also available to all members of staff (including Authority Members) with regards to performance information and performance management.
Details/a copy of your Performance Management Framework.
Details of audits/reports regarding and/or including assessment and evaluation of performance management (internal and external).
Data quality assurance and reporting with regards to performance information.
We have now had the opportunity to fully consider your request and I provide a response for your attention.
Performance information is collated from a variety of sources and systems and can be both qualitative and quantitative. Wherever possible, the force uses the COUNT principle (collect once, use numerous times). Performance is compared over time, against similar forces and against standards and/or targets. At a strategic level, performance is reported at the force’s monthly strategic management board, on an exceptions basis. In addition, performance is also reported and managed at local area command and departmental level.
The force has developed a balanced scorecard which assesses performance across four main categories of confidence, policing performance, workforce and business efficiency and value for money. Within each of these categories are a number of business areas (See Appendix 1).
Measures included within the balanced scorecard are attached as Appendix 2.
Performance information is reported to the force’s strategic management board on a monthly basis. Performance information is made available within the force through the publication of automated reports using a performance management system. On a quarterly basis, performance is presented to the Audit and Scrutiny Committee at the Police Authority.
Performance is considered as part of the force’s strategic assessment, which informs the annual policing plan, including priorities and targets. During the year, the force will develop action plans to address areas where performance has deteriorated.
Performance information is presented at the force’s Strategic Management Board in the form of a monthly presentation. Performance information is also made available, within the force, through the publication of automated reports using a performance management system.
Externally, performance information is presented on a quarterly basis to the Police Authority and reported to the public through the media and within local plans, such as the annual policing plan and local policing summaries.
Performance analysts and/or staff/officers in similar roles attend appropriate courses and training, based upon their individual training requirements, for example, statistical analysis and research.
Performance management training is included within training for Inspectors. External performance management training is available for appropriate staff and officers, which includes appropriate training courses provided by the National Policing Improvement Agency. In addition, input and support is provided by staff from the force’s Corporate Development department to area commands and departments.
A copy of the force’s balanced scorecard is attached as Appendix 1.
The force is subject to a number of external data quality audits, as well as undertaking internal quality assurance processes. The Internal Audit section, within Gateshead Council undertakes an annual audit of the force’s performance management arrangements. The main objectives for the audit are to ascertain the extent to which systems and procedures are in place to ensure:
· The timely provision of information for national and local performance indicators to meet publication dates for reports.
· Formalisation of responsibilities for production and monitoring of the Authority's performance indicators.
· The accuracy of details provided and the existence of supporting documentation relating to monitoring and final outturn information.
· Performance is monitored and managed during the year, with action being taken and monitored to address areas where targets are not being achieved.
· Relevant information, data, documentation and IT systems are maintained securely.
· Managers have identified their business risks and implemented effective controls.
The audit concluded that the systems and procedures were operating well, with no findings raised.
In addition, the Audit Commission undertakes an annual Use of Resources assessment of the force and police authority, which includes an assessment of the arrangements for the production of relevant and reliable data and information to support decision making and manage performance. In 2008/09, the force and authority was graded as ‘level 3 - exceeds minimum requirements – performs well.
Finally, the last inspection completed by Her Majesty’s Inspectorate of Constabulary for performance management was conducted in October 2007. This inspection focused on forces’ ability to maximise the opportunities for performance improvement and assessed the force as ‘excellent’.
Please see the response to 9 above.
The information we have supplied to you is likely to contain intellectual property rights of Northumbria Police. Your use of the information must be strictly in accordance with the Copyright Designs and Patents Act 1988 (as amended) or such other applicable legislation. In particular, you must not re-use this information for any commercial purpose.
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DownloadsFOI Complaint Policy
FOI 196-10 - Appendix 1
FOI 196-10 - Appendix 2