Avon and Somerset Police
Police / Law Enforcement
Action Planned
AI-generated response summary
• Avon and Somerset Police stated it would commission an independent assessment of current shift patterns and their effects on staff. • The findings of this assessment would be reviewed by the Communications Department and HR representatives to develop recommendations. • These recommendations would then be considered at Force level by an appropriate group to decide on implementation.
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Dear Sir JACK WILLIAMPAYTON DECEASED REGUoNTON29 CORONERSUNVESTIGATIONSLREGULATIONS 2012 RESPONSE leeier t2 Your Regulation 28 report dated 30 August 2013 following your inquest into the death of Jack William Payton: Teported matters; of concern regarding the current shift patterns for Communications Department staff within the Avon and Somerset Constabulary: This was as a result of the evidence of two members of staff leaving with a distinct impression that pattern was factor affecting their judgement their shift involving the death of Mr detrimentally at the time of the incident Payton: have considered the matters of concern you have raised and what action should be taken and will be taking following action: you consider
1. am commissioning an independent assessment of the current shift_nattemn andits effects on staff currently anticipate this will be completed by Human Scientist with Qinetiq who will be working in conjunction with the Force Medical Advisor from our Occupational Health Department who, as specialist consultant physician; authored dissertation on driving fatigue and shift work It is anticipated this work will commence in January 2014, due to the availability ofp NSTABUY Valley 8am You you the
2_ Their report will be presented for initial consideration to Chief Superintendent| who heads the Communications Department; together with representatives from the HR Department who will review the findings and develop recommendations balancing the findings of the independent report with the demand profiles the organisation experiences, the resources we have available, our need to provide a 24 hour/365 service, and any other business impacts_ 3 These recommendations will then be considered at Force level by an appropriate group to decide whether they should be implemented or whether any other options should be progressed. Should a decision be taken to amend shift patterns there are specific timescales set out with staff associations involving consultation and notice periods_ The impact of these could mean that the timescales for full implementation could take until July 2014. 4_ We would, of course, be happy to share our findings and the outcome with you in due course should you wish to see them The Constabulary recognises that working a shift pattern, particularly where that pattern involves working during the night; may cause a level of fatigue not experienced by non- shift workers. As such, the existing shift pattern was considered in order to balance the demand profile for service which exists across 24 hours, against available resources and the need to reduce the impact of shift working on staff: For this reason, the current pattern has forward-rotating shifts and sufficient breaks intended to minimise its impact on our staff. Commissioning the independent review have outlined will; believe; enable the Force to take an informed decision on any changes which may be required. If | can be of further assistance in this matter, please do not hesitate to contact me_
1. am commissioning an independent assessment of the current shift_nattemn andits effects on staff currently anticipate this will be completed by Human Scientist with Qinetiq who will be working in conjunction with the Force Medical Advisor from our Occupational Health Department who, as specialist consultant physician; authored dissertation on driving fatigue and shift work It is anticipated this work will commence in January 2014, due to the availability ofp NSTABUY Valley 8am You you the
2_ Their report will be presented for initial consideration to Chief Superintendent| who heads the Communications Department; together with representatives from the HR Department who will review the findings and develop recommendations balancing the findings of the independent report with the demand profiles the organisation experiences, the resources we have available, our need to provide a 24 hour/365 service, and any other business impacts_ 3 These recommendations will then be considered at Force level by an appropriate group to decide whether they should be implemented or whether any other options should be progressed. Should a decision be taken to amend shift patterns there are specific timescales set out with staff associations involving consultation and notice periods_ The impact of these could mean that the timescales for full implementation could take until July 2014. 4_ We would, of course, be happy to share our findings and the outcome with you in due course should you wish to see them The Constabulary recognises that working a shift pattern, particularly where that pattern involves working during the night; may cause a level of fatigue not experienced by non- shift workers. As such, the existing shift pattern was considered in order to balance the demand profile for service which exists across 24 hours, against available resources and the need to reduce the impact of shift working on staff: For this reason, the current pattern has forward-rotating shifts and sufficient breaks intended to minimise its impact on our staff. Commissioning the independent review have outlined will; believe; enable the Force to take an informed decision on any changes which may be required. If | can be of further assistance in this matter, please do not hesitate to contact me_