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The PSA regularly consults with members on a range of issues of importance for the rank and the wider Service.
The annual resilience survey looks at member working hours, wellbeing and role requirements, and the pay and morale survey gives members the chance to share their views and inform our work on pay and conditions, and general police morale.

The results of our surveys and engagement exercises inform our work with government and national partners and provide evidence around our recommendations and submissions to the Police Remuneration Review Body (PRRB).

The information we receive from our members provides us with hugely valuable insight and information to represent members’ best interests and to push for positive influence across the Service.

We also occasionally share consultation exercises from partners and key national organisations.

2020 Pay Survey

Joint PSA / SANI survey into pay and conditions of service.

This consultation exercise is key in informing the PSA’s work to represent the best interests of members and to push for positive change and influence when it comes to processes and decisions around police officer pay.
The survey is being conducted by the Police Superintendents' Association and the Superintendents' Association of Northern Ireland in conjunction with the Police Federation of England and Wales, and will provide critical evidence to those that make pay decisions. The information obtained will also be used to inform future submissions to the Pay Review Body.
As in recent years, the survey asks about views of life in the police service, as well as opinions on recent and upcoming changes to pay and conditions, and how future decisions about pay can be made in as fair a way as possible.
Every year, the pay survey has enabled the PSA to collect valuable insight and data on its membership, which has supported work to secure positive change on behalf of members. To ensure the findings of the survey are as credible as possible it is vitally important that the completion/response rate amongst members is as high as possible.  Members’ participation is very much appreciated.

Members will be notified via the e-bulletin when the survey goes live.

Project Cadmium 2

Working Time Regulations
Project Cadmium 2 builds on Cadmium 1 which is the association’s work to develop changes that support compliance with Working Time Regulations, 1998, and the wellbeing of superintendents. 

Project Cadmium 1 produced the following findings:

  • At the commencement of the project there were 1267 PSA members of which 326 participated

  • This equates to 26% of the membership

  • From the 326 participants, 115 were found to have breached Regulation 4 WTR (exceeded 48hrs) which equates to 35%

  • All the 115 participants also breached Regulation 10 (less than 11hrs rest) on at least one occasion 
  • The highest recorded working time total was an individual working on average 70 hours and 31 minutes over the reference period

  • The highest number of occasions when Reg 10 WTR was breached by an individual was 65

The Association has been engaging with a variety of stakeholders highlighting the findings in pursuance of the strategic objective and success measures outlined in this document and continues to do so. 

View Strategic Objective & Success Measures here

The Association has requested that the following be addressed as soon as possible to remedy the breaches of the regulations:

  1. The regulations must lawfully be complied with and breaches of the law remedied.
  2. An adequate record keeping system must be in operation that can record numerous periods of work during a 24hr period. 

  3. The recording system must be easily accessible, open and transparent. 

  4. Management data must be produced, and this must be accurate having been correctly calculated in accordance with the requirements contained within the regulations. 

  5. A system of governance must be in place to scrutinize the findings of regular management data products and active management takes place by line managers to prevent WTR breaches.  

  6. The requirements of The Working Time Regulations should be interwoven into force policies dealing with health and safety, wellbeing and professional practice areas where appropriate.

  7. A regular force review of superintending ranks regarding establishments, capacity and resilience is conducted considering these findings and especially so, given the understanding that will be required to inform Operation Uplift.   

The latest position is that 485 members have now registered for Project Cadmium 2 which commences on Monday 28th October 2019 collecting 21 weeks of data. The project will once again not only assist with determining the impact of long hours on the health and wellbeing of the membership but will additionally enable the PSA to objectively inform the National Uplift Programme of our ranks’ current resource requirement

Thank you to the members who have already taken part in Project Cadmium 1 and to those who have registered for Project Cadmium 2. 

Project management support is available by contacting Stuart Kehily at wtr@policesupers.com 

Project links for reference are available below: 


National Workforce & Skills Survey

National biennial research project assessing the current skills and competency needs of the entire policing workforce.
Since 2010, Skills for Justice, the Sector Skills Council for the UK Justice and Community sectors and leading not-for-profit, have funded a national biennial research project assessing the current skills and competency needs of the entire policing workforce. The Developing a Resilient Workforce Surveyaims to identify the critical development shortages at an individual, organisational and systemic level, to support the UK government and policing leaders implement measures that will not only protect staff from pressures that pre-date the pandemic but crucially, address new challenges they will continue to face as a result of it.
This vital research looks to capture cross-sector skills gaps, the impact on learning due to Covid-19, ongoing training needs, flexible and remote working, equality, diversity, and inclusion at work, as well as the organisational and people development requirements to support an ever-increasing  complex workforce. The findings will form a comprehensive report providing an invaluable overview of the current shape of the policing workforce nationwide.
The survey will be live until June 30, 2021 and for every completed response, Skills for Justice are donating 10p to Mencap, the leading charity for people with a learning disability.