Police Remuneration Review Body
The Police Federation of England & Wales makes an annual submission to the Police Remuneration Review Body (PRRB).
The PRRB provide independent advice to the government on pay and conditions for police officers who are at or below the rank of chief superintendent. This includes allowances, hours of duty, leave, and related matters.
The pay and morale survey, the only police workforce survey to gather consistent data on officers’ experiences across all 43 forces, forms a key part of the Federation's submission.
Read our 2017 submission and how it compares with the others made.
National Police Chiefs' Council (NPCC)
Association of Police and Crime Commissioners (APCC)
Who are the PRRB?
The PRRB was set up in 2014, replacing the Police Negotiating Board. There are currently six members of the PRRB, which is chaired by David Lebrecht, who currently works as an employment relations consultant to major corporate clients and is an ACAS arbitrator, having previously held a number of roles, including Head of Employee Relations at British Airways.
How does the process work?
Before making their recommendations to the government, the PRRB consider evidence from a number of organisations, including the PFEW, Police Superintendents’ Association, National Police Chiefs’ Council, Association of Police and Crime Commissioners and the Home Office.
• December 2016 - submission of parties’ written evidence
• 8 February 2017 - England & Wales oral evidence sessions
• 22 March 2017 - Northern Ireland oral evidence sessions
• 19 May 2017 - submission of PRRB Reports to the Prime Minister, Home Secretary and Minister of Justice Northern Ireland.
The government’s final decision is then expected in July and accepted recommendations are brought in in September 2017.
What do the PRRB look at?
In her remit letter to the PRRB, Home Secretary Amber Rudd said: "The Government’s position is that we are keen to support police leaders by giving them the tools they need to increase flexibility; allow movement in and out of policing; increase and introduce skills; and achieve a more diverse workforce mix as well as growing a culture of innovation and challenge.
“I will be particularly interested to see further police-led proposals on how a fair and sustainable reward structure can be achieved.”
There are specific areas the PRRB ask opinions on, which this year include:
• how best to apply short-term, targeted measures to address recruitment and retention pressures; and
• observations on proposals to introduce police officer apprenticeships in 2018, in relation to setting pay at an appropriate level.
What else do they consider?
As well as the submission from the PFEW, they also have a number of other considerations they must take into account.
These include the nature of the job police officers do, the need to recruit, retrain and motivate suitably able and qualified officers and the prohibition on police officers being members of a trade union or withdrawing their labour.
The PRRB has also been told to take into account the Chief Secretary to the Treasury’s letter to all Pay Review Bodies, covering most workers in the public sector, stating that pay uplifts should average one per cent.
The PFEW’s 2016 submission
The PRRB sided with the PFEW on four of the five main aspects of police pay on which they were asked to make a decision.
The PRRB agreed that, in line with the PFEW’s evidence, the pay increase should be consolidated, dismissing chief officers’ views that it should be non-consolidated, which would have meant the increase would not have been pensionable pay.
The PRRB agreed that public holiday pay should not be reduced and Away from Home Overnight allowance shouldn’t be scrapped. They also agreed that London Weighting and Dog Handler Allowance should go up by one per cent, and that the South East Allowance should go up.
Unfortunately due to Treasury direction the PRRB stayed within the one per cent pay cap, rather than accepting the PFEW’s suggested 2.8 per cent pay rise