Police Superintendents Association of England and Wales

Police Superintendents Association of England and Wales Personal Resilience Questionnaire Survey 2014 Report on results April 2014 Emma Donaldson-Feilder, Taslim Tharani and Bethan Jones Affinity Health at Work 287 Mayall Road London SE24 0PQ Tel: 020 7738 4792 Email: emma@affinityhealthatwork.com Website: www.affinityhealthatwork.com

Police Superintendents Association of England and Wales Personal Resilience Questionnaire Survey 2014 Report on results Contents Page Executive summary 3 A. Introduction 8 1. Background 8 2. Survey methodology 8 3. Response rates 9 4. Demographics 10 B. Findings from the survey onses 13 1. Health and wellbeing 13 2. Absence, leave and rest days 15 3. Working hours 18 4. Working conditions and individual factors 20 5. Areas of particular current concern 36 6. Pension arrangements 39 7. Links between working conditions/individual factors and wellbeing 40 8. Links between working hours and wellbeing 45 C. Findings from comparative analyses 48 1. Comparisons between the 2014 survey and earlier survey results 48 2. Comparisons by gender 53 3. Comparisons by number of years in Superintending ranks 56 4. Comparisons by number of years pensionable service 59 5. Comparisons by function 62 6. Comparisons by rank 64 D. Recommendations 65 1. Lobbying for improved conditions 65 2. Supporting members 67 Appendix 69 PSAEW Personal Resilience Survey 2014 overall results April 2014 2

Police Superintendents Association of England and Wales Personal Resilience Questionnaire Survey 2014 Report on results Executive Summary A. Introduction The 2014 Personal Resilience Questionnaire survey is the sixth that the Police Superintendents Association of England and Wales (PSAEW) has conducted. It aims to: gather information, provide a tool for Branches, support national lobbying and encourage members to reflect on their own health and wellbeing. The survey was conducted using an online questionnaire, the link to which was made available to all PSAEW members during the period from 20 th January to 14 th February 2014. 1033 people submitted a sufficiently completed questionnaire through the online system, an 81.4% onse rate. B. Findings from the survey onses 1. Health and wellbeing The data showed that just over a quarter of ondents reported mild levels of anxiety and around 23% reported moderate or severe. For, about 18% reported mild and about 9% reported moderate or severe. Thus around 50% report some level of anxiety and over 25% report some level of. Comparisons with the 2011 data suggest that rather more 2014 ondents are showing severe levels of anxiety, and mild, moderate and severe levels of than three years ago. However, this comparison should be treated with caution as the differences are very small. Responses regarding whether people had been treated for various health conditions showed that around half had not been treated for any of the conditions covered. More than half those reporting treatment were only treated for one of the conditions listed. Neck or back pain was the most frequently reported condition for which ondents had been treated, stress/anxiety/ the second most frequent, and high blood pressure being third most frequent. 2. Absence, leave and rest days The average number of sick days taken in the past 12 months was 2.19 days and 88% of ondents had taken no sick days at all. (Note: Members who were on long-term sick leave during the period of the survey would not have been in a position to ond, so these figures do not include them, suggesting that the actual levels of sick leave may be higher.) Of those who had taken sickness absence, 86% had taken only one period and there was a fairly broad spread in terms of the number of days taken. 34% of ondents reported taking leave/rest days to avoid sickness absence and 31% reported taking leave/sick days due to caring onsibilities in the past year. 79% had not taken all their annual leave in the past 12 months and 20% said they had lost annual leave days they had been unable to take, including more than 50 people who had lost 5 days and more than 35 who had lost 10 or more days. Qualitative onses regarding reasons for this suggest that in some cases it was not due to being prevented from taking leave, but to the combination of high intensity work and commitment to the role. 77% of ondents had not taken all their rest days in the past month and 21% had lost rest days they had been unable to take, including more than 35 who had lost 5 days and more than 40 who had lost 10 or more days. PSAEW Personal Resilience Survey 2014 overall results April 2014 3

3. Working hours Over half (about 57%) of ondents reported working 50-60 hours per week, 18% said they worked 60-70 hours and 2% reported working 70 or more hours per week this suggests that 77% of ondents may be in breach of the Working Time Directive. Nearly 57% of ondents said they did not log their hours accurately; the most frequently selected reasons for this were: There is no point as my hours are not monitored, It is not possible to record the hours worked (e.g. at home or elsewhere) and I am too busy/it is not a priority. Qualitative data suggested that the IT systems for time recording caused problems, for example an inability to record separate periods of duty on the same day and difficulties recording hours worked at home or on call. The comments also pointed to reluctance to record working hours being related, on the one hand, to a sense of apathy because no one looks at it, and, on the other hand, to fear of sanctions such as being criticised for working too many hours. 4. Working conditions and individual factors The long working hours culture appears to persist, with 88% of ondents agreeing that everyone tends to work long hours and 65% agreeing that there is a perception that working long hours is the way to show you are performing well. Allied to this, 81% of ondents agreed that their ACPO team works long hours and 80% that their line manager works long hours. There also continues to be a perception that people must not be seen as fallible, seek support or admit they can t cope (78% of ondents agree to this) and 55% report that they work hard because they don t want to be seen as weak. Senior management s behaviour was reported to be harsh and unhelpful by 41% of ondents. 28% reported that their ACPO team shows bullying behaviours and 9% reported that their line manager shows bullying behaviours. Comparing onses to the line manager questions according to whether the ondent s manager was a Chief Officer, Chief Superintendent or Other, shows that the onses did not vary enormously between these groups. The demands on Police Superintendents continue to be high, with 98% agreeing that their role places them under high levels of demand, 97% agreeing that they are required to manage difficult human resources issues, 96% agreeing that they are required to attend numerous meetings, 93% agreeing that their role involves regular tight deadlines so they have to work fast, 93% reporting a very high volume of emails and 80% agreeing that their role involves an excessive breadth and depth of onsibility. In addition 89% report that the demands of their job have increased in the last year and 75% report having been exposed to a large number of traumatic incidents. Resources to help mitigate these demands are also problematic, with 58% agreeing that they have insufficient resources/staff to do the job and only 50% reporting that they receive helpful feedback on their performance. Only 59% agree that they receive the training they require to do their job. Meanwhile, only 55% agree that they have a say over their working location and 57% that they have a say over how their career develops, suggesting that nearly half of ondents feel that they do not have a say in these areas. Work appears to be intruding into non-work time, with 78% reporting that they receive work phone calls at all times of the day and night, 74% agreeing that is difficult to balance the demands of work with what they want/need to do at home, 73% reporting that they are expected to perform on call duties on their rest days, 57% agreeing that their force expects them to be at work or answer the phone at unreasonable times and only 5% saying they never take work home. Linked to this, 66% reported that their ACPO team does not reinforce the importance of work-life balance through their PSAEW Personal Resilience Survey 2014 overall results April 2014 4

behaviour and 44% reported this for their line manager (despite high levels of agreement for both ACPO team and line managers saying that work-life balance is important). Meanwhile, 64% disagree that their span of command is reasonable to undertake without excessive working hours and 68% say that their force has an expectation they will take on additional onsibilities without consideration of how this affects their workload. Although 76% of ondents agreed that diversity is recognised, 81% reported that there are in crowds and cliques and only just over half agreed that it is OK to challenge the norms. Nearly three quarters (72%) of ondents are ambitious to do well and gain promotion; however, 39% of ondents report being more concerned about their career progression than they were a year ago. Although 89% agree that looking after their health is a priority for them, 73% admit to having a tendency not to say no and only 57% agree that they are good at managing their time. On the positive side, 74% of ondents report that their ACPO team and 81% that their line manager is supportive of those who work around them, while 66% agree that their ACPO team and 83% that their line manager is appreciative of them and the work they do. Also positive, is that the vast majority of ondents still get a buzz from working in the Superintending ranks (92%) and feel that being in the police service is a vocation for them (96%). In general, the pattern of results in 2014 is quite similar to that in 2011 and 2009, with most questions showing only a few percentage points difference from previous onses. There were slightly larger differences regarding: lower proportions reporting a perception that working long hours is the way to show you are performing well, that diversity is recognised, that their ACPO team does not reinforce the importance of worklife balance through their behaviour and that their force has an expectation that they will take on additional onsibilities without sufficient consideration of how this affects their workload; and a higher proportion reporting having a say over their working location. In addition, a lower proportion report being more worried about their personal finances than they were a year ago (though 51% still report being worried) and a considerably lower proportion report being concerned that they will have to work for longer due to changes in pension arrangements (dropped to 28% from 71% in 2011). 40% of ondents said they aspired to move from Superintendent to Chief Superintendent (30% of ondents were already Chief Superintendents) and 23% said they aspired to move into ACPO. 5. Greatest concerns The questionnaire asked ondents to indicate their areas of particular concern. 58% of ondents said that increased work demands was either their greatest or second greatest concern. 34% indicated that reduced work resources was either their greatest or second greatest concern. 6. Pension arrangements For the first time, 2014 survey included a number of questions about pensions. 83% of ondents said they would complete all of their service as a member of the current pension scheme. Of those that stated that they would become members of the new scheme, 76% said that they intended to remain a police officer until they were at least the age of 55 so that they could take both elements of their pension. 7. Influence of working conditions and individual factors on wellbeing Using multiple regression to explore the issues that had the strongest association with anxiety and showed that: those who state that they enjoy their work less than they did a year ago are likely to have higher levels of both anxiety and than average; and those who say that they never take work home, that they PSAEW Personal Resilience Survey 2014 overall results April 2014 5

get a buzz from working in the Superintending ranks and that looking after their health is a priority for them are likely to have lower levels of both anxiety and than average. It also showed that: those who report that achievement of performance targets is top priority and that they work hard because they don t want to be seen as weak are likely to have higher levels of anxiety than average; and those who report that there are in crowds and cliques in their organisation are likely to have higher levels of than average, but those who report that their ACPO team shows appreciation of them and the work they do are likely to have lower levels of anxiety than average. 8. Impact of working hours on wellbeing The data suggest that those who work longer hours are more likely to have mild, moderate and severe anxiety and, but also more likely to take zero days sickness absence, take leave/rest days to avoid sickness absence and not to take all their annual leave or rest days. This suggests that people may avoid taking time off despite their risking presenteeism (being at work but not productive), which may be costly to employers and carries the risk of burnout for individuals. C. Findings from comparative analyses Comparisons with previous surveys show the levels of anxiety and are higher in 2014 than they were in 2011 and in almost all other years (the only exception being moderate and severe anxiety in 2009, which were marginally higher than 2014 levels). They also show the proportion of ondents reporting being treated for none of the 10 conditions listed in all the surveys, having dropped slightly between 2000 and 2009, have increased slightly since then. The same five conditions have been the most prevalent over all six surveys: neck or back pain, high blood pressure, stress/anxiety/, other chronic joint pain and sleep problems. Average sickness days, having dropped between 2003 and 2011, have increased again slightly in 2014; the proportion of ondents taking zero sickness days, having increased between 2000 and 2011, has dropped very slightly in 2014. The proportion of ondents taking leave/rest days to avoid sickness absence is not showing a consistent trend over the surveys. Across the 2009, 2011 and 2014 surveys, there has been an increase in the proportion of people taking leave/sick days due to caring onsibilities, not taking all their annual leave and not taking all their rest days. Comparisons by gender suggest that a higher proportion of women experience severe anxiety, while a higher proportion of men experience mild. For, there are only very small differences across the genders, with a slightly higher proportion of men experiencing mild and moderate. A lower proportion of women than men reported being treated for zero health conditions. Women report taking more sickness absence days on average and a smaller proportion of women took zero sickness absence. While similar proportions of men and women took leave/rest days due to caring onsibilities and had not taken all their rest days, a slightly higher proportion of women said they took leave/rest days to avoid sickness absence and a slightly higher proportion of men said they had not taken all their annual leave. A very slightly higher proportion of women are working 50 hours or less, but also slightly more women are working over 60 hours, with more men in the middle 50-60 hours band. Comparisons by number of years in Superintending ranks show few consistent patterns in terms of anxiety, or health conditions. Average days of sickness absence appear to be lowest for those with 2 years or less in the Superintending ranks and to increase with the increase in length of time in the Superintending ranks; but the proportion of individuals taking zero days sickness absence doesn t seem to vary much by age, except that a lower proportion of those with 7 years or more in the PSAEW Personal Resilience Survey 2014 overall results April 2014 6

Superintending ranks have taken zero days. While the proportion of ondents working over 60 hours does not appear to vary much according to the number of years they have been in the Superintending ranks, the proportion working 50 hours or less appears to increase and the proportion working 50-60 hours to decrease with time in the Superintending ranks. Comparisons by number of years pensionable service suggest that the level of anxiety is lower for those with more pensionable years, in that a smaller proportion of those who have less than 20 years pensionable service have a normal level of. For, there appears to be little variation in symptom level across the different years of pensionable service. A smaller proportion of those with 25 or more years service report being treated for none of the health conditions listed. The proportion of ondents taking sick days due to caring onsibilities decreases with increase in years of pensionable service; the proportion taking leave/rest days to avoid sickness absence increases very slightly and the proportion not taking all their rest days decreases very slightly with increase in years of pensionable service. The proportion of ondents working 50 hours or less seems to increase with increase in years pensionable service, while the proportion working 50-60 hours seems to decrease; the proportion working over 60 hours does not vary greatly across the groups. Comparisons by function suggests that a slightly higher proportion of those in HQ Support/Specialist Department functions experience both anxiety and. A higher proportion of those in Seconded functions than others report being treated for none of the health conditions included in the survey. Those in Division/BCU/Operational functions have higher average sickness absence than other functions, but the proportion taking zero sickness absence does not vary greatly over the three functions. A smaller proportion of those in Seconded than other functions reported taking leave/rest days to avoid sickness absence and leave/sick days for caring onsibilities, while a higher proportion of those in Seconded functions had taken all their rest days and all their annual leave. A smaller proportion of those in Division/BCU/Operational functions reported working 50 hours or less, with a higher proportion working 50-60 and over 60 hours; meanwhile, a higher proportion in Seconded functions reported working 50 hours or less, with a smaller proportion working 50-60 and over 60 hours. Comparisons by rank showed only small differences in anxiety or or in proportions being treated for health conditions. Average sickness days are lower for Chief Superintendents than Superintendents and the proportion of Chief Superintendents taking zero sickness absence is slightly higher than for Superintendents. A slightly higher proportion of Chief Superintendents than Superintendents report working 50-60 hours and over 60 hours. D. Recommendations Overall, as in previous surveys, the 2014 survey results give a picture of those in the Superintending ranks being under high levels of demand, working long hours and showing signs of anxiety and. The survey results highlight a number of areas on which the PSAEW and branches can focus when lobbying for improved working conditions for members. Particularly: Working hours and presenteeism High demands, low resources and intrusion into non-work time ACPO and management approaches. PSAEW Personal Resilience Survey 2014 overall results April 2014 7

The areas identified by the survey findings in which individual members could take action, and be supported by the PSAEW and branches to do so, are: Reducing working hours and improving work-life balance Leave, rest days and recovery Looking after their health. PSAEW Personal Resilience Survey 2014 overall results April 2014 8

Police Superintendents Association of England and Wales Personal Resilience Questionnaire Survey 2014 Report on results A. Introduction 1. Background The Police Superintendents Association of England and Wales (PSAEW) has been conducting regular surveys to monitor members health and wellbeing for 15 years. The initial Medical Health Questionnaire was used to conduct surveys in 2000, 2003 and 2006. In 2009, the PSAEW asked Affinity Health at Work (AHAW) to conduct the survey, at which point it was renamed the Personal Resilience Questionnaire (PRQ) and a number of enhancements were made, based on a series of interviews AHAW conducted with PSAEW members. In 2011, the PSAEW was concerned about the reduction in Superintending rank numbers and the consequent effect on its members health and wellbeing: it therefore asked AHAW to run the next PRQ a year earlier than scheduled, in Spring 2011. The 2014 survey marks a return to the 3-yearly survey schedule, though the questionnaire was distributed earlier in the year (January instead of April) to ensure that the survey results were available to branches in time for the June district meetings. As before, the aims of the survey are: To gather information about: o PSAEW members health and wellbeing o How members are feeling about their jobs o The stresses and strains members are under o What hours members are working To provide a tool to help Branch Secretaries to take action locally to improve members health and wellbeing To provide data to support PSAEW in taking action nationally to improve members health and wellbeing To help individual members, as they fill in the questionnaire, to reflect on their own health and wellbeing and, thereby, take action to improve it. 2. Survey methodology The 2014 PRQ survey questionnaire was similar to the one used in 2009 and 2011, with a few additions to explore members pension arrangements, untaken leave and rest days, working hours recording and spans of command. As in 2011, the 2014 PRQ survey was conducted using an online questionnaire. For 2014, the survey was delivered through SurveyMonkey (whereas the 2011 survey was delivered through the PSAEW website). South Yorkshire branch piloted the new version of the online survey in December 2013 and provided feedback that helped enhance the final version of the questionnaire to be used for the full membership survey. The link to the final version of the online questionnaire was sent out electronically to all PSAEW members on 20 th January, with an initial deadline for completion of 3 rd February. Response rates were monitored on a regular basis and reminders sent to members to encourage them to ond. On 31 st January, it was decided to extend the deadline for completion to 14 th February to maximise onse rates. PSAEW Personal Resilience Survey 2014 overall results April 2014 9

Following closure of the survey, the data submitted by ondents through the online questionnaire interface was downloaded from the website. Responses that were insufficiently complete were removed and the remaining data was entered into a statistical analysis tool to enable data analysis to be undertaken. The following sections provide information on the findings from this data analysis. 3. Response rates Of the 1269 PSAEW members to whom the link to the online survey was sent, 1050 provided a onse, of which 1016 were fully completed questionnaires and 17 were completed sufficiently to merit being included in the results: these 1033 onses equate to a onse rate of 81.4%. The inclusion of some part-completed questionnaires means that for some of the questions the actual number of onses is lower than 1033. Table 1 shows the number of onses from each PSAEW Branch and the percentage onse rate. Table 1. Branch onse rates Branch Number of onses Members in the branch Percentage onse rate Avon & Somerset Constabulary 25 26 96% Bedfordshire Police 9 11 82% British Transport Police 21 23 91% Cambridgeshire Constabulary 15 17 88% Cheshire Constabulary 16 18 89% City of London Police 14 17 82% Civil Nuclear Constabulary 10 10 100% Cleveland Police 10 13 77% Cumbria Constabulary 10 10 100% Derbyshire Constabulary 16 20 80% Devon & Cornwall Constabulary 20 33 61% Dorset Police 10 15 67% Durham Constabulary 14 15 93% Dyfed Powys Police 13 14 93% Essex Police 18 21 86% Gloucestershire Constabulary 13 15 87% Greater Manchester Police 53 75 71% Gwent Police 13 15 87% Hampshire Constabulary 26 34 76% Hertfordshire Constabulary 15 20 75% Humberside Police 21 22 95% Isle of Man 0 2 0% Kent Police 30 34 88% Lancashire Constabulary 27 34 79% Leicestershire Constabulary 16 21 76% Lincolnshire Police 12 12 100% Merseyside Police 33 42 79% PSAEW Personal Resilience Survey 2014 overall results April 2014 10

Branch Number of onses Members in the branch Percentage onse rate Metropolitan Police 163 228 71% Norfolk Constabulary 16 17 94% North Wales Police 15 16 94% North Yorkshire Police 15 17 88% Northamptonshire Police 7 11 64% Northumbria Police 20 33 61% Nottinghamshire Police 21 23 91% South Wales Police 28 30 93% South Yorkshire Police 26 28 93% Staffordshire Police 17 19 89% Suffolk Constabulary 13 14 93% Surrey Police 14 20 70% Sussex Police 26 34 76% Thames Valley Police 28 40 70% Warwickshire Police 10 11 91% West Mercia Constabulary 12 15 80% West Midlands Police 47 59 80% West Yorkshire Police 44 53 83% Wiltshire Constabulary 13 12 108% Other 18 N/A N/A Total Number of Responses 1033 1269 81.4% 4. Demographics The majority of ondents either worked in an HQ Support/Specialist Department (53%, 553 people) or a Division/BCU/Operational function (40%, 411 people), with only a minority in Seconded functions (7%, 69 people) see figure 1. Figure 1. Respondents Function 69 Division/BCU/ Operational 553 411 HQ Support/ Specialist Department Seconded In terms of rank, 70% were Superintendents (724) and 30% Chief Superintendents (309). Over 80% of ondents were male (859 male, 171 female and 3 Transgender). PSAEW Personal Resilience Survey 2014 overall results April 2014 11

And over 95% of ondents were white (988 White, 17 Mixed, 14 Asian, 9 Black, and 5 who marked Other ). In terms of age, three quarters of ondents were between 41 and 50 years old (479 were 46-50 and 303 were 41-45), with 179 ondents saying they were over 50 and 72 saying they were under 40 see figure 2. Figure 2. Respondents Age 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Age 35 or younger Age 36-40 Age 41-45 Age 46-50 Age 51-55 Age 56 or over In terms of number of years ondents had been in the Superintending ranks, 73% (754 people) had been in the rank 6 years or less; nearly 20% (199 people) had been in the Superintending ranks for a year or less; and less than 10% (93 people) had been in the Superintending ranks for 10 or more years see figure 3. Figure 3. Number of years in Superintending ranks 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% 1 year or less 2 3 4 5 6 7 8 9 10 or more In terms of number of years pensionable service, nearly 60% of ondents (618 people, 64%) had 25 or more pensionable years and less than 2% (18 people) had less than 15 pensionable years service see figure 4. PSAEW Personal Resilience Survey 2014 overall results April 2014 12

Figure 4. Number of years pensionable service 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Less than 15 years 15-19 years 20-24 years 25 or more years The majority of ondents (80%, 827 people) indicated that they were covered by full protection in relation to the reforms of the police pension schemes. Of those not covered by full protection a further 14% (145 people) said they were covered by the four year tapering protection period, meaning that 6% (61 people) were covered by neither full protection nor the tapering protection period see figure 5. Figure 5. Pension protection coverage 61 Covered by full protection 145 827 Not covered by full protection by covered by tapering period Not covered by either PSAEW Personal Resilience Survey 2014 overall results April 2014 13

B. Findings from the survey onses 1. Health and wellbeing a. Anxiety and Depression Anxiety and scores were measured using the Hospital Anxiety and Depression Scale (HADS), a questionnaire that asks 14 questions, seven relating to of anxiety and seven relating to of. The questionnaire is designed to categorise ondents into normal, mild, moderate and severe levels of, according to their aggregated score on the anxiety questions and on the questions. Figure 6 shows the percentage of ondents in each band for anxiety and Figure 7 shows the percentage for. In each case, the 2014 scores are compared with the 2011 scores (further comparisons across all surveys are provided later in this report). Figure 6. Anxiety 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Normal level of Mild Moderate Severe 2014 2011 Figure 7. Depression 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Normal level of Mild Moderate Severe 2014 2011 The data shows that just over a quarter of 2014 ondents (27%, 276 people) are reporting mild levels of anxiety and around 23% (241 people) are reporting moderate or severe anxiety. For, about 18% (184 people) are reporting mild and about 9% (96 people) reporting moderate or severe. Comparisons with the 2011 data suggest that rather more 2014 ondents are showing severe levels of anxiety, and mild, moderate and severe levels of than three years ago. However, this comparison should be treated with caution as the differences are very small. PSAEW Personal Resilience Survey 2014 overall results April 2014 14

Neck or back pain Stress, Anxiety, Depression High blood pressure Other chronic joint pain Sleep problems Asthma Age-related health issues Heart disease Gynaecological issues Injury on duty/ serious accident Cancer Diabetes Maternity-related health issues Epilepsy b. Treatment for health conditions The questionnaire asked ondents to indicate whether they had been treated for fourteen different health conditions in the last 5 years. Around half of ondents (520 people) said they had not been treated for any of the conditions listed. Of those that reported being treated for health conditions, over half (57%) reported just one condition, a further 27% reported two conditions, 10% three and 7% four or more conditions see figure 8. Figure 8. Number of conditions for which ondents are being treated (excluding those being treated for none of the conditions listed) 50 34 1 condition 2 conditions 139 290 3 conditions 4 or more conditions Figure 9 shows the number of ondents indicating that they had been treated for each of the conditions included in the questionnaire. The most frequently reported health condition was neck or back pain of at least three months duration (174 people or 17% of ondents), the second highest being stress/anxiety/ (146 people or 14% of ondents), and the third highest being high blood pressure (115 people or 11% of ondents). A full table of data is given in the appendix. Figure 9. Number of people reporting being treated for each condition 200 180 160 140 120 100 80 60 40 20 0 PSAEW Personal Resilience Survey 2014 overall results April 2014 15

2. Absence, leave and rest days The questionnaire asked ondents about the amount of sickness absence they had taken in the past 12 months and the number of periods of sickness absence. The average number of days taken was 2.19 days. However, 88% of ondents (906 people) had taken no sickness absence at all. Of the 127 people who reported taking sickness absence, 11% (14 people) had taken one day, 19% (24 people) two days and 8% (10 people) three days see figure 10. There were 47 ondents who took over 10 days, including 5 people who had taken over 100 days, with the highest number of days taken being 150. 86% of ondents who had taken sick leave had taken one period (109 people) and 12% two periods (15 people), with a minority taking more than two periods. (Note: Members who were on long-term sick leave during the period of the survey would not have been in a position to ond, so these figures do not include them, suggesting that the actual levels of sick leave may be higher.) Figure 10. Number of days sickness absence taken for those reporting absence 14 1 day 2 days 47 24 3 days 4 days 15 10 7 10 5 days 6 to 10 days Over 10 days The questionnaire also asked questions about leave and rest days: Question 2014 % (no.) Did you take leave/rest days to avoid sickness absence in 34% (353) the past year? said yes Did you take leave/sick days due to caring onsibilities in 31% (316) the past year? said yes In the past 12 months, have you taken all your annual 79% (812) leave? (See figure 11 for the reasons given for not taking all said no their annual leave by those who said no ) In the past 12 months have you lost any annual leave days that you had been unable to take? (See figure 12 for the number of days these people have lost) In the past month, have you taken all your rest days? (See figure 13 for reasons given by those who said no ) In the past 12 months, have you lost any rest days that you had been unable to take? (See figure 14 for the number of days these people have lost) 20% (202) said yes 77% (794) said no 21% (221) said yes 2011 % (no.) 37% (395) said yes 26% (281) said yes 75% (804) said no Not asked 76% (820) said no Not asked PSAEW Personal Resilience Survey 2014 overall results April 2014 16

Lost 1 day Lost 2 days Lost 3 days Lost 4 days Lost 5 days Lost 6 days Lost 7 days Lost 8 days Lost 9 days Lost 10 or more days Figure 11. Reasons given for not taking all annual leave 497 31 284 I could not take all my leave and have concerns that I will be unable to take them in the future I have carried forward these days into this leave year and expect to take them at a later date Other As shown in figure 11, the majority of those who had not taken all their annual leave (61% or 497 of the 812 ondents in this position) had carried these days forward and expected to take them at a later date. However, 35% could not take all their leave and had concerns that they would be unable to take them in the future. Of those who provided a comment in onse to this question, the primary reason given for not taking all their annual leave was work commitments. Some said that their workload is so great that they have had to come in at weekends to stay afloat. Many cited staff shortages as an issue, particularly for specialist qualifications e.g. public order commanders. Due to on call rotas, ondents commented that they had accrued rest days which they struggled to take in addition to their allotted annual leave. One onse was I did not take all my leave. This is mainly down to the intensity of my work and my own commitment to it, rather than being prevented from taking it. A few ondents noted that because they were close to retirement, whilst previously they wouldn t have taken all their leave, in the past year they had made a conscious effort to take what was owed. Figure 12. Number of days annual leave lost 60 50 40 30 20 10 0 PSAEW Personal Resilience Survey 2014 overall results April 2014 17

Lost 1 day Lost 2 days Lost 3 days Lost 4 days Lost 5 days Lost 6 days Lost 7 days Lost 8 days Lost 9 days Lost 10 or more days Figure 13. Reasons given for not taking all rest days 63 279 I could not take all my rest days and have concerns that I will be unable to take them in the future I have banked them and expect to take them at a later date 458 Other As shown in figure 13, the majority of those who had not taken all their rest days (58% or 458 of the 794 ondents in this position) said they had banked them and expected to take them at a later date. However, 35% said that they could not take all their rest days and had concerns that they would be unable to take them in future. Of those who gave comments in onse to this question many reported operational commitments as a barrier to taking rest days as they find it difficult to take the day back. Some said their workload is so great that they have had to come in at weekends to stay afloat. Due to on call rotas, many accrue rest days which they struggle to take in addition to their allotted annual leave. Some mentioned that their required attendance at meetings can prevent taking days rest. One individual stated I have been very careful in the last 12 months to take all my leave and bank days as I retire in a few months, but in previous years have lost a lot of RDLs, extra hours worked and annual leave. This suggests that as in the case of not taking annual leave, there is a degree of personal choice involved in ondents not taking all of their rest days. Figure 14. Number of rest days lost 50 45 40 35 30 25 20 15 10 5 0 PSAEW Personal Resilience Survey 2014 overall results April 2014 18

There is no point as my hours are not monitored It is not possible to accurately record the hours worked (e.g. at home or elsewhere) I am too busy/it is not a priority There is no appropriate system Other (please specify) Recording my hours truthfully might count against me 3. Working hours The questionnaire asked ondents about their typical hours of work per week (both in and out of the office). Over half of ondents (nearly 57%, 584 people) said they worked 50-60 hours per week, just under a quarter (23%, 240 people) said they worked 40-50 hours per week, 18% (182 people) said 60-70 hours and 2% (25 people) reported working 70 or more hours per week. Thus 77% of ondents are working hours that breach the Working Time Directive. Figure 15 shows these data and compares them with the 2009 and 2011 data: it shows that there is an increase in the number of ondents working 60-70 hours and a slight increase in the proportion of people working 50 hours and over (77% in 2014, 71% in 2011, 75% in 2009). This comparison should be treated with caution as the differences are very small. Figure 15. Number of hours worked per week 60% 50% 40% 30% 20% 10% 0% Less than 40 hours 40-50 hours 50-60 hours 60-70 hours More than 70 hours 2014 2011 2009 Respondents were asked whether they logged their hours accurately, to which over 57% (594 people) said no. Those who reported that they did not log their working hours accurately were asked to give reasons for this out of five suggested options and an other alternative; they could choose more than one option in onse to this question. The three options selected most frequently were: There is no point as my hours are not monitored (320 people), It is not possible to accurately record the hours worked (e.g. at home or elsewhere) (308 people) and I am too busy/it is not a priority (287 people), and. Figure 16 shows the number of people that selected each of the options provided. Figure 16. Reasons for not recording working hours 350 300 250 200 150 100 50 0 PSAEW Personal Resilience Survey 2014 overall results April 2014 19

The questionnaire provided ondents with space to make comments if they said their reason for not recording their hours was Other. Responses given in this space suggest that the system for logging working hours was the predominant other reason for ondents failing to record their working hours accurately. Individuals felt that the system was time consuming, inflexible and complicated. Whilst ondents reported improvements in the FIRMS IT system and the automated telephone system, its inability to record separate periods of duty on the same day was a problem and it was not easy to record hours at home on leave, rest days, return to duty or rest day working. Some reported that normal hours are automatically populated and it is easier to let this happen, and also that much of the job demand is not on an hourly basis, which takes too long to fully account for. Some ondents reported that they felt there was no point in recording working hours as they don t get the time back for additional hours needed to perform duties. Others stated that the hours were not monitored. Some believe the long hours culture is the norm and suggest that recording working hours is pointless as I would be told not to work the hours then criticised for not delivering what's expected of me without acceptance that the non delivery was down to not working the excessive hours. Some stated that the hours that they work are their choice, for which they take personal onsibility as they are committed to getting the job done. Finally, worryingly, a few stated that they did not want to declare their working hours as they believe too many hours leads to questions and don't want it to be seen that I need to work the hours to maintain my performance. NB See section 8 below for findings on the link between working hours and wellbeing. PSAEW Personal Resilience Survey 2014 overall results April 2014 20

4. Working conditions and individual factors The questionnaire asked ondents a range of questions about their working conditions and individual factors. There were seven sections to this part of the questionnaire, each of which is considered below. For all sections, the proportions of ondents onding strongly agree, agree, disagree and strongly disagree to the relevant statement is shown in the form of bar-charts. Where possible, a comparison with the onses to that statement in the 2011 and 2009 surveys are provided: this has been calculated by comparing the percentage of ondents who were in agreement with the statement (i.e. onded agree or strongly agree) in each of the surveys. The comparison result is provided as a + or figure, where a + figure means that more ondents were in agreement in 2014 than 2011/2009 and a figure means that fewer ondents were in agreement in 2014 than in 2011/2009. To summarise, the key findings are as follows: The long working hours culture appears to persist, with 88% of 2014 ondents agreeing that everyone tends to work long hours and 65% agreeing that there is a perception that working long hours is the way to show you are performing well. Allied to this, 81% of ondents agreed that their ACPO team works long hours and 80% that their line manager works long hours. There also continues to be a perception that people must not be seen as fallible, seek support or admit they can t cope (78% of ondents agree to this) and 55% report that they work hard because they don t want to be seen as weak. Senior management s behaviour was reported to be harsh and unhelpful by 41% of ondents. 28% reported that their ACPO team shows bullying behaviours and 9% reported that their line manager shows bullying behaviours. Comparing onses to the line manager questions according to whether the ondent s manager was a Chief Officer, Chief Superintendent or Other, shows that: o o o o Of those with a Chief Officer (Police Officer) as their line manager (37% of ondents), fewer than average agreed that their line manager says that work-life balance is important, that their line manager stops pressure being passed on and that their line manager shows appreciation of them and the work they do. Of those with a Chief Officer (Police Staff) as their line manager (2% of ondents), fewer than average agreed that their line manager stops pressure being passed on and that their line manager is supportive. However more from this group than average agreed that their line manager says worklife balance is important and fewer agreed that their line manager does not reinforce the importance of work-life balance through their behaviour. Of those with a Chief Superintendent as their line manager (55% of ondents), more than average agreed that their line manager shows appreciation of them and the work they do. Of those who indicated that their line manager was Other (4% of ondents), fewer than average agreed that their line manager shows appreciation of them and the work they do; however, fewer of this group than average also agreed that their line manager shows bullying behaviour and more than average agreed that their line manager says work-life balance is important. PSAEW Personal Resilience Survey 2014 overall results April 2014 21

The demands on Police Superintendents continue to be high, with 98% agreeing that their role places them under high levels of demand, 97% agreeing that they are required to manage difficult human resources issues, 96% agreeing that they are required to attend numerous meetings, 93% agreeing that their role involves regular tight deadlines so they have to work fast, 93% reporting a very high volume of emails and 80% agreeing that their role involves an excessive breadth and depth of onsibility. In addition 89% report that the demands of their job have increased in the last year. 75% of ondents report having been exposed to a large number of traumatic incidents. Resources to help mitigate these demands are also problematic, with 58% agreeing that they have insufficient resources/staff to do the job and only 50% reporting that they receive helpful feedback on their performance. Only 59% agree that they receive the training they require to do their job. Meanwhile, only 55% agree that they have a say over their working location and 57% that they have a say over how their career develops, suggesting that nearly half of ondents feel that they do not have a say in these areas. Work appears to be intruding into non-work time, with 78% reporting that they receive work phone calls at all times of the day and night, 74% agreeing that it is difficult to balance the demands of work with what they want/need to do at home, 73% reporting that they are expected to perform on call duties on their rest days, 57% agreeing that their force expects them to be at work or answer the phone at unreasonable times and only 5% saying they never take work home. Linked to the above, 66% reported that their ACPO team does not reinforce the importance of work-life balance through their behaviour and 44% reported this for their line manager (despite high levels of agreement for both ACPO team and line managers saying that work-life balance is important). Meanwhile, 64% disagree that their span of command is reasonable to undertake without excessive working hours and 68% say that their force has an expectation they will take on additional onsibilities without consideration of how this affects their workload. Although 76% of ondents agreed that diversity is recognised, 81% reported that there are in crowds and cliques and only just over half agreed that it is OK to challenge the norms. Nearly three quarters (72%) of ondents are ambitious to do well and gain promotion. However, 39% of ondents report being more concerned about their career progression than they were a year ago. Although 89% agree that looking after their health is a priority for them, 73% admit to having a tendency not to say no and only 57% agree that they are good at managing their time. On the positive side, 74% of ondents report that their ACPO team and 81% that their line manager is supportive of those who work around them, while 66% agree that their ACPO team and 83% that their line manager is appreciative of them and the work they do. Also positive, is that the vast majority of ondents still get a buzz from working in the Superintending ranks (92%) and feel that being in the police service is a vocation for them (96%). PSAEW Personal Resilience Survey 2014 overall results April 2014 22

In general, the pattern of results in 2014 is quite similar to that in 2011 and 2009, with most questions showing only a few percentage points difference from previous onses. The only differences that are larger than this are as follows: o A lower proportion reporting a perception that working long hours is the way to show you are performing well. o A lower proportion is reporting that diversity is recognised. o A lower proportion is reporting that their ACPO team does not reinforce the importance of work-life balance through their behaviour. o A lower proportion is reporting that their force has an expectation that they will take on additional onsibilities without sufficient consideration of how this affects their workload. o o A higher proportion report having a say over their working location. A lower proportion report being more worried about their personal finances than they were a year ago (though 51% still report being worried) and a considerably lower proportion report being concerned that they will have to work for longer due to changes in pension arrangements (dropped to 28% from 71% in 2011). PSAEW Personal Resilience Survey 2014 overall results April 2014 23

a. Organisational issues In my organisation PSAEW Personal Resilience Survey 2014 overall results April 2014 24

b. Issues relating to the ACPO team PSAEW Personal Resilience Survey 2014 overall results April 2014 25

c. Issues relating to line management (for all ondents) PSAEW Personal Resilience Survey 2014 overall results April 2014 26

Issues relating to line management (for ondents who said their line manager was a Chief Officer (Police Officer)) PSAEW Personal Resilience Survey 2014 overall results April 2014 27

Issues relating to line management (for ondents who said their line manager was a Chief Officer (Police Staff)) PSAEW Personal Resilience Survey 2014 overall results April 2014 28

Issues relating to line management (for ondents who said their line manager was a Chief Superintendent) PSAEW Personal Resilience Survey 2014 overall results April 2014 29

Issues relating to line management (for ondents who said their line manager was Other ) PSAEW Personal Resilience Survey 2014 overall results April 2014 30

d. Demands of work PSAEW Personal Resilience Survey 2014 overall results April 2014 31

d. Demands of work (cont.) PSAEW Personal Resilience Survey 2014 overall results April 2014 32

e. Aspects of work PSAEW Personal Resilience Survey 2014 overall results April 2014 33

f. Issues relating to individual characteristics PSAEW Personal Resilience Survey 2014 overall results April 2014 34

g. Recent changes Five questions were added to the questionnaire in 2011 to ask specifically about recent changes. These were as follows. PSAEW Personal Resilience Survey 2014 overall results April 2014 35

h. Career aspirations Two questions about career aspirations were added in 2011: PSAEW Personal Resilience Survey 2014 overall results April 2014 36