Investigative Coaches

Reference code: 
PCD 132
Date signed: 
30 January 2017
Authorisation name: 
Sophie Linden, Deputy Mayor, Policing and Crime

Executive summary

This paper requests approval to recruit 63 investigative coaches (Band D) at a cost of £2,683,000 per annum and two band C at a cost of £114,000 per annum over the financial years 2017/18 and 2018/19. The Investigative Coaches will support and train direct entry detectives and existing Trainee Detective Constables.



The Deputy Mayor for Policing and Crime is asked to:

  1. Approve the recruitment of 63 investigative coaches (Band D) at a cost of £2,683,000 per annum and two Band C at a cost of £114,000 per annum for up to a two year period to support and train direct entry detectives, including existing Trainee Detective Constables.
  2. Approve the total funding of £5,594,000, which is to be paid in two tranches (£2,797,000 per annum). A review will be carried out at month nine to ensure the proposal is delivering its objectives and is providing value for money. The MPS should submit this review to MOPAC for their consideration.
  3. Ensure proper oversight of this proposal, MOPAC will nominate an officer to sit on the Detective Diamond Group.

Non-confidential facts and advice to the Deputy Mayor for Policing and Crime (DMPC)

1.    Introduction and background

1.1.    The MPS is currently 662 detectives short of its current design. This impacts on the MPS’s ability to manage resources and deal with current and emerging threats within London. To address this issue the Detective Diamond Group has developed the idea of using Investigative Coaches to support and train current and direct entry detectives, as a short-term measure to support the recruitment of detectives. 

1.2.    A direct recruitment pathway for detectives to join the MPS was proposed under the Attract Work Stream of the Workforce Futures programme. This will not require the recruit to undertake any uniform duties and their development will be through a dedicated detective career pathway. It is hoped this will increase Detective Constable numbers across the MPS.

1.3.    This proposal provides a much needed support structure for trainee detectives, for whom many feel unsupported and that there are barriers to their development. The introduction of the Investigative Coaches will provide a consistent method of developing both existing Trainee Detectives and new direct entry detectives.

1.4.    The training will be delivered by Band D support staff and will be overseen by two Band C members of staff, who will provide governance and oversight. The Investigative Coaches will initially be on a 12 month contract, with the option to renew for a further 12 months.

2.    Issues for consideration

2.1.    The success of this proposal is partly predicated on recruiting sufficient direct entry detectives who are able to pass the National Investigators Exam or are successfully streamed into the detective pathway.

3.    Financial Comments

3.1.    There is no budget provision for this proposal during the required period of 2017/18 and 2018/19. It is proposed that the total cost of £5,594,000 will be funded from the Specialist Crime and Operations forecast year end underspend for 2016/17. An earmarked reserve will be created and funding will be drawn down in future years.

4.    Legal Comments

4.1.    Ex police officers will be employed under the scarce skills to recruit scheme. This process has been approved by the MPS Management Board and the Directorate of Legal Services. Applicants will need recent skills and experience and a relevant gap between leaving the service as a police office and re-joining on the approved return scheme as police staff.

5.    Equality Comments

5.1.    An Equality Impact Assessment has been prepared. There are no significant impact that has been identified which suggests that any of the protected groups, as defined under the Equality Act, would be unduly affected by this Trainee Detective Constable (TDC) programme and use of investigative coaches. Potentially, the TDC programme opens up far more significant opportunities from within the above protected groups as well as direct recruitment externally through industry and direct streaming which will open up a greater pool of diverse applicants into the organisation. This is seen as a positive recruitment opportunity for the MPS. 

6.    Background/supporting papers

6.1.    None.

Share this page