Question
Mike Nesbitt MLA asked this question in 2021;
https://www.nipolicingboard.org.uk/questions/psni-overtime
1. I would like a breakdown of overtime costs from each of the subsequent financial years (21-22, 22-23, 23-24).
2. Additionally, I would like to know the number of police officers employed for each year from 2019-2024.
3. What efforts are made to limit the volume of overtime any one particular officer can assume?
Answer
1. Overtime costs
Please find table below summarising a breakdown of overtime costs for the last 3 financial years: Police Officer and Staff Overtime 2021/22 to 2023/24
| Financial Year | Police Officer Overtime £000 | Police Staff Overtime £000 | Total £000 |
|---|---|---|---|
| 2122 | 34,859 | 3,311 | 38,170 |
| 2223 | 30,693 | 2,951 | 33,643 |
| 2324 | 31,192 | 3,198 | 34,390 |
2. Police Officer numbers
| Date | Police Officer Headcount |
|---|---|
| 31/03/2019 | 6752 |
| 31/03/2020 | 6990 |
| 31/03/2021 | 7025 |
| 31/03/2022 | 7051 |
| 31/03/2023 | 6749 |
| 31/03/2024 | 6470 |
| 30/09/2024 | 6372 |
3. Limiting the level of Overtime
The use of overtime within the Police Service of Northern Ireland is carefully managed to ensure it is essential, pre-approved, and fully documented. Approval for overtime is only granted when necessary, after all reasonable alternatives have been considered and excluded. Such considerations are critical in maintaining a balanced workload and minimising the frequency and duration of overtime work. By adhering to these procedures, we aim to achieve a consistent and strategic approach to Police Overtime Management that aligns with the Police Pay and Allowances Code, Working Time Regulations 1998, and any applicable Workplace Agreements, such as those regarding flexible working within the Police Service of Northern Ireland.
Organisationally, the primary drivers for overtime use is the significant budgetary challenges we face; the reality is the PSNI do not have the number of officers they require to deliver policing without the use of overtime. When overtime is used the welfare of the officer is a key consideration. We acknowledge that because officers demonstrate a willingness to work overtime, it does not relieve PSNI of its duty of care towards its employees. Overtime hours inherently demand additional working hours beyond regular shifts, as such, it is essential that no officer is expected to work overtime without prior, appropriate approval – this means that the full duties aligned to any officer can be considered in order to ensure additional hours are managed. This approach includes
preventing practices such as overtime ‘swapping,’ this process can undermine the safeguards put in place to protect officer welfare.
Whilst PSNI policies and procedures provide a framework in which overtime can be used, it is important to note that supervisors play a vital role in monitoring overtime hours to prevent excessive strain on their staff. Data on overtime hours is readily accessible through the Options Duty Management System, which provides managers with a clear view of overtime patterns, particularly among the top earners in each department. This data is not only used to apply appropriate scrutiny to the overtime allocation process, but also to ensure that overtime is distributed fairly and sustainably, without placing undue stress on any individual officer. Indeed, any officer who is identified as an individual which significant overtime is supported by an mandated discussion with their supervisor, with the aim of early identification of any wellbeing or personal concerns linked to the officer.
Dr Kate Laverty