Employee rewards
Cumbria Constabulary prides itself on being an excellent employer where all people feel valued, fairly treated and enjoy their work in a supportive environment. We operate a fair and open culture to enable people to do their job to the best of their ability and ensure we deliver a high quality of service. The Constabulary can only achieve this through the valued contribution of our people and we will continue to encourage a positive working environment.
We want the right people in the right posts with the right skills!
We provide equality of opportunity, ensure people feel valued and build on a supportive working environment to encourage development, progression and retention of our staff.
The service to the public needs to be delivered by a professional and ethical workforce and the People Strategy puts people at the centre of everything we do and is split into four main areas:
- Workforce planning and resourcing – to develop a workforce for the future
- Health, safety and wellbeing – to develop a culture that optimises health, safety and wellbeing
- Employee relations – to develop an environment for positive and effective management
- Learning and development - to achieve potential through professional development
Cumbria Constabulary offer a range of excellent employee rewards and benefits and some are detailed below:
Employee rewards and benefits
Police staff terms and conditions have been locally agreed and provides a clear and transparent framework to ensure the Constabulary and its staff are managed appropriately.
Policy and procedures support and communicate the values of the Constabulary and these are efficient, effective and legislatively compliant. These are continuously reviewed to drive out any inefficiencies and to promote professional standards. All policies are assessed against the Equality Act.
The Constabulary promotes communication and engagement with staff associations and works in partnership with Unison in relation to formal consultation. We also engage with other staff associations within and external to the police family.
Unison represents and acts for members working in a range of public services and utilities. They represent members, negotiate and bargain on their behalf, campaign for better working conditions and pay and for public services.
The Blue Light Card scheme is a discount service for the emergency services, NHS, social care sector and armed forces, providing our members with thousands of amazing discounts and offers online and on the high street.
The cycle to work scheme is a government-backed initiative that enables you to obtain a bike and/or cycling accessories to use for riding to work, while making tax and National Insurance savings from your gross pay.
You choose your perfect combination of bike and accessories and then rent the equipment through salary sacrifice from the Police and Crime Commissioner for Cumbria. Cumbria Constabulary have been in partnership with Cycle Solutions for more than three years.
Flexibility of working hours is allowed within specified guidelines to encourage a greater work life balance, by providing increased scope to manage work and personal commitments, while also ensuring that the Constabulary is able to retain the high quality employees that it needs to deliver a high level of quality service.
The Flexitime scheme allows the bands for the working day to be set between 7am and 10pm. The scheme provides scope for all employees to work between these hours, subject to the discretion of their line manager, departmental core working hours and in accordance with the procedures. It also gives staff the ability to take days off in addition to their annual leave.
Please note that some key operational staff roles are not included in the Flexitime scheme.
| Length of Service | Entitlement |
| Under five years | 24 days - 177.6hrs |
| Five or more | 29 days - 214.6hrs |
| 10 or more | 30 days - 222hrs |
- Public holidays are in addition to leave entitlement
- Annual leave is pro rata for part time employees
The local government pension scheme (LGPS) is a statutory public service scheme, so the scheme’s benefits and terms are set out in regulations passed through parliament. Staff can opt out of the scheme if they wish.
- Top up of pension – this is something not usually provided with a private pension.
- Current rate of employer's contribution is 15.4 per cent.
- Tax relief on all contributions – even on top up of pension benefits.
- No hidden costs or extra charges – you pay a percentage of your pay.
- You get a guaranteed package of benefits which are backed by law.
- Protection for your loved ones – in the form of pensions for your dependent if you die.
- Life cover of three years pay – from joining date.
- No medical required – unlike other insurances it is open to all.
- All members can take a tax free lump sum as part of their package.
- Protection – in the event of having to draw your pension due to ill health.
- Pension will go up in line with inflation – protecting you from rising.
Maternity Pay
Police staff are entitled to Occupational Maternity Pay following one year’s service, which is paid at full pay for the first 26 weeks of leave. They will still also have the option to spread the final five weeks pay over 10 weeks at half their full pay.
Adoption Pay
Police staff are entitled to 52 weeks adoption leave following 26 weeks’ service, which is paid at full pay for the first 26 weeks. Followed by Statutory Adoption Pay and then no pay for the remainder of their leave.
Paternity Pay
Police staff are entitled to enhanced Paternity Pay following one year's service, which is paid at one week full pay followed by one week at Statutory Paternity Pay.
The scheme supplements Statutory Sick Pay or any other short / long term incapacity benefits.
| Length of continuous service | Amount of sick pay |
| During the first year of service | One month full pay and (after completing four months service), two months half pay |
| During the second year of service | Two months' full pay and two months half pay |
| During the third year of service |
Four months full pay and four months half pay |
| During the fourth and fifth years of service | Five months full pay and five months half pay |
| After five years’ service | Six months full pay and six months half pay |
The Occupational Health Unit, based at Police Headquarters, Penrith, provides a confidential medical service that aims to provide impartial advice to the organisation on the effects of work on health and health on work; balancing the needs of both individual and operational demands as far as is reasonably practicable.
The unit embeds a culture of health and safety, develops a set of wellbeing initiatives and complies with the Equality Act 2010 by providing, when appropriate, reasonable adjustments for those that have declared a disability, which will advance the equality of opportunity.
Some of the services provided:
- occupational health assessments to manage sickness absence
- psychological assessments including cognitive behavioural therapy
- external councillors
- occupational physiotherapy
Gym facilities are available at a number of police stations across the county and are subject to a monthly charge of £5 per month which is deducted from your salary.
We develop and train staff so they have the right skills to perform their job to the required standard. We offer a wide range of management and leadership programmes, CPD (continuing professional development) learning tools, e-learning and provide workplace development opportunities.
Cumbria Constabulary promotes agile and flexible working for staff and officers. Eligible police staff roles have the opportunity to work a hybrid model which includes part home working and part office working. Arrangements for hybrid working are agreed on a departmental basis.