POA Circulars

147 | 03.11.2011

PO's & DPSM's

Following the promulgation of POA Circular 138/2011, a small number of members have requested a copy of the minutes of the meeting held on the 9th September 2011.

The Assistant Secretary who facilitated this meeting has advised me that no minutes were taken as it was agreed to have an informal discussion and establish an action plan, which was completed.

All individual concerns have been responded to and it has been agreed to promulgate this circular with additional information.

  1. The legal advice in relation to “What’s Next for PO’s – The Final Offer” has confirmed that this does not form part of the terms and conditions and as a result would not give rise to a legal claim.
  2. The concerns raised, as a result of the meeting on the 9th September 2011, and other issues have been progressed through the POA HR Whitley Sub Committee. To date NOMS are adamant that no PO or DPSM has been disadvantaged or discriminated against and the POA has no evidence to support these claims.
  3. I re-iterate that individuals should raise issues locally in respect of allocation of work, raise a grievance if these are not resolved and finally seek legal advice by completing the appropriate legal forms from the Legal Advice Handbook, if they believe they have a claim.

In conclusion, the National Executive Committee recognise that the decision by NOMS to close off the Principal Officer rank and establish the DPSM programme, to allow PO’s to make a personal choice and seek promotion to Manager F, has resulted in operational difficulties at local level. In the opinion of the POA and NOMS, DPSM’s are PO’s on a training programme, this is not a recognised grade.

The Reward and Restructuring discussions and final offer may also offer another alternative for individuals to accept or reject. This of course is something for the future, however the National Executive Committee are concerned that members may be working hard in an attempt to secure promotion into a grade which can only be described as being heavily oversubscribed. If this is the case voluntary or compulsory redundancies would seem inevitable.

The POA HR Sub Committee continue to press these issues but ultimately individuals will have to make a decision on their future or seek legal advice if they believe they have been treated unfairly.

Yours sincerely


Steve Gillan
General Secretary