Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Foreign, Commonwealth & Development Office:
To ask the Deputy Foreign Secretary, what steps his Department is taking to prevent regional escalation resulting from recent attacks on Israel by Iran.
Answered by Andrew Mitchell - Minister of State (Foreign, Commonwealth and Development Office) (Minister for Development)
We have condemned in the strongest terms Iran's direct attack against Israel on 13 April. It was unprecedented and reckless, and a dangerous escalation. The UK will continue to stand up for Israel's security and the security of all our regional partners. It is essential that we now prevent further escalation.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, if he will make an assessment of trends in the level of police officer resignations; and what steps he is taking to ensure the (a) adequacy of police officer numbers and (b) long-term sustainability of the workforce.
Answered by Chris Philp - Minister of State (Home Office)
The government has delivered its commitment to recruit 20,000 additional officers. There are now over 149,000 officers in England and Wales, higher than the previous peak before the Police Uplift Programme (PUP), in March 2010 before our unprecedented recruitment drive.
The retention of police officers remains a priority for the Home Office and the National Police Chiefs’ Council (NPCC). Voluntary resignation rates, at around 3%, are low compared to other sectors.
Forces plan their ongoing recruitment to replace officers who leave, and in order to maintain officer numbers. They have been fully funded to recruit and maintain the 20,000 additional officers and that is what they are doing.
As part of the funding announced in the police funding settlement for 2024/25, £425 million has been allocated to forces which Police and Crime Commissioners can access if they maintain officer numbers.
As part of the PUP we created the Uplift Hub, an online resource for all forces that contains learning, insights and guidance generated during the programme, themed around Attraction, Recruitment, Onboarding and Retention. Forces are already accessing this learning to support retention activity which is ensuring officers are supported.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he is taking steps to encourage (a) alternative working and (b) other arrangements to support people in police forces with (i) additional needs, (ii) disabilities and (iii) other health conditions.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he is taking steps to encourage (a) flexible working and (b) other practices to support gender-inclusivity in police forces.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what steps he is taking to increase the number and proportion of (a) police officers and (b) other police staff who are female.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what steps he is taking to improve the (a) recruitment and (b) retention of female police officers.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, when she last met with representatives from Ofcom to discuss plans for reforming the Universal Service Obligation.
Answered by Kevin Hollinrake - Minister of State (Department for Business and Trade)
It is the responsibility of Ofcom, as the independent regulator of postal services, to ensure that the universal postal service meets the reasonable needs of customers as well as being financially sustainable and efficient.
The Government will consider any recommendations that Ofcom puts forward, but Ministers are not currently minded to introduce new legislation to change the obligations on postal deliveries.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, what recent assessment she has made of the potential implications for her Department's policies of Royal Mail's failure to meet the Universal Service Obligation.
Answered by Kevin Hollinrake - Minister of State (Department for Business and Trade)
As the independent regulator for the postal sector, it is for Ofcom to monitor Royal Mail’s delivery of the universal service obligation and decide how to respond should Royal Mail fail to meet its obligations.
While the Government does not have a role in Ofcom’s regulatory decisions, I have met the Chief Executive of Royal Mail’s parent company to raise concerns about its performance in delivering the Government’s commitment to a universal postal service which meets consumer needs.
Ofcom fined the business £5.6m for failing to meet its service delivery targets in 2022-23 and continues to monitor Royal Mail’s performance to ensure service issues are addressed as a priority.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, what assessment she has made of the adequacy of the Royal Mail’s fulfilment of the Universal Service Obligation in Portsmouth in 2023.
Answered by Kevin Hollinrake - Minister of State (Department for Business and Trade)
As the independent regulator for the postal sector, it is for Ofcom to monitor Royal Mail’s delivery of the universal service obligation and decide how to respond should Royal Mail fail to meet its obligations.
While the Government does not have a role in Ofcom’s regulatory decisions, I have met the Chief Executive of Royal Mail’s parent company to raise concerns about its performance in delivering the Government’s commitment to a universal postal service which meets consumer needs.
Ofcom fined the business £5.6m for failing to meet its service delivery targets in 2022-23 and continues to monitor Royal Mail’s performance to ensure service issues are addressed as a priority.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Department for Transport:
To ask the Secretary of State for Transport, whether his Department (a) is taking steps to reduce the time taken for to receive a practical car driving test slot in Portsmouth South constituency and (b) plans to increase the number of slots for such tests in that area.
Answered by Guy Opperman - Parliamentary Under-Secretary (Department for Transport)
The Driver and Vehicle Standards Agency’s (DVSA) main priority is to reduce car practical driving test waiting times, whilst upholding road safety standards.
To increase the number of car practical driving test slots available, including in the Portsmouth South constituency, the DVSA deployed all eligible managers and administrative staff back on the front line to do driving tests from the beginning of October 2023 until the end of March 2024, which created over 145,000 additional test slots. Eligible managers and administrative staff will continue to spend a portion of their time conducting car tests in the coming months to help continue to reduce waiting times.
To further increase the number of available test slots, including in the Portsmouth South constituency, it is conducting tests outside of regular hours, including at weekends and on public holidays, and buying back annual leave from driving examiners.
Since April 2021, measures put in place by the DVSA to reduce waiting times for its customers, together with the ongoing recruitment of driving examiners, is creating on average over 48,300 extra car test slots each month.
The average waiting time in March 2024 for a car practical driving test in Great Britain was 17.1 weeks, and in the Portsmouth South constituency it was 22.4 weeks. To address the continued high demand for tests in the South, the DVSA is asking driving examiners from areas with lower waiting times to travel and test in centres with higher waiting times. This is in addition to recruiting over 160 driving examiners in the areas where waiting times are highest, including the Portsmouth South constituency.
It is not possible to know the number of people waiting to be allocated a driving test slot.
It is not possible to know the time between requesting (seeking) and receiving (booking) a driving test slot, or the time between requesting (booking) and receiving (taking) a driving test slot.