A 16-01A
Cleveland Police - Procedures Document
Title:
Review of Injury Awards and Medical Pensions
Procedure Ref No:
50.1
Policy Ref No:
50
Date of Implementation:
March 2003
Version:
Prepared By:
Approved By:
1.0 Procedure
Summary
The purpose of this policy is to provide guidance in relation to reviewing
whether the degree of a retired Officer's disablement has substantially
altered, whether a medically retired Officer is fit enough to be reinstated and
to introduce a system to lower IOD payments at age 60.
2.0 Scope
Disablement is defined by Regulation A12(2) of the Police Pensions
Regulations 1987 as "the inability, occasioned by infirmity of mind or body, to
perform the ordinary duties of a male or female member of the Force, as the
case may be, except that, in relation to a child or widow(er) of a member of a
Police Force, it means inability, occasioned by the aforesaid, to earn a living.
Where it is necessary to determine the degree of a person's disablement, it
shall be determined by reference to the degree to which earnings capacity
has been affected as a result of injury received in the execution of duty,
average pensionable pay and length of service."
Currently, bands of disablement are presented in four bands:
•
Up to 25% slight disablement
•
26 - 50% minor disablement
•
51 - 75% major disablement
•
more than 76% severe disablement
The degree of disablement is calculated upon medical retirement by the
Force Medical Officer by taking into consideration an assessment, by the
responsible Personnel Manager, of potential loss of earnings via a skills
inventory for the retiring officer and an assessment of the local job market.
3.0 Procedure
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A 16-01A
Retired officers in receipt of an ill-health pension and/or injury award will be
considered for reassessment on a selective rolling programme basis,
prioritising those in receipt of injury awards and by virtue of the following
criteria:
•
Date of retirement;
• Age;
•
Nature and circumstances of retirement; and
•
Financial status (Injury Awards only).
Consideration of the above factors will be via the established Health
Management Group. The process will then consist of:
Letter from Chief Constable advising of intention to consider retired officer for
reassessment of their disability.
Letter and financial questionnaire from Head of Personnel & Development to
retired officer. (Financial questionnaire only if Injury Award being paid).
Reminder from Head of Personnel & Development, if appropriate.
Recall appointment made for medical examination upon receipt of financial
questionnaire (if applicable).
Medical examination undertaken by Force Consultant Physician.
Health Management Group consider the recommendations made by the
Force Consultant Physician prior to final recommendation to Chief Constable.
Such a recommendation only being required where an award is to be
reduced, increased or terminated or an Officer considered for reinstatement.
Head of Personnel informs individual of the outcome of the process
Appeal process if applicable.
Should a retired officer fail to return the questionnaire within a stipulated
period or indeed fail to attend the reassessment, then the Health
Management Group will give due consideration to the injury award being
terminated.
Travelling and out of pocket expenses will be the responsibility of the
individual. In exceptional circumstances where the individual is severely
disabled it may be possible for arrangements to be made for a home visit.
The Head of Personnel and Development will arrange for the review of the
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A 16-01A
Injury Award level of Officers attaining age 60. National discussion is ongoing
regarding this procedure. Therefore this will be implemented in Cleveland
Police once guidelines are available.
Appeal against change or removal of Injury Award or cessation of medical
pension via formal appeal process via Federation/Superintendents
Association.
4.0 Forms to carry out procedure
A 09-31, A 09-32, A 09-33 & A 09-34 Available by Force Template
A 09-35 – Review of Injury Award and Medical Pension Questionnaire Form -
available in form format from the Print Room
5.0 Responsibilities
ACTIVITY STANDARD
RESPONSIBILITY
Identifying individuals By analysis of medical
Personnel Manager
for review.
retirement data as stated in
(P & D).
this policy.
Writing to individual,
Using letter attached to this
Chief Constable, via
initially.
policy.
Head of Personnel.
Obtaining financial
By letter and completion of
Head of Personnel
information (Injury
questionnaire attached to this Personnel Manager
Award only).
policy.
(P & D)
Referral to Health
For decision as to whether or Personnel Manager
Management Group. not medical examination is
(P & D)
required. If required,
Personnel Manager prepares
Management Report.
Medical examination. Force Consultant Physician
Force Consultant
examines officer and reports Physician
back to Personnel Manager
Occ. Health Manager
(P & D), seeking specialist
reports, if required.
Health Group
Health group examines Force Health Group
decision.
Consultant Physician's report members.
and decides next course of
Personnel Manager
action. If there is any change (P & D)
in pension considered, a
recommendation will be
made to the Chief Constable.
Recommendation to
Chief Constable to view all
Chief Constable
Chief Constable.
documentation and advise
Health Group of decision.
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A 16-01A
Individual informed.
Head of Personnel to write to Head of Personnel
individual, informing them of
the outcome of the process
and the reasoning behind the
decision.
6.0 Other
Policy
References
50 Review of Injury Awards and Medical Pensions
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