Integrating part‐time work in policing services: policy, practice, and potential

Abstract

This paper draws on research examining the constraints on and opportunities for ‘quality’ part‐time work in Victoria Police. While focus has been on increasing the quantity of part‐time work to retain female police officers, the paper identifies the persistence of several cultural and institutional barriers to more integrated part‐time work. It also highlights a number of positive practices in the deployment of both full‐time and part‐time members, such as around rostering, that make for enhanced organisational and employee flexibility. Finally, we reflect on the collaborative research process itself in helping realise the potential for quality, integrated part‐time work.

Keywords:

• part‐time work
• gender
• organisational culture
• work organisation
• research collaboration

Acknowledgements

The research on which much of this paper draws was jointly supported by the Australian Research Council and Victoria Police (Linkage Grant LP0453912). We would like to acknowledge the contribution to that research by Victoria Police, in particular the members of the Policing and Quality Part‐time Work Project Reference Group and the managers and sworn and unsworn staff members at the two case study sites. We are also grateful for the feedback on an earlier draft of the paper by the anonymous reviewers. We remain responsible however for any errors or omissions. Finally, we should emphasise that the views expressed in this paper are those of the authors and do not necessarily reflect those of Victoria Police.

Notes

1. This was axiomatic. As part‐time work was primarily considered to be a women’s issue, this view was also consistent with the historical gendered division of policing and the fact that there were separate divisions for male and female police until 1978 (Woolley, 1997, p. 143).

2. The Partners at Work Scheme is run through the Victorian Department of Innovation, Industry and Regional Development and is designed to promote workplace change that benefits all stakeholders within an enterprise.

3. Originally inserted into the policy to provide managers with greater flexibility and subsequently never removed. Communication from member of original policy implementation team, 10 October 2005.