Complaints, investigations and misconduct in policing - implementation of recommendations: thematic progress report – June 2022
Third thematic progress report following publication of the independent review of complaints, investigations and misconduct in policing in Scotland, setting out implementation progress with details of the status and lead responsibility for each recommendation.
Theme 7: Training and HR
In contrast to the previous theme, all recommendations under this theme can be implemented without the need to make legislation and are primarily for partners to develop and implement within their own organisations.
Police Scotland People and Development
Since the last report, Police Scotland has made significant progress towards implementation of Recommendation 11. The rank ratio review is ongoing. A revised Terms of Reference has been agreed and profiles have been issued to the business areas that are included in the review (Local Policing Divisions, Roads Policing, Armed Policing and Specialist Services). The business areas had a deadline of end of April to comment on the divisional profiles, and a composite report will be developed based on these profiles and the divisional response. This report will be submitted prior to the end of May at which time an element of this work will be completed. This recommendation remains ongoing.
Building on the work undertaken to date to implement Recommendation 14, the promotion process is now an embedded process to directly support the Chief Constable’s commitment to deliver a fair and transparent promotion process that recognises the day to day performance of our people. This was supported by extensive awareness sessions across the organisation for candidates, management teams and the Force Executive. The Competency and Values Framework (CVF) promotion process will underpin the following areas: general recruitment, the Leadership and Development programme, which is proposed to replace the existing Police Diploma, the My Career appraisal system which will formally launch in April 2022 and Leadership Interventions. In addition, a monthly Programme Management Board is in place, with the full programme targeted for completion by April 2023. Progress will be reported to Police Scotland Corporate Management and People Board and the SPA People Committee on a regular basis. This recommendation is, therefore, considered fully implemented.
Further progress has been made on implementation of Recommendation 67 which proposes that Police Scotland provides training on engaging with individuals displaying mental ill-health symptoms or related behaviours. Training has now been delivered to all new uniformed sergeants on Leading Mental Health Incidents and includes best practice on leading such incidents. This recommendation is considered fully implemented.
Preliminary Report Recommendation 3 which asks that Police Scotland considers employing more non-police officer support staff in Professional Standards Department is part of the wider body of work being progressed in relation to the Strategic Workforce Plan and remains ongoing.
PIRC Recruitment
Preliminary Report Recommendation 24 relates to the retirement of former police officers and adapting the PIRC policy in order to replace them with non-police officers. Work remains ongoing, with recruitment practices heavily focused on assessing what skills the business requires at the point of a vacancy being created ensuring there is flexibility to adapt to changing business requirements. An overarching imperative, however, is that the most appropriately skilled person is recruited following a fair and transparent recruitment process.
Work has also recently been introduced to develop the PIRC Skills Matrix, which will generate the production of specific skills profiles for each role in the organisation. This will be used to not only develop current staff, but also form the basis of advertisements for recruitment campaigns. Again the focus is firmly on the skills of potential candidates.
PIRC Training
Recommendation 63 remains ongoing with public health measures during the reporting period prohibiting PIRC complaint handling review officers and trainee investigators shadowing police officers at peak times. However, work has been progressing to embed shadowing as part of the induction process for newly appointed staff in the respective areas identified within the PIRC.
SPA Training
Progress continues on Preliminary Report Recommendation 17 with further development of a comprehensive programme of training for the SPA Complaints Team. The team has now completed the Professional Award and Professional Certificate course in Complaints and Ombudsman Techniques (Queen Margaret’s University) examining how organisations can respond effectively to and learn from complaints. They have also recently completed SPSO Complaints Investigation Skills training course to enhance complaints investigations skills in line with the SPSO Model Complaints Handling Procedures, as well as a British Standards Institute Auditing Techniques and Approaches training course which will assist the team in conducting future audits and dip- sampling exercises. Additionally, the team has also been undertaking a benchmarking review of Complaints Handling Procedures against Scottish and international best practice, and engaging with counterparts in Republic of Ireland to identify learning opportunities. To further enhance the skills within the team, colleagues have recently been seconded from Police Scotland PSD to support continuous improvement and shared learning.
Further updates
Details on progress against all recommendations under this theme are set out in the table below:
Theme 7: Training and HR - Progress Overview for the period 1 October 2021 to 31 March 2022
Recommendations
11
Police Scotland to consider front line sergeant workload and supervisory ratio of sergeants to constables
Lead
Police Scotland
Current Position
In progress
Current Position
The rank ratio review is ongoing. A revised Terms of Reference and profiles have issued to business areas included in the review. Business areas have a deadline of end of April to comment on the divisional profiles, and a composite report will be developed based on these profiles and the divisional response. This report will be submitted before end May at which time an element of this work will be completed.
Recommendations
14
Police Scotland Executive team should consider in depth and review the criteria and competencies that it uses to assess police officers' readiness for promotion.
Lead
Police Scotland
Current Position
Complete
Current Position
New promotion process based on the Competency and Values Framework (CVF) introduced across all ranks and now embedded process. Full programme targeted for completion by April 2023 with progress reported to Police Scotland Corporate Management and People Board and the SPA committee on a regular basis.
Recommendations
63
PIRC staff to work shadow police officers at peak times to understand context
Lead
PIRC
Current Position
In progress
Current Position
Now that public health measures have eased, newly appointed PIRC staff will shadow police officers at peak times as part of their induction programme in the respective areas identified within the PIRC. PIRC staff have previously made visits to custody suites and Officer Safety Training (OST) awareness sessions carried out.
Recommendations
67
Police Scotland to provide training on engaging with individuals displaying mental ill-health symptoms or related behaviours.
Lead
Police Scotland
Current Position
Complete
Current Position
Building on progress already made, training now delivered to all new uniformed sergeants on Leading Mental Health Incidents and includes best practice on leading such incidents.
Recommendations
PR3
Police Scotland to consider employing more non-police officer support staff in PSD. This is an option that Police Scotland may wish to ask HMICS to review.
Lead
Police Scotland
Current Position
In progress
Current Position
This recommendation is being progressed as part of the wider body of work being progressed in relation to the Strategic Workforce Plan and the work undertaken to date will help to inform this going forward.
Recommendations
PR17
Training for complaints and conduct officers in SPA to be consolidated to ensure up-to-date knowledge of complaint handling best practice
Lead
SPA
Current Position
In progress
Current Position
SPA offer their staff the opportunity to attend Queen Margaret University's course in Complaints and Ombudsman Techniques. Additionally staff recently completed an SPSO Complaints Investigation Skills training course, have undertaken benchmarking reviews, engaged with counterparts in Republic of Ireland to identify learning opportunities and have seconded colleagues from PS PSD to support continuous improvement and shared learning.
Recommendations
PR24
Following retirement of former police officers PIRC policy should be to replace them with non-police officers
Lead
PIRC
Current Position
In progress
Current Position
PIRC is continuing to seek to attract employees from diverse backgrounds. Work has recently been introduced to develop the PIRC Skills Matrix, which will generate the production of specific skills profiles for each role in the organisation. This will be used to develop current staff, as well as forming the basis of advertisements for recruitment campaigns with the focus being firmly on the skills of candidates.
The following is a list of recommendations within this theme which have already been signed off by the Ministerial Group as completed in 2021:
Signed off by Ministerial Group as completed and reported in the 16 December 2021 Thematic Progress Report
Recommendations
6
All officers and support staff in Police Scotland's Professional Standards Department (PSD) to receive comprehensive induction training and regular refresher development.
Lead
Police Scotland
Recommendations
62
Police Scotland to appoint a PSD training officer to liaise with the SPSO, the PIRC and the SPA on joint training, best practice.
Lead
Police Scotland
Recommendations
64
PIRC in house training on law of evidence
Lead
PIRC
Recommendations
65
PIRC and Police Scotland to develop training and development opportunities to embed learning from thematic analysis of complaints
Lead
PIRC/Police Scotland
Signed off by Ministerial Group as completed and reported in the 24 June 2021 Thematic Progress Report
Recommendations
PR2
Police Scotland to review service-wide capability of line managers, including the adequacy of training and support mechanisms
Lead
Police Scotland
Recommendations
PR4
Police Scotland to ensure that grievance matters are not artificially elevated and dealt with as conduct matters.
Lead
Police Scotland
Recommendations
PR9
Police Scotland to raise awareness of internal systems for mediation and grievance
Lead
Police Scotland
Recommendations
PR10
Police Scotland to provide officers in frontline resolution with training in mediation and customer handling.
Lead
Police Scotland
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