Dyfed-Powys 2016Read more about Dyfed-Powys 2016
This is HMIC’s third PEEL (police effectiveness, efficiency and legitimacy) assessment of Dyfed-Powys Police. PEEL is designed to give the public information about how their local police force is performing in several important areas, in a way that is comparable both across England and Wales, and year on year. The assessment is updated throughout the year with our inspection findings and reports.
The extent to which the force is effective at keeping people safe and reducing crime: not yet graded.
The extent to which the force is efficient at keeping people safe and reducing crime requires improvement.
The extent to which the force is legitimate at keeping people safe and reducing crime: requires improvement.
The efficiency and legitimacy inspection findings are published below. My overall assessment of Dyfed-Powys’s performance will be published in spring 2017.
Wendy Williams, Her Majesty’s Inspector of Constabulary
How effective is the force at keeping people safe and reducing crime?
PEEL assessments are updated throughout the year, as the results of the different inspections and data collections become available. The graded judgments for effectiveness will be published in March 2017. See last year’s assessment of the force’s effectiveness.
How efficient is the force at keeping people safe and reducing crime?
Dyfed-Powys Police has been assessed as requires improvement in respect of the efficiency with which it keeps people safe and reduces crime. The force has a good understanding of the current demand for its services but does not understand potential future demand. Its current allocation of resources matches financial requirements and meets most current demand and organisational requirements, but it does not have a full understanding of the costs and quality of the service levels provided through its current operating model. Dyfed-Powys Police does not have credible investment plans based on prudent assumptions but has undertaken some work to understand how it might need to change its service provision in the future.
Dyfed-Powys Police has a good understanding of the current demand for its services but does not understand potential future demand. The force’s current allocation of resources matches financial requirements and meets most current demand and organisational requirements, but it does not have a full understanding of the costs or quality of the service levels provided through its current operating model. The force has a good track record of achieving efficiencies, particularly in meeting reduction targets, while balancing its annual budget and accruing reserves through annual underspends.
Dyfed-Powys Police does not fully understand its current workforce skills and capabilities, relying on plans that are largely reactive and unsophisticated. This leads to inconsistencies in service provision. The force does not have a structured approach to working with others in order to manage the demand for its services better. However, it is involved in strategic alliances and collaborative initiatives designed to improve efficiency. Dyfed-Powys Police has a limited understanding of how changes made to improve efficiency have affected its ability to manage demand and is unable to demonstrate an understanding of the impact of previous change programmes.
Dyfed-Powys Police does not currently understand where it may need to make future reductions in workforce numbers. The force does not have credible investment plans in place based on prudent assumptions, but it has undertaken some work to understand how it might need to change its service provision in the future through the force workforce plans. Further, it has invested well in ICT.
Dyfed-Powys Police has a track record of achieving savings. It saves more money than it needs to and has therefore underspent each year by a considerable margin. HMIC did not see evidence that the force has developed joint working arrangements, whereby mixed teams from different organisations work together to realise efficiencies and improve the service to the public, other than under IOM arrangements. This means that it is not maximising the benefits of collaborative working.
How legitimate is the force at keeping people safe and reducing crime?
Dyfed-Powys Police has been assessed as requires improvement in respect of the legitimacy with which it keeps people safe and reduces crime. Our findings this year are consistent with last year’s findings, in which we judged the force to require improvement in respect of legitimacy.
The force understands the importance of treating people with fairness and respect, but it needs to improve the way it seeks feedback and understands the issues that affect public perceptions of police treatment. The force needs to improve the extent to which it ensures that its workforce is behaving ethically and lawfully, particularly in relation to vetting, understanding corruption threats and tackling abuse of authority for sexual gain. The force seeks feedback from its workforce and values the benefits of workforce wellbeing, but needs to improve its understanding of workforce wellbeing needs and the way it manages individual performance.
Dyfed-Powys Police understands the importance of treating people with fairness and respect. The force’s values are based on the Code of Ethics, and fairness and respect are intrinsic to the force’s own vision and values. The force seeks feedback and challenge from the people it serves, but the focus needs to shift more towards understanding the issues that have the greatest impact on public perceptions of fairness and respect than is currently the case.
The force vets applicants to ensure that it recruits officers, staff and volunteers with high standards of ethical behaviour and regularly clarifies and reinforces what is considered to be acceptable and unacceptable behaviour. It has an understanding of threats to the integrity of the organisation and undertakes some assessment of potential corruption. However, it does not yet have a full understanding of the extent to which corruption is having an impact on the organisation, or the extent to which officers may be abusing their authority for sexual gain. Dyfed-Powys Police communicates with the public and its workforce about the outcomes of misconduct and corruption cases.
The force offers various ways in which officers and staff can express opinions of fair and respectful treatment but does not understand the areas that have the greatest impact on workforce perceptions. The force recognises that it now needs to be more proactive in involving the workforce in everyday activity designed to encourage fair and respectful treatment. Dyfed-Powys Police understands and values the benefits of workforce wellbeing and has several ways in which it can identify the needs and concerns of its workforce, including taking early and preventative action to improve workforce wellbeing. Dyfed-Powys Police does not have an established fair or effective performance assessment process for officers and staff.
How well has the force performed in our other inspections?
In addition to the three core PEEL pillars, HMIC carries out inspections of a wide range of policing activity throughout the year. Some of these are conducted alongside the PEEL inspections (for instance, our 2016 leadership assessment); others are joint inspections.
Findings from these inspections are published separately to the main PEEL reports, but are taken into account when producing the rounded assessment of each force's performance.
Police leadership is crucial in enabling a force to be effective, efficient and legitimate. This inspection focused on how a force understands, develops and displays leadership through its organisational development.
Dyfed-Powys Police has set expectations in relation to what leadership means within the force. However, it has not conducted a survey of leadership capacity and capability to explore this, and so cannot say that it is fully aware of the strengths, weaknesses and gaps in this area. This problem is compounded when it comes to developing future leaders. The force does have plans to undertake a staff survey with full evaluation, which will provide it with some insights.
Although it has a number of development programmes, they are not co-ordinated or evaluated. Therefore, the force cannot say to what extent it is developing the right people in the right way. Selection processes for recruitment and promotion are similarly ineffective because they are not based on a clear understanding of what the force needs or on a full understanding of diversity. The force cannot therefore ensure that it is truly representative of the communities it serves and there is a serious risk that it may not be able to continue providing necessary levels of service to those communities.
That said, we found that the force was progressive in many ways and looked to identify new ideas and innovation, both from outside and within the force, and that it also fostered a culture in which this was encouraged.
This section sets out the reports published by HMIC this year that help to better understand the performance of Dyfed-Powys Police.