Gwent PEEL 2016
How legitimate is the force at keeping people safe and reducing crime?
Gwent Police has been assessed as good 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 be good in respect of legitimacy.
The force has clear values which are understood by the workforce and it seeks feedback from the public as to how they are treated. Gwent Police insists its workforce acts with integrity and it is good at identifying corruption risks. The force seeks the views of its staff and it has well-established health and wellbeing procedures.
Gwent Police has a clear and well-articulated ‘vision and values’, and the Code of Ethics is familiar to staff across the organisation. It promotes the Code of Ethics by using ethical dilemmas to prompt discussion and debate.
The force is good at acting on learning. It has a management board to identify and manage learning from a range of sources. Governance of processes and information relating to internal and public legitimacy is good, and the force has clear plans in place to ensure its approach to legitimacy is properly coordinated.
The force identifies threats to the organisation effectively; for example, Operation Erasure identifies staff members who may be a risk through predatory sexual behaviour.
The force has a well-established and effective health and wellbeing strategy, which is supported by a range of practical measures to promote health and wellbeing. The workforce recognises its value. Additionally, the force respects the views of its staff and acts appropriately and legitimately to deal with concerns or issues raised by the workforce. The force actively encourages innovation. Staff contributions to organisational improvement, through the staff suggestion scheme, are welcomed and assessed and progress made on them in a way that is appreciated positively by the workforce.
To what extent does the force treat all of the people it serves with fairness and respect?
Gwent Police fully recognises the importance of treating the public it serves with fairness and respect and has made it a priority in its vision and values, which are clear and well articulated. The Code of Ethics is familiar to staff across the organisation. The force promotes the Code of Ethics by using ethical dilemmas to prompt discussion and debate.
The force regularly seeks feedback from the public through its Your Voice scheme and its web tool Rate our Service. It meets the independent advisory group every month to explore ways to improve public trust and confidence.
The force is good at acting on learning and has a management board that identifies and manages learning from a range of sources.
How well does the force ensure that its workforce behaves ethically and lawfully?
Gwent Police conducts recruitment vetting for new people entering the organisation; however, it has not yet vetted all of the people in designated roles who require a higher level of vetting. There are also backlogs of staff who require re-vetting.
The chief officer team and professional standards department regularly reinforce standards of behaviour using a variety of methods. The force held briefings across the organisation after the dismissal of an officer for sexual misconduct.
The force has an anti-corruption unit that effectively identifies threats to the organisation. For example, Operation Erasure provides the opportunity to identify members of the workforce who may pose a risk with regard to predatory sexual behaviour. The force has a management board made up of key stakeholders which uses management information to identify risks and threats to the integrity of the organisation.
Areas for improvement
- The force should ensure it complies with all aspects of the current national guidelines for vetting.
To what extent does the force treat its workforce with fairness and respect?
Gwent Police frequently seeks the views of its staff through established methods of engagement.
The force has a well-established health and wellbeing strategy that is supported by a range of practical measures to promote health and wellbeing. The workforce recognises the value of this. The force also undertakes preventative work in order to improve workforce wellbeing.
The force has recently introduced an individual performance assessment process and as yet is unable to provide evidence on whether this is operating effectively. The new system requires face-to-face meetings to take place and evidence to be recorded around three identified areas: public confidence, customer satisfaction and performance.
Areas for improvement
- The force should improve how it manages individual performance.