West Yorkshire 2016Read more about West Yorkshire 2016
This is HMIC’s third PEEL (police effectiveness, efficiency and legitimacy) assessment of West Yorkshire 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 is: good.
The extent to which the force is legitimate at keeping people safe and reducing crime is: good.
The efficiency and legitimacy inspection findings are published below. My overall assessment of West Yorkshire’s performance will be published in spring 2017.
Michael Cunningham, 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?
West Yorkshire Police has been assessed as good in respect of the efficiency with which it keeps people safe and reduces crime. The force has a good understanding of all of the current demand for its services. It also has a developing understanding of future demand, and has plans in place as to how it will understand and manage likely future demand better. The force is improving both the capability and the capacity of its workforce and makes good use of its resources to manage current demand. The force has sound financial plans in place to ensure its investments deliver benefits in terms of both efficiencies and savings.
HMIC found West Yorkshire Police to have a good understanding of all of the current demand for its services. It also has a developing understanding of future demand, with the force having plans in place for how it will understand and manage likely future demand better. The force is working well with partners to determine what the future demand for service will be from its communities and is working to meet those needs. The force uses survey information at local levels to identify changes in public expectations and set clear priorities. The force has a good workforce model which meets its current demand, with a new shift system launched earlier this year and an increase in resources for the protection of vulnerable people within the community. This means that the force is able to meet the current demand and is able to provide those services which the public expects.
The force is improving both the capability and the capacity of its workforce. It is recruiting new police officers and police staff with the right skills to tackle the workforce gaps which have been identified. West Yorkshire Police has significant investment in the digitalisation of the force. The use of mobile data terminals by all of its frontline officers and staff means that they are more visible to the communities and visit police premises less. The force has a well-developed programme for officers and staff to work in an agile way using technology and the ability to work at remote locations, such as the buildings of other organisations, to support efficiencies and the productivity of its staff. The force has robust ways of doing business, through its change programme, to make efficiencies and to ensure that benefits are tracked and are realised. The force has sound financial plans to ensure that its investments are planned to produce both efficiencies and savings. Through working collaboratively with other forces, a number of operational services in West Yorkshire Police, such as its forensic science provision, have made significant efficiencies and produced savings for the force. HMIC found the force to be good at keeping people safe and reducing crime.
How legitimate is the force at keeping people safe and reducing crime?
West Yorkshire Police has been assessed as good in respect of the legitimacy with which it keeps people safe and reduces crime.
West Yorkshire Police is good in its external fairness and respect, ethical and lawful behaviour, and its internal fairness and respect. The culture of the force reflects this through fair and respectful treatment of people, and ethical, lawful approaches to integrity. The organisation’s fair and respectful treatment of its workforce and concern for their welfare and wellbeing also demonstrates this. Senior leaders actively promote the force’s values, and staff are positive about the force’s culture.
West Yorkshire Police shows that it understands the importance of treating people fairly through its stated purpose and values, which are in line with the Code of Ethics. These are included in training, and are part of everyday practice. The force seeks feedback and challenge from the communities it serves through surveys, scrutiny panels and independent advisory groups (IAGs), which work with support networks and charities to encourage those who have become disengaged or are less likely to complain to provide valuable feedback.
The force strives to make sure that its workforce behaves ethically and lawfully, by effectively vetting new recruits and developing a culture within which officers and staff know the standards expected of them. The force could do more to make sure that its workforce learns from examples where conduct has fallen below these standards.
West Yorkshire Police uses both formal and informal methods to work with and seek challenge from its workforce to identify issues of fair and respectful treatment. These include a staff survey and established business change processes that involve meaningful consultation with officers and staff on issues which affect them.
The force demonstrates an understanding of and commitment to the wellbeing of its workforce – including mental health issues – through effective governance, assessment and training, and evidence of early intervention to stop wellbeing issues from escalating.
Staff have an annual personal development review (referred to as PDR), with periodic meetings with line managers throughout the year; the process enables the force to deal effectively with poor performance, and to recognise and develop positive performance.
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.
West Yorkshire Police has engaged effectively with its workforce to create leadership expectations that are clearly defined at all levels. The force has also taken steps to develop a culture in which officers and staff are encouraged to question the leadership expectations. During our inspection HMIC found that police staff and officers feel that they are able to challenge and question supervisors and leaders. However, more could be done to ensure there is a more developed understanding of the leadership expectations across every rank and grade. For the force to progress it should do more to develop a detailed understanding of the level of commitment that the workforce has to the expectations. The force has a clear rationale for the techniques it uses to understand the relative strengths of its leadership. It has also used recruitment to address capability gaps. This understanding could, however, be used more effectively to ensure that its leadership development, and its recruitment programmes, are correctly targeted. However, HMIC welcomes the broad range of approaches the force uses in developing leadership through its well-established development and talent programmes.
HMIC also welcomes the way the force actively searches for new ideas and methods not only in the police service, but also further afield. The force has forged strong links with local academic institutions and regularly evaluates innovations and ways of doing things in other police forces to ensure that it exploits any potential opportunities it identifies. Officers and staff perceive that the force is innovative and reported that they can suggest new ideas and methods easily.
The force’s understanding of diversity extends beyond protected characteristics such as age, disability, or gender reassignment, and it is working to ensure that it has diverse teams. It acknowledges the way in which diversity of background, experience and skills can strengthen teams. These factors are considered when creating teams throughout the force. It also has a number of significant measures in place to ensure that its practices, such as those for recruitment and selection, are free from bias, and are evidence-based.
This section sets out the reports published by HMIC this year that help to better understand the performance of West Yorkshire Police.