Norfolk PEEL 2017

Norfolk Constabulary is good at treating the people it serves with fairness and respect. We identified a strong culture of ‘doing the right thing’ among the workforce. The force ensures it workforce receives training that covers unconscious bias and how to overcome it, effective communication skills and use of coercive powers such as force and stop and search. Frontline officers have a good understanding of how to use their coercive powers fairly and respectfully. The force also works with the local media to help explain the use of these powers and how effectively it is treating people with fairness and respect.

The force has effective methods for internal scrutiny of use of force and stop and search to ensure these powers are being used fairly. Learning identified from this scrutiny influences the training the force provides to its workforce. External scrutiny is provided through public meetings and by an independent advisory group and independent stop and search scrutiny panel, which have a diverse membership. The force provides members of the groups with training to help them perform their role effectively and is seeking to expand the involvement of young people. Norfolk Constabulary is issuing frontline officers and staff with body-worn video cameras, which will enable further scrutiny.

Norfolk Constabulary is good at ensuring its workforce behaves ethically and lawfully. The force’s policies are based on the Code of Ethics; new and revised policies are scrutinised by the independent advisory group and are available to the public on the force’s website. Leaders are good role models and are open to feedback and challenge. The force’s ethics board considers the ethical implications of important decisions.

The force does not comply fully with national vetting standards because of a large number of officers whose vetting has expired. However, it has plans to address this and is prioritising vetting for posts that have the highest risk.

Norfolk Constabulary has comprehensive information on its website on how to make a complaint, including how to access additional support such as translation and advocacy services. Police public reception areas, police detention facilities and local authority buildings display posters that provide information on how to make a complaint, which are also displayed by other support organisations to reach those communities who may have less trust and confidence in the police.

The force identifies and responds adequately to allegations of potential discrimination. The workforce receives training on discrimination and has a good understanding. However, the force needs to do more to ensure that all allegations are recorded correctly. The joint professional standards department is good at investigating cases involving allegations of discrimination but needs to ensure it identifies all allegations of discrimination, refers to the Independent Police Complaints Commission (IPCC) all cases that meet the mandatory criteria and consistently provides informative updates to complainants and those who are the subject of allegations. The force routinely reviews all public complaints and internal misconduct investigations to ensure it learns from its mistakes.

Norfolk Constabulary is good at treating its workforce with fairness and respect. The force encourages the workforce to provide feedback and challenge, for example through local forums and seminars, online and by speaking with their line manager. The workforce are able to provide feedback in person or anonymously. The force also has an effective grievance procedure for those that feel they have been treated unfairly. The force reacts positively to feedback and takes action in response to concerns raised.

The force is addressing disproportionality in its workforce to ensure it better reflects the communities it serves. It has not set recruitment targets for those from under-represented groups but is trying to make its recruitment processes as open and fair as possible and is using social media to provide information and encourage people to join the force.

Norfolk Constabulary is good at understanding and promoting the wellbeing of its workforce. The force is continuing to improve the range of wellbeing services it provides. Officers and staff are aware of the services available and how to access them. Supervisors receive training and support to manage their wellbeing responsibilities. A new joint occupational health, safety and wellbeing strategy working group aims to identify and address any matters affecting the physical and mental wellbeing of the workforce.

The force needs to ensure that the value of performance and development reviews is recognised across the workforce and the performance assessment framework is used consistently. It could also do more to improve how it identifies potential senior leaders. Some of the workforce feel that selection and promotion processes could be more fair and open. The force needs to continue to work on ensuring that the actual and perceived fairness of selection and promotion processes is addressed.