Suffolk PEEL 2017

Suffolk Constabulary is good at ensuring that it treats the people it serves with fairness and respect. Members of the workforce understand the force’s vision and values and receive the training they need, including on unconscious bias and how to overcome it, effective communication skills and use of coercive powers such as force and stop and search. The force also provides online briefings and messages to officers to reinforce the information that has been provided at training sessions. Frontline officers have a good understanding of how to use their coercive powers fairly and respectfully and follow national guidance when using stop and search.

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 independent advisory groups, 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. The force also has additional external scrutiny through a local scheme where the public can accompany officers on patrol and provide feedback. Suffolk Constabulary is issuing frontline officers and staff with body-worn video cameras, which will enable further scrutiny

Suffolk 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.

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.

Suffolk Constabulary has comprehensive information on its website about how to make a complaint, including how to access additional support such as translation and advocacy services. Police public reception areas, police detention facilities, local authority buildings and support organisations display posters that provide information on how to make a complaint. The force also has a network of community contact links who can support people within communities who may have less trust and confidence in the police who may wish to make a complaint.

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.

Suffolk Constabulary is good at treating its workforce with fairness and respect. The force encourages the workforce to provide feedback and challenge, for example through forums and staff surveys. Members of the workforce we spoke with felt encouraged and confident to speak directly with local leaders and senior officers. The force also has a confidential reporting system for those who want to remain anonymous and an effective grievance procedure for those who feel they have been treated unfairly. The force reacts positively to feedback and takes action in response to concerns raised both at a local and forcewide level.

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.

Suffolk 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 carrries out selection and promotion processes consistently and with independent oversight. The workforce consider these processes to be fair and free from bias. The force needs to continue its work to ensure that the performance assessment framework is used consistently and that officers and staff recognise the value of performance development reviews.