Cumbria PEEL 2015

There is a positive and supportive culture within Cumbria Constabulary that encourages all staff to behave professionally and ethically. Senior leaders are clear on the expected standards of behaviour and the workforce has a good understanding of constabulary standards.

Staff can use the constabulary intranet to directly ask the chief constable questions. We found that questions raised are responded to promptly by chief officers, and this forum is frequently used across the constabulary.

The wellbeing of staff is seen as important and the responsibility of managers. There is a good system of support for staff through the internal trauma-related incident management network of counsellors. The occupational health unit is seen as visible and proactive.

The principles of the Code of Ethics have been made clear to all staff, having been promoted by the chief constable, and then reinforced through more formal training provided to all staff. Most staff we spoke to were familiar with the Code of Ethics and the firm expectation that staff would apply the code during their duties.

We found discrepancies in how misconduct investigations relating to police officers are recorded and finalised when compared to those relating to police staff.

This question has not been inspected or graded in 2015.

Cumbria Constabulary fully understands the relationship between engagement and legitimacy at both a strategic and local level. Cumbria is made up of many widespread and rural communities, with some large towns, which means that engagement is of necessity locally-based. The new engagement strategy aims to introduce minimum standards for engagement in the new policing structure, while also reducing the number of face-to-face engagement events. This will be while improving the quality of the interaction with the public and the feedback received.

Officers and staff understand the importance of treating people with courtesy and respect and the link with public confidence. They also have a good understanding of the issues and concerns of their communities.

We found that the constabulary effectively engages with the public through conventional surveys, face-to-face meetings, digital technology and social media. There is a healthy involvement of local people in policing activity, and the constabulary is looking to boost recruitment to the special constabulary to previous levels.

HMIC is satisfied that Cumbria Constabulary effectively engages with their communities, understands their concerns and treats them with fairness and respect.

Cumbria Constabulary is only partially compliant with the Best Use of Stop Search scheme. It is clear to HMIC that there is a considerable lack of understanding by officers, in respect of recording reasonable grounds for a search.

According to officers we spoke to, there is sufficient space on the constabulary’s electronic hand-held terminal for a thorough explanation of why the stop and search was carried out, but it was clear that officers did not understand how to record the reasonable grounds.

We were encouraged to find that training in the Best Use of Stop Search scheme for initial recruits was more comprehensive, and that those officers who had joined the constabulary recently, had a greater understanding of their obligations under the scheme. It is important that all officers using the power also understand the principles of the scheme.

Taser officers are well trained and the use and oversight of the deployment of Taser is well managed. There is also an effective review process. We found that non-Taser-trained officers and staff felt well supported by their Taser-trained colleagues. Taser is being used fairly and appropriately by Cumbria Constabulary.

As Cumbria Constabulary was not compliant in three or more aspects of the Best Use of Stop and Search Scheme in 2015, HMIC revisited the force in 2016 to assess improvements made since the initial inspection.

Best Use of Stop and Search letter – Cumbria Constabulary