City of London PEEL 2016
How well has the force performed in our other inspections?
In addition to the three core PEEL pillars, HMICFRS carries out inspections of a wide range of policing activity throughout the year. Some of these are conducted alongside the PEEL inspections; 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.
City of London Police works closely and effectively with its workforce to set out what it expects from its leaders at all levels in the organisation, and leadership expectations are well understood by the workforce and are promoted through the force’s leadership development programme. The force currently has very limited understanding of how its leadership skills at capabilities at different ranks and grades. This limits the force’s ability to identify and respond effectively to any gaps in staffing, although it is taking steps to address this and has taken on board feedback from HMIC’s 2015 inspection.
The force has a scheme to identify and develop talented individuals, and uses a range of tools to do so. However, it lacks a clear longer-term plan as to how these assessment tools should be used. Also, we found that not all of the workforce are aware of the scheme or have a clear understanding of what it aims to achieve. The force does not assess how effective training and development is at improving the skills of its staff. The force is, however, trying to widen its pool of talented staff through external recruitment.
The force culture welcomes challenges from officers and staff and ideas for innovative work. It looks for new ideas, approaches and working practices from across the police service and further afield, and asks staff who have suggested changes for help in implementing their ideas. The force has a good understanding of diversity that takes into account how diversity of background, experience and skills can strengthen its teams.