Skip to content

Cleveland PEEL 2016

Other inspections

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.

Leadership

Last updated 08/12/2016

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.

Cleveland Police is at an early stage in understanding and developing leadership in the force. It is currently reviewing its leadership model, after which it intends to implement a leadership programme, including training and continuous professional development. Cleveland Police is also introducing a new performance appraisal system which should help it to understand the leadership skills and gaps across its workforce. This is all welcome, as our inspection found little awareness among officers and staff of the force’s leadership expectations. We also consider that the force needs to do more to identify and develop the leadership strengths of individual officers and members of staff.

The force does not currently have a systematic or formal mechanism by which it can recognise and develop talent. It has used recruitment to build capacity and capability, including leadership and other specific skills. However, it continues to retain a number of officers on temporary promotion, who were not successful in their promotion applications.

The force has demonstrated that it seeks out new ideas, approaches and working practices to improve performance including working with other forces and academic institutions. It also encourages innovation from its workforce as well as engaging with the workforce in designing and implementing change. The force is taking steps to increase the diversity of its workforce through recruitment, but has not as yet achieved its aims. It is therefore trying to improve the way those processes are conducted and to provide better information and support to candidates. This reflects the aims of the force’s ‘Everyone Matters’ project, which works to improve the organisation’s leadership and culture. This includes the expectation that all leaders will promote a culture that is inclusive and supportive for officers, staff and the communities they serve and recognises, respects and values people’s differences.

Questions for Leadership

1

How well does the force understand leadership?