Durham 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.
Durham Constabulary communicates extensively with its workforce to define and communicate its leadership expectations. The chief officer team champions the ‘Durham Difference’ and welcomes challenge at all times. The constabulary uses several approaches to ensure a balanced perspective, including 360-degree feedback, personality ‘pack’ profiling, formal mentoring and coaching agreements.
Senior leaders communicate regularly with staff at all levels, and chief officers carry out formal mentoring and coaching programmes. The constabulary understands its leadership teams’ capabilities and proactively looks for candidates with senior leadership potential. The constabulary recruits externally. Three candidates from other forces were recruited recently to chief inspector and superintendent roles. Durham Constabulary demonstrates best practice across many areas and regularly hosts visits from other forces to share information. Officers are encouraged to be innovative and offer suggestions for improvement. The constabulary recognises the need to increase employee diversity above and beyond the nine protected characteristics, which include age; disability; and gender reassignment, and works hard to appeal to individuals from backgrounds where joining the police is not the norm.