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Kent 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.


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.

Kent Police is a well-led force. It has invested heavily in improving leadership at all levels. The chief officer team has worked extensively with its workforce in developing its leadership expectations. Consequently, these expectations are well understood at all ranks and grades across the force. The workforce is encouraged to challenge its leaders appropriately and is confident to do so via established formal routes, including cultural and ethics boards.

Gaps and areas for improvement in leadership are identified proactively; this includes considering future requirements of the force. There is a vibrant culture of proposing new ideas and the whole workforce is encouraged to put forward suggestions for innovation and improvement. A well-considered and coherent approach to leadership development is in place, with a range of development opportunities for officers and staff to help them realise their full potential.

Kent Police is highly proactive in seeking out, both externally and internally, new opportunities for improving services. The workforce is encouraged to put forward suggestions for innovation and improvement. The senior team has a clear understanding of diversity in the context of protected characteristics set out on the Equality Act 2010, and it is committed to doing more to ensure that the workforce better represents the diversity of the communities it serves. The force has adopted a wider definition of diversity, to include background, skills, experience, and personality types, to support the creation of more effective leadership teams.

Questions for Leadership


How well does the force understand leadership?