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Lancashire 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.

Lancashire Constabulary has clearly set out its leadership expectations. It is obvious that across its workforce people feel supported to develop their leadership skills. All senior managers attend the monthly leadership board, chaired by the deputy chief constable, which allows for regular review of the constabulary’s leadership capability and a timely response to any apparent gaps.

Although there are a wide variety of development opportunities available to both officers and staff, the constabulary could do more to improve how it identifies and develops talented individuals. For example, it does not have a consistent process in place for carrying out performance development reviews.

The constabulary is promoting a new management style that is looking for leadership values centred on emotional intelligence and a strong empathy for the workforce’s wellbeing; this is welcomed by HMIC.

The constabulary is not taking full advantage of the complete range of opportunities to increase the diversity and skills base of its workforce. It is using the Police Now national graduate recruitment scheme, and is working with Stonewall to promote lesbian, gay, bisexual and transgender (LGBT) staff within its workforce, but it is not currently recruiting new leaders externally or taking on officers through the Direct Entry scheme.

There are good arrangements in place to look across the constabulary and beyond to seek new ideas and understand what works. The forum to consider innovation and to generate new ideas is through a widely read and popular intranet based platform, although currently there is no formal mechanism for systematically processing new suggestions. However, the constabulary is working with academia to generate and develop a range of ideas across the constabulary to inform wider business improvements.

Questions for Leadership

1

How well does the force understand leadership?