West Yorkshire 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.
West Yorkshire Police has engaged effectively with its workforce to create leadership expectations that are clearly defined at all levels. The force has also taken steps to develop a culture in which officers and staff are encouraged to question the leadership expectations. During our inspection HMIC found that police staff and officers feel that they are able to challenge and question supervisors and leaders. However, more could be done to ensure there is a more developed understanding of the leadership expectations across every rank and grade. For the force to progress it should do more to develop a detailed understanding of the level of commitment that the workforce has to the expectations. The force has a clear rationale for the techniques it uses to understand the relative strengths of its leadership. It has also used recruitment to address capability gaps. This understanding could, however, be used more effectively to ensure that its leadership development, and its recruitment programmes, are correctly targeted. However, HMIC welcomes the broad range of approaches the force uses in developing leadership through its well-established development and talent programmes.
HMIC also welcomes the way the force actively searches for new ideas and methods not only in the police service, but also further afield. The force has forged strong links with local academic institutions and regularly evaluates innovations and ways of doing things in other police forces to ensure that it exploits any potential opportunities it identifies. Officers and staff perceive that the force is innovative and reported that they can suggest new ideas and methods easily.
The force’s understanding of diversity extends beyond protected characteristics such as age, disability, or gender reassignment, and it is working to ensure that it has diverse teams. It acknowledges the way in which diversity of background, experience and skills can strengthen teams. These factors are considered when creating teams throughout the force. It also has a number of significant measures in place to ensure that its practices, such as those for recruitment and selection, are free from bias, and are evidence-based.