Dyfed-Powys 2017Read more about Dyfed-Powys 2017
This is HMICFRS’ fourth PEEL (police effectiveness, efficiency and legitimacy) assessment of Dyfed-Powys Police. PEEL is designed to give the public information about how their local police force is performing in several important areas, in a way that is comparable both across England and Wales, and year on year. The assessment is updated throughout the year with our inspection findings and reports.
The extent to which the force is effective at keeping people safe and reducing crime is not yet graded.
The extent to which the force is efficient at keeping people safe and reducing crime requires improvement.
The extent to which the force is legitimate at keeping people safe and reducing crime is good.
The efficiency and legitimacy inspection findings are published below.
Wendy Williams, Her Majesty’s Inspector of Constabulary
My overall assessment of Dyfed-Powys’ performance will be published in spring 2018, following the publication of the effectiveness inspections in March 2018.
How effective is the force at keeping people safe and reducing crime?
How efficient is the force at keeping people safe and reducing crime?
Dyfed-Powys Police is judged to require improvement in the efficiency with which it keeps people safe and reduces crime. Our overall judgment this year is the same as last year. The force’s understanding of demand is judged to be good; it is assessed to require improvement for its use of resources to manage demand; and its planning for future demand is judged to require improvement.
Dyfed-Powys Police needs to improve the overall efficiency with which it keeps people safe and reduces crime, although there are some aspects of the force’s work that are managed well, such as its understanding of demand. The force has well-established processes and systems that allow it to monitor and understand current demand, including demand that might go unreported. It uses this understanding to move resources to where they are needed most. The force’s leaders are also good at promoting innovative thinking to reduce demand, and use continuous improvement techniques to good effect, identifying wasteful and inefficient practices.
Dyfed-Powys Police needs to improve the way it uses its resources. The force has not undertaken a skills audit to understand the capacity and capability of all of its people. Such an audit would help the force inform its recruitment, selection and promotion processes in order to identify the best people for the job and to develop people in their roles. The force also needs to improve the way it plans for the future. For example, the force needs to make better use of national recruitment and development schemes, external recruitment, and other recruitment opportunities to ensure it is able to recruit, promote and develop people with the skills it needs. The force also needs to develop an integrated vision of the future that takes into account public expectation, changing technology, interoperability with other emergency services and the reduced resources available to its partners. On a more positive note, the force has made good progress in developing a more strategic approach to partnership working. It has also invested well in ICT, which has resulted in significant savings and a reduction in demand across a number of areas.
How legitimate is the force at keeping people safe and reducing crime?
Dyfed-Powys Police is judged to be good at how legitimately it keeps people safe and reduces crime. For the areas of legitimacy we looked at this year, our overall judgment is more positive than last year. The force is judged to be good at treating all of the people it serves with fairness and respect and at ensuring its workforce behaves ethically and lawfully. However, it is judged to require improvement in some aspects of treating its workforce with fairness and respect.
Dyfed-Powys Police is judged to be good overall in respect of how legitimate the force is at keeping people safe and reducing crime. HMICFRS is pleased to see that the force has acted on most of our previous recommendations for improvement. Its leaders have shown a real commitment to ensuring that the workforce understands the importance of treating the people it serves fairly and with respect. Officers and staff understand unconscious bias and use coercive powers well. Good communication skills are being delivered to some of the workforce. Although the force has good arrangements in place to scrutinise its use of powers, and welcomes challenge to improve the way that it treats people, more must be done to ensure that its external scrutiny is truly representative of the communities it serves. The force also needs to improve its recording of stop and search information.
Dyfed-Powys Police can demonstrate that it has an ethical culture, which helps the workforce to behave ethically and lawfully. The force is also good at identifying, responding to and investigating cases of discrimination. It is easy for members of the public to complain if they feel they have not received the level of service to which they are entitled but the force needs to do more to update both complainants and those subject to complaints. Although the force has failed to reduce the backlog of vetting cases identified by HMICFRS in 2016, we are satisfied the force’s plan to resolve this problem by 2019 is realistic and achievable. The force is actively promoting healthy lifestyles by providing support to those who need it. However, the force needs to do more to encourage black, Asian and minority ethnic (BAME) representation, by recruiting, retaining and promoting officers and staff who are representative of the local population. It should also ensure that everyone benefits from the new annual appraisal process, and that all officers and staff understand and fully support the promotion and selection processes.
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 (for instance, our 2016 leadership assessment); 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.