Norfolk 2017Read more about Norfolk 2017
This is HMICFRS’ fourth PEEL (police effectiveness, efficiency and legitimacy) assessment of Norfolk Constabulary. 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 constabulary is effective at keeping people safe and reducing crime is not yet graded.
The extent to which the constabulary is efficient at keeping people safe and reducing crime is good.
The extent to which the constabulary is legitimate at keeping people safe and reducing crime is good.
The efficiency and legitimacy inspection findings are published below.
Zoë Billingham, Her Majesty’s Inspector of Constabulary
My overall assessment of Norfolk’s 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?
Norfolk Constabulary is judged to be good in the efficiency with which it keeps people safe and reduces crime. Our overall judgment is consistent with last year. The force is judged to be outstanding in its understanding of demand; its use of resources to manage demand is judged to be good; and its planning for future demand is also judged to be good.
Norfolk Constabulary has an outstanding understanding of the current and likely future demand for its services, which is based on research and analysis. The force analyses data from public organisations such as local councils, health services and the fire service. The joint performance and analysis department with Suffolk Constabulary does high-quality, innovative work, supported by robust academic research and scrutiny. The force has a good understanding of more complex and hidden demands (such as modern slavery and so-called honour-based violence) and has analysed demand which can be prevented or responded to by a more appropriate agency.
The force has effective processes to manage, prioritise and filter demand. Its contact and control room has impressive arrangements in place to ensure that structured assessment is used to manage demand. It is trialling a new district triage team to manage calls from the public which do not require an immediate police response, and is proposing two investigation hubs to group its specialist resources to increase its flexibility.
Norfolk Constabulary has an impressive range of working arrangements with other police forces and external organisations to help save money and improve the services it provides. For example, it has collaborated with Suffolk Constabulary on a revised ICT strategy and is sharing a number of premises with Norfolk Fire and Rescue Service. The force has a culture of innovation and continuous improvement, led by the chief constable and supported by senior leaders, and it encourages its workforce to suggest new ideas.
The force has a good understanding of the current skills and leadership capabilities of its police officers, but now needs to develop a similar understanding for its police staff. The force could do more to understand fully what skills it needs in its leaders now and in the future. It uses the annual staff appraisal and continued professional development plans to identify the development needs of both officers and staff, and is seeking new talent from outside the force.
Norfolk Constabulary has a good record of making necessary savings. The force seeks to identify inefficient processes, and has robust quality assurance mechanisms to ensure that its efforts to achieve efficiency do not lead to demand being suppressed. It engaged external consultants to help develop a new approach to allocating money internally, called outcome-based budgeting, which gives it a better understanding of how it uses its resources and what is achieved as a result. Its plans for the future appear to be realistic and achievable, although it realises that making the required savings will be difficult.
How legitimate is the force at keeping people safe and reducing crime?
Norfolk Constabulary 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 the same as last year. The force is judged to be good at treating the people it serves with fairness and respect. It is judged to be good at ensuring its workforce behaves ethically and lawfully, and good at treating its workforce with fairness and respect.
Norfolk Constabulary continues to demonstrate that it treats the people it serves with fairness and respect. We identified a strong culture of ‘doing the right thing’ among the workforce, who receive the training they need to use their powers fairly and respectfully. The force monitors the use of its coercive powers and ensures any learning from this is used to improve workforce training. Effective external scrutiny is provided through public meetings as well as an independent advisory group and independent stop and search scrutiny panel. The force is introducing body-worn video cameras for frontline officers, which will enable further scrutiny.
The force is good at ensuring that its workforce behaves ethically and lawfully and its policies are based on the Code of Ethics. However, the force needs to ensure that it complies fully with current national vetting standards.
Norfolk Constabulary provides comprehensive information about how to make a complaint, both on its web page and in force buildings. The force reviews all public complaints and internal misconduct investigations to ensure it learns from its mistakes. The force’s joint professional standards department with Suffolk Constabulary undertakes satisfactory investigations in cases involving alleged discrimination. However, it needs to ensure it identifies all allegations involving discrimination, it updates complainants and those who are the subject of allegations in a timely manner (in line with legal requirements) and that updates contain sufficient information on the progress of the investigation.
Norfolk Constabulary is good at treating its workforce with fairness and respect. The force encourages and listens to feedback from the workforce. It uses a wide variety of methods to gather feedback with the workforce in person and anonymously, and is proactive in responding to concerns. The force continues to improve the range of wellbeing services it provides. It is making progress in increasing the diversity of its workforce so that it better reflects the communities it serves. However, it needs to improve the way individual performance assessment is used and ensure that selection and promotion processes are consistent and fair across the workforce.
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.