North Wales 2017Read more about North Wales 2017
This is HMICFRS’ fourth PEEL (police effectiveness, efficiency and legitimacy) assessment of North Wales 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 North Wales’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?
North Wales Police is judged to require improvement in the efficiency with which it keeps people safe and reduces crime. Our overall judgment is not consistent with last year, when the force was assessed to be good for efficiency overall. The force has maintained a good understanding of current demand; its use of resources to manage demand is judged to require improvement; and it is judged to require improvement for its planning for future demand.
North Wales Police needs to improve its overall efficiency in keeping people safe and reducing crime, although there are some aspects of these duties that it manages well. The force is good at understanding the demand for its services and has well-established processes and systems for monitoring and understanding current demand. The force uses this understanding to deploy people and resources where they are needed most. This includes understanding demand that might otherwise go unreported.
The force’s leaders are becoming better at promoting innovative thinking to reduce demand, although big projects – such as those involving mobile technology – need to be implemented more quickly. North Wales Police requires improvement in the extent to which it uses its resources well. The force has not undertaken a skills audit of all its workforce that would improve its understanding of capacity and capability. This means it cannot use this understanding to help inform its recruitment, selection and promotion processes in order to identify the best people for the job, or to develop people in their roles. This applies to the force’s leaders too. There are processes to prioritise policing activity in response to changing public expectations, but leaders do not always use a clear rationale to reorganise the workforce to meet this demand.
North Wales Police requires improvement in the way it plans for the future. Leaders are beginning to undertake analysis of some roles to gain a clearer picture of how demand is changing, including likely future demand for its services, and the force is developing a long-term force plan which will draw all this work together. This plan will include making better use of technology, reducing partner resources and taking into consideration the views of local communities. However, at present the force does not have a single vision of the future to bring all this activity together, thereby enabling it to meet future demand. The force’s plans for the future are realistic but are not transformative. Evidence of dynamic innovation within the organisation is limited in comparison with other forces. However, the force is good at continuing to make savings, which means that it is able to invest well in infrastructure to make additional savings in the future.
How legitimate is the force at keeping people safe and reducing crime?
North Wales 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, when we judged the force to be requiring improvement. The force is judged to be good at how well it ensures its workforce behaves ethically and lawfully and at treating its workforce with fairness and respect. It is judged to be requiring improvement in some aspects of the way in which it treats all of the people it serves with fairness and respect.
North Wales Police is judged to be good overall in respect of how legitimate the force is at keeping people safe and reducing crime. Previously, the force has acted when notified of areas for improvement, and its leaders have demonstrated a real commitment to ensuring the workforce understands the importance of treating the people it serves with fairness and respect. This includes how well it communicates with people and how fairly it uses coercive powers. However, the force requires improvement in some aspects of the way that it understands the extent to which its workforce treats members of the public with fairness and respect. It needs to do more to ensure its external scrutiny is effective in bringing about changes wanted by the communities it serves, including the way that it monitors and scrutinises the use of stop and search powers, to ensure these are used fairly.
North Wales Police has a good ethical culture. This is demonstrated by senior leaders, and officers and staff throughout the organisation, who take an ethical approach to decision making. Members of the public are able to complain easily when they feel that they have not received the service they expect from officers and staff in North Wales Police. Furthermore, the force is good at providing its workforce with the skills needed to identify, respond to and investigate discrimination. Leaders are fully committed to promoting the wellbeing of the workforce; a healthy lifestyle is encouraged and support is provided to those who need it. There are structures in place which allow the workforce to contribute new ideas, challenge leaders and receive feedback. However, the force needs to do more to encourage black, Asian and minority ethnic (BAME) representation within its workforce. It also needs to ensure the new appraisal process is understood by everyone, with a greater emphasis on individual development and organisational learning, and that it is valued and trusted by 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.