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Shortage of investigators
We found that the police service has 17 percent fewer investigators than it needs. Most forces have a substantial shortage in qualified detectives and other investigators. This constitutes a continuing national crisis.
It will take time to address this crisis. The National Police Chiefs’ Council lead on investigative resilience has made a strong start in analysing why this is the case. He has also recommended what national bodies and individual forces should do about it.
It is vital that all chief constables act on these recommendations so that there is a nationally co-ordinated and planned response. We will keep monitoring the extent to which investigative capacity and capability meet demand in the integrated PEEL assessment in 2018.
By September 2018, all forces with a shortage in qualified detectives and/or other investigators should develop an action plan. The plan should set out in detail what the force will do to address the shortage in the short, medium and long term. It should be in line with the national plan to develop investigative capacity and capability that all chief constables in England and Wales have agreed.
This plan should draw on the information in the force management statement about:
• the investigative demand the force expects to face in the next four years; and • how the force will change and improve the condition, capacity, capability, serviceability, performance and security of supply of its workforce and other assets to cope with that demand.
To make sure the plans are consistent, the National Police Chiefs’ Council lead on investigative resilience has agreed to provide advice on the areas each plan should cover by April 2018.
[on]22nd March 2018 [status]awaiting-review[/status][/on][on]27th April 2018 [status]being-progressed[/status][/on][on]27th April 2018 [comment]
There is a shortage of qualified detectives in Lincolnshire Police. This is partly because of the regional relationship the force has where highly qualified detectives work at a regional level on major crimes and serious and organised crime.
There is no action plan which addresses the problem in the short, medium or long term, however over the last year the force has implemented a number of actions to increase the number of detectives: positive recruitment for transferee detectives; increased response officer recruitment to be able to release aspiring detectives from response; a review of CID shift patterns (new pattern starts 30/4/2018); and CID career pathways to encourage and support detectives in their roles.
[/comment][/on][on]21st May 2019 [comment]
The force has a plan to address short medium and long term issues. The force has made changes to the recruitment process for PIP2 roles and ICIDP. The force is not currently experiencing issues in recruitment into CID but has work to improve the monitoring and completion of PIP2 portfolio accreditation. The development of a detective academy (launched in April 2019) will refresh the force approach as per the College of Policing updated curriculum, post course accreditation process, mentoring and CPD for candidates to support accreditation within 12 months along with a lateral movement and career pathway structure for Sgt/Insp.
The force is undertaking a fine detail audit of all investigative teams to understand
- How many PIP2 investigators should the force have
- How many PIP2 accredited
- How many currently in the ICIDP working towards PIP2.
- long term abstractions from PIP2 role
The force restructure of PVP has seen an increase in staff undertaking the NIE and entering the ICIDP programme, the new timescales and updated PIP policy will ensure that these staff are accredited in a timely fashion and allow the force to better understand its workforce position.The upskill in role within the PVP will see the force increase its capacity in relation to PIP2 , this will take 12-24 months to be reflected in full, and additional ICIDP courses have been planned for financial year 2020-2021 to accommodate the increase.