Further improvement needed in Avon and Somerset Constabulary’s integrity arrangements

While it acknowledged progress had been made, His Majesty’s Inspectorate of Constabulary and Fire and Rescue Services (HMICFRS) said the force ‘requires improvement’ in its vetting of police officers and staff, professional standards and counter-corruption arrangements.

Avon and Somerset Constabulary said it recognised that its integrity “is fundamental to the public’s trust and confidence in policing, and to our legitimacy to serve our communities”.

“Over the past four years, we have invested significant resources – money, technology, and some of our best people into our Professional Standards Department (PSD), Counter Corruption Unit (CCU), and vetting,” it added.

The HMICFRS integrity inspection found that the constabulary had a vetting unit that is “adequately staffed to meet demand” and it works effectively with HR and recruiting departments effectively to predict demand.

However, it needs to improve how it identifies, explores and records adverse information in vetting decisions and should make sure that it has an effective quality assurance process to review vetting decisions.

It also uses a variety of methods to reinforce organisational learning and standards of professional behaviour, but needs to improve the way it handles and manages complaints and allegations of misconduct. It should also make sure that police personnel of appropriate seniority make decisions on how to handle complaints;

Inspectors found the constabulary has developed and maintained relationships with partners that support and work with vulnerable people. This means it is more likely to gather corruption intelligence relating to potential sexual abuse and safeguarding vulnerable people; and

However, it needs to improve how it monitors the use of its IT systems to proactively identify data breaches, protect the constabulary’s data and identify computer misuse.

His Majesty’s Inspector of Constabulary, Kathryn Stone said: “If police officers or staff are found to be involved in misconduct, it reduces public trust and confidence in the police service.

“With increased demand and focus on the work of force vetting units, professional standards departments and counter-corruption units, their work has never been more vital. We must make sure that those working to keep our communities safe can be trusted to do so.

“It was positive to find that Avon and Somerset Constabulary’s vetting unit was working well with other departments to predict demand. It has taken steps to better communicate with harder-to-reach groups and has worked on its relationships with partners to identify potential corruption.

“We were disappointed to find that the constabulary requires improvement in all areas of our inspection. The constabulary needs to make sure that it has an effective quality assurance process to review vetting decisions. It also needs to improve the way it handles and manages complaints and allegations of misconduct.

“We will continue to monitor the constabulary’s progress.”

Avon and Somerset Constabulary said it was grateful the report from HMICFRS “acknowledges the progress we have made and highlights other areas for improvement, which will be invaluable in our journey to becoming an outstanding police service”.

Deputy Chief Constable Jon Reilly said: “We are committed to continuous improvement and welcome ongoing scrutiny. We know that maintaining integrity is a journey, not a destination, and we will not be complacent. Our communities deserve nothing less.

“Public confidence in police depends on officers and staff showing high standards of professional behaviour day in, day out. The vast majority of officers and staff dedicate their lives to keeping the public safe, but there is no place in policing for those who do not share our values.

“It is pleasing to see the report recognise we have adequate staffing arrangements in place to manage vetting demand, and we use a range of risk mitigation measures in conducting vetting checks. This helps prevent people not suitable to work in policing from joining the organisation in the first place.”

He said the HMICFRS’ report highlights “positive steps”, such as the adoption of the national sexual harassment policy, enhanced supervisor training, and clear expectations for all officers and staff to challenge and report inappropriate, criminal, and corrupt behaviour.

“However, we know there is much more to do,” he added.

Avon and Somerset Constabulary said it accepts the findings of the report “with humility and determination”, and has already taken action in response to the recommendations.

This includes:

• Introducing new guidance on outside business interests to prevent conflicts of interest;
• Creating a new inspector role to strengthen complaint and conduct decision-making;
• Implementing detailed investigation plans and supervisory reviews for complaints and misconduct;
• Increasing the size of the CCU to enable more proactive work;
• Enhancing quality assurance in vetting, including new forms and regular interviews for applicants where more information is needed;
• Rewriting internal guidance and reducing outstanding reviews; and
• Establishing a cohort of sexual misconduct advocates across the organisation to support internal victims, which it believes is “a first in UK policing”.

It is also investing further, bringing in more resources, strategic insight and oversight.

“For example, we have appointed a chief officer to chair misconduct hearings, ensuring that those who do not meet our standards are exited from the organisation swiftly and fairly,” the force said. “Our legal team is being strengthened to support the efficient flow of hearings. We are growing our CCU, not just in numbers but in leadership, to ensure investigations are both effective and timely, and to foster proactive as well as reactive approaches.

“We are also supporting the Police Federation with the resources needed to support colleagues through these processes, ensuring their welfare while due process is followed. External expertise, consultancy, and independent scrutiny are being used to quality assure and help us improve our work.”

The HMICFRS report noted that Avon and Somerset Constabulary uses a variety of methods to “reinforce organisational learning and the standards of professional behaviour”.

“PSD and CCU provide training to all new police personnel. It covers topics including abuse of position for a sexual purpose and sexual harassment in the workplace,” it said.

“The constabulary makes clear its expectation that all police personnel will challenge and report such behaviour.”

Mr Reilly added: “A large number of improvements have already been made since our inspection in February. While the final report has been published today, we have had regular dialogue with HMICFRS over the past eight months to help us quickly made positive changes.

“We recognise these improvements need to continue over a sustained period and look forward to welcoming the HMICFRS back in future to showcase that hard work.”