CONDUCT AND PERFORMANCE


“WE HAVE GOT OUR MEMBERS’ BACKS”


POLICE magazine examines PFEW’s Conduct and Performance business area and its work to improve this area of policing


The misconduct system has been scrutinised in high-profile reports, which reflects the status of policing in the UK as arguably the most accountable in the world. “PFEW’s stance has always been there is no place in policing for misconduct, and we condemn any dishonest or inappropriate behaviour that taints the reputation of our incredible police service,” explained Conduct and Performance Lead, Phil Jones. “We continue to highlight to the media and the public that the vast majority of police officers work tirelessly with dedication and professionalism to keep us safe, and they act with integrity and respect. However, the system is not at the standard we want it to be.” This is where PFEW’s Conduct and


Performance business area leads enter the picture. “We have got our members’ backs,


and to do that, it is vital we have difficult conversations with stakeholders including the Home Office and the National Police Chiefs’ Council, asking them: ‘What are you doing about this? Because these are the vulnerabilities you’re exposing our members to’,” said Phil.


With six forces placed in special measures, PFEW believes years of budget cuts and lack of investment are to blame,


but it is also concerned officers are facing more complaints as a result. “Response policing, quality of investigations, protecting those most vulnerable – these are the key strands of policing. If we can’t keep people safe in a timely manner when things go wrong, then obviously we’re going be scrutinised,” Phil added. “Many forces just think, ‘let’s get on with it and get the job done’, but it’s about time we had real conversations about what exactly people expect from their police service rather than successive


review on police dismissals. It will investigate the impact of the introduction of changes to misconduct panels, including Legally Qualified Chairs (LQCs). PFEW will be championing the continued use of LQCs, who play a vital role in ensuring police misconduct hearings are fair and transparent. “LQCs are there for fairness and transparency. What we can’t have is a kangaroo court mentality with chief officers hiring and firing whoever they want,” continued Phil. “Before LQCs, chief constables knew before they’d even stepped foot in the room what the outcome was going to be – before hearing any evidence.” The business area is also highlighting the


impact protracted misconduct investigations have on officers. Phil continued: “Via our Time Limits


“Officers, who are struggling to do more with fewer resources, are at risk of facing more complaints”


governments second-guessing.” The Conduct and Performance business area is responsible for all matters relating to professional standards, misconduct, discipline and unsatisfactory performance, and liaising with key stakeholders. It meets five times a year and reports directly to the National Board.


Through successfully forging positive relationships with decision-makers - including the Home Office, the National Police Chiefs’ Council, and the College of Policing - the subcommittee has a seat at the table to influence change. It recently fed into the Home Office


campaign, we are suggesting an amendment to the regulations which would see a legally qualified person – who usually sits as a chair at disciplinary hearings – look at the investigation from the 12-month point and set a reasonable deadline for the investigation to be concluded. “We persuaded the Home Office to add a clause to the regulations which means the Independent Office for Police Conduct, or appropriate authority, has to explain to police and crime commissioners why


the investigation has hit the year mark. However, there are no sanctions,” explained Phil. The College of Policing is revising the Code of Ethics to help officers make difficult decisions in this sphere. “We’ve now got a multitude of conduct and performance liaison officers across the country, known as CAPLOs, who assist our members locally through stressful times in their career and help us by sharing what is happening on the ground across all 43 forces,” Phil said. “We’ve got a breadth of experience and knowledge. It is very much a team effort.”


37 | POLICE | DECEMBER 2022


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