Can I ask for a complete copy of the MPS Policy/Procedure for Contractors and Representatives working on behalf of the Police.

Transcription

1 Freedom of Information Request Reference No: I note you seek access to the following information: Can I ask for a complete copy of the MPS Policy/Procedure for Contractors and Representatives working on behalf of the Police. I am retired employee of the Organisation, I remember as part of Professional Standards there are strict guidelines and Codes of Practice to be followed by anyone Representing the MPS at any level. DECISION I have today decided to disclose the located information to you in full. Please find attached information pursuant to your request above. Information Rights Unit

2 Freedom of Information Publication Scheme Protective Marking: Not Protectively Marked Publication (Y/N): Y Title: Professional Standards Policy Summary: The policy explains the Service's stance with regard to professional standards, integrity and investigation. Branch / OCU: Directorate of Professional Standards (DPS) Date created: 12 January 2016 Review date: July 2019 Version: 4.1 Author: Application When? This Policy applies with immediate effect. Who? All police officers and police staff, including the extended police family and those working voluntarily or under contract to the Mayor s Office for Policing and Crime (MOPAC) or the Commissioner must be aware of, and are required to comply with, all relevant Metropolitan Police Service (MPS) policy and associated procedures. This policy applies to officers and staff when engaged in the assessment and enforcement of professional standards, investigating allegations of misconduct or gross misconduct and public complaints. Specific responsibilities are placed upon the following: All members of the MPS charged specifically with the responsibility for assessing and investigating allegations of misconduct and gross misconduct Directorate of Professional Standards (DPS) Professional Standards Champions (PSCs) Professional Standards Units (PSUs) Persons chairing misconduct meetings Persons chairing misconduct hearings Line managers All officers or staff involved in the misconduct and public complaints process Officers and staff engaged in organisational learning What? This policy applies to individual's standards of professional conduct and at the same time seeks to maintain overall organisational integrity.

3 Policy Principles The MPS and the general public expect the highest possible standards of MPS members; to act professionally at all times and in accordance with its organisational values and the Code of Ethics. This policy and its supporting Toolkits and Standard Operating Procedures (SOPs) seek to ensure that all members of the MPS act in accordance with these principles. The SOPs and Toolkits in support of this policy will: Place learning and prevention at the heart of improving professional standards. Ensure adherence to common standards of professional behaviour across the service, as set out in the Schedule to The Police (Conduct) Regulations 2012 and the Code of Ethics issued by the College of Policing. Ensure consistency of decision-making via the PSC networks; the Hearings Office; and liaison with Serious Misconduct Investigation Unit Provide appropriate support to those involved in any aspect of the investigation Health and Safety Impact Statement Engagement with your Safety and Health Risk Management Team at an early stage will greatly assist your risk management processes. This early engagement will enable areas of risk to be identified, recorded and resolved. Purpose and Benefits The policy, SOPs and Toolkits, support the Directorate of Professional Standards strategic outcomes, which are: To build public/staff trust and confidence in the integrity of the MPS Maintain the highest standards of professional behaviour throughout the MPS policing family; Ensure risks are quickly identified and lessons learnt. Through adherence to these strategic outcomes and treating all members of the MPS with fairness and respect, overall confidence in the MPS should be improved; damage to community relations minimised and the reputation of the MPS enhanced. This policy, with the SOPs and Toolkits that sit under it seek to achieve: An improvement in professional standards, which will be monitored by reference to DPS Performance Analysis Unit (PAU) data

4 An enhanced process of handling conduct matters, misconduct and public complaints via the processes introduced by Police (Conduct) Regulations A decrease in the number of complainants who remain dissatisfied at the end of the process. An increase in internal satisfaction on the handling of professional standards. An increase in public trust and support. A more proportionate approach to the handling of internal and public complaints. An ethos with greater emphasis on organisational learning and improvement. A reduction in the number of appeals against outcomes, by ensuring that formal misconduct processes are only used in appropriate cases. Associated Documents and Policies SOPs and Toolkits: Integrity Assurance Suspension of Officers MPS Personnel Involved In Legal Proceedings and Court Orders Whistleblowing & Reporting Wrongdoing Procedures Declarable Associations Police Staff Discipline See also: IPCC Statutory Guidance Home Office Guidance Deaths in Custody Manual Investigation of Critical Incidents Manual Home Office Circular 11/2012 re Substance Misuse Substance Misuse Testing Policy

5 Publications and broadcasting Policy National Police Code of Ethics Notices to be Cancelled / Amended Cancel Item 1, Notices 27/10, 30 June 2010 Further information about this policy can be obtained from the DPS policy Unit

6 Equality Impact Assessment Policies are developed and reviewed using a consultative approach involving relevant internal and external stakeholders. Additionally, developers must consider what action needs to be taken to help overcome or minimise any disadvantages that people who share a protected characteristic will experience in compliance with the Equality Act Finally, the impact of the policy will be monitored to identify any emerging issues, learning and benefits post-delivery of the policy. The table below summarises the outcomes of these steps: Research and consultation Review of research Internal consultation External Consultation The Professional Standards Policy and associated procedures now incorporate findings from several enquiries, including the report into police and media ethics by Elizabeth Filkin and the Lord Justice Leveson inquiry. Police Conduct regulations 2012 has altered the position on whether an officer can retire or resign when facing gross misconduct investigation and introduced misconduct hearing in public. The Independent Police Complaints Commission (IPCC) issued guidance on the conduct of Death and Serious Injury (DSI) following police contact interviews. Directorate of Legal Services, Finance Business Partners, Health & Safety Risk Management team, SAMURAI (Staff Associations Meeting Up Regularly And Interacting), Disabled Staff Association, Directorate of Professional Standards (DPS) Senior Leadership Team, Borough Operational Command Unit (BOCU) commanders and senior leadership teams, Firearms Command and the Environment team. Police Federation, Superintendents Association, Met Trade Unions, IPCC, Home Office Protected Characteristics (Equality Act 2010) Summary of Equality Impact Assessment Age Equality Impact Assessment has been carried out for the following Toolkits and Standard Operating Procedures (SOPs) - Integrity Assurance; Suspension of Officers; and MPS Personnel Involved In Legal Proceedings and Court Orders. Further detail will be provided on the remaining Toolkits/SOPs as they are published - Reporting Wrongdoing; Death and Serious Injury following Police Contact - Post Incident Procedures; and Declarable Associations. N.B. Police Staff Discipline has been developed separately and is not covered within this EIA (it has an independent EIA). Integrity Assurance - This SOP brings into force the process for reporting MPS personnel to the Disclosure & Barring Service (DBS) who are suspected to be involved in abuse of vulnerable persons, this may include children or the elderly, in either case the SOP provides enhanced protection from abuse by registering persons of concern with the DBS, ensuring control over their future access to the vulnerable group.

7 toolkit; the process is universally applicable to all of the characteristics. apparent impact Procedures -(Will be updated upon publication of the Deaf/ disability Gender reassignment Integrity Assurance - There will be a positive impact on those with a disability. The SOP provides for a reporting process to the DBS, which is the central authority for collection of data relating to those who should not be working with adults or children who need protection; this includes those who suffer mental illness and physical disability. This SOP will formalise reporting procedures and ensure the future safety of vulnerable groups by its operation. The SOP has been referred to the chair of MPS disability staff association for comment and feedback Suspension of officers - There are mental health considerations with this toolkit. Many officers who are subject to misconduct proceedings are found to have mental health issues arising through the stress of the misconduct process. It is recognised that the implementation of suspension from duty will be stressful for many, hence the authority level required for it to be sanctioned and the review procedures. The Welfare Support Officer guidance issued by the DPS hearing unit goes some way to help support the officer and their family during this process. This guidance is available from the DPS intranet site - a welfare support officer should be appointed for all officers facing gross misconduct hearings - a pre-requisite for suspension. The Toolkit contains clear guidance as to locating counsellors (via Occupational Health) and financial advice. A training package has been delivered to DPS Investigators regarding mental illness and dealing within the spirit of Police and Criminal Evidence Act 1984 apparent impact Procedures -(Will be updated upon publication of the toolkit; the process is universally applicable to all of the characteristics.

8 apparent impact Procedures -(Will be updated upon publication of the Marriage and Civil Partnership Pregnancy and Maternity Suspension of officers - Consideration has been given to the welfare issues that relate to families following the officer s suspension. The appointment of a Suspension Support Officer is designed to capture welfare issues affecting the suspended officer and their family e.g. where there is a loss of overtime earnings. Responsibility for welfare is clearly allocated to Borough Operational Command Unit (BOCU) commander. The DPS Hearings Unit has issued a guide to Welfare Support Officers which is on the DPS intranet site, and it contains information on counselling and financial support. MPS Personnel Involved In Legal Proceedings and Court Orders - The requirement to notify the MPS via line management of divorce proceedings enables welfare provisions to be catered for. The report is specifically to be treated as RESTRICTED in order to minimise those who may see it, reducing any impact to a minimum. It is considered necessary to be aware of the proceedings in order that welfare may be considered and to allow for and to prepare for future issues such as child care etc. Procedures -(Will be updated upon publication of the toolkit, the process is universally applicable to all of the characteristics. apparent impact Procedures -(Will be updated upon publication of the

9 Race Religion or belief Sex Sexual Orientation toolkit, the process is universally applicable to all of the characteristics. apparent impact Procedures -(Will be updated upon publication of the toolkit, the process is universally applicable to all of the characteristics. apparent impact Procedures -(Will be updated upon publication of the toolkit, the process is universally applicable to all of the characteristics. apparent impact Procedures -(Will be updated upon publication of the toolkit, the process is universally applicable to all of the characteristics. apparent impact

10 Procedures -(Will be updated upon publication of the Other issues for example: Low income groups, single parents, rough sleepers Suspension of officers - As indicated above under Matrimony & Civil partnership and disability it is recognised that there will be ramifications regarding spouses and partners when an officer is suspended. The provision of welfare facilities and consideration of family problems and mental health issues is an important consideration in this area. As indicated above, the DPS guidance for Welfare Support Officers is a useful aid for supporting the welfare needs of officers and their families. The suspension process is applied equally across all 9 protected characteristic; because of the low number of officers concerned the process is monitored, and a 4 weekly review is conducted by the Deputy Assistant Commissioner s (DACs) office; this will highlight any equality issues, such as a lack of proportionality. Monitoring 12 month implementation plan These are all existing processes and monitoring arrangements have already been established. DPS Management Information Unit (MIU) monitor aspects of personnel being dealt with by DPS. Statistics on Diversity related matters are included in regular summaries to DPS Senior Leadership Team (SLT). Quantitative monitoring is carried out on all aspects of DPS work. Integrity Assurance - DPS OCU commander monitors monthly report. Officers subject to Adverse Judicial Findings (AJF) are individually monitored by DPS Intelligence Bureau (IB) and DPS Civil actions unit. Officers and staff subject of report to Disclosure & Barring Service are monitored by IB. Suspension of officers - Monitoring is carried out by the DPS MIU on a regular basis to indentify any equality issues. All officers subject to suspension are monitored by Deputy Assistant Commissioner s (DAC) office. Each individual case is reviewed every 4 weeks by the DAC s Office. Cases are also individually reviewed at commencement of process and in event of fresh information. MPS Personnel Involved In Legal Proceedings and Court Orders - Monitoring is carried out by DPS MIU on a regular basis wherever possible, to indentify any equality issues. A record of offences which officers and staff have been reported for is available on the TRIBUNE IT system. Cases coming to note are monitored and will be taken into account against the individual s overall conduct. Monitoring of the outcome of civil actions against the MPS is carried out by DPS Civil Actions Unit, who deal with aspects of the case throughout in conjunction with DLS.