Professional Standards Reporting
Procedure Reference Number: 2008.06
Approved: / Superintendent Armstrong / 13/6/2014Author: / Detective Sergeant Janet Pattinson / Professional Standards
Produced: / 13/06/2014
Review due: / August 2020
Review approved:(For reviewed procedures only) / Det Ch Insp CJ Warren / 14/08/17
Procedure Index
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1.Procedure Aim/Purpose/Scope
2.Guidance
Methods of Reporting...... 4
3.Responsibilities...... 5
4.Appeals...... 5
5.Compliance...... 5
1Procedure Aim/Purpose/Scope
1.1The Cheshire Constabulary is committed to promoting and maintaining ethical behaviour and professional standards, which should be the thread running through the whole organisation.
1.2This procedure aims to :
- Engender honesty and openness amongst police officers and police staff and create a professional, accountable and ethical working environment.
- Provide clear direction for police officers and police staff to report wrongdoing, unethical or unprofessional behaviour by policing colleagues.
- Provide professional arrangements for supporting staff members who raise genuine concerns with regard to unethical or unprofessional behaviour.
1.3This procedurereflects the principles within the Code of Ethics (for the Police Service) and the established misconduct framework relating to police officers and police staff, recognising the obligations on the policing profession to challenge and report improper conduct.
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2Guidance
2.1Professional Standards Reporting is the term used to describe the methods by which a member of the organisation can report wrongdoing, unethical or unprofessional behaviour.
2.2Reports will be varied but are likely to relate to allegations of; criminal conduct, breaches in the standards of professional behaviour (misconduct) and / or unethical behaviour or relationships.
2.3All staff should feel they can report wrongdoing openly and with the support of their colleagues and managers.
2.4Whilst open reporting is encouraged, it is recognised individuals in some circumstances may feel unable to openly report wrongdoing or unprofessional behaviour, and in some instances, a member of staff making a report may wish to remain anonymous.
2.5Anonymous reports will be considered and assessed in the same way as those reports made in an open manner however it must be acknowledged that they may present investigative challenges and by their very nature prevent feedback.
2.6It is also recognised individuals may report concerns in an open manner but wish for their personal details to remain confidential. Such reporting will be treated in confidence and every effort will be made not to reveal the identity of an individual. However unless other evidence is available, disciplinary or other proceedings may not be possible if the information provided is not captured in an evidential format, which would require disclosure of personal details.
2.7In criminal cases, disclosure will be considered in line with the Criminal Procedure and Investigations Act 1996.
Methods of Reporting
2.8A number of different channels exist for the reporting of wrongdoing, unethical or unprofessional behaviour.Members of the policing profession are encouraged to raise any concerns at the earliest opportunity and are reminded of the obligation on staff to challenge and report improper conduct. This includes information they have received second hand.
Reporting Direct to Line Management
2.9Staff members can report wrongdoing, unethical or unprofessional behaviour to their own line manager or another supervisor. If there is doubt as to who is an appropriate line manager, then advice may be sought from the Professional Standards Department, or alternative methods of reporting may be chosen
2.10Line managers should assess the report and either deal with the issues raised or refer this matter to a more senior staff member or report to the Professional Standards Department.
Reporting Direct to the Professional Standards Department
2.11Reports can be made to any staff member within the Professional Standards Department.
2.12The Professional Standards Department will assess the report and determine the most appropriate course of action. This may include referring the matter to a departmental supervisor to deal with the issues identified.
Reporting Direct to the Counter Corruption Unit
2.13Reports can be made to any staff member within the Counter Corruption Unit via the mailbox () or directto the unit.
2.14 The Counter Corruption Unit will assess the report and determine the most appropriate course of action.
Reporting to the Staff Associations
2.15Reports can be made to Staff Associations, who will assess the report and determine, (generally in consultation with the staff member) the most appropriate manner to report the concerns. This will invariably be to a line manager or the Professional Standards Department.
Reporting to Human Resources (and associated services)
2.16Concerns can be raised with Human Resources, welfare officers or First Contact Advisers. They will assess the report and determine, (generally in consultation with the staff member) the most appropriate manner to report the concerns. This will invariably be to a line manager or the Professional Standards Department.
Reporting via the Independent Police Complaints Commission
2.17If a member of staff feels uncomfortable using the reporting facilities within Cheshire Constabulary, concerns can be reported via the Independent Police Complaints Commission(IPCC) Report Line. The IPCC Report Line is a dedicated phone line and email address for police officers and police staff to report concerns of wrongdoing in their workplace.
2.18This facility is for use in cases where wrongdoing reveals or suggests a criminal offence has been committed or where there is evidence of conduct that would justify the bringing of disciplinary proceedings.
2.19Staff members can contact the dedicated IPCC report line on: 08458 770 061. This is not a 24 hour service and the telephone line is not continually monitored.
Reporting via Crimestoppers Integrity Line
2.20Crimestoppers operates a service known as the Integrity line (or i-line) which provides an anonymous way for staff members to provide information in relation to wrongdoing within the workplace.
2.21Crimestoppers guarantees anonymity and does not trace or record telephone calls.
2.22The telephone line is available 24 hours a day, 7 days a week and an operator will answer the call.
2.23Crimestoppers can be contacted on 0800 111 4444 or
Response to a report of wrongdoing
2.24All reports of wrongdoing will be considered and assessed.
2.25Some reports may be considered appropriate to be dealt with at a departmental level. Those matters deemed unsuitable to be dealt with locally should be referred to the Professional Standards Department, which would include all allegations of criminality or those where disciplinary proceedings may be justified. Where there is any doubt the matter should be referred to the Professional Standards Department for assessment.
2.26Reports of wrongdoing, once assessed may require no further action, justify immediate management action or warrant instigation of a criminal investigation and /or investigation within the police misconduct framework.
2.27Other than where a report is received anonymously, the staff member making the report should be notified the matter is receiving attention. Updates should be provided as appropriate. The staff member should be provided with update as to how the matter has been resolved where it is appropriate to do so.
2.28A record should be made of any assessment and subsequent action following receipt of a report of wrongdoing.
2.29Where it is suspected or established a report was made maliciously investigative actions will be undertaken to understand the reason for the malicious the report. The malicious report will be considered in line with the misconduct framework for members of the policing profession.
Welfare considerations
2.30The welfare impact on a staff member should not be underestimated in making a report of wrongdoing. As such appropriate welfare support should be considered for the staff member concerned (and others where appropriate).
2.31Line managers must demonstrate sound and supportive leadership where a staff member has made an open report of wrongdoing, unethical or unprofessional behaviour and will be expected to take necessary action to prevent victimisation or harassment and take necessary action if such behaviour materialises, and promote an environment where staff members recognise making a report of wrongdoing, unethical or unprofessional behaviour is the right thing to do.
2.32Nothing in this procedure prevents the operation of the Public Interest Disclosure Act 1998, following disclosure of information in line with that legislation.
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3Responsibilities
The procedure details the following roles and responsibilities: -
3.1The Deputy Chief Constable has overall responsibility for Professional Standards within the Constabulary.
3.2The person receiving a report under this procedure must clearly document their decision making processes and outcomes of action.
3.3The Professional Standards Department has the responsibility to consider and, where appropriate, investigate information regarding wrongdoing, unethical or unprofessional behaviour relating to both police officers and police staff members.
3.4All staff have a clear responsibility to report suspected wrongdoing, unethical or unprofessional behaviour by others in the workplace.
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4Appeals
4.1Staff affected by the application of this procedure can appeal to the Head of Professional Standards.
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5Compliance
I confirm that this document has been drafted to comply with the principles of the Human Rights Act and Equal Opportunity legislation as per force guidance.
In addition, Data Protection, Freedom of Information, the National Quality of Service Commitment and Health and Safety issues have been considered.
Adherence to this policy or procedure will therefore ensure compliance with all relevant legislation, internal policies and the Force values.
I do agree that this document is appropriate for disclosure to the public.
Signed: J Pattinson. Date: 13/06/2014
(author)
Equality and Diversity Impact Assessment part 1
Potential Impact / X / Does the procedure involve any of the following?(tick as appropriate)If any of the boxes below are ticked the impact is high and the Equality and Diversity Impact Assessment must be reviewed annually.
High / -Exercise of statutory powers?
-Dealing with or providing services to the public?
-Recruitment & selection, transfer or redundancy processes?
-Training opportunities or career development schemes?
-Other processes for managing staff? (ie. discipline, pay, allocation of benefits, etc)
-Any other high risks not detailed?
If any of the boxes below are ticked the impact is medium and the Equality and Diversity Impact Assessment must be reviewed every 2 years.
Medium / -Dealing with the public, but not involving the exercise of statutory powers?
-Providing services or facilities to staff? (ie. welfare, shower rooms, parking, intranet etc)
-Any other medium risks not detailed?
If any of the boxes below are ticked the impact is low and the Equality and Diversity Impact Assessment must be reviewed every 3 years.
Low / -Administration processes?
- Any other low risks?
Equality and Diversity Impact Assessment part 2
Consider the community as a whole and each of the protected characteristics: Age (includes all ages), Disability, Gender , Pregnancy and maternity, Race, Religion or belief, Gender reassignment and Sexual orientation, when answering the below:
If so, how? / No
2. Is there public/political concern in relation to any of the protected characteristics, attached to this activity? If so, what are those concerns? / No
3. What other sources of information have been used in the development of this procedure i.e. HMIC Inspection Reports, Home Office Circulars? / IPCC website, Crimestoppers website, Code of Ethics
4. Does the procedure relate to the use of a statutory power? If so, under what circumstance could discrimination be acceptable? / Police Reform Act 2002
None
5. What data collection process exists for this procedure?
How is the data monitored to ensure that the impact is not discriminatory or disproportionate? e.g. Use of community intelligence.
If reviewing the procedure what are the results of the monitoring? / Recording under Centurion
6. What evidence is there that actions to address any negative effects in one area may affect other areas of equality? / N/A
7. When the Race and Diversity impact assessment has included consultation, who was consulted?
(Include a summary of the key points) / N/A – review of existing procedure
8. Has the procedure been altered following the consultation?
(Include a summary of the key changes) / N/A review of existing procedure
9. Has feedback been given to the groups involved in the consultation? / N/A – review of existing procedure
Date Impact Assessment completed: / 13/06/2014
Policy/Procedure Implementation Plan
Name of Policy/Procedure: / Professional Standards ReportingStatus of Policy/procedure: / Revised
Owner: / Professional Standards Department
Date last reviewed: / uk
Are there significant changes? / No
Review completed by: / Detective Sergeant 3534 Pattinson
Date of next review: / 13/6/2017
Training/Communication Plan
Is there a communication plan for the policy/procedure? / No
Is there a training plan for the policy/procedure? / No
If so does this cover how training has been incorporated within existing arrangements to ensure future delivery? / N/A review of existing procedure
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Not Protectively Marked
Details of plans
Actions / Lead / DatesCommunication Plan / Review of existing procedure / Professional Standards Department
Training Plan / Review of existing procedure / Professional Standards Department
Review Plan / Review of existing procedure / Professional Standards Department
Version Not Protectively Marked1