Welfare support officer: Professional standards

When assessing the officer or member of police staff under investigation, your professional standards department will consider whether their conduct would, if proved, amount to misconduct or gross misconduct for the purpose of Regulation 12 of the Conduct Regulations. This is a question of seriousness.

Consideration is therefore given:

• to maintain public confidence in, and the reputation of the police service.
• to uphold high standards in policing and to deter misconduct.
• to protect the public and staff.

Following a severity assessment being made the investigator is required to provide the officer or staff member who is subject to the complaint or conduct matter with a discipline notice.

The notice will detail the nature of the alleged complaint or conduct matter together with the name of complainant (if applicable). It will also specify the standard(s) of professional behaviour that are alleged to have been breached at that stage.

The notice will also include the name of the investigator and importantly for the officer concerned the initial severity assessment level i.e. misconduct or gross misconduct.

The Police Federation or relevant trade union representative will be contacted by professional standards to co-ordinate the service of the regulation notice on the police officer or member of police staff.

When deemed necessary a professional standards briefing document containing relevant information is prepared. This is shared with the force incident manager (FIM) to enable informed risk assessments to take place should an incident arise, accompanied by key contact details for those that can provide support.

Any restriction or suspension considerations are also explained to the officer or member of staff at this time.

Restricted duties are deemed appropriate in cases where the officer or member of staff cannot remain in their current role, due to the nature of the allegation. 

Many often result in the officer or member of staff having restrictions placed upon them in terms of system(s) access or public facing involvement.

Reviewed on a monthly basis by the professional standards senior management team with a return to the original role restored at the earliest opportunity.

If it is felt that the officer or member of police staff under investigation may need to be suspended this decision will be made by the deputy chief constable. 

This is only deemed necessary in cases where the officer or member of staff cannot be reasonably managed in the workplace. It applies to investigations where the public expectation is such that the officer should not remain operational or in a restricted role.

This is reviewed on a monthly basis by the DCC and the update is provided directly to the officer or member of staff under investigation and their  Federation / union representative.

There is a mandatory requirement for an IOPC referral in certain matters, these include:

• Where the alleged conduct has resulted in death or serious injury.
• Where a serious assault or serious sexual offence has been alleged.
• In the case of serious corruption, including abuse of position for sexual purpose or for the purpose of pursuing an improper emotional relationship.
• If a criminal offence or criminal behaviour has taken place which is liable to lead to disciplinary proceedings and is aggravated by discriminatory behaviour.
• Any other relevant offence

NOTE:  All the above can also result in a local / managed / independent investigation.

Find out more about the work of the IOPC here

If gross misconduct is suspected the following will take place:

Police officer gross misconduct hearing

Accelerated misconduct hearing (AMH)- Part 5

A case to answer for gross misconduct where the evidence is incontrovertible - this will be chaired by the chief constable.

Gross misconduct hearing – Part 4

Hearing comprises a three person panel (for example barrister, superintendent, and an independent panel member).

Police staff misconduct hearing (police staff)

Chaired by the chief people officer or NPCC ranked officer in the absence of the director of people and supported by a HR business partner.
 

Definitions of misconduct