Cheshire PEEL 2015

HMIC found that the chief constable and the chief officer team actively promote the Code of Ethics which builds on the established values of the constabulary, set out in the ‘SPICE’ standards, comprising service; professionalism; integrity; compassion; and equality and fairness. These standards are reinforced by the constabulary’s people strategy.

We found good evidence that the Code of Ethics is fully embedded across the organisation, and that it has been adopted in the constabulary’s strategy, policy, practice and procedure. Staff reported they feel empowered and encouraged to raise concerns, and challenge issues of perceived unfairness.

Staff we spoke to generally expressed confidence that recruitment and promotion selection processes were fair, transparent and free from bias. Staff also recognise and understand the reasons behind the constabulary’s adoption of positive action, aimed at increasing representation of female and black, Asian and minority ethnic (BAME) staff at all levels.

Historic problems in respect of the outsourcing of the occupational health service are recognised by the constabulary, and all staff we spoke to commented on the constabulary’s efforts to improve wellbeing provision.

HMIC found that the constabulary dealt with complaints and misconduct in a fair and appropriate way.

This question has not been inspected or graded in 2015.

HMIC found that police officers and staff in Cheshire Constabulary are diligent and committed in their use of a comprehensive range of methods to engage with the people they serve, to discover their needs and then report to them the results they achieved. The constabulary is well directed through the ‘We’re here’ commitments which clearly set out the service the public can expect. It has introduced a structure based on local policing teams designed to meet these promises, and it scrutinises performance to ensure its service does so.

The constabulary has trained its officers and staff and there is clear evidence that they understand and apply the National Decision Model in their choices and decisions. The constabulary has successfully recruited volunteers and ensures they have meaningful opportunities to improve policing services. Meanwhile the constabulary continues to invest in its staff to improve and extend their skills. The constabulary routinely checks the views and perceptions among the people it serves. HMIC is satisfied that Cheshire understands and engages well with its communities.

HMIC is concerned that too many of the stop and search records we examined, did not contain sufficient reasonable grounds for conducting the search. We are also concerned that current supervision is insufficient when reviewing these records. It is clear that Cheshire Constabulary is not complying with the Best Use of Stop and Search scheme. In particular, we found no evidence to suggest that the constabulary was undertaking analysis to understand why black, Asian and minority ethnic people were disproportionately affected by stop and search in Cheshire. However, HMIC found the constabulary has effective processes to select and train officers in the use of Taser, and has robust procedures in place to ensure it is used fairly and appropriately.

As Cheshire Constabulary was not compliant in three or more aspects of the Best Use of Stop and Search Scheme in 2015, HMIC revisited the force in 2016 to assess improvements made since the initial inspection.

Best Use of Stop and Search letter – Cheshire Constabulary