Greater Manchester PEEL 2016

Greater Manchester Police strives to treat all of the people it serves with fairness and respect. The force has reinforced the standards it expects from its police officers and staff and it has clarified and highlighted the importance of the Code of Ethics. In contrast to the findings of the legitimacy inspection last year, in this inspection we found widespread understanding and awareness, not just of the code but also the importance of treating people properly. The force uses a variety of methods to seek feedback and challenge from the public on perceptions and experiences of treatment. These range from traditional surveys to extensive use of social media, independent advisory groups and the developing community panels to increase the voice and participation of local people. This includes, in particular, those who traditionally have less trust and confidence in the police. We found several good examples where this way of working with people had led to improvements.

Greater Manchester Police is good at ensuring that its workforce behaves ethically and lawfully.

The force has comprehensive vetting arrangements in place for new applicants, which are compliant with national guidance. The force has vetted all police officers who joined prior to the requirement for vetting being introduced. It has plans to vet police staff in the same position. The force monitors and takes positive action where appropriate in cases where people with protected characteristics, such as age, disability or gender reassignment, fail the vetting process.

Following criticism in last year’s legitimacy inspection, the force has re-stated its commitment to the Code of Ethics. It has reinforced standards of acceptable behaviour, focusing separately on each of the nine elements of the code.

The force has a counter-corruption strategy that identifies the main risks to the integrity of the organisation and has effective processes in place to identify and monitor members of staff who may seek to abuse their position of trust and authority for sexual gain.

The force publishes the outcome of complaints misconduct cases to the public and has held five misconduct hearings to which the public were invited through local media.

In our 2016 national overview of police legitimacy, we recommended that all forces should have started to implement a plan to achieve the capability and capacity required to seek intelligence on potential abuse of position for sexual gain. In 2017, we reviewed of the plans put in place by all forces to in response to this recommendation.

Abuse of position assessment – Greater Manchester Police

Greater Manchester Police is good at treating its workforce with fairness and respect.

Having undertaken two wellbeing surveys and a cultural survey in the last few years, the force has a good understanding of the wellbeing needs of its workforce, and has established a wellbeing charter and a wellbeing strategy. Implementation is overseen by the wellbeing board, chaired by the head of organisational learning and wellbeing. The majority of people we interviewed confirmed that the wellbeing provision had improved notably in the last 12 months, many attributing this to the new chief officer group, which also actively encourages direct contact and challenge.

The force has recruited and trained volunteers, who form a peer support network, to advise and assist those showing signs of psychological illness. The force has developed a range of ‘toolkits’ to help managers and staff to identify the early signs of potential illness and take preventative action. The force policy on annual development reviews is not being applied consistently or effectively across the force and action is required to rectify this. The force’s officers are carrying an unusually high level of rest days in lieu compared with the England and Wales average. This can affect wellbeing and should be closely monitored.