Norfolk Constabulary recognised in HMICFRS Legitimacy inspection | Norfolk Constabulary

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Norfolk Constabulary recognised in HMICFRS Legitimacy inspection

Norfolk Constabulary has been recognised for its efforts in understanding how to treat people fairly and with respect in the latest inspection report by Her Majesty’s Inspectorate of Constabulary and Fire and Rescue Services (HMICFRS), published today, Tuesday 12 December 2017.

In the Legitimacy strand of the PEEL* inspections, the Constabulary was awarded a 'good' grading for how the Force keeps people safe and reduces crime.  In particular, it looked at how the Force understood the importance of treating people with fairness and respect inside and outside the organisation and how well it behaved ethically and lawfully.

Deputy Chief Constable Nick Dean welcomed the results saying: "Being seen as a legitimate organisation is fundamental to policing.  To encourage the public to support policing we must ensure that how we behave both inside and outside the Force is ethical and fair.  I am pleased that our hard work, which takes into account feedback and challenge, has been recognised. This report builds upon previous HMICFRS inspections in which the Force’s performance was praised”.

*The HMICFRS PEEL inspections are a national benchmarking exercise measuring the service that police forces give to the public.

The Legitimacy report found the Force:

  • Had a strong culture of ‘doing the right thing’
  • Monitors its use of coercive powers and ensures any learning from this is used to improve workforce training
  • Has effective external scrutiny
  • Is good at ensuring the workforce behaves ethically and lawfully with its policies based on the Code of Ethics
  • Encourages and listens to feedback from the workforce and is proactive in responding to concerns
  • Is good at understanding and promoting wellbeing and continues to improve the range of services it provides

Areas for improvement:

  • The quality and timeliness of updates to complainants, including matters of misconduct, in line with IPCC statutory guidance.
  • The level of understanding among its workforce so they can identify and respond appropriately to initial reports of discrimination at the earliest opportunity.
  • Selection and promotion processes are open and fair and are perceived so by the workforce.

Staff performance assessment frameworks are applied consistently and fairly across the entire organisation and staff consider it valuable in supporting their development.