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  1. Police forces need positive discrimination, says senior ethnic minority officer (msn.com) Poor lad should just come out and say what he really means, "NO WHITES ALLOWED!" just like the RAF. We all know the outrage if someone said we need more white people in a specific profession, university degree or vocation. I'm sure he'll receive further honours for being 'stunning and brave' to be this openly racist against the native population who cannot speak out in defence of themselves for fear of being publicly harassed, attacked and fired/barred from their occupations.
  2. The College of Policing has established a new Taser training and assessment process allowing officers with Colour Vision Deficiency (CVD) to apply to carry a Taser. Date - 30th October 2020 By - Chloe Livadeas Officers with CVD whose vision falls below national standards were previously excluded from Taser training. Now they will given enhanced training in Taser use and be assessed in using the device’s fixed sights and laser sight. The College announced in December last year it was reviewing its policy following the announcement that forces were to expand their use of Taser. In August, the Home Office approved the new Taser 7, which utilises a green laser and is suitable for officers with certain types of CVD. CVD affects one in 12 men and one in 200 women. The Police Federation challenged the college on their previous position, and said it was not “fair, valid or reliable”, and argued it was putting officers at risk of being assaulted on duty. Steve Hartshorn, PFEW Firearms and Taser lead, called the move an “important step”. “My colleagues with CVD face the same dangers as those without it. Denying them the opportunity to carry this essential piece of equipment was putting both their lives and the public’s lives at risk,” he said. “Taser is an extremely effective means of dealing with the many dangerous situations that our officers face on the streets. “It is a less lethal option in comparison to conventional firearms. In 85 per cent of cases, simply drawing the Taser from its holster de-escalates many situations safely, preventing a physical interaction. “The College’s revised process will be reviewed over time to ensure it remains current and fit for purpose. PFEW - via our network of local Federation reps - will be involved in that process.” At the time Police Oracle heard from a Metropolitan Police officer who was told he was unable to undergo Taser training due to what he described as his very minor CVD. He had difficulty differentiating between different shades of red and said it was “ridiculous” that he was denied the opportunity to carry a Taser as he had no trouble seeing the red dot. View On Police Oracle
  3. Gangs and traffickers often know more about the legal defences to modern slavery legislation than the police or legal services do, says report by Hestia charity. Date - 23rd July 2020 By - Chloe Livadeas Officers interviewed for the report told Hestia that making the right judgment on whether or not a person involved in a criminal activity might have been a victim of exploitation requires “considerable investigation and often working with the individual over a long time”. Often that time and resources is not available to forces the report said. Their analysis, which was undertaken by speaking with professionals and victims, shows that half of victims of criminal exploitation supported by Hestia in the UK had spent time in prison for crimes committed during exploitation. “The majority of clients we interviewed told us that they would not go to the police for help with their exploitation because they feared they would not be believed,” it said. In 2019 Hestia made a police super-complaint to the Her Majesty's Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) after finding similar evidence of an absence of a victim-focused approach in the police response to modern slavery. HMICFRS decided in April 2019 that they, alongside senior representatives from the Independent Office for Police Conduct and the College of Policing would investigate the complaint. There has been no updates on this investigation or any dates given, which is one of four police super-complaints currently under investigation by the inspectorate. A spokesperson for the HMICFRS said a timescale was unlikely due to the coronavirus pandemic. The Hestia report said that victims were often overlooked during investigations because “they are seen as suspects first and foremost”, and that some police and law enforcement they spoke to believed victims of criminal exploitation were "at least partially responsible for the crimes committed”. As the numbers of victims of criminal exploitation continues to increase and perpetrators become more sophisticated in their methods, it is “vital that the police, lawyers and many others improve their understanding of the specific needs and challenges facing this vulnerable group”, it says. "Ironically, criminal gangs and traffickers often know more about the legal defences, such as Section 45 of the Modern Slavery Act, than the police or legal services do," it stated. A spokesperson for Hestia said: "Victims of modern slavery who are forced into criminality are frequently misunderstood and treated as criminals even when they escape their exploiters." "Far too many are being sent to prison which has a long-term and often life-changing impact on both their wellbeing and their future. "This has to stop." In the UK it is estimated that as many as 100,000 victims are being exploited for modern slavery. Data from the National Slavery Operations Database between December 2016 and July 2019 shows that criminal exploitation has been steadily increasing, up from 6 per cent three years ago. West Yorkshire Police and Crime Commissioner, Mark Burns-Williamson, is the chair of the National AntiTrafficking and Modern Slavery Network (NATMSN). He said he welcomed the Hestia report and its recommendations. “Modern slavery sadly remains a very real and significant threat to our communities in the UK, and we must not relent in our momentum to keep this issue in the forefront of our minds and improve our understanding, which this report certainly does,” he said. “We know that the investigation and prosecution of modern slavery cases can be very challenging for law enforcement and the CPS to provide positive criminal justice outcomes for victims and the police must also strike a careful balance between safeguarding victims, disrupting criminal operations and prosecuting offenders.” He went on to say: “To achieve this balance of prevention, protection, disruption and prosecution a truly joined up approach with partners, statutory and non-statutory agencies and communities is essential if successful outcomes are to be achieved.” View On Police Oracle
  4. Judicial Review dismissed on a technicality relating to timing of announcement of training change. Date - 9th December 2019 By - Gary Mason The Chief Constable of Lincolnshire Bill Skelly has been denied a full judicial review of the College of Policing’s plan to impose the Police Education Qualifications Framework (PEQF) on all forces which means that new recruits will either have a degree or agree to study for one once they are appointed. With the full support of Police and Crime Commissioner, Marc Jones, Mr Skelly had asked for a Judicial Review for a stay of implementation of PEQF until the summer of 2023. “I wanted to give time for a legitimate evaluation of the new system being imposed across the country and for the results to be assessed and any adjustments made,” he said. Last week’s court hearing considered when the College of Policing made its decision – it claimed it was November 2018 whilst Lincolnshire Police claimed it was May 2019. Mr Skelly said he was disappointed that the judge had allowed the judicial review to be dismissed on a technicality related to timing. “We submitted a detailed challenge on the merits of the PEQF and the insufficient preparation that has been undertaken by the College of Policing,” he said. “Unfortunately, the College chose to ignore the merits of our concerns and sought to strike out the legal case on a technicality.” Mr Skelly said he was now considering whether further legal action should be taken forward. “This remains a serious option for Lincolnshire Police as the impact of PEQF is so disastrous and means the effective removal of 40 frontline officers. This is a loss of police officers that cannot be afforded and it would create a harmful impact on policing in the county.” Mr Skelly said he expected to be in a position to make a more detailed statement following the General Election. The College of Policing said it was pleased the courts had denied a Judicial Review on the major training change for a second time. Deputy Chief Constable Bernie O’Reilly, said: “We welcome the decision of the court today. “While it is disappointing that Lincolnshire Police chose this course of action, it is important we now move forward to ensure that the public and new officers in Lincolnshire are able to join other areas of the country in benefiting from updated training. “We want every officer to be properly prepared and recognised for the difficult job they do every day." The new training for officers joining policing will be up and running in more than 30 police forces across England and Wales over the next year. Officers are already undergoing the updated training in Nottinghamshire, Derbyshire, Leicestershire, Northamptonshire, South Wales, Gwent, Dyfed-Powys, West Midlands, Northumbria, Avon and Somerset and Staffordshire. The College says the new course updates existing training introduced 13 years ago and better prepares officers for the demands placed on them. The programme now includes digital policing, vulnerability, disclosure, mental health and still requires police officers to have empathy, compassion and common sense. View On Police Oracle
  5. The “right to be offended” does not exist, a judge has said. At last some common sense! https://www.telegraph.co.uk/news/2019/11/20/right-offended-does-not-exist-judge-says-court-hears-police/
  6. From next year a new list with 'soft intelligence' on transferring officers will also be introduced. Date - 12th November 2019 By - Gary Mason 1 Comment A total of 36 officers were placed on the College of Policing’s barred list following dismissal for abusing their position for sexual purposes which was higher than the figure for assaults (29) and data/systems misuse (30), according to the latest version of the list. The updated list which was published this month shows that across England and Wales 144 officers from PC to assistant chief constable rank were dismissed while serving, 94 police officers from PC to Chief inspector rank were dismissed post-resignation and 15 officers from PC to Inspector rank were dismissed post-retirement. The Barred List came into place in December 2017 following the Policing and Crime Act 2017, which made it a requirement for all Home Office forces in England and Wales to inform the College of Policing of dismissals for conduct or performance matters. From April next year the NPCC lead for vetting and the College of Policing have been tasked by HMICFRS with devising a standardised list of information that should be shared between forces when someone transfers from one force to another. This was one of the main recommendations in a report published by the inspectorate in September on officers who abuse their position for sexual purposes. It highlighted a gap in the barred and advisory lists system held by the College of Policing in relation to providing soft intelligence on officers who transfer between forces. As a minimum, the HMICFRS said, this new list should include information on performance, sickness, complaints, business interests, notifiable associations and any other corruption intelligence. It said “all forces should then adopt this as soon as reasonably practicable.” The recommendation follows anecdotal evidence suggesting that some officers transferring between forces are later subject to serious allegations, including sexually abusing vulnerable people. Also, there was no standard way of passing on intelligence about things such as complaints, corruption intelligence or performance. The report found that the exchange of information about people who have been dismissed from the service through the barred and advisory list system is good. The list includes those dismissed and those who resign or retire while under investigation and later have a gross misconduct case against them proven. The advisory list holds information on those who are currently under investigation for gross misconduct and have resigned or retired. The details of the person under investigation are held on the advisory list until the case has been finalised. All force vetting units use the lists as part of their vetting checks for new employees. The latest version of the barred list covers the period from 1 April 2018 to 31 March 2019 and includes dismissals of officers who resigned or retired prior to a misconduct hearing being held. Changes in legislation now enable forces to continue with these investigations and, where appropriate, still hold a hearing to establish whether or not the officer would have been dismissed had they remained in the police service. The latest figures also cover the number of police officers, staff and members of the special constabulary who were placed on the Barred List between 1 April 2018 and 31 March 2019. There were a total of 26 officers dismissed from the special constabulary, and 110 members of police staff were dismissed and are now prevented from re-entering the police service or joining other policing bodies. The Barred List replaced the Disapproved Register, previously used to capture the names of dismissed officers, and those that resigned or retired while subject to gross misconduct where it was considered that there may have been a case to answer. View On Police Oracle
  7. Radical plans to modernise the police by linking pay to performance and recruiting outside experts on short-term contracts have been proposed by the police chief in charge of standards. https://www.telegraph.co.uk/news/2018/11/18/performance-related-pay-short-term-contracts-cyber-experts-should/ So anyone expecting good news from this I wonder? Do you agree pay needs reforming and if so how?
  8. Degrees and apprenticeships scheduled to become the primary route from the end of next year. Chief Constable Mike Cunningham is the College of Policing CEO The College of Policing says it will "offer support" to forces who want to keep the current system for training police officers when its degree entry programme comes into place. From the end of 2019, when the police education qualification framework is applied across policing, the organisation plans for the initial police learning development programme (IPLDP) to end. But after “a small number of forces” expressed concerns that this could be unworkable, the College says it will “explore their options”. Under its plans, all new recruits to the police will be required to have a degree or start as apprentices working towards one. Last month the NPCC said on Twitter that chiefs are supportive of the new entry routes into policing. But Lincolnshire PCC Marc Jones responded: “There are a number of chiefs (and PCCs) who are clearly NOT happy with the way this is being done to policing. “There are a huge amount of unknowns that may deliver chaos through this push for change to solve a non-issue. Workforce reform not reliant on this one bit.” Leicestershire PCC Lord Willy Bach said he agreed with his counterpart. This week, the College has confirmed it has had approaches about possible extensions to the old system and says it will see what can be done. Chief Constable Mike Cunningham said in a statement that the IPLDP accreditation will expire because it no longer meets the requirements of modern day policing. He added: “A small number of forces have approached the College seeking a possible extension to the IPLDP deadline. We are working with them to understand the difficulties they face, offer support and explore their options. “We are already supporting adoption of the new curriculum in some forces this year. Throughout the process, we will continue to engage with the service to discuss options, understand their impact and refine approaches to ensure we get the best possible outcomes, for policing and the public.” He says the IPLDP, designed in 2006, needs to be updated in areas including response, community, roads policing, investigation, intelligence and criminal justice. The new routes into policing will be phased in, with apprenticeships beginning at four east Midlands forces in September. View On Police Oracle
  9. Sergeants given passes by College of Policing. Promotion hopefuls who scored just below the required mark in an inspectors' exam which contained errors have passed the test. The College of Policing has made allowances after several errors were highlighted, including a question based on out-of-date legislation. Concerns were raised after a question regarding intoxicating substances, based on pre-May 2016 legislation, appeared in the 2017 test. Obscure issues such as skips, school crossing patrols and the Trial of Lunatics Act 1883, also featured. The organisation initially said that no promotion hopefuls would be penalised over the questions and removed them from the total needed to pass the test. However it first told sergeants who scored just below the required rate that they had failed. Several complained that they had been put-off by the inclusion of the incorrect questions in the exam. Allowances will now be made for them. A College spokesman said: “A further review […] identified that some candidates had not been compensated for the inclusion of four problematic questions, which may have impacted their overall performance outside of these questions. “The debrief panel therefore made a decision to re-score the exam. This does not affect any candidate that has been informed they have passed, but a further 39 candidates are being informed that they have passed. “All candidates and forces will be notified of this decision and the reasons for doing so, and all results and feedback will be reissued.” Paul Connor, author of the Blackstone's guides who coached hundreds of hopefuls before assessments, said that while the problem shouldn’t have happened, he is happy the error has been corrected. “I believe this has been the course of action when something like this has happened in the past. The four questions have essentially been marked as 'correct' for everyone. “The College has done the right thing,” he said. View On Police Oracle
  10. http://www.college.police.uk/News/College-news/Pages/direct_entry_insp.aspx Yay. Direct entry inspectors, just like the direct entry superintendents, the stunning success. My inspector has been in the role for about a year, front line in an essential position that cant be disposed of. But they are still only temporary, after a year. Im sure they wont mind place holding for a while and then getting booted out for someone else.
  11. http://www.bbc.co.uk/news/uk-33314295 The police service is resistant to change because of an "insular attitude" and chief constables who fail to listen to officers, the body responsible for training in England and Wales says. A College of Policing review said the service needed to address issues of hierarchy, culture and consistency. It identifies positive aspects of police culture, such as decisiveness, compassion and a "can do" attitude. But it also suggests there may need to be a reduction in the number of ranks. A "flatter system" could lead to significant improvements, it adds. 'More teamwork' The leadership review concludes a major obstacle to reform is what it describes as the "heroic model" of leadership, in which officers are expected to carry out the will of the chief constable, who acts as a figurehead. There should instead be more emphasis on teamwork, it says. "The distance between the majority of the workforce and senior leaders created by the rank hierarchy can reduce the willingness of some to adhere to best practice or seek development opportunities," it says. The document calls for a new model of leadership and management training within the service. It says all vacancies should be promoted nationally, there should be increased flexibility in assigning power to staff, and chief officers should be allowed to continue to develop. Minority 'challenge' The report also highlights the "huge" challenge the service faces to improve black, minority or ethnic representation. Some 17,000 BME officers will have to be recruited over the next decade for the service to be "more representative", it says. The review was carried out after a request by Home Secretary Theresa May. College of Policing CEO Chief Constable Alex Marshall said: "I do not underestimate the challenge of delivering these recommendations. "While the college has a significant part to play, they require a much wider response from across the police service, police and crime commissioners and the Home Office. "Implementing the recommendations inevitably comes with a cost, but we accept that investment is crucial if we are to improve the way that our leaders are developed." :Well. Much as i dislike the collage of policing a great deal - making us pay a subscription to be a police officer which they say they wont but definitely will etc, there is probably something in what they say. Which i am sure everyone everywhere knows, because its very obvious. And a problem effecting most public institutions and something that simply wont change. And its always good to see more suggestions that we remove ranks and farm the rest out to the entire UK. More and more steps away from me getting any form of promotion. I dont have a great deal of knowledge as to what the upper management do, i generally find at the weekend that things on the ground work much better and lots of the stuff that "has" to be done doesnt actually need to be, and car-parking is much better which is great. Im sure we all know high ranked officers who are known as incompetent, detached and generally a long way from reality. Again, much like many management across the board. Finally, recruiting 17,000 BME officers in the next 10 years? Even if all recruitment is closed to anyone who is not BME, its hard to see us getting cut and losing officers everywhere and still having solid and constant recruitment of BME officers.
  12. The College of Policing today launched an eight-week consultation on the national policing guidance to officers and staff investigating and responding to domestic abuse. The guidance, known as Authorised Professional Practice (APP), is available online and has been updated to include clearer standards from the initial call handling to those in strategic positions who are responsible for ensuring the best response to domestic abuse. The APP covers risk and vulnerability, call handling, first response, domestic violence protection notices and orders, investigation, post-arrest management, victim safety and support and partnership working. College of Policing faculty lead on crime and criminal justice David Tucker said: “We’ve been working with experts in policing and partner agencies to review and update our approaches to domestic abuse to make sure we do all we can to make victims, potential victims and their children as safe as possible. The revisions address many recommendations from Her Majesty’s Inspectorate of Constabulary and includes new laws and procedures such as Clare’s law and the best use of domestic violence protection orders. “We’re now putting the updated guidance out to public consultation and want to hear from those within policing and outside policing to ensure that the content covers all the key considerations and is useful to practitioners.” The APP consultation has been launched at the same time as the College of Policing research team publishes a review of the best evidence on the risk factors for domestic abuse. The Rapid Evidence Assessment, based on 16 systematic reviews, helps identify risk factors associated with domestic abuse and the effectiveness of tools that predict risk of domestic abuse. Director of Knowledge, Research and Education Rachel Tuffin said: “While the reviews focus on factors predicting violence rather than other forms of domestic abuse, they show there is a strong link between emotional and verbal abuse and experience of physical violence. “The findings suggest that when frontline responders are making assessments of risk they need to focus more on the pattern of behaviour within the relationship, than on external factors such as alcohol use. “There was insufficient evidence to recommend any one tool or set of factors in predicting domestic abuse, but the studies suggest officers and staff need to take victims’ own perception of their risk carefully into account alongside, or as part of any tool.” Notes to Editors The consultation was launched today and is open for eight weeks, closing on 18 February, 2015. For more information: http://www.app.college.police.uk/consultation/domestic-abuse-consultation/ The rapid evidence assessment is available here: http://www.college.police.uk/en/docs/DA_ROR_Summary_14-12-15.doc http://college.pressofficeadmin.com/component/content/article/45-press-releases/823
  13. More than 600 people have applied for the Fast Track programme in forces across England and Wales which will see exceptional candidates reach the rank of inspector in three years. The programme, which is still open to police staff, graduates and police specials to apply, has received 657 applications across 27 police forces. Of those, 361 are male and 296 are female. This includes 55 black or minority ethnic candidates. Fast Track is an accelerated three-year promotion and development programme which gives the most talented graduates the skills, knowledge and experience to advance to the rank of inspector from police constable within three years. The application process is still open for police staff, graduates and specials and you can apply online through a dedicated website. Candidates will be expected to tackle danger head on while other members of the public turn away. They will have to justify and account for their actions to ensure they are working ethically, proportionally and to the standards the public expect. The programme is a blend of classroom learning delivered at regional training centres, and operational training and development in the force where they have applied. Candidates will be supported to learn what it takes to become a police officer and to quickly put that learning into practice. Chief Superintendent Nicola Dale, who leads the fast track programme at the College of Policing, said: “This is really about the high calibre candidates because it is such a significant challenge to become an inspector after just three years. “The high number of applications reflects the interest that police staff, graduates and specials have to seek a career in the highly demanding role of an inspector. “Potential candidates have until Friday to apply and I would encourage them to work carefully through the self-selection questionnaire and high potential development tool which are on the website.” Successful candidates will begin training in September 2015. Fast Track also opened in October this year for serving constables to accelerate to the rank of inspector. Most forces have now closed their application windows, but officers are advised to check with the force they wish to apply to. The programme will reopen in 2015. Notes to Editors On Friday, 12th December 2014 Chief Superintendent Nicola Dale held a Q&A with interested candidates on Twitter from 1-2pm. You can view the answers given by searching #fasttrack and viewing the College of Policing timeline @CollegeofPolice The forces taking part are: Avon & Somerset Constabulary Bedfordshire Police British Transport Police Cambridgeshire Constabulary Cheshire Constabulary Dyfed Powys Police Essex Police Kent Police Greater Manchester Police Hertfordshire Constabulary Humberside Police South Yorkshire Police Metropolitan Police Service Norfolk Constabulary Suffolk Constabulary North Wales Police Northamptonshire Police Northumbria Police Staffordshire South Wales Police Surrey Police Sussex Police Thames Valley Police Warwickshire Police West Mercia Police West Midlands Police West Yorkshire Police About the College of Policing: The College of Policing is the professional body for policing. It sets high professional standards to help forces cut crime and protect the public. The College is here to give everyone in policing the tools, skills and knowledge they need to succeed. The College of Policing will enhance the ability of police forces and individuals to deliver their mission of preventing crime and protecting the public. The College of Policing will: • Set standards • Promote evidence-based good practice • Accredit training providers • Support partnership working • Lead on ethics and integrity View the full article
  14. The Best Use of Stop and Search Scheme has launched today with 35 forces implementing the new approach The voluntary scheme is part of a range of measures that will contribute to a reduction in the overall use of stop and search, lead to better and more intelligence-led stop and searches and more effective outcomes. The 35 forces going live today have implemented all aspects of the scheme to: • increase transparency by recording all outcomes of stop and search and whether there is a connection between the grounds for the search and the outcome; • restrict the use of Section 60 “no suspicion” powers; • give members of the public the opportunity to observe stop and search in practice; and • introduce a community complaints trigger – ensuring that complaints are properly monitored and scrutinised. The remaining eight forces – City of London, Derbyshire, South Yorkshire, Greater Manchester Police, Dorset, South Wales, Lincolnshire, South Yorkshire – are already implementing aspects of this scheme and have confirmed the scheme will become fully operational in their force area in coming months. College of Policing lead on stop and search Inspector Nick Glynn said: “Stop and search powers are necessary to help us tackle crime and keep people safe. It is clear that the service has not always got its use of these intrusive powers right, and this has left resentment in our communities. Under this scheme outcomes will be recorded in more detail so we have a greater understanding of how the powers are being used. "Searches which do not require reasonable grounds of suspicion will reduce, be subject to more effective oversight from senior officers and communities will have greater powers to question the police over their use of stop and search. “The College of Policing is working to review and develop the evidence-base, training and guidance on stop and search. This will help to ensure that police officers at every level in the service – including those at senior ranks overseeing the use of the power - are equipped with the right knowledge and skills to conduct stop and search effectively, proportionately and fairly. "We are also working in partnership with the Equality and Human Rights Commission to look at whether unconscious bias is affecting officers’ use of stop and search. “There are many areas of good practice and the College will be sharing that across the country so that we see the changes needed to ensure that our communities are confident that these important powers are being used appropriately and where their use is necessary.” From today West Mercia and Nottinghamshire police will begin a pilot scheme that will digitally map stop and searches, identifying locations where stop and searches take place using geo-mapping technology. The data will be uploaded to Police.uk so the public can monitor the use of stop and search powers. And following an eight-week public consultation on revising the Police and Criminal Evidence Act (PACE) Code A, which governs the police’s use of stop and search, the Home Secretary will lay a revision to Code A in parliament this week. This revision will make clear to officers what constitutes ‘reasonable grounds for suspicion’ and to emphasise that the misuse of stop and search powers would lead to performance or disciplinary procedures. Notes to Editors About the College of Policing: The College of Policing is the professional body for policing. It sets high professional standards to help forces cut crime and protect the public. The College is here to give everyone in policing the tools, skills and knowledge they need to succeed. The College of Policing will enhance the ability of police forces and individuals to deliver their mission of preventing crime and protecting the public. The College of Policing will: • Set standards • Promote evidence-based good practice • Accredit training providers • Support partnership working • Lead on ethics and integrity View the full article
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