Colleagues, welcome to the latest Federation Chair’s monthly blog. I hope that you find the information below helpful.
Attempted murder
A sentence was recently passed on the offender responsible for the attempted murder of one of our colleagues in Preston last year. A barbaric and senseless attack, which could have easily had a far graver outcome, has led to the coward guilty of this knife attack facing the next 27 years behind bars.
We welcome this result. The courts and politicians must send out the strongest messages and support all our blue-light colleagues who face such attacks. None of us should expect to face something like this as we carry out our duties.
We say it so often, but policing truly is a job like no other. We go to work, and we protect the public; that’s the expectation. But we must also be safe. And there must be consistent and strong deterrents.
We must protect the protectors.
I’m full of admiration for our colleague who was attacked, and their colleagues for the support on the night and since. It’s another example where I believe we have the best officers in policing. Thank you all.
Supreme Court Ruling
Many of you will be aware of the recent UK Supreme Court ruling, which states that the definition of a woman should be based on biological sex. We have issued an internal circular, but it’s worth my reiterating a few key points here.
We’re working with the Force on the impact of this ruling. While new national guidance, due this summer, will provide greater clarity, we know that the ruling will have massive ramifications for many aspects of policing.
I’m acutely aware that this is an emotive subject on which many of us have an opinion. I also know that there is reticence to share opinions and views. I believe everyone is entitled to their own views, but if we share our personal opinions, we must do so respectfully and courteously.
I’m aware this ruling may have a personal impact on you or people you are close to. I also recognise that you may face challenges in your professional lives as a result of this ruling. Please speak with us if you would appreciate a listening ear or would like to be connected with support services. I want to be clear that this Federation supports all of its members.
Finally, on this subject, the Force has a responsibility to ensure that clear policies are in place to guide us all and that support is available for those who need it. We are working with them to ensure you are as protected as possible.
Vetting
Another hot topic of conversation is the latest vetting police reforms and assessing what they mean for us.
This link from the Home Office outlines why they want to give forces the right to dismiss an officer outright if they fail vetting and includes a legal requirement for background checks to be completed.
We will need time to digest this, understand what it means for you and consider the next steps in this process. We will update you all as soon as we have further information.
What I can say just now is that nobody wants ‘wrong uns’ in policing. Nobody dislikes a bad copper more than the good copper who must parade on shift with them, share a vehicle with them and face some of their most challenging days alongside them. Those bad coppers are very few and far between and are far outnumbered by all the good coppers amongst us. Those who are the very best of us.
It’s also not lost on me that if Forces conducted thorough due diligence at the recruitment stage an awful lot of past misconduct cases could have been avoided.
What is absolutely paramount now is consistency amongst those making vetting decisions. We are all aware of past inconsistencies, and Forces simply cannot afford to be inconsistent when it comes to people’s careers and, ultimately, their livelihoods.
I ask the Government to create a National Vetting Unit to ensure the best possible chance of a consistent outcome. Let’s not leave this half-baked. If they are prepared to have such stringent checks in place with instant dismissal, then let’s have national accountability and scrutiny in the process.
PSD Panels Input Day
A number of reps recently spent a day with members of our PSD team to better understand their practices and discuss various issues that have arisen recently. Some of the matters discussed included the timeliness of investigations, Reflective Practice, the misconduct meeting process, and data breaches.
It was a great opportunity for those reps, elected by their peers, to have open, frank, and honest conversations with PSD and the staff within. It’s also important that we hear their side and glean a better understanding of their point of view and rationale.
It won’t be a surprise to hear that both sides have differing views on some aspects and agree on others, but what must continue to happen is strong, clear and honest communications. It’s fine to disagree on stuff; that’s to be expected on a lot of things. But what both sides must always remember is that in the middle of this communication will be one of our members. They may be an accused officer but can also be victims and witnesses. Whoever they are, they must always be treated with courtesy and respect and communicated with promptly.
Group Insurance
We are renewing our group insurance scheme with Ardonagh, following a positive first year with them. Some aspects of the policy are changing, and this will all be explained in the more detailed circular that will follow. I wanted to highlight that we have again asked Ardonagh to increase the off-duty legal cover.
You will remember that the cover increased from £10,000 to £15,000 last year. This year it will increase again to £20,000. Based on the costs associated with a number of recent cases involving our members, we feel this offers a more appropriate level of cover and reduces the financial risks that frankly, any of us could face.
This means a slight increase in the monthly premium (84p per lunar month for serving officers), but we hope you will recognise the need for this, especially in the current climate. As I say, a detailed circular will follow shortly.
Health & Safety
Health & Safety is such a valuable, and underused, tool for our members. The force must adhere to Health and Safety Legislation. It’s a legal requirement.
It’s the Force's responsibility to ensure your safety in the workplace. We have some fantastic members of the force's Health and Safety team who hold the organisation to account when required. We also have a team of NEBOSH-trained H&S reps who, when made aware, can also challenge and ask necessary questions of the Force.
We all have a role to play in ensuring the safety of not only ourselves but also our colleagues.
If you are aware of potential H&S failings, please reach out to your local committee, and you’ll be put in touch with your local H&S rep. Things of particular interest to us that fall under the Health and Safety vehicle include isolated lone working, ill-fitting uniforms (and in some instances, no uniforms), poor station procedures, and unsafe station furniture, equipment, and vehicle issues.
We should not just accept deficiencies. The Federation must be made aware, so we can challenge them and try to improve your working conditions.
Federation Research Paper
Those who follow this blog regularly (there are some I know!) will be aware that some time ago I approached Dr Sarah Jane Lennie of the Open University around my belief that there is a link between repeated exposure to trauma in policing and conduct.
Our officers are repeatedly exposed to significant traumatic events. Research by Avon and Somerset Police Federation found that while most citizens will experience between three to four potentially traumatic events in their lifetime, each police officer is likely to experience between 400 to 600 in their policing career. These are staggering statistics.
It has to impact stress and decision-making, and how that can impact conduct-related processes.
Although still in the early stages, the research piece is now gathering pace. I’m very grateful that the Force has signed a Data Sharing Agreement with this Federation and the Open University.
The doctoral researcher conducting this work, Lucy Davies, is seeking expressions of interest from our officers to take part in an audio diary study on Emotions and Decision-making in BTP. This part of the study aims to explore officers’ perceptions of the extent to which traumatic stress and emotions play a role in everyday decision-making.
If this is something you’d like to take part in, there’s more information here, or you can reach out to info@btpfed.co.uk
Make no mistake. This could significantly change some aspects of policing, and you have a great opportunity to be a part of it.
Pensions Information
Lastly, I would encourage you to participate in a live Railpen Pension Session via Teams from 10-11am on Monday 12 May.
This session is suitable for anyone who is a member of the Police Officer Pension scheme or the RPS Police staff pension scheme. Chris Welburn from Railpen will attend along with Emma Norman (BTP Pensions Manager) and Kiran Ajimal (Team Leader, People Services).
This is an Ask Me Anything Session, so please do attend if you have any burning pension questions that you would like answered. This is a cameras on, mics on, interactive Q&A.
That concludes this month’s blog. I hope that you have found it useful. Please stay safe, and I look forward to speaking to as many of you as I can soon.
Stuart Cowan - Chair