Policy Scope:

This policy affects public order commanders, critical incident managers, Tactical Support Group High Access Officers and 'At Heights'; Hostage Negotiators.

Policy Aims and Objectives:

The policy details the tactical options, capabilities and parameters applicable for incidents at height involving protestors, criminal acts or suicide intervention.

The Tactical Support Group has within its specialist capabilities, a capacity for officers to work at height.

This is provided by the High Access Team (HAT), which consists of two high access supervisors and seven high access operatives.

These officers have historically been deployed on defensive searches and the occasional recovery of bodies and property. This is carried out under the Working at Height Regulations 2005.

Following a recent number of incidents at height, it was identified that a capability gap existed to safely deal with persons at height.

This policy details the capability of the team, their deployment protocols and the parameters within which the option can be offered to incident commanders.

It also details the joint working protocol with the negotiating at height team.

Associated Procedural Instructions:

This policy is supported by the following procedural instructions:

Tactical Support Group - High Access (Working at Height) - Instructions D51360

Equality Act 2010:

The Act creates a statutory requirement for all Functions and Policies (Including Procedural Instructions) to be analysed for their effect on equality, diversity and human rights, with due regard to the General Duty.

In principle, this document has been assessed for discrimination, which cannot be justified, among other diverse groups.

Human Rights/Discretion:

The purpose of providing policy is to give an indication to staff of the expected course of action. However it is not possible to cater for every possible combination of factors that would justify a departure from stated policy. The Human Rights Act 1998 requires the proper use of discretion at all times and nothing within this policy and associated procedural instructions prohibits the proper use of discretion in appropriate circumstances.

Where action is taken that has the potential to interfere with an individual's Human Rights, the reasons behind the making of the decision to act in that way should be recorded on the appropriate forms, or where this is not practicable, in pocket books or policy logs.

Review Arrangements:

This policy together with its Equality Analysis will be reviewed every 2 years.

Rights of redress for members of the public:

Anyone who feels that a member of staff has behaved incorrectly or unfairly, or who is dissatisfied with organisational matters, service delivery or other operational policing issues, has the right to make a complaint.

Initial action should be taken in one of the following ways:

• Complain in writing or in person to the Senior Officer at the appropriate police station or to the Chief Constable of the force concerned.
• Visit a local Citizens' Advice Bureau
• Contact a Solicitor

Rights of redress for South Yorkshire Police personnel:

South Yorkshire Police personnel who feel they have grounds for concern in relation to the implementation of policies may, as appropriate:

• Pursue concerns through their line manager.
• Contact a First Contact Advisor.
• Pursue a grievance formally through the South Yorkshire Police Fairness at Work Procedure.
• Seek advice from their staff association or trades union.

• Use procedural instruction D50241 Management of Complaints, in the section entitled Handling Complaints relating to Direction and Control. 

Start Date:

Equality Analysis: 

D51359 and D51360 - TSG - High Access.pdf