Strategic Link:

We will maintain a professional workforce capable of delivering an effective and efficient service.

Policy Scope:

The Service Confidence policy and procedures will apply to:

1. Police Officers

2. Police Staff (including permanent staff and those on fixed-term contracts)

3. Special Constables

They will not apply to the following staff as they are not South Yorkshire Police employees or sworn officers.

1. Agency temporary staff

2. Volunteers

Policy Aims and Objectives:

There may be occasions when South Yorkshire Police loses confidence in the integrity of an SYP employee and questions whether they can continue serving in a particular role or location. Where appropriate, issues will be dealt with by criminal or discipline proceedings. Instances where, for a variety of reasons, such proceedings are not possible or appropriate but where there is high quality information and verifiable intelligence available to cause concern, the Service Confidence Procedures will be used.

The Service Confidence policy and procedures may also be used where a member of staff is awaiting a decision on misconduct matters and it is in the best interests of the organisation and/or the individual to return to work and consideration needs to be given to the most appropriate post and location.

There may also be occasions where the spouse/partner of a member of staff is pending a criminal trial and where this is the case Service Confidence procedures should also be considered along with the policy on dealing with findings and taint.

The purpose of the service confidence procedures is to:

1. Minimise the risk to staff and the Force in terms of integrity and taint

2. Improve professional standards within the Force

3. Prevent crime or the compromising of operations and investigations, thereby improving performance

4. Enhance the reputation of the Force

If necessary, the Force will post the member of staff in a position that reduces the vulnerability of the organisation and that of the individual. This may include limiting the areas, in which the individual can work or be transferred into, and specifying restrictions in that role.

Associated Procedural Instructions:

This policy is supported by the following procedural instructions:

Service Confidence Procedures D50253

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.

Freedom of Information Act 2000

Exemptions do not apply to this statement of agreed policy under the Freedom of Information Act 2000.

Audit 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 SYP staff has behaved incorrectly or unfairly has the right to make a complaint. Initial action should be taken in one of the following ways:

• Complaint in writing or in person to the Senior Officer at the appropriate police station or in writing to the Chief Constable of the force concerned.

• Visit a local Citizens’ Advice Bureau.

• Contact a solicitor.

Rights of redress for South Yorkshire Police staff:

South Yorkshire Police staff may appeal against a decision made under these procedures on the following basis:

• perverse decision; and / or

• abuse of process.

The appellant authority under this procedure is the Chief Constable.

If an individual wishes to appeal they:

• may wish to consult with a Federation or Trade Union representative, or a colleague who is a serving member of the South Yorkshire Police, when preparing their appeal; and

• must send their appeal in writing to the Chief Constable via their District Commander or Head of Department.

The Chief Constable will decide whether to accept or refuse the appeal. That decision is final and will be recorded on the confidential registered file.

The Fairness at Work procedure cannot be used as an additional avenue of appeal.

Start Date:

15 July 2005