Thematic Inspection of Police Scotland Training and Development – Phase 1

Police Scotland should establish a robust performance framework for Leadership, Training and Development, with key performance indicators and quality assured evaluation strategies, to be able to demonstrate progress.

Police Scotland should establish an evaluation framework to assess the impact of the Chief Constable’s commitments.

Police Scotland should review the Leadership and Talent function, and consider if it has adequate resources and sits in the correct place in the organisation’s structure, to allow it to fulfil its important responsibilities.

Police Scotland should ensure senior police officers and support staff are provided with Leadership Training beyond technical training for specific roles, as a matter of urgency.

Police Scotland should ensure that all police officers and support staff are provided with appropriate leadership training prior to undertaking a supervisory role.

Police Scotland should ensure the new appraisal process ‘My Career’ is supported by a range of continuous professional development products to provide all officers and staff with opportunities to develop.

Police Scotland should review the use of acting and temporary promotions to achieve consistency across the organisation.

Police Scotland should develop an effective communications strategy to assist in the implementation of the ‘My Career’ and the ‘Leadership Pathways’ project.

Police Scotland should initiate an Equality and Human Rights Impact Assessment (EQHRIA) at the earliest possible stage in the development of all training and development products, so that the implications for equality and human rights are considered and addressed from the start.

Police Scotland should ensure that diversity training is provided and mainstreamed into leadership courses at all levels as a matter of urgency.

Police Scotland should review the current approach to delivering training, with a view to providing more flexible options for accessing training through the use of technology, and at different times and locations.

Police Scotland should develop a systematic process to record wellbeing conversations and considerations in support of its Wellbeing Strategy.

Police Scotland should develop a systematic approach to the use of coaching and mentoring throughout the organisation, as part of core leadership and management training.

Police Scotland should review the various places where local and specialist training are being delivered throughout the force, outwith the Leadership Training and Development business area, and consider the opportunities to increase capability and capacity through sharing resources.

Police Scotland should raise awareness of the products and services provided by the Leadership and Talent function within Leadership Training and Development.

Police Scotland should consider increasing its use and development of specialist training tools and ICT to deliver cost effective and accessible training programmes.

Police Scotland should work collaboratively to develop a strategy which supports the delivery of joint training with other key partners across the public sector, including local government and health.