Published items

This procedure sets out the internal policy and formal process for managing conduct investigations into Former Police Officers.

All Police Officers, Special Constables and Police Staff are reminded that they must report to the Professional Standards Department (PSD), via their Divisional Commander/Departmental Head, as and when they are subject to any of the following: • Involved in criminal proceedings either in the United Kingdom or abroad as a suspect, victim or witness • If they are the subject of a criminal investigation, irrespective of the outcome • Any traffic offences where the individual is summoned or receives a Fixed Penalty Notice (FPN - Endorsable Only) • If they are the subject of a notice under the Penalty Notice Disorder Scheme, introduced by the Criminal Justice and Police Act 2001 • If they are the subject of an Anti-Social Behaviour Order (issued in Scotland only) or a Civil Injunction or Criminal Behaviour Order. • If they bring civil action against a third party as a result of their employment or duties with Surrey Police. This includes taking formal action prior to issuing a claim or issuing a civil action at court against a third party.

This policy provides a framework for the recording, investigation and management of missing person incidents.

Surrey Police Professional Standards Department (PSD) can offer guidance to line managers dealing with complaints and conduct matters involving either Police Officers or Police Staff. They are able to provide advice on dealing with behaviour in the workplace. PSD aims to raise and maintain standards of personal behaviour and honesty across the Force, suggesting training where appropriate, while supporting the ultimate sanction of the discipline process for serious breaches or for those who are not responsive to guidance.

This document outlines how the UK Data Protection Legislation and other enactments dealing with data protection, governs how personal data is processed in the UK (Data Protection Law) and applies to the Surrey Police and Sussex Police. Particular reference is paid to the general and security obligations which apply to the processing of personal data, disclosure obligations and exemptions and the specific responsibilities of the Data Protection Officer for both Forces. This policy should be read in conjunction with other Force polices that deal with data protection issues.

This document details how Surrey Police and Sussex Police will provide mandated and additional training for their officers and staff and the expectation on those employees to attend all appropriate and relevant events in a timely manner.

Antisocial behaviour is defined as any aggressive, intimidating or destructive activity that damages or destroys another person’s quality of life. Tackling antisocial behaviour (ASB) in our Neighbourhoods is a strategic priority for Surrey Police.

This policy and supporting procedures detail the role of the Firearms and Explosive Licensing Unit (FELU), the overarching principles and actions for Force Control Room (FCR) staff, Front Office staff and police officers. Considerations around the National Decision Model (NDM) when responding to spontaneous and non-spontaneous incidents where one or more people involved is a licenced firearms and certificate holder.

This policy outlines clear standards for the responsible, effective and secure use of social media and online platforms by officers, staff, volunteers, cadets, and contractors, both as an overt engagement tool in the course of their duties and in a personal capacity where such use may reflect upon the organisation. This policy does not apply to the covert use of social media or online platforms for research, intelligence gathering or surveillance purposes, which are governed by separate legislation, policy and authority.

Individuals may be considered for redeployment on medical grounds when they have been declared medically unfit for the role for which they are employed and attempts to accommodate them in their current role have been considered and failed. All efforts and attempts to accommodate the individual must be recorded by the line manager for example, Occupational Health (OH) referrals, support plans and risk assessments.