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Suffolk Constabulary Policies & Procedures

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Suffolk Constabulary Policies & Procedures Suffolk Constabulary Policies & Procedures PROCEDURE Document OFFICIAL Classification: Title: Special Constabulary Index: Introduction Role and Purpose of the Special Constabulary Advertising and Recruitment Process Change of Employment/Voluntary Roles Induction Course Attestation Police Federation Fingerprints Uniform and Equipment Promotion Process Professional Development Reviews Postings and Moves Duty Sheet Working Time Regulations Employer Supported Scheme Subsistence whilst on Duty Travel Expenses Claiming loss of earnings for Court Attendance Leave of Absence Maternity/Paternity Leave Sickness Illness/Injury Sustained on Duty Leaving the Constabulary - Resignations and Transfers Reaching Retirement Age Long Service Awards Transferees (Into Constabulary) Unsatisfactory Performance and Attendance Restricted Duties Appendix A – Conflicting Occupations Appendix B – Possible Conflicting Occupations Appendix C – Notification of Pregnancy Form Appendix D – Unsatisfactory Attendance Letter 1 Template Appendix E – Unsatisfactory Attendance Letter 2 Template Appendix F – Unsatisfactory Attendance Letter 3 Template 1 Introduction 1.1 Special Constables are volunteers who dedicate some of their spare time towards helping to keep our communities safe places to live. Document OFFICIAL Classification: Page 1 of 32 Suffolk Constabulary Policies & Procedures PROCEDURE Document OFFICIAL Classification: 1.2 Specials are valued members of the Constabulary who not only provide additional resources but also provide a vital link between the police and the community. They play an active role in the policing of Suffolk. 1.3 The Special Constabulary is led by the Special Chief Officer and Special Deputy Chief Officer and is made up of Special officers at Superintendent, Inspector, Sergeant and Constable levels. There is also a Specials and Volunteers Manager who manages the Specials and Volunteers team and who is responsible for the recruitment and HR requirements of all Special Constables. 2 Role and Purpose of the Special Constabulary 2.1 Specials provide support to regular officers, for which, they are a supplement to, and not a replacement for. They work alongside regular officers and have the same powers in law, including the power of arrest. 2.2 Specials get involved in all aspects of modern policing, including crime prevention, raids and warrants, special events, football matches, missing person enquiries, road traffic accidents, anti-social behaviour, burglaries, public order and criminal damage. Essentially, the same duties as those carried out by regular officers. 2.3 A Special Constable, at all ranks (including Student Specials and confirmed Specials) must carry out 16 hours operational duty per month. Also they must complete a minimum of two hours training/personal development, in addition to Personal Safety Training (PST) refresher training (including the job related fitness test). If they fail to meet this requirement without prior agreement by their supervisor they may be asked to leave the Special Constabulary. In any circumstances, if they do not attend 75% of training lectures and PST refreshers they will be unable to carry out any operational duties. 2.4 All Special Constables will conduct themselves both on duty and off duty, in compliance with Constabulary Code of Conduct and the Code of Ethics. 2.5 A Special Constable is bound by the Official Secrets Acts. It is an offence to disclose any official information without lawful authority. They will also be subject to similar restrictions on disclosures by the Data Protection Act, 1998. These statutory duties continue after service has ended. Breaches, will be taken seriously and could result in criminal proceedings. Information obtained by you in the role as a Special Constable must not be used or disclosed without consent unless for an authorised policing purpose. Document OFFICIAL Classification: Page 2 of 32 Suffolk Constabulary Policies & Procedures PROCEDURE Document OFFICIAL Classification: 2.6 A Special Constable must not be involved in any conduct which brings the Constabulary into disrepute, by doing so their services may be dispensed with, in accordance with the Police Conduct Regulations 2012. 2.7 A Special Constable (at all ranks) will be required initially to be posted according to operational needs and personal circumstances at the discretion of the Special & Volunteers Manager. All postings will usually be within 25 miles of the individual’s home address, the Specials & Volunteers Manager reserves the right to move a Special Constable for operational reasons, giving 28 days notice. 3 Advertising and Recruitment Process 3.1 Recruitment drives for Special Constables will be the responsibility of the Specials & Volunteers Manager who will consider recruitment needs based upon both the number of leavers and accomplishing the Constabulary’s target number of Special officers. 3.2 The Specials and Volunteers department will send out Special Constabulary information packs to individuals who are interested in becoming a Special Constable. This information pack contains general information regarding the role of a Special Constable including details about information evenings that are held throughout the county. 3.3 The Information events give potential applicants an overview of the role of the Special Constabulary and a realistic level of awareness of the commitment that they would be expected to make. Information is supplied on the entry criteria, recruitment process, training and duties. 3.4 To be able to apply, applicants must be: . A national of a country within the European Economic Area (EEA) or, if a national of a country outside the EEA, have the right to reside in this country without restrictions, . At least 18 years of age; . Able to commit to at least 16 hours operational service a month as well as the required training elements, as detailed in 2.3; . Must pass the fitness test facilitated by Constabulary Personal Safety Trainers and be able to meet the standard eye-sight regulations (Corrected distance visual acuity must be 6/12 in either eye, and 6/6 or better binocularly). 3.5 If applicants have employment/volunteering roles elsewhere, they must not be roles which could be considered as being possible conflicts of interest Document OFFICIAL Classification: Page 3 of 32 Suffolk Constabulary Policies & Procedures PROCEDURE Document OFFICIAL Classification: for themselves or others. Appendix A gives a list of occupations of which employees would be considered as ineligible candidates. Appendix B gives a list of occupations which employees of may need to be considered by Suffolk Constabulary and/or their employer before being accepted as eligible to become a Special Constable. 3.6 If, having been appointed, the officer changes occupation to one included in the above mentioned Appendix A the Specials & Volunteers Manager will be obliged to dispense with their services. 3.7 Applicants will follow the Specials National Recruitment Process, stages are as follows: . Paper sift – competency based questionnaire (CBQ). Specials recruit assessment process involves one written exercise, a situational judgement test and competency based structured interview, which is made up of four questions. Fitness Test/Drug Screening/Uniform fitting. Medical Check – completion of a medical declaration to be evaluated by the Occupational Health Unit (OHU), who will arrange, if necessary, a medical examination. Security checks up to security clearance (SC). Reference Requests. 3.8 Upon successful completion of all the above, candidates will be offered an appointment, which will be subject to a probationary period. Applicants will be required to sign a volunteer agreement, which confirms they are willing and able to complete at least the minimum 16 hours of operational duty each month as well as the required training elements. 3.9 The HR Recruitment department will be responsible for inviting the successful candidates to their pre-induction course and their induction weekends. 4 Change of Employment/Voluntary Roles 4.1 It is inevitable that some Special Constables will change their occupation during their time serving as a Special. 4.2 It is the responsibility of the Special Constable to keep the Constabulary up to date with their employment/volunteering roles outside of the Special Constabulary. Any change in employment/volunteering roles will need to be considered for conflicts of interest. (Appendix A and Appendix B should be referred to). Document OFFICIAL Classification: Page 4 of 32 Suffolk Constabulary Policies & Procedures PROCEDURE Document OFFICIAL Classification: 4.3 If a change of employment/voluntary role is not disclosed to the Constabulary, and it is later discovered that the new employment/voluntary role could, or does, have implications on the officer’s position in the Special Constabulary a review will be undertaken by the organisation reflecting the conflict of interest and the non-disclosure. 5 Induction Course 5.1 Dates, timings and duration of induction training will be the responsibility of the Learning and Development department and current information will be made available on the Constabulary website. 5.2 The induction course covers all necessary training, including Personal Safety Training. The Personal Safety Training procedures should be referred to. 5.3 Arrangement of induction courses is the responsibility of the Learning and Development Department. 6 Attestation 6.1 As part of the induction course, new student officers will be attested – swearing
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