Workforce policies & procedures 643/2026

FOI Reference: 643/2026

Request:

I request copies of the policies, procedures, guidance documents, standard operating procedures, manuals, toolkits, or other written material that were in force or otherwise used by your force between 1 August 2021 and 31 August 2023, relating to the following:

1. Equality, disability and reasonable adjustments in the workplace.
2. Neurodiversity (including, but not limited to, ADHD, autism, dyslexia and dyspraxia).
3. Performance management procedures for police officers.
4. Student police officer probation procedures and associated guidance.
5. Guidance relating to the use of Regulation 13 of the Police Regulations 2003 (or any equivalent local guidance, procedures or checklists concerning the dispensation of probationary service).
6. Occupational Health referral policies or guidance, including any guidance regarding referrals involving disability, neurodiversity or performance concerns.
7. Any policies, guidance or procedures relating to disability passports, workplace adjustment passports, adjustment agreements, workplace adjustment plans, or the recording, implementation, monitoring or review of reasonable adjustments for police officers and police staff.
8. Any policies, guidance, training materials or internal guidance provided to supervisors, line managers or senior officers regarding the management of disabled or neurodivergent police officers, including the identification of disability, consideration of reasonable adjustments, Occupational Health referrals, performance management, probationary service, capability procedures or Regulation 13.

    This request includes, but is not limited to:

   • • Force policies;
     • Procedural guidance;
     • Internal guidance documents;
     • Manager guidance;
     • Supervisor guidance;
     • Checklists;
     • Flowcharts;
     • Aide-memoires;
     • Standard operating procedures;
     • Staff handbooks;
     • Learning or briefing documents;
     • Forms and templates used to record workplace adjustments;
     • Training materials and presentations; and
     • Any local guidance supplementing national guidance.

   Where a document was revised during the period specified, I would be grateful if you could provide the version(s) applicable at the relevant time.

9. Finally, please specify examples of what reasonable adjustments your force has previously made or would consider making for an officer with ADHD.

Response:

I can confirm that Dyfed-Powys Police does hold the information requested; however the following exemption has been applied to that information:

Section 21 – Information reasonably accessible by other means

Section 1 of the Freedom of Information Act 2000 places two duties on public authorities. Unless exemptions apply, the first duty at Section 1(1)(a) is to confirm or deny whether the information specified in a request is held. The second duty at Section 1(1)(b) is to disclose information that has been confirmed as being held.

Where exemptions are relied upon Section 17 of the Freedom of Information Act 2000 requires -Powys Police, when refusing to provide such information (because the information is exempt) to provide you the applicant with a notice which:

(a) states that fact,

(b) specifies the exemption in question and

(c) states (if that would not otherwise be apparent) why the exemption applies.

The above exemption has been applied in relation to questions 1, 2, 3, 4, 5, 7 and 8 due to the fact that the requested information is published and can be accessed via the following hyperlinks listed below under each response.

Response 1:

Attendance Management Policy

Response 2:

Attendance Management Policy

Response 3:

Performance Management Policy | Dyfed-Powys Police

Response 4 & 5:

Management of Probationary Officers - Regulation 12/13 Policy | Dyfed-Powys Police

Response 6:

I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.

Please see attached documents:

Limited Duties Procedure 2023

Management Referral Procedure January 2023

Response 7 & 8:

Attendance Management Policy

Leave for Personal & Family Reasons plus Other Special Leave Policy

Limited Duties Policy

Performance Management Policy

Smarter Working Policy

Flexible Working Policy 

Flexitime Policy

Response 9:

I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.

Dyfed-Powys Police is committed to promoting an inclusive work environment and all adjustments agreed are do so on a case-by-case basis and disclosing an example in a Force as small as ours would be in breach of our confidentiality and data policies.

The Force currently have several flexible working agreements in place that could allow for additional rest or more flexible working hours for those who may need it.

We currently have assessors in Force who are able to identify and recommend reasonable adjustments both in the classroom/training and undertaking roles on a day-to-day basis.

Recruitment practices offer additional support to anyone who requires it and will make adjustments as appropriate during the recruitment process such as extra time to answer questions and printing any material on different coloured paper.

(This is a response under the Freedom of Information Act 2000 and disclosed on 22/07/2026)