Neighbourhood Policing and Prevention Team Abstraction Policy
1. Statement of Policy
The purpose of this policy is to establish a record of Abstractions in Neighbour Policing and provides Officers, Staff and Supervisors guidance and flexibility to meet operational demands.
This policy will allow Neighbourhood Policing and Prevention Teams (NPPTs) to focus on long term problem solving and early intervention initiatives and address the quality-of-life issues that give rise to the fear of crime by:
- The consistent presence of dedicated Neighbourhood policing Officers and Staff engaging with communities by working with them, involving and empowering them and making sure that our Neighbourhood resources are visible, accessible and familiar to that community to increase and maintain public confidence.
- Intelligence-led identification of community concerns and prompt, effective, targeted action by focussing on those concerned.
and
- Joint action, prevention and problem solving with both the community and local partners to improve the environment and quality of life within that community. The principle aim of this policy is to ensure that abstractions of NPT officers and PCSOs are minimised, to enhance public confidence in the services provided.
Applies (but not limited) to: All categories of Dyfed-Powys Police officers and staff, whether full-time, part-time, permanent, fixed term, temporary (including agency staff, associates and contractors), seconded staff and volunteers. Police Officers, staff and volunteers accessing and using Force assets and property must have due regard to the contents of this policy.
2. Policy Scope
This policy is implemented force wide. The associated procedures document provides detailed guidance to officers, Staff and Supervisors.
This policy will not set a percentage of allowable abstraction, however, NPPT Abstraction should be kept to an absolute minimum.
This Policy applies to Police Officers and Staff involved in Neighbourhood Policing, those involved in Supervision and management of the department and those looking to deploy or task members of the department. These include but may not be limited to the below:
Chief Officer Group, Senior Management Team (Including Chief Superintendent / Superintendent), Local Command Teams (Superintendent / Chief Inspector), Inspectors, Sergeants, Constables, PCSOs, Police Staff and Special Constables / Volunteers.
3. Powers and Policy/Legal Requirements
Powers and Policies include but are not limited to:
- Police Regulations and Determinations 2003 (as amended)
- Police Staff Pay and Conditions of Service Handbook Employment Rights Act 1996
- Flexible Working Regulations 2002 (as amended)
- Computer Misuse Act 1990
- Data Protection Act 2018
- UK General Data Protection Regulation (UK-GDPR)
- Human Rights Act 1998
- Freedom of Information Act 2000
- Equality Act 2010
- College of Policing Operational Guidance – Neighbourhood Policing
- College of Policing APP – Engagement and Communication
- PCSO Manual of Guidance
4. Options and Contingencies
The responsibility for the delivery of this policy lies with all people (s) involved with Neighbourhood Policing.
Individual officers will be responsible for the accurate and timely recording of any Abstractions they experience, as set out in the accompanying Procedure document.
Supervisors will be responsible for the ensuring that these records are accurate and in keeping with force policy and procedures.
Senior officers will be responsible for the monitoring of these recorded Abstractions and take action to ensure that any identified issues are addressed to minimise future abstractions.
In fulfilling the aims and objectives of this policy the Force will be meeting the Code of Ethics Policing principles 2024.
- Courage
- Respect and Empathy
- Public Service
5. Take action and review.
Policy review will include an assessment of the following aspects –
▪ Its effectiveness
▪ Any changes to Legislation/Home Office guidance
▪ Challenges to the policy
▪ Any identified inefficiencies in relation to implementation Initial review of this policy will take place in 12 months, and then on a bi-annual basis. Reviews will be conducted by the nominated officer.
Effectiveness and amendments to this policy will be monitored and approved by the Operational Policing Board / Neighbourhood Strategic / Tactical Boards.
CODE OF ETHICS CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.
HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.
EQUALITY IMPACT ASSESSMENT
Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.
The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:
- eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
- advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
- foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.
Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty.
EQUALITY IMPACT ASSESSMENT COMPLETED: June 2024