Special Constabulary Policy

1. Statement of Policy

The Special Constabulary are a force of trained volunteers who are fully warranted officers providing a valuable link between the police and the local community.  With the same powers as regular officers, they work in their free time on a variety of police duties bringing a wide diversity of experience to policing.

Special Constables hold the same powers as regular officers and as such the process for recruitment, selection and ‘employment’ will have equivalent rigor, informed by national and force standards.

The Special Constabulary within Dyfed-Powys Police should not be seen as a substitute for regular officers. Special Constables complement and support the ongoing work of the Force.

Dyfed-Powys Police aims to be an inclusive organisation representing the communities which it serves in line with our Equal Opportunities and Diversity Strategy. Special Constables can contribute to the implementation of these principles by extending the capacity of the Force to involve people from all sections of the community who may not wish to commit to paid employment.

Compliance with this policy and the associated procedures documents is mandatory.

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

Dyfed-Powys Police defines a Special Constable as an individual who by choice puts their time, experience, knowledge and skills at the disposal of the Force without expectation of compensation or financial reward, except for the payment of pre-determined out of pocket expenses.

This policy and the associated procedures documents apply to all police officers, staff, Special Constables, volunteers and all who work with or task the Special Constabulary.

 

3. Powers and Policy/Legal Requirements

Police Regulations

The Special Constables Regulations 1965

The Special Constables (Amendment) Regulations 2012

Data Protection Act 2018

Health & Safety at Work Act

Dyfed-Powys Police Special Constabulary Procedures

Dyfed-Powys Police Employer Supported Policing (ESP) Procedure

Dyfed-Powys Police Health and Safety Policy  

Dyfed-Powys Police Fairness at Work Policy

Dyfed-Powys Police Job-Related Fitness Test Policy & Procedure

Dyfed-Powys Police Data Protection Policy

Dyfed-Powys Police Data Protection Breach Policy

Dyfed-Powys Police Records Management Policy

Dyfed-Powys Police Special Constable Driving Mandatory Guidance

 

4.  Options and Contingencies

The recruitment of Special Constables remains the responsibility of People and Organisation Development, Specials Lead within HR, HQ.

The formal foundation and post-foundation training of Specials Constables is the responsibility of Learning and Development Services, HQ.

The Superintendent and Chief Inspector with responsibility for the Central Prevention Hub, with the support of the Special Superintendent, will oversee the work and development of the Special Constabulary within Dyfed-Powys Police.

The Inspector and Sergeant within the Central Prevention Hub will also support the work of the Special Superintendent. Additionally, the LPA Sergeants will support the Special Superintendent with operational matters in relation to the Special Constabulary.

The Line Manager must be clearly identifiable whether performing a uniformed patrol function within a police station environment or within a local Neighbourhood Policing Team, to which the Special Constable is attached. This day-to-day supervisor will notify the Special Constable of their deployments /duties and act as a point of contact and provide support. This role will be performed by the Special Constabulary supervisor or regular Supervisor.

Following completion of their initial training, Special Constables are expected to maintain their operational competence by volunteering an average of 16 operational hours per month and through additional engagement in training and associated development processes which is approximately 2 hours per month.

Special Constable (at all ranks) is an operational role.  A Special Constable is expected to maintain a sufficient standard of fitness to pass the annual job-related fitness test (JRFT) and defensive skills training.  Where a Special Constable is unable to deploy operationally then the officer’s circumstances will be considered on their individual merits. Where a Special Constable has a disability that limits their ability to deploy operationally the force will consider any reasonable adjustments that can be made to support that officer to pass the JRFT, complete defensive skills training and to perform an operational role. Where a Special Constable cannot with reasonable adjustments perform operational duties, they may be managed via the performance procedures under police regulations.

Special Constables holding sergeant rank and above are expected to maintain operational competence through regular operational duties.  Operational duties are defined as duties worked in direct support of community, response, specialist, and investigative policing teams.

Although Special Constables are volunteers, there are costs associated with the recruitment, management, administration, training, equipment, and allowances that they receive including Federation membership. Further details can be found within the Dyfed-Powys Police Special Constabulary Procedures document.

Dyfed-Powys Police supports Employer Supported Policing (ESP) and will provide staff with a fixed amount of paid leave to perform Special Constabulary duties. Details on the ESP scheme within Dyfed-Powys Police can be found within the associated ESP Procedure document.

Risk Assessments are in place for the general policing activities and specialist roles that Special Constables will carry out.  These are accessed via the Health and Safety Department.  Nothing in this policy should create risks that have not been previously considered.

Special Constables and Police Vehicles (Advanced & Standard Response Driving Authorities)

Before operating a police vehicle, a Special Constable must consider the Special Constable Driving Mandatory Guidance and complete the 'Fitness to Drive' declaration form. 

 

5. Take action and review

This policy and the associated procedure document will be monitored to ensure that they remain relevant and effective, taking into account challenges to the policy and any changes to legislation and national guidance.

The policy and associated procedures document will be overseen by the Citizens in Policing Governance Group. Any amendments to policy will be agreed by the Citizens in Policing Governance Group and the Operational Policing Board prior to implementation.

This policy will be reviewed by the nominated person, within the Central Prevention Hub, every two years. The nominated person may undertake a review sooner if there are major changes to legislation associated with the policy or major changes to process etc.

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: August 2024