Strategic police priorities for Scotland: consultation

Overview

In 2013, eight former Police Forces, the Scottish Police Services Authority and the Scottish Crime and Drug Enforcement Agency were brought together to create Police Scotland, led by a Chief Constable. This single service is accountable to the SPA. The SPA is also responsible for the management and delivery of Forensic Services in Scotland. The broader roles and responsibilities set out within the Act are shown within Figure 1.

Figure 1
The Police and Fire Reform (Scotland) Act 2012
-Key responsibilities in the policing system

We are now six years on from the introduction of police reform and this has been a significant period of change for the SPA and Police Scotland.

A number of developments and benefits have been realised as a result of police reform in Scotland. A recent independent evaluation of police and fire reform, undertaken by a consortium led by the Scottish Institute for Policing Research, has highlighted that "significant progress has been made towards achieving the intended outcomes of reform as set out in the Act"^[3]. In particular, more equal access to national capacity and specialist support has been created, and duplication across the country has been reduced. The creation of stronger national capabilities have also been recognised through the Scottish Parliament Justice Committee's recent inquiry on scrutinising the implementation of the Act^[4].

In 2017 the SPA and Police Scotland set out how they would meet the current and changing needs of their communities, publishing their Ten Year Strategy: Serving a Changing Scotland^[5]. This set out a vision for the policing over a ten year period, including how new and emerging challenges will be addressed. Delivery of an implementation plan for the Strategy has been ongoing, supported by dedicated Scottish Government funding for reform projects. Also in 2017, Police Scotland published its 'Equality Outcomes 2017-21'^[6]. Police Scotland has reported on the progress it has made towards these Equality Outcomes^[7].

There have been developments in recognising the commitment of the police workforce, investing in their wellbeing and developing their capabilities. Last year the SPA announced a 31 month 6.5% deal on police officer pay. In February this year an employment package of reforms to police staff pay, terms and conditions was accepted, and this has been introduced from 1 April. This included staff pay harmonisation (SPRM) and the introduction of a single pay system. Police Scotland is also continuing to develop its Workforce Framework.

Partnership working continues to be an important area of development in policing, with a new Portfolio created in recognition of this: Partnership, Prevention and Community Wellbeing. The focus of this work has been to develop new approaches to working with other Scottish public services, in order to achieve better outcomes for communities and individuals. Under the broader heading of Health and Justice, this work has included a particular focus upon working with partners to deliver better services and outcomes for vulnerable people and those in distress.

Local Policing continues to be a focus for both the SPA and Police Scotland. More local elected members than ever before are involved in shaping and scrutinising local policing, and local Divisional and Area Commanders and their teams are actively engaged in developing local plans and working collaboratively with local Councils, the NHS and other partners to keep communities safe. The Chair of the SPA and Chief Constable have both committed to continue working with the Convention of Scottish Local Authorities (COSLA) to strengthen their communications and relationships with local authorities through the COSLA Police Scrutiny Conveners Forum, and local policing scrutiny committees.

The SPA has continued to develop as an organisation since its establishment. The recent appointment of a number of new Board members, including a new Chair in 2017, has strengthened its leadership and governance and the SPA now operates in a more transparent and outward-facing way: holding appropriate Board discussions in public; creating a revised committee structure with delegated decision making powers; and introducing updated financial governance policies. There have also been a number of changes across the Senior Leadership Team within Police Scotland. This has included the appointment of a new Chief Constable, three Deputy Chief Constables and a number of Assistant Chief Constables. These changes have enhanced police leadership.

However, transformational change takes time and therefore, developments and benefits will continue to be realised. Revising the SPPs at this stage, will allow us to set a strategic direction for policing which reflects not only where we are currently, but also where we should strive to be. This strategic direction seeks to assist the development of organisational cultures and influence the changes necessary in their underlying strategies and processes.