Policing and Crime Bill

Earl Attlee Excerpts

Committee: 2nd sitting (Hansard - part two): House of Lords
Wednesday 26th October 2016 Lords Chamber

Moved by

[Earl Attlee]

176: After Clause 47, insert the following new Clause—
“Power to make regulations to ensure that senior appointees have international policing experience
(1) The Police Act 1996 is amended as follows.(2) After section 50B (inserted by section 46) insert—“50C Regulations for police forces: requirement for senior appointees to have international policing experience(1) The Secretary of State may make regulations by statutory instrument to provide that in each police force only one of the top five most senior officers are promoted or appointed without international policing experience.(2) For the purpose of subsection (1), an officer would be regarded as having “international policing experience” if he or she—(a) had served in a policing operation for more than five months with a UK police rank lower than inspector in a country outside North America, Europe or Australasia;(b) had served in a policing operation under United Nations auspices for more than five months with a UK police rank lower than inspector; or(c) had served in a policing operation under United Nations, NATO or African Union auspices for more than eleven months.(3) Before making any regulations under subsection (1), the Secretary of State must consult the College of Policing.(4) The Secretary of State may by regulations made by statutory instrument make provision that is consequential on, or incidental or supplemental to, regulations under subsection (1).(5) The power conferred by subsection (4) includes power to—(a) repeal, revoke or otherwise amend legislation that (in relation to members of police forces in England and Wales) makes provision with respect to ranks that are not specified in regulations under subsection (1);(b) make other amendments of legislation that are consequential on regulations under subsection (1).(6) Regulations under this section may include transitional, transitory or saving provision. (7) Regulations under this section may make different provision for different cases or circumstances.(8) A statutory instrument containing regulations under this section may not be made unless a draft of the instrument has been laid before and approved by a resolution of each House of Parliament.””

[Earl Attlee (Con)]

My Lords, in moving Amendment 176 I will speak also to our Amendments 177 and 178. These amendments all concern the quality and experience of senior officers.

Amendment 176 seeks to ensure that it would be unusual for a senior police officer not to have some international policing experience. There are two drivers for this. The main one is that the UK has done some great work with international policing missions. I recall visiting policing missions in the Balkans, where UK secondees were doing first-class work, although a lot of them were from the Royal Ulster Constabulary, for reasons that the Committee will understand. The rapid establishment of justice and the rule of law, JROL, in a post-conflict situation is extremely important—initially, I suggest, much more important than democracy and elections. I hope the Minister can show that we are still doing some useful international policing work somewhere in the world.

A difficulty with my amendment is that there are not always vacancies in international policing operations, for a variety of reasons, which is why I have broadened the qualifying roles. However, there are problems. In the past, particularly when we were carrying out policing operations in the Balkans, I detected reluctance on the part of policing authorities to authorise secondments to international policing operations, for parochial reasons. In other words, they saw no direct benefit to their policing operations—the Committee will understand that. In addition, our high-flying police officers know what they need to have on their CVs in order to secure a post at chief officer rank, and I do not believe it includes international policing operations. Although a relatively junior rank-and-file police officer can do a very good job in an international policing operation, we do not necessarily send out our very best people to those operations.

The other driver is that it is desirable that very senior police officers have broad policing experience, and not just in the UK. I am convinced that a senior police officer with some international experience would be a much better one, rather like politicians who have done something other than the standard route to Westminster: school, university, research assistant, local government. I have realistic aspirations for this amendment and the others, and there may be practical difficulties. But if the principle was implemented in some way, I would envisage high-flying police officers gaining their international experience at an early point in their careers. Police authorities and the College of Policing would know that it would have to be offered as part of the offer to recruits. It may be that they take on a big international policing job later on in their career.

My next amendment seeks to put quite tough limits on internal promotion or appointment to very senior positions within a force. I am more than content with the principle of PCCs, but at Second Reading we heard that there might be an unintended consequence of less promotion from outside a particular police force. The inherent risks of this are an unwillingness of the senior officers in a force to grasp unpleasant issues, sycophancy in order to gain promotion and, possibly, corruption. It would also tend to make it much more difficult to get wider experience, because positions in other forces would tend to go to internal candidates. An extremely unfortunate end result could be that the best-quality high-flyers might decide not to pursue a career in the police service at all, because they would realise that they would be unfairly competing with weaker, internal candidates. Can my noble friend say whether she has detected any change in recent years in the number of applications for very senior police posts?

My final amendment, Amendment 178, deals with leadership. First, I make it clear to the Committee that I do not regard myself as an expert on the matter of leadership or even an expert on measuring it. I regard leadership as the capability to get others to do things that they would rather not do or, perhaps sometimes, to desist from doing things that they want to do. It is not to be confused with management. For instance, a superior who relocates his or her centre of operations to an office rather more central for the majority of the team is exercising good management. If this relocation is to the superior’s personal disadvantage, there is an element of good leadership.

However, it is largely an acquired skill—that of being selfless. Leadership is not charisma, although the two often come together. There is innate leadership, and there may well be genetic factors at play, but I have no doubt at all that environmental and economic factors from the moment of birth are very significant. The good news is that there are methods of objectively measuring leadership, both acquired and innate.

Since at least the last war, our Armed Forces have had objective tests of leadership for selection for a commission. Several well-developed tools are used, but the command task is interesting. Candidates are tasked with the practical task of crossing an obstacle course with a range of 45-gallon oil drums, scaffolding planks and ropes. The directing staff know all the possible plans for achieving the objective, but only a few will work. What is being carefully measured is not the ability to select the correct plan but the ability to effectively lead the team even though the directing staff know that the plan selected will not actually work. How long will members of the team follow the task leader with such a plan? Most importantly, how willing are other members of the team to make a helpful suggestion, and how skilful is the task leader at taking up good suggestions while still maintaining command and control?

I am not suggesting that the Armed Forces have perfect selection procedures. They do not; sadly, I have come across several pretty poor officers. As I understand it, though, the UK police do not select for promotion to any rank taking into consideration an objective measurement of leadership. I am also led to believe that the pool of talent is no longer being properly managed, and I hope that other more experienced members of the Committee will cover that point. I am therefore never surprised at the things that go wrong with UK policing. Your Lordships have only to think of the aftermath of Hillsborough or Operation Midland.

All the amendments in this group seek to head off problems that will only get worse if not addressed. I look forward to the noble Lord, Lord Blair, moving his amendment. In the meantime, I beg to move.

[Lord Dear (CB)]

My Lords, I shall speak to Amendments 176, 177, 178 and, tangentially, 178A. I am pleased to support the noble Earl, Lord Attlee, in his amendments. I want to underpin much of what he has said and, to use his words again, to identify what I think is a growing law of unintended consequences that has flowed over the last five or six years in policing. To many of our minds, there is a growing shortage of leaders as opposed to managers, which the noble Earl has already alluded to. I might take that a little further and say that in my view there is some sign that the quality is diminishing among the senior ranks, and those who are putting themselves forward for senior ranks, within the British police.

It might be helpful if I go very quickly through the history of selection for the British police service, without taking too much of your Lordships’ time at this hour of the evening. Prior to 1948—there was a Police Act around that time—there was a superabundance of police forces in this country, many of them very small and most of them not talking to each other. The powers that they could exercise in neighbouring forces were severely limited or indeed non-existent. The words “parish pump” come to mind. This did not matter too much in those days because society was largely static; the great mobility of motorways, railways and that sort of thing had not yet come, so it was more or less okay for the time.

However, by the middle of the 1960s, following the royal commission of 1962, things had begun to change. There was a huge wave of amalgamations, which helped to fashion police forces in such a way that the parish pump largely disappeared, forces were largely aware of what was happening alongside them, co-operation began to grow and the whole policing scene changed for the better.

Underpinning all that was the establishment in 1948 of the Police Staff College. It started off originally in temporary accommodation at Ryton-on-Dunsmore in Coventry but moved fairly quickly in 1960 or thereabouts to Bramshill House in Hampshire. I venture to suggest, having been there as a student and on the staff, that it was probably the Bramshill staff college experience that helped to co-ordinate and make a cohesive whole of the police service in a way that nothing had done before. It brought together officers of various ranks on various courses, opened their eyes and broadened their horizons. It broke down, if you like, the old fetter of local training that was still going on in those days.

--- Later in debate ---

[Baroness Williams of Trafford]

My Lords, I almost hesitate to stand up given that I am surrounded by experts in this field—and I did not go to Oxbridge either. All noble Lords have said in different ways this evening that choosing our police leaders is of the utmost importance for the future of policing, and as the noble Lord, Lord Condon, said, we need to think about it now. We fully support initiatives to ensure that police leaders are drawn from different backgrounds. That is why the Government asked the College of Policing to carry out a leadership review for policing in 2014. We wanted to look at how we could open up policing to fresh perspectives, including by expanding external recruitment to the senior ranks in policing. The review also examined how we could encourage officers to gain experience outside policing before returning later in life and how we could open up senior ranks to candidates from different backgrounds.

The review, which was published in June 2015, was a landmark for policing, setting the agenda for change and for police workforce reform. Its impact is already being felt across policing, from the new qualifications and apprenticeships for those at the start of their careers to opening up police leadership through direct entry and senior secondments, as some noble Lords pointed out.

The review recommended that national standards for recruitment and promotion into all roles, ranks and grades should be established and that all vacancies are advertised nationally. Building on the qualities for professional policing which have been defined in the College of Policing’s new competency and values framework will help to ensure that there are clear and consistent standards for each rank. Advertising roles nationally will open recruitment and make it easier for officers and staff to apply for roles in other force areas—noble Lords mentioned that that does not happen as much as it should. The college has statutory powers to recommend that the Home Secretary makes regulations on a range of issues, including the qualifications for appointment and the promotion of police officers, thus ensuring that these are implemented across England and Wales.

As part of implementing the leadership review, the college is exploring how to improve the diversity of top teams by increasing the pool of candidates for chief officer posts and supporting police and crime commissioners in their selection processes and recruitment campaigns. They are also identifying development packages for those who are appointed from overseas or, as a result of the provisions in Part 1 of the Bill, from the fire service. To support this work, the college has led for policing by undertaking a survey of PCCs, as well as of chief constables and other senior police officers, to understand the issues around senior appointments and developing the talent pool.

It should be the norm that police leaders have a breadth of experience and that they have access to other professions and fields to harness new skills that they can apply in policing. We strongly believe that it is possible to learn from policing overseas, and that is why we have already given the College of Policing the power to approve overseas police forces from which senior police officers are eligible to be appointed as a chief constable in England and Wales or as the Commissioner of the Metropolitan Police. These are set out in the Appointment of Chief Officers of Police (Overseas Police Forces) Regulations 2014 and include forces from Australia, Canada, New Zealand and the United States.

We support the work of Chief Constable Andy Marsh, the National Police Chiefs’ Council’s lead on international policing, in establishing the Joint International Policing Hub to act as the single, recognised gateway for international policing assistance for domestic and global partners.

The amendments tabled by my noble friend Lord Attlee seek to open up recruitment to the senior ranks in policing. As I have set out, the Government are very supportive of initiatives to achieve this. However, we believe that this should be led by the College of Policing, as the professional body for policing, and that it already has the necessary powers to achieve this.

We deploy police officers overseas to pursue matters of interest to the UK and share our expertise. For example, we sent officers to France to work alongside the French police in dealing with football fans at the Euros.

The noble Lord, Lord Blair, clearly comes at this issue from a different perspective. Amendment 178A in his name seeks to enshrine in statute a presumption that all those who are appointed to chief officer rank must previously have served as a senior officer in a UK police force.

When we introduced police and crime commissioners in 2012, we wanted people to have a say in policing in their local community. We gave PCCs the power to appoint the chief constable because we recognised that this appointment was crucial to implementing the PCC’s policing and crime plan. PCCs understand what the local issues are and are best placed to understand the leadership requirements of their force. It should not be for the Home Secretary to give prior approval as to who is eligible to apply for each and every chief officer post that is advertised. That would not be practical or desirable. However, today I gave the noble Lord, Lord Blair, an undertaking—and I offer it to other noble Lords; I have such a field of expertise around me that I shall open it up—to have further discussions on this area. I would welcome them and would be very happy for them to take place before Report.

The College of Policing has the power to set standards for all police ranks and can introduce new measures as recruitment at senior ranks is opened up further. It has shown how successful it is at this with the introduction of the direct entry programme and the fact that talented people from other sectors are now working in policing. The college is now working to compare the skills, abilities and knowledge needed to be a chief constable with those of chief fire officers to develop a rigorous assessment and development package for those who are interested in the top jobs in policing as a result of the reforms in Part 1 of the Bill.

As I have indicated, the Government want the best people leading policing. We believe the best way to achieve that is to have open recruitment from a wide talent pool, national standards set by the professional body and local decision-making that reflects the needs of the force and the local community. I realise that we have gone past 10 pm, but I hope that the noble Earl will be content to withdraw his amendment.

[Earl Attlee]

My Lords, this debate has exceeded all my expectations. There have been few times in your Lordships’ House when I have tabled an amendment that has been as effective. I will read what my noble friend the Minister has said with great care, but I suspect that I will not be surprised.

On one condition, I will not only withdraw my amendment but will not return to the issue—although other noble Lords may want to return to their issues. The condition is this: the Minister has an excellent Bill team manager—I know that because he has worked with me and with the Chief Whip—and I would like him to cut out this debate from Hansard and put it in the Policing Minister’s red box and the Home Secretary’s red box. The speeches from the noble Lords, Lord Dear, Lord Blair, and Lord Condon, were very serious and said that we are going in the wrong direction on this problem—that will come to bite us eventually. I believe that the Home Secretary needs to do something about this, and to listen to the warnings from the noble Lord, Lord Dear. I thank all noble Lords who contributed to this debate and beg leave to withdraw my amendment.

Amendment 176 withdrawn.