1.0

Community Safety Accreditation Scheme

1.1

The Chief Constable of Hampshire Constabulary, for the purposes of

a) contributing to community safety and security; and

b) combating crime and disorder, public nuisance and other forms of anti-social behaviour,

does herewith establish and maintain this scheme, in order that some powers normally available to constables, may be conferred on persons accredited under the scheme.  Those persons shall be Accredited Community Safety Officers (ACSOs).

1.2

Upon application, the Chief Constable will grant accreditation to a person, provided he is satisfied that:
 

a) the person's employer is a fit and proper person to supervise the carrying out of the functions for the purposes of which the accreditation is to be granted;  (See 2., below)

(b) the person himself is a suitable person to exercise the powers that will be conferred on him by virtue of the accreditation; (See 3., below)

(c) the person is capable of effectively carrying out the functions for the purposes of which those powers are to be conferred on him; and (See 4., below)

(d) the person has received adequate training for the exercise of those powers. (See 4., below)
 

In deciding whether or not to accredit, the Chief Constable will have regard to recommendations made by the BCU Commander for the area in which the Accredited Community Safety Officers (ACSO) will be employed, or to recommendations made by Chief Superintendent, Community Safety Department in respect of ACSOs who may be employed across BCU Boundaries.  
 

1.3

This scheme also contains requirements for making arrangements with employers of accredited persons so that those employers will supervise accredited persons in the exercise of conferred powers (see 5., below) and to ensure satisfactory arrangements exist for handling complaints against accredited persons relative to the exercise of their conferred powers. (See 6., below)
 

1.4

An application for accreditation will be made by an employer in two parts.   The first part will give the general provisions for selecting, training and supervising ACSOs, and for maintaining a system for dealing with complaints, in accordance with paragraphs 2.0 to 6.0 below, and will confirm that the employer is a fit and proper person to supervise the carrying out of the functions for the purposes of which the accreditation is to be granted.  Advice and assistance may be obtained from the BCU Commander or from Chief Inspector, Community Safety Dept.  The second part will be an application for an individual and will demonstrate that they are suitable, capable and have received adequate training, under the terms of the first part of the application. 
 

1.5

No fees will be collected by the Chief Constable in respect of considering an application or granting accreditation, nor for pre-employment vetting of proposed ACSOs
 

2.0

Suitability of Employers
 

The Chief Constable considers that the Hampshire County Council and the Unitary and District Authorities in the Force area or are fit and proper persons to supervise the carrying out of the functions.  Other large private or public sector employers with current “Charter Mark” or “Investors in People” awards are also considered as fit and proper persons.  Smaller companies, public bodies, and voluntary sector employers who do not have such awards will be asked to provide documentation to demonstrate that they have policies in relation to equal opportunities, health and safety, racial equality/diversity/fair service provision, and staff appraisal.
 

3.0

Pre-accreditation vetting
 

3.1

Those working in the community safety and security sector are likely to qualify for a standard criminal records check as they will often be working in the course of their normal duties with children and vulnerable persons. 
 

3.2

When seeking accreditation, applicants fall under the exception to the Rehabilitation of Offenders Act 1974 Order (1975 no.1023) Schedule 1, Part II, paragraph 6,

“…persons employed for the purposes of, or to assist the constables of, a police force established under any enactment”.

A standard check through the Criminal Records Bureau will reveal both current and spent criminal convictions held on the PNC.   The employee must agree to the standard check and sign the application form (Appendix A) to indicate his/her agreement.  
 

3.3

Once a standard disclosure has been provided a decision will be made on whether any convictions or cautions revealed in it should bar an employee from being accredited.  The Chief Constable is aware that an Accredited Person, whether exercising powers or not, will have an enhanced status and will be in a position of trust in the community.  A high standard is expected,  and the Chief Constable will  apply the standard on criminal convictions used for police staff.  An extract from the Home Office guidance is included at Appendix B. 

4.0

Training and assessment 

4.1

An ACSO must be capable of effectively carrying out the functions for which he or she is seeking accreditation.  The employer has a role here in ensuring that the employees put forward are physically capable and that in their opinion they have the necessary personal qualities.  One aspect of capability is the training provided to the employee. 
 

4.2

Employees seeking accreditation should have had training that covers these topics:

§         Roles and Responsibilities (including code of conduct)
§         Basic Legal Knowledge (including citizens arrest, human rights, legislation relevant to role).
§         Specific to powers sought under Schedule 5 of the Police Reform Act.
§         Communication skills (should include conflict management, assertiveness, and use of any communication equipment such as phones or radios).
§         Reports (should cover when to make records of incidents, recording and reporting procedures, use of notebooks)
§         Health and Safety (including personal safety, risk assessment and actions to take, and basic first aid)
§         Diversity/Community and Race Relations (covering diversity awareness, fairness, prejudice and stereotyping, anti-discriminatory practice, Equal Opportunities, Race Relations and Disability Discrimination Acts).
 

4.3

Some form of assessment or knowledge check must be included in any training.
 

4.4

Information on the training received will form part of the application for accreditation.  
 

4.5

The Chief Constable recommends that a record of training should be maintained by the employer for each ACSO, and that such a record should show:

§         Course title
§         Tutor name and qualification
§         Dates employee attended
§         Syllabus and details of topics covered
§         Copy of any certificate awarded 

5.0

Management and supervision
 

5.0

Supervision of the exercise of powers by ACSOs is essential.  Employers are required to demonstrate the means by which this will be accomplished.  
 

5.1

Whether or not the supervisor is accredited, he or she must be trained in the use of powers.
 

5.2

Supervision will extend to documents produced in the course of the use of powers to ensure that the powers have been used properly and that the documents have been completed to a satisfactory standard. 
 

 5.3

Some on-street supervision will be required.  Employers must describe how that supervision will be accomplished, including frequency.

5.4

Records must be kept of the use of powers by accredited persons.
 

6.0

Complaints
 

6.1

Employers must show that they deal effectively with complaints and take action to address identified failures.  The minimum criteria for a acceptable complaints procedure are:
 

1.

The existence of a Code of Conduct for employees, which is familiar to them;
 

2.

The existence of a published, accessible and easy to use, complaints procedure.  It should include a commitment to deal with complaints within a specific time limit whenever possible.  Some complaints will relate to legal process, (for example persons disputing the evidence against them on receipt of a Fixed Penalty Notice) and will question the legality of that process.

Other complaints will relate to alleged misconduct of ACSOs.  The complaints procedure should detail the manner in which all types of complaints will be dealt with, resolving any conflicts which might arise from the investigation of a complaint allied to other proceedings;
 

3.

That guidance and training are given to staff in handling and recording complaints; and
 

4.

That records of complaints and the action taken to deal with them are maintained. 
 

6.2

In every case where misconduct of an ACSO is proven, the employer will inform the Chief Constable by providing a written summary of the allegation and circumstances and of any sanctions and with details of previous misconduct.   The Chief Constable will review the accreditation and may revoke it depending upon the gravity or the number of instances of the misconduct. 
 

6.3

Normally, complaints made to the police about the conduct of ACSOs will be referred to the employer, and for that reason, the employer will nominate a contact who will receive and act upon those details.  The exception will be when the complaint amounts to an allegation of criminal behaviour, in which case a police investigation will ensue.