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Developingvolunteering:DevonandCornwallPolice
SuptMattLawler
DevonandCornwallPolice
NationalCitizensinPolicingSummit
21st July2016
Anhonestself-assessmentandadesiretoachievesustainablechange
DevonandCornwallPoliceVolunteers
• Directed,trainedorcontrolledbytheForce:581 Special Constables 539 Police Volunteers500 Speed Watch Volunteers250 Police Cadets24 Police Chaplains
• EngagedwithandsupportedbytheForce:
500 Street Pastors, 500 NHW schemes
• Holdpolicetoaccountorassistinthedesignofservices:Independent Advisors
Ourchallenge
• Quality v Quantity debate• Separation / Integration• Culture and Leadership challenges• Infrastructure• Training• Inflexible mindset• Vision and value
• Lack of a longer-term strategy
Ourapproach
• Initial Gold Group • Review induction and Specials training processes• Academic support – Institute of Public Safety Crime and Justice• PCC engagement• Investment in infrastructure• Strategic leadership – Transforming Volunteering Board
• Developed CiP strategy
DevonandCornwallstrategy
Enhancing citizens working within policing, and voluntary activity that supports policing
• All volunteers are embedded as an integral part of the team• Feel valued, and add value• Are representative of our communities, bringing new depth
to our service• Support engagement and community connection through
active citizenship• Increase the 5C’s
Community resilience Community engagement
Victim care and supporting the
vulnerable
Crime Prevention and Investigation
Public safety
Outcomes
• A progressive culture that encourages innovation and improvement.• Volunteers are effectively recruited, led, and supported.• Skills and knowledge are recognised, utilized and enhanced.• Duty planning, tasking and deployment is effective• Increased connection with the voluntary sector partners is achieved that increases
support to policing, and reduces demand.
Action
• PCC and Crime Panel investment• National recruitment for senior coordinator• Initially centrally managed infrastructure/support• Mapping geographic and organisational need• Building volunteers into the organisational resourcing plan• Future localised recruitment and ownership• Challenge our processes / pace• Mentoring and coaching• Ongoing academic work - skills and cultural audit• Celebrate success
Workinprogress
• Taking a longer term view• Sustainable commitment and investment• Applying values based leadership to cultural change• Mindset is changing enabling volunteering in new areas of business• Maintain balance with a clear organisational need• Specials / Police Volunteers – different ?• Police and Crime Bill opportunities
Recognisingthat
volunteering does not mean ‘amateur’it’s not ‘free’
but it is at the heart of improving police legitimacy and quality of service
