Welcome to Hampshire Constabulary

1. Welcome to Hampshire Constabulary New Joiner

2. Welcome fromChief Constable Andy Marsh I am delighted to welcome you in your new position with the Hampshire Constabulary. I believe that to deliver a first class policing service to the citizens across our two counties we must do so as ‘One Team.’ Every police officer, member of police staff, special constable and volunteer has a vital role to play in delivering success. The roles performed by police staff have seen significant change over recent years and I believe those changes will continue. Opportunity for training and development across a broad spectrum of frontline and support roles has never been greater. I am fully committed to providing you with a supportive working environment in which you can fulfil your potential. I would be very pleased to receive any feedback on your experiences as you settle in to your new role. Yours sincerely Andy Marsh Chief Constable

3. Chief Office Group Structure

5. Statement of Purpose & Values Hampshire Constabulary want to make Hampshire and the Isle of Wight safer places in which to live, to work, to visit, to grow up, and to grow old. Hampshire Constabulary is committed to: • Upholding the law fairly but firmly; • To preventing crime; • To pursuing and bringing to justice those who break the law; • To keeping the Queen’s Peace; • To protecting, helping and reassuring and to be seen to do all this with integrity, common sense and sound judgement.

6. Values We aim to secure the trust and confidence of our communities by demonstrating our core values and upholding the highest standards. In everything we do, we CARE:Common sense and sound judgementAct with integrity, courage and compassionRespect people and keep our promisesExperiences are used to learn and improve

7. Statement of commitment to equality and fairness We believe that the members of the communities we serve and all those who contribute to the work of the police service have the right to be treated with dignity and respect. We recognise that fair treatment for all, both the public and our colleagues alike, is the cornerstone of policing by consent. We are committed to valuing and supporting our people and will seek to eliminate all forms of harassment and unfair bias. We will be flexible and adaptable in promoting policies, which help to realise the full potential of our diverse workforce. We will strive to sustain public confidence by demonstrating fairness, tolerance and understanding in our dealings with all sections of the community. We will police with integrity and with respect for the rights of the individual. In support of these objectives we will seek to develop a workforce which reflects the communities we serve.

8. Statement of Commitment to Equality and Fairness The aim of this policy is to help achieve a workforce which reflects the diversity within our communities at all levels in the organisation.   A commitment to achieving diversity ensures that we: • use staff efficiently and effectively to deliver a high quality service based on equality of opportunity; • ensure staff are able to contribute a diverse range of skills and experience to the organisation and realise their full potential, improving motivation and performance; • attract quality applicants and  retain quality members of staff to meet the diverse requirements of the services we provide; • have a culture where prejudice and discrimination are not tolerated; • break down barriers that lead to potential discrimination and nurtureco-operation; • avoid the costs of unfair treatment and discrimination.

9. Statement of Commitment to Equality and Fairness We will also comply with any subsequent discrimination legislation or statutory regulations. In addition we will comply with the various Codes of Practice dealing with the promotion of diversity and the elimination of discrimination. Our policies and practices will reflect our objectives to eliminate discrimination, promote equality of opportunity and promote good relations between all staff. We recognise that staff are key in delivering the policy and we will work to ensure that no member of staff or applicant will be disadvantaged on the grounds of their gender, age, race, ethnic origin, nationality, disability, religious belief, sexual orientation, transsexual or transgender status, by conditions or requirements which cannot be shown to be justifiable.

10. Statement of Commitment to Equality and Fairness We will develop and monitor our procedures and practice in line with this policy to address any detriment in relation to: Age: Discrimination on the grounds of age that is not justifiable is likely to be to the detriment of the organisation as it will not benefit from the talent and experience that people of various age groups can contribute. We will not make assumptions about commitment, motivation, maturity or suitability on the basis of age. We will adopt good practical policies with respect to older and younger people and eliminate unjustified age-related criteria from all aspects of employment and development opportunities. We will also make reasonable efforts to accommodate the needs of staff with caring responsibilities of an elderly person or children.

11. Statement of Commitment to Equality and Fairness Disability: We will adopt measures to increase the employment opportunities for people with disabilities and to enable staff who develop a disability to remain in their substantive post, wherever possible, by making reasonable adjustments. Where this is not possible, we will aim to redeploy staff into another suitable role. We will continue to remove barriers that may prevent a person with a disability from achieving their full potential. We will also make reasonable efforts to accommodate the needs of staff with caring responsibilities of a disabled person. Race: We are fully committed to eliminating discrimination, prejudice and intolerance on grounds of race or ethnic background. Our policy aims to achieve diversity in employment by the use of positive action measures to encourage people from minority ethnic backgrounds to apply for positions within the Constabulary. We will also develop measures to ensure that any perceived or actual barriers that prevent people from ethnic minority backgrounds achieving their full potential are identified and addressed.  

12. Statement of Commitment to Equality and Fairness Religious Beliefs: We will make all reasonable efforts to accommodate the religious needs of all our staff so far as is reasonably practicable, taking account of the circumstances and the operational requirements and efficiency of the Constabulary. No person will receive less favourable treatment on the grounds of their faith or religious belief. Gender: Women are generally under-represented as Police Officers, at senior levels of management, and in certain types of work.  We aim to identify and remove barriers that prevent women from realising their career potential. In addition, we are committed to developing and maintaining the good practices that encourage and enable women to return to work. Transgender: We will ensure that transgender people are treated fairly in their recruitment, deployment and development. Individual needs, including requests for practical or emotional support, will be met wherever possible.  We will also ensure fair treatment and support for current staff undergoing the gender reassignment process.

13. Statement of Commitment to Equality and Fairness Sexual Orientation: We believe that no-one should be discriminated against on grounds of their sexual orientation (or perceived sexual orientation), or their association with a person who identifies as LGB, and that this should be reflected in our recruitment and employment practices. We wish to encourage an environment where people feel safe to disclose their sexual orientation, although we respect the fact that the decision to disclose sexual orientation to others is ultimately a personal one. Harassment and bullying: We believe that every member of staff has the right to be treated with dignity and respect as an individual, within an environment which supports them. Harassment is defined as unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading humiliating or offensive environment for them. Bullying is defined as offensive, intimidating malicious or insulting behaviour and the misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient. We seek to eliminate harassment and victimisation by encouraging staff to report any incidents and by providing fair procedures to enable incidents to be investigated and addressed. All staff, and particularly those with supervisory responsibilities, have a duty to challenge and eliminate harassment and to ensure that no-one is subject to victimisation in the workplace.

14. Data Protection What is Data Protection? • The Data Protection Act 1998 together with the Computer Misuse Act 1990 affects every member of the Hampshire Constabulary, including police staff, police officers and the special constabulary • The purpose of the Data Protection Act is to regulate the use of processed information about people. The Act places an obligation on those who use and record personal data. The Act sets out 8 principles which establish enforceable standards for obtaining, holding, using or disclosing information as well as requiring appropriate security. The Computer Misuse Act introduces the power to prosecute individuals who deliberately and without authority, access and/or misuse computer systems • The Hampshire Constabulary recognises the sensitivity of personal information and its duty in respect of data held by the Force, our main purpose for holding data is to prevent and detect crime; apprehend and prosecute offenders; protection of life and property; maintenance of law and order, and rendering assistance to the public in accordance with force policies

15. Data Protection The Data Protection Principles 1998: • Obtained and processed fairly and lawfully; • To be held only for lawful purposes and not processed in a manner incompatible with the purpose; • Be adequate, relevant and not excessive in relation to the purpose for which it is held; • Accurate and where necessary kept up to date; • Not kept longer than is necessary; • Processed in accordance with the rights of the Data Subject; • Appropriate technical and organisational security against unauthorised or unlawful processing of personal data; • Not to transfer data to countries or territories outside the EEA unless they ensure adequate levels of protection.

16. Data Protection Your responsibilities: • You may only access, use and disclose data from police systems for official police purposes only; • Stick to the Data Protection Principles; • Ensure Confidentiality of all data; • Maintain accuracy of the data you enter into computers; • Comply with procedures for disclosing information. Remember you are liable with regards to these responsibilities - Ask if you are not sure.

17. Data Protection When it goes wrong: The most common breach is: personal data will not be used or disclosed in any manner incompatible with the policing purpose. If you make any check for personal reasons, or if you do a friend a favour by checking a vehicle number or a conviction record, both you and your friend may be committing a criminal offence and you will be risking your job. We value our staff don’t put your job at risk.

18. Data Protection Do’s and Don’ts: Do… • Think about the principles of the Data Protection Act; • Think about accuracy and quality of information; • Review information for relevance; • Keep records up to date; • Be careful to whom you divulge information; • Ensure that disclosure is lawful; • Dispose of classified waste in accordance with force policy; • Contact the Data Protection Team for advice.

19. Data Protection Do’s and Don’ts: Don’t… • Use police held data or systems for personal reasons; • Hold data for longer than is necessary; • Browse systems for a non-policing purpose; • Leave terminals active and unattended; • Disclose your logon PIN to anyone.

20. Freedom of Information (FOI) The FOI Team is based at PHQ and deals with hundreds of requests for information under the Act every year. One of the key features of Freedom of Information is that any disclosure is made into the public domain (and not just to the individual asking for the information) and is then published on the force’s website. It is essential that requests for information under FOI are forwarded to the FOI Team immediately upon receipt since the force has a legal deadline of only 20 working days within which to determine if the information is held, locate and retrieve it and then supply it, subject to the application of any relevant exemptions.

21. Employee Support Helpline This is a free, confidential telephone service for all staff, i.e. Police Officers, Police Staff, Special constables - and their families. The service is provided to the Constabulary by an external organisation with many years experience of running such programmes. It is available 24 hours a day, 7 days a week on 0800 247 1106. Management referral and advice: As a manager or supervisoryou can call the helpline to receive advice on how to support your staff, how to deal with a difficult situation or refer a member of staff for help or advice?  Call the helpline number in confidence on 0800 247 1106 and speak to a trained professional 24 hours a day, 7 days a week.

22. Employee Support Helpline To refer someone to the helpline you must first have their consent that they are happy for you to do this. A conversation with the individual is sufficient, this must be documented. To make the referral telephone the helpline on 0800 247 1106 and ask to speak with a counsellor.

23. Welfare The role of the Welfare Officer is to meet and promote the welfare of all: • Police Staff and their dependants; • All serving police officers and their dependants; • Pensioners and widows of the Constabulary; • All pensioners of other Forces who reside within Hampshire and the Isle of Wight. Hampshire Constabulary has a strong commitment to the well-being of its staff and the Welfare Department exists to support that commitment. The Welfare Office is situated in Hollyleigh House, Netley. Ext: 71-2222 The Constabulary also has a Welfare fund available to all staff who contribute towards it. The cost is £1 a month which is deducted from your salary. If you wish to contribute to the fund, this will entitle you to emergency grants and / or loans depending on your circumstances and sickness gifts. You’ll need to complete an AD30 if you wish to contribute to the fund.

24. Occupational Health & Wellbeing Occupational Health is an impartial service whose role is to advise managers on how to promote, protect and maintain the health and safety of employees. Occupational Health can provide advice regarding fitness for work to managers and staff. The advice is intended to assist employees in remaining at work or to regain their good health and return to work as soon as their recovery allows. Benefits for managers: • Advice on the Equality Act and ‘reasonable adjustments’; • Information on return to work plans and rehabilitation; • Providing an approximate return to work date for someone currently absent; • Providing an opinion of whether absences are due to an underlying medical condition; • Assist with advice surrounding mental health issues i.e. depression or work related stress.

25. Occupational Health & Wellbeing There’s more to life than work so aim to be as fit and healthy when you go home as you were when you came to work. You are joining an organisation which cares about your health, safety and well being but it expects you to play your part. Health and safety is not one sided – you have a duty to look after yourself and to co-operate with your manager or supervisor to help them meet their duties under the law. If you see something is not right then report it or do something about it. OHWST is always ready to help, or give advice, but remember it is principally your manager/supervisor (and you) who have responsibility for your health and safety, so discuss matters with him/her first. An Accident at work form must be completed if staff are injured at work or involved in a ‘near miss’ (This form is found on the Intranet Home page on the left of the page under ‘useful tools’ ‘reporting Accidents at work’) OHWST Ext: 71-2101

26. Occupational Health & Wellbeing Display Screen Equipment: The use of display screens can cause symptoms known as work related upper limb disorders. If left unchecked, this can result in permanent disabilities. Where the user identifies that they are suffering from pins and needles in their finger tips, aches / pains in their wrists, forearms or neck on a regular basis, then these are the initial signs of these disorders. Poor posture is the cause, for example; the user drops their wrist onto the desk when typing, the user is left handed and is having difficulty in using a standard right handed keyboard or mouse, they have poor adjustment of the chair or screen, or their desk is too low or too high. To prevent further discomfort or disabilities, staff with the above identified problems, should be referred to Health Safety Team. They will then arrange to undertake a secondary assessment at their work station. It should be ensured that users get adequate rest breaks, at least five minutes every hour, from the computer.

27. Occupational Health & Wellbeing Eyesight Tests and Glasses: Hampshire Constabulary is obliged to provide an eye test if a police officer or member of staff requests an eyesight test. The force is changing the way it funds eyesight tests and glasses if required for display screen equipment use or for certain specialist roles. The eligibility criteria for staff hasn’t changed. Hampshire Constabulary will meet this requirement though the SpecSavers eye care voucher scheme. Each voucher provides a full eye examination at any SpecSavers opticians. Should it be identified that glasses are required solely and specifically for DSE use; the voucher will also entitle staff to a pair of glasses from the £45 range, or alternatively allow up to £45 as an upgrade to other frame ranges. Staff should request eyesight vouchers from Employee Self Service.

28. Professional Standards (PSD) Public confidence in the police depends on police staff demonstrating the highest level of personal professional standards of behaviour. Honesty and Integrity: • Police staff are honest, act with integrity and do not compromise or abuse their position; • Police staff do not knowingly make any false, misleading or inaccurate oral or written statements or entries in any record or document kept or made in connection with any police activity; • Police staff never accept any gift or gratuity that could compromise their impartiality; • Police staff never use their position or force identification card to gain an unauthorised advantage (financial or otherwise) that could give rise to the impression that the individual is abusing his or her position.

29. Professional Standards (PSD) Authority, Respect and Courtesy: • Police staff act with self-control and tolerance, treating members of the public and colleagues with dignity, respect and courtesy; • Police staff do not abuse their powers or authority and respect the rights of all individuals; • Police staff do not harass or bully colleagues or members of the public; • Police staff do not, under any circumstances inflict, instigate or tolerate any act of inhuman or degrading treatment; • Police staff, recognise that some individuals who come into contact with the police, such as victims, witnesses or suspects, may be vulnerable and therefore may require additional support and assistance; • Police staff use appropriate language and behaviour in their dealings with their colleagues and the public. They do not deliberately use any language or behave in a way that is offensive or is likely to cause offence.

30. Professional Standards (PSD) Equality and Diversity: • Police staff act with fairness and impartiality. They do not discriminate unlawfully or unfairly; • Police staff respect all individuals and their traditions, beliefs and lifestyles provided that such are compatible with the rule of law. In particular police staff do not discriminate unlawfully or unfairly when exercising any of their roles, discretion or authority; • Police staff pay due regard to the need to eliminate unlawful discrimination and promote equality of opportunity and good relations between persons of different groups; • Supervisors and managers have a particular responsibility to support the promotion of equality and by their actions to set a positive example.

31. Professional Standards (PSD) Instructions: • Police staff only give and carry out reasonable instructions; • Police staff follow all reasonable instructions and abide by force policies; • Police staff do not give or carry out instructions which an individual would conclude were unreasonable; • Police staff, to the best of their ability, support their colleagues in their work; • Police staff abide by terms and conditions of employment.

32. Professional Standards (PSD) Work and Responsibilities: • Police staff are diligent in the exercise of their work and responsibilities; • Police staff do not knowingly neglect their work or responsibilities; • Police staff ensure that accurate records are kept of the exercise of their work and powers as required by relevant legislation, force policies and procedures. Confidentiality: • Police staff treat information with respect and access or disclose it only in the proper course of their work; • Police staff do not provide information to third parties who are not entitled to it.

33. Professional Standards (PSD) Fitness for Work: • Police staff when at work are fit to carry out their duties; • Police staff do not make themselves unfit or impaired for work as a result of drinking alcohol, using a substance for non-medical purposes or intentionally misusing a prescription drug; • Police staff with a drink or drugs misuse problem will be supported if they demonstrate an intention to address the problem and take steps to overcome it. However, the use of illegal drugs will not be condoned; • Police staff who are aware of any health concerns that may impair their ability to perform their work shouldseek guidance from the occupational health department or line manager and if appropriate reasonable adjustments can be made.

34. Professional Standards (PSD) Discreditable Conduct: • Police staff behave in a manner which does not discredit the police service or undermine public confidence in the police service; • Police staff report any caution or conviction against them for a criminal offence; • Police staff do not purchase or consume alcohol when performing theirduties, unless specifically authorised to do so or it becomes necessary for the proper discharge of a particular police function; • Police staff when at work whether in uniform or not, display a positive image of the police service in the standard of their appearance which is appropriate to their individual role.

35. Professional Standards (PSD) Challenging and Reporting Improper Conduct: • Police staff report, challenge or take action against the conduct of colleagues which have fallen below the standards of professional behaviour expected; • Police staff are expected to uphold the standards of professional behaviour in the police service by taking appropriate action if they come across the conduct of a colleague which has fallen below these standards. They never ignore such conduct; • Police staff who in the circumstances feel they cannot challenge a colleague directly, for example if they are in a more junior role and are not confident, report their concerns, preferably to a line manager; • Police staff will be supported by the police service if they report conduct by an individual which has fallen below the standards expected unless such a report is found to be malicious or otherwise made in bad faith.

36. Staff Support Services Family Care Support: Information and advice can be offered on; maternity, paternity or adoption leave, flexible working, childcare options, childcare vouchers, child tax credits and early years education funding, as well as local support services for carers and how we can help you manage your caring responsibilities. Contact: Julie Fisher 71-2265 Christian Police Association: The Christian Police Association (CPA) has existed for over 125 years as a nationwide evangelical ministry to the UK’s police services. Contact: CHRISTIAN POLICE ASSOCIATION Mailbox

37. Staff Support Services Hampshire Black Police Association: The HBPA was established in 1999 as a support group for visible minority ethnic staff. It does not supersede other staff associations but works with them and the Constabulary to support black and minority ethnic colleagues. Contact: HBPA Mailbox Hampshire Lesbian, Gay, Bisexual & Transgender Resource Group: The HLGBT resource group was officially launched on 27 October 2003 and some of its objectives are: • To support staff who are in conflict with other staff with regards to their sexual orientation and to act as a resource for supervisors who are experiencing issues regarding sexual orientation with their staff • To act as a confidential resource for supervisors who have had homophobic cases referred to them Contact: LGBT RESOURCE GROUP Mailbox

38. Staff Support Services Health, Safety & Welfare Unit: The unit provides a range of support services for all staff as part of the Constabulary’s commitment to the well being of all staff. Contact: 71-2101 Police Link Officers for Deaf People (PLOD): Police Link Officers for Deaf people was set up in 1999, with the aim of providing equal access to the Police for people who are Deaf, Deafblind, deafened or hard of Hearing. Contact: PLOD Mailbox

39. Staff Support Services UNISON: Unison is the only recognised trade union for Police staff working for Hampshire & Isle of Wight police. Unison provides support to its members in the workplace and can offer guidance and advice on a number of matters. It can assist its members who are involved in grievance or disciplinary cases by helping to prepare a case and representing the member at meetings and hearings. The union is consulted about changes to Force policy and procedures where they impact on police staff terms and conditions of work and meet regularly with ACPO to discuss these and other issues that affect staff. Membership offers a number of benefits & discounts for its members and their families. Contact: Unison Mailbox

40. Staff Support Services Local Government Pension Scheme: Included in your appointment details was information about the choices and benefits available from the Local Government Pension Scheme. Until the Pension Services Section receives your completed Membership Option Form they will assume you wish to be in the scheme so please return the option form as quickly as possible to your Divisional Admin Officer or the Headquarters Personnel Department. Contact: Hampshire Constabulary Payroll dept on 79-2222 or the County Treasurer’s Superannuation Section on 01962 841841 Sports & Social Club: For a small monthly subscription you can get access to a range of member benefits and discounts from days out, hotels, holidays, shopping, sport, theatre, gift ideas, cinema to gym membership. For more details or to join: http://www.hpls.org/

41. Ranks & Insignia The Force is composed of nine Police ranks; their titles and badges (as worn on epaulettes) are shown here. Acting Inspectors and Sergeants have an ‘A’ above their insignia.

42. Phonetic Alphabet

43. Self Service Facility Most queries/services can be accessed through the Self Service facility on the intranet home page.

44. Welcome toHampshire Constabulary One last thing… Please ask if you are unsure.