Culture Change Case Study. A Performance Culture assessment of Wiltshire Police

Transcription

1 Culture Change Case Study A Performance Culture assessment of Wiltshire Police

2 Outline of the problem and what led us to the review methodology, findings and recommendations Next steps learning points and suggestions Changing a culture how this review complimented wider Question and answer ACC Kier Pritchard Chris McMullin Head of Business Improvement

3 Where were we in 2012? Leadership style Staff under pressure Dysfunctional leadership teams Disconnected Chief Officer team Parent Child relationship Insights tools

4 Where were we in 2012? Leadership style Staff under pressure Dysfunctional leadership teams Disconnected Chief Officer team Parent Child relationship Insights tools

5 What led us to carrying out this review? Growing local evidence National questioning of Police targets Changing mindset Other industries building evidence onhs, Private industry etc

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7 Root and Branch review of the Performance Culture within Wiltshire Police To what extent does perverse behaviour and gaming exist within Wiltshire Police?

8 What were the objectives of the review? Understand journey of messages Find out if targets are meaningful Assess behaviours Objectives Identify if the culture is target driven Understand impact on front line Ensure products are fit for purpose

9 How did we conduct the review? Focusing on all ranks/grades: o Local Policing o Contact Management o Protective Services Focus groups, field based research, listening to staff, online survey to all staff, 121 interviews National research and support Working group with Police and Crime Panel

10 What were the key findings? Inconsistent communication below Superintendent Numerous examples from response function of perverse targets Staff continue to be set targets Perception of call handlers wanting to get rid of calls to meet targets Previous pressure regarding detections Culture is changing and takes time

11 Quotes from our staff

12 What happened next? Four themes Performance Framework 11 Recommendations People Strategy People Development Communication

13 What happened next? Performance Framework Answering the question: How does Wiltshire Police manage performance?

14 What happened next? Performance Framework Frontline Police and Crime Panel

15 How did we communicate this review? Internal Newsletters Chief Officer Blogs

16 Key things we learned Understanding the importance of customer service Performance is more about understanding how well something has happened Success is based on trust, empowerment and leadership, supported by products Don t just remove targets and expect behaviours to Get strategic support and by-in takes time

17 Fundamental Enablers People Strategy Lays out our continued commitment and dedication to our most valuable asset our people

18 Ideal environment Underpinned by the values and behaviours and the Code of Ethics

19 What is our aspirationalculture? Just imagine... Values based leadership A progressive people strategy Empowerment and trust Investment in leaders An enabling environment Underpinned by a healthy performance culture

20 Leadership Development Role Models Associates Sgt and Inspector programmes Ethics and Standards Senior Managers Forum Back to floor days Developing Leaders Programme Coaching and Mentoring Colour works

21 Re-assessment of organisation

22 Final thoughts Continually test the culture More sophisticated picture of demand Planning for the end of this year Focus on threat, harm and risk

23 Any questions?