NOT PROTECTIVELY MARKED. Disability and Recruitment Procedure December 2008 FORCE PROCEDURES. Disability and Recruitment

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1 FORCE PROCEDURES Disability and Recruitment Procedure Reference Number: Procedure Author: Diane Hall Procedure Review Date: December 2009 At the time of ratifying this procedure, the author is satisfied that this document complied with relevant legislation and Force requirements. Sign and date (Author(s)) Version 4 NOT PROTECTIVELY MARKED 1

2 Procedure Index ELECTRONIC NAVIGATION: - move the cursor over the page number in the index or blue underlined text until a hand appears. Click the left mouse button once and it will jump to the specified part of the document. 1. Responsibilities Guidance Advertising Applications Short Listing Interviews and Assessments... 4 Police Staff and Serving Officers... 4 Student Officers... 5 PCSOs Appointments... 6 Police Staff and Serving Officers... 6 Student Officers and PCSOs Procedure Aim Principles and Scope of the Procedure Aim of the Procedure Appeals Review... 8 Appendix Appendix Version 4 NOT PROTECTIVELY MARKED 2

3 1. Responsibilities 1.1 The Recruitment team will ensure that: All vacancies are advertised in a fair and effective manner Requests for applications forms and information in alternative formats are issued promptly. All applicants declaring themselves as having a disability are offered the support services of the Representative Work Force team. All applicants that declare themselves as having a disability and meet the minimum requirements of the vacancy are guaranteed to be invited for an interview All customer information requests are dealt with in a quality focused manner. All force recruitment literature and electronic sites contain an equality and diversity statement. Line Managers are provided early notification if an individual requires reasonable adjustments to be made as part of their initial employment. 1.2 Individuals should: Ensure they only apply for vacancies for which they are entitled to apply for and hold the necessary qualifications and experience. Declare themselves as having a disability on their application form to ensure that the services offered by the force can be made available to them. Provide early notification if they cannot attend for an interview or wish to withdraw their application at any stage. Advise of any changes in circumstances that may affect their application. Assist the force by identifying at the earliest opportunity of any reasonable adjustments they may require during the recruitment process. 1.3 Line Managers have a responsibility to: Ensure all applicants are treated equally irrespective of whether they are disabled. Provide constructive feedback to candidates when requested to do so following interview panels. Ensure that any requests for reasonable adjustments for candidates are considered and reasons given if not made. 2. Guidance 2.1 Advertising Click Here to Return to Index The Recruitment team revisits the role profile before placing an advert to ensure that the qualifications and experience do not discriminate against applicants e.g. the Version 4 NOT PROTECTIVELY MARKED 3

4 need for a full driving licence could be amended to have the ability to travel around the force area Cheshire Constabulary will promote to disabled applicants that they are a Disability Symbol (Two Ticks) employer by ensuring the award logo is displayed on the force s job opportunities section of the website and as part of all external press adverts. See Appendix 2 for further information on the scheme. 2.2 Applications All application forms (both internal and external) provide the opportunity for applicants to declare if they consider themselves to have a disability and to specify any particular arrangements they would want putting in place to support them All received applications are monitored for equal opportunities purposes and for those where an individual has declared themselves as having a disability they are referred to the Representative Workforce team The Representative Workforce team contact any applicants referred to them to ascertain what, if any support they offer to the individual. 2.3 Short Listing The force s recruitment procedure for police staff and serving police officers requires line managers to anonymously short list all application forms. This means that their decision is based only on the information provided by the applicant about their qualifications, experience and evidence of competence for each behaviour area all personal information for the applicant is retained by the recruitment unit The Recruitment team quality assures all police staff vacancy files on return from short listing. As part of this process the results for any disabled applicants are reviewed and if they have not been short listed but met the minimum criteria for the role (i.e. have the required qualification and/or experience) they will be offered a guaranteed interview even though the appointing manager had not selected them Any applicants wanting to be a Student Officer or PCSO who declare themselves as having a disability will be progressed to the assessment stage provided they meet the minimum criteria of the relevant paper sift The Representative Workforce team are advised of all individuals who have declared themselves as having a disability and have been successful at short listing / paper sifting so they can ascertain what, if any support they can offer to the individual. 2.4 Interviews and Assessments Police Staff and Serving Officers All police staff candidates that are invited for interview (either short listed or by guaranteed interview) are asked as part of their invitation letter to inform the Version 4 NOT PROTECTIVELY MARKED 4

5 Recruitment team of any particular arrangements that would be helpful for them at the interview The Recruitment team will be responsible for notifying the line manager of any request made by a candidate coming for interview and the line manager will be responsible for either ensuring the needs are addressed or notifying the Recruitment team if the need cannot be accommodated and the reasons why Line managers should make every effort to accommodate the needs identified by the candidate to ensure that the force meets its duty under the Disability Equality Scheme to Take steps to meet disabled people s needs, even if this requires more favourable treatment The Working with Disability procedure provides guidance for line managers on making reasonable adjustments The purpose of interview questions is to provide a candidate with an opportunity to evidence their suitability and competence in undertaking the role and this applies equally to disabled candidates It is important that all candidates are treated equally and that any questions asked can be asked equally of any applicant regardless of gender, ethnic origin, disability, religion, sexual orientation or age AND are specifically related to job requirements AND do not make use of assumptions based on the above different strands of diversity All candidates who attend for interview are entitled to receive feedback on their performance whether they are successful or otherwise. Where a disabled candidate was selected for interview but unsuccessful, it is the responsibility of the chair of the panel to ensure that the candidate is contacted to offer them feedback on their performance All suitable disabled candidates should be encouraged to re-apply in the future for other force vacancies. Student Officers Student Officer applicants who declare they have a disability are asked prior to booking their SEARCH assessment centre what adjustments they will require A decision is then made as to whether the individual can attend an in-force delivered event or whether it is more appropriate for them to attend a bespoke event provided by the National Police Improvement Agency (NPIA) e.g. for dyslexic candidates the NPIA run specific events which permit additional time or access to computer terminals dependant on the individuals needs. PCSOs PCSO applicants who declare they have a disability are asked prior to booking their local assessment what adjustments they will require. A decision is then made as to Version 4 NOT PROTECTIVELY MARKED 5

6 whether the individual can attend a standard in-force delivered event or whether a bespoke event is required. 2.5 Appointments Police Staff and Serving Officers The candidate at interview who has the highest panel score should be deemed to be successful - this applies whether the individual has a disability or not If the highest scoring candidate does have a disability, then the appointing line manager should ascertain from the individual what level of help or support they will need in order to be effective in the role The Working with Disability procedure provides guidance for line managers on making reasonable adjustments and support available The police staff appointment procedure for external individuals requires them to complete a medical questionnaire as a standard part of the recruitment process. The questionnaire is assessed by the force s Occupational Health Service provider who may ask to meet the person and suggest reasonable adjustments to be considered Where reasonable adjustments are suggested by the Occupational Health Service provider, the Recruitment team will notify the line manager and the local Human Resources Manager. The Working with Disability procedure provides guidance for line managers on making reasonable adjustments and support available. Student Officers and PCSOs All student officer and PCSO applicants are required to undertake a medical assessment by the forces Occupational Health Service provider to ascertain if they are fit for operational duties in accordance with Home Office guidelines. If there is any doubt the decision is referred to a Selected Medical Practitioner (SMP). The role of the SMP is to make an assessment of the individual s ability rather than their disability and to decide whether with adjustments they could be deemed fit for operational duty and whether there is any risk of premature ill health retirement Following the decision of the SMP the force will hold an Employment Panel to consider the advice given and make a final assessment as to whether the individual can be recruited or not The Home Office Guidance Disability and the Police outlines how the force should deal with disabled applicants in more detail. Click Here to Return to Index Version 4 NOT PROTECTIVELY MARKED 6

7 3. Procedure Aim 3.1 Principles and Scope of the Procedure This procedure applies to the recruitment of disabled people and is linked to the Resourcing objective in force s Human Resources Strategy, To recruit, promote, retain and deploy the right people in the right jobs at the right time, ensuring all legal, ethical, future planning and efficiency considerations are addressed. It also reflects domestic and European legislation, good practice and the organisational needs of the Constabulary This procedure has links to other existing force procedures Working with Disability and Recruitment & Selection for Police Staff The definition of Disability and reasonable adjustments are provided in Appendix As part of the force s Disability Equality Scheme Cheshire Constabulary has recruitment linked general duties to: - Promote equality of opportunity between disabled people and other people - Promote positive attitudes towards disabled people - Take steps to meet disabled people s needs, even if this requires more favourable treatment. 3.2 Aim of the Procedure Cheshire Constabulary is committed to employing a workforce that is representative of the community it serves and therefore is committed to increasing career opportunities for disabled people and recognises that positive steps must be taken if we are to attract and retain these individuals This procedure will apply equally to members of staff joining the Constabulary, as to existing employees who become disabled during the course of their career The procedure is written with an understanding of the requirement for recruitment and selection to be undertaken efficiently and effectively, delivering Best Value in terms of the people who are appointed and the processes which lead to their appointment. The selection and appointment of staff is a long-term investment and the associated policies and procedures should be viewed in that light. 4. Appeals Click Here to Return to Index 4.1 There is no appeal against the decisions made by a short listing panel, however the Resourcing Unit do quality assure the process to ensure that selection criteria are applied fairly and equitably to all applicants. If the quality assurance process detects any unfair treatment they will question the short listing decision with the chair of the panel. Version 4 NOT PROTECTIVELY MARKED 7

8 4.2 The decision of the interview panel is final and there is no appeal process for candidates under this procedure. 4.3 Candidates who have an offer of employment withdrawn can appeal in writing to the Head of Resourcing for the decision to be re-considered. If this appeal is unsuccessful they can make a final appeal to the Director of Human Resources to review their case - the decision from this appeal is final. 5. Review Click Here to Return to Index 5.1 Reviews will be conducted annually for this procedure with the first one been conducted as a desk top review and then in the second year as a full procedural review. 5.2 Each review will seek to consider: The procedure s effectiveness in the business area Changes to Legislation Challenges to the procedure Any identified inefficiencies in relation to implementation Impact on Diversity and Equality (High/Medium/Low on the Race Diversity Impact Assessment Template). Click Here to Return to Index Version 4 NOT PROTECTIVELY MARKED 8

9 Appendix 1 Definition of Disability A disability is defined as a physical or mental impairment which has a substantial and longterm effect on the ability to carry out normal day-to-day activities. An impairment can be physical, sensory or mental. A substantial and long-term effect reflects a condition that is more than trivial or minor, and which has lasted, or is expected to last, for more than 12 months. Normal day-to-day activities are defined as: Mobility Manual dexterity Physical co-ordination Continence Ability to lift, carry or move everyday objects Speech, hearing or eyesight Memory or ability to learn or understand Perception of the risk of physical danger If a condition has no effect on the ability to carry out normal day-to-day activities, it is not covered under the Disability Discrimination Act (DDA) (with the exception of disfigurement). Diagnosis does not automatically bring a member of staff within the definition of disabled. Some examples of disabilities are: Sensory impairments (hearing and vision) Heart conditions Musco-skeletal conditions affecting the limbs, hands, neck or back Progressive conditions such as Multiple Sclerosis, Parkinson s Disease, Aids and Cancer Recurring or fluctuating conditions such as arthritis Learning disabilities Mental health conditions that are clinically well recognised by a respected body of medical opinion Epilepsy Asthma Dyslexia Diabetes Facial or other disfigurement Some examples of conditions that are not classed as disabilities are: Addiction to or dependency on alcohol, nicotine or other substances (unless medically prescribed) Seasonal Allergic Rhinitis (Hayfever) Tendency to set fires Version 4 NOT PROTECTIVELY MARKED 9

10 Tendency to steal Tendency to physically or sexually abuse other people Exhibitionism Voyeurism Non-medical body piercing Tattoos Definition of Reasonable Adjustments The Disability Discrimination Act protects disabled staff from discrimination and requires employers to make reasonable adjustments in relation to the working environment. Reasonable adjustments are a way of levelling the playing field for people with disabilities. The duty of reasonable adjustment applies where any physical feature of the employer s premises, or any employment arrangements made by or on behalf of the employer, cause a substantial disadvantage to a disabled person compared to a non-disabled person. Employers will have discriminated if, in those circumstances, they fail to provide reasonable adjustment(s) and they cannot justify that failure. Version 4 NOT PROTECTIVELY MARKED 10

11 Appendix 2 Why Join the Disability Symbol Scheme? In an environment where it is increasingly difficult to find and keep skilled and motivated staff, employers are recognising that employing disabled people is a vital factor in making their business more efficient, productive and successful. Employers who use the disability symbol make certain commitments to employing, keeping and training disabled people and developing their careers. The commitments are the same for all employers who use the symbol, but the way you use them can fit in with your existing procedures and practices. We Commitment 1 Recruitment interviewing all disabled applicants who meet the minimum conditions for a job vacancy and considering them based on their abilities. Commitment 2 Consulting disabled employees making sure there is a system in place to discuss, at any time (but at least once a year), what you and they can do to make sure they can develop and use their abilities. Commitment 3 Keeping people who become disabled making every effort, when employees become disabled, to make sure they stay in employment. Commitment 4 Developing awareness taking action to make sure that all employees develop the appropriate level of understanding about the effects of being disabled needed to make your commitments work. Commitment 5 Reviewing progress and keeping people informed each year, reviewing the 5 commitments and what has been achieved, and planning ways to improve on them and let employees and us know about your progress and future plans. What are the 5 disability symbol commitments? Where can I use or display the symbol? You must display the symbol on all job advertisements (inside and outside the organisation), application forms, recruitment materials and staff communications. If you advertise vacancies on the internet, you should show the symbol. If you are not able to show the symbol, you should include a statement that lets people know you use it. Click Here to Return to Index Version 4 NOT PROTECTIVELY MARKED 11

12 Procedure Review Form Title: Disability and Recruitment Procedure Procedure Author: Diane Hall Tel. Ext.: 4025 Procedure approved by: Staff and Leadership Board Linked to Policy: Recruitment Selection (Police Staff) & Working with Disability Date Approved: 17/12/08 Procedure Review When was the procedure last reviewed? January 2002 Is this procedure still required? YES Could this procedure be NO consolidated with another? Does this procedure involve significant NO change to working practices that will have a resultant impact on service delivery, budget or operational risk? What forms are linked to this procedure? Ensure all forms included in the procedure are reviewed. If amendments are required to any forms contact the Force Forms Administrator within Design and Print. Has the procedure considered the following? What evidence is in the procedure to support this? Resource implications Yes Consideration has been given but there are no implications associated with this revised procedure Finance implications Yes Consideration has been given but there are no implications associated with this revised procedure IT Service implications Yes Consideration has been given but there are no implications associated with this revised procedure Policy Owner Sign Off I authorise this procedure for publication / I have forwarded the procedure to an ACPO member for consideration * Delete as appropriate Policy Owner: Signed Diane Hall Date: 17/12/08 ACPO Member Sign Off I authorise this procedure for publication / I do not authorise this procedure for publication * Delete as appropriate ACPO Member: Signed Date: Version 4 NOT PROTECTIVELY MARKED 12

13 List legislation relevant to the procedure: Procedure Human Rights Review Human Rights Compliance Assessment Has any of the legislation / case law changed since the last review? Has procedure changed since last review? RIPA / PACE / CPIA Other: Yes No If No to both questions then previous compliance test stands As a result of the application of the procedure, which Articles are likely to be infringed? 8 Respect for private and family life Yes 9 Freedom of thought, conscience and religion No 10 Freedom of expression No 11 Freedom of assembly and association No For each Article infringed, identify the legitimate aim(s) that justify the infringement: Legitimate Aim Article 8 Article 9 Article 10 Article 11 National Security N/A Public safety Economic wellbeing of country N/A N/A N/A Prevention of crime and disorder N/A Protection of public order N/A N/A N/A Territorial integrity N/A N/A N/A Protection of reputation and rights of others N/A N/A N/A Preventing disclosure of information received N/A N/A N/A in confidence Maintaining authority and impartiality of N/A N/A N/A judiciary Protection of health or morals Protection of rights and freedoms of others N/A Is the interference the least intrusive option to achieve the identified legitimate aim? Is the interference justified and proportionate with regard to the identified legitimate aim? Is the interference identified applied in a non-discriminatory manner? Are decision making processes and outcomes of actions documented? Yes Yes Yes Yes Article 8 Right to Respect for Private and Family Life Everyone has the right to respect for his private and family life, his home and his correspondence. Article 9 Freedom of Thought, Conscience and Religion Everyone has the right to freedom of thought, conscience and religion; this right includes freedom to change his religion or belief and freedom, either alone or in community with others and in public or private, to manifest his religion or belief, in worship, teaching, practice and observance. Article 10 Freedom of Expression Everyone has the right to freedom of expression. This right shall include freedom to hold opinions and to receive and impart information and ideas without interference by public authority and regardless of frontiers. This article shall not prevent States from requiring the licensing of broadcasting, television or cinema enterprises. Article 11 Freedom of Assembly Everyone has the right to freedom of peaceful assembly and to freedom of association with others, including the right to form and to join trade unions for the protection of his interests. Version 4 NOT PROTECTIVELY MARKED 13

14 Section A Procedure Race and Diversity Impact Assessment Title of Procedure: Disability and Recruitment Procedure Has a Diversity Impact Assessment been previously completed? If Yes, when and was it H/M/L? If No, go to Section B Has the procedure changed sufficiently to require a further impact assessment? If Yes, go to Section B. If No, go to Section C No If no impact assessment has been completed or a further assessment is required, complete the following flowchart to identify whether the procedure has a potentially Low / Medium / High impact and bear in mind the recognised 6 strands of diversity: Minority Ethnic communities including asylum seekers and Gypsies Gay, Lesbian, Bisexual and Transgendered members of the community Age Religion Gender Disability Section B Please complete the following flowchart and put an X in the box next to the score you have assigned the procedure: YES Does the procedure only relate to an internal process? NO Does the procedure affect staff employment / development? YES NO LOW Could the procedure be applied with discretion that might discriminate against a minority group? Is data with minority indicators collected? YES NO Ensure monitoring procedures are in place and then re-answer the question NO YES YES Is data with minority indicators collected? NO Does the procedure show the potential for discrimination? YES YES Does the procedure show the potential for discrimination? Could application of the procedure affect community relations? NO Are all reasonable safeguards and processes in place to ensure any potential discrimination is minimised? NO YES NO YES NO Version 4 NOT PROTECTIVELY MARKED 14 MEDIUM HIGH MEDIUM LOW X

15 If on completion of the flowchart you consider that the initial impact assessment should be raised then please re-grade the impact as High or Medium. Initial Impact Assessment raised? NA Section C - Race and Diversity Impact Assessment 1. Does this activity present an opportunity for improving race/community/disability/ age/gender or sexual orientation relations? If so, how? 2. Is there public/political concern in relation to race/disability/age/gender/ sexual orientation/community issues attached to this activity? If so, what are those concerns? 3. What other sources of information have been used in the development of this procedure i.e. HMIC Inspection Reports, Home Office Circulars? 4. Does the procedure relate to the use of a statutory power? If so, under what circumstance could discrimination be acceptable? 5. What data collection process exists for this procedure? How is the data monitored to ensure that the impact is not discriminatory or disproportionate? e.g. use of community intelligence. If reviewing the procedure what are the results of the monitoring? 6. What evidence is there that actions to address any negative effects in one area may affect other areas of equality? 7. When the Race and Diversity impact assessment has included consultation, who was consulted? (Include a summary of the key points) 8. Has the procedure been altered following the consultation? (Include a summary of the key changes) By improving the service we give to disabled applicants it impact upon the impression of the force with that area of the community and also for others when they see how we respect and support diversity. Demographics show that proportionally more disabled people are out of work and this procedure works to help redress that balance within Cheshire Constabulary Job Centre Plus disability symbol guidance, force Race Equality Scheme documentation No Applicant information is collated from the initial point of application and is tracked throughout the application process. This procedure is specific to the area of Disability Recruitment practitioners Representative Workforce team Diversity Advice Unit Unison and Federation Small references to grammar and inclusion of new Appendix to better explain the Two Ticks scheme Yes 9. Has feedback been given to the groups involved in the consultation? I confirm that this procedure is compliant with the Constabulary s commitment to Equality and Diversity. Version 4 NOT PROTECTIVELY MARKED 15

16 Approved by Diversity Advisory Unit Name: Date: Version 4 NOT PROTECTIVELY MARKED 16

17 Procedure Health and Safety Health and Safety Assessment If required, guidance for this section should be sought from the Force Health and Safety Advisor. Who will be affected by this Procedure? Police Employees / Public / Contractors Are any of the existing generic risk Details if Yes assessments affected by this Procedure? Is a new risk assessment required by this Details if Yes procedure? Does this procedure require revised Details if Yes Health and Safety training for Staff? Does this procedure require revised Details if Yes equipment for Staff? I confirm that this procedure is compliant with Health and Safety legislation and regulations. Approved by the Force Health and Safety Department Name: Date: Procedure Quality of Service Commitment Quality of Service Commitment The National Quality of Service Commitment sets out the standards and services the public can expect when they make contact with the police. Further information is available on Looking Glass by clicking here Is it possible that this procedure may impinge upon quality of service and specifically a National Quality of Service Commitment? If YES answer the following questions, for each commitment affected state whether it is in a positive or negative way and give details Making it easy to contact us Providing a professional and high quality service Dealing with your initial contact Keeping you informed Ensuring your voice counts Victims of Crime Other service commitments Complaints What changes, if any, have been made to the procedure to reduce an adverse impact on quality of service? If the procedure adversely affects quality of service, can it be justified because of the overall objectives? If Yes, give details Version 4 NOT PROTECTIVELY MARKED 17

18 Procedure Victims Code of Practice Victims Code of Practice The Code of Practice for Victims is a statutory requirement and establishes the minimum service levels to be given to any person who has made an allegation to be the victim of a crime to the police or has had such an allegation made on their behalf. Further information is available on Looking Glass by clicking here Is it possible that this procedure may impinge upon the service provided to victims of crime and, specifically, compliance with the Victims Code? If YES answer the following questions, for each commitment affected state whether it is in a positive or negative way and give details Persons entitled to receive services under the Code Vulnerable or Intimidated victims Crime Reporting, Assessment and Victim Support Investigation Family Liaison Officers Arrest and Bail Decisions to bring Criminal proceedings Bailing of Persons to Court Other disposal methods Youth Offending Teams Requests from the Criminal Injuries Compensation Authority and/or the Criminal Injuries Compensation Appeals Panel Information about the Criminal Cases Review Commission What changes, if any, have been made to the procedure to reduce an adverse impact on the service given to victims of crime and to maintain compliance with the Code? If the procedure adversely affects the service given to victims of crime and compliance with the Code, can it be justified because of the overall objectives? If Yes, give details Procedure Data Protection Data Protection The Data Protection Act applies to personal data. This is defined as information relating to a living individual, who can be identified either from the information itself or indirectly by combining the information with other data available. All personal data must be dealt with in accordance with eight Data Protection Principles. Version 4 NOT PROTECTIVELY MARKED 18

19 I confirm that this procedure is compliant with the Data Protection Act Approved by Data Protection Officer Name: Date: Procedure Freedom of Information Freedom of Information The Freedom of Information Act 2000 requires that all public authorities develop and maintain a publication scheme. Cheshire has adopted the ACPO publication scheme model. This requires that force policies and procedures are routinely made available to the public on the force website. Approved by Procedure Author (please complete one of the following statements) This document is considered by the Author to be suitable for publication Name: Date: This document is considered by the author not to be suitable for publication and is exempt in accordance with section(s)... of the Freedom of Information Act 2000 Name: Date: Approved by Freedom of Information Officer I confirm that this procedure is compliant with the Freedom of Information Act Name: Date: Procedure Management of Police Information Management of Police Information (MoPI) The "Management of Police Information" (MoPI) Guidance follows the publication in July 2005 of a Code of Practice on the management of police information developed by the Home Secretary under the Police Act This Statutory Code was part of the government's response to the recommendations of the Bichard Inquiry into the circumstances surrounding the tragic murders in Soham and was designed to provide a common national framework for the management of police information, highlighting the importance of common standards in high risk areas of activity. The Force has a duty to be MoPI compliant in all business areas by 2010 and will be subject to HMIC inspection thereafter. To support this, the procedure has been developed in accordance with the Force Information Management Strategy, MOPI Guidance and Codes of Practice. Further information is available on the Force Information Centre by clicking the above links. Does the procedure deal with the collecting, recording, evaluating, sharing, retaining or disposal of police information? If so, does it contain documented guidance covering roles and responsibilities? I confirm that this procedure is compliant with the Management of Police Information Guidance 2006 Approved by MoPI Officer Name: Date: Version 4 NOT PROTECTIVELY MARKED 19

20 Procedure Force Solicitor s Office Vetting Force Solicitor s Office Procedure Vetting I am also satisfied that this procedure does not disadvantage the Force or place it in a position of legal vulnerability. I have reviewed this procedure and can confirm that in my opinion all engagement of articles from Human Rights Act are lawful, proportionate and necessary. Approved by the Force Solicitor s Office Name: Date: Procedure - Risk Management Risk Management Does the procedure have any impact on organisational risk? Organisational risk includes anything that has the potential to impact upon the Constabulary s assets, earnings, reputation, performance or personnel. An example of this could be where the Constabulary decides not to adopt national guidance in the application of its procedure. Procedure Promotion and Distribution Promotion and Distribution How will staff be made aware of the procedure? Version 4 NOT PROTECTIVELY MARKED 20