Published items

This policy and procedure explains the principles of the effective management of attendance for police officers, police staff and Special Constables. It outlines how unsatisfactory attendance (UAP) will be managed with reference to clear processes to ensure a supportive, fair, consistent, and timely approach. Any further queries, advice and support regarding this policy should be directed to the People Resolution Centre (PRC) in the first instance. If appropriate, the PRC will escalate to the People Business Partner, who will make contact with the line manager and offer further advice and guidance.

The Public Sector Equality Duty (PSED) was created under the Equality Act 2010 and came into force in 2011.This policy sets out the requirement for Surrey Police and Sussex Police as employers, to actively promote equality, fairness and respect for all police officers, police staff, Special Constables and volunteers, to enable all individuals to reach their full potential and to recruit and retain a workforce that reflects the diversity of the communities it serves. The PSED also requires that Surrey Police and Sussex Police are active in making society fairer by tackling discrimination and providing equality of opportunity for all.

This policy details what constitutes a notifiable association and how Surrey Police and Sussex Police will determine whether it is appropriate to continue that association. It further outlines the course of action adopted for non-compliance of this policy and associated procedures.

Using provisions under Section 61 (6A) of the Police and Criminal Evidence Act 1984 (PACE) and Code D, in order to ascertain identity, the Mobile Fingerprint Devices (MobileID) allow the police officer to take an individual's fingerprint (under certain criteria) and check it against relevant law enforcement databases. The taking of a fingerprint must not become the first mechanism for establishing identity and usual practices and protocols apply in the first instance; no new power to detain is provided. The devices / software are not capable of capturing the biometric data used to research the database; no fingerprint data are retained after the search. Mobile Data Terminals are fully auditable for any legitimacy considerations.

This policy details the Sussex Police call grade criteria and the deployment of resources.

This policy describes the process to follow when designating an individual as a suspect on police systems.

This policy is to inform everyone connected with Surrey Police and Sussex Police, in relation to the process needed to be able to agree an apprenticeship course within both Forces and how the apprenticeship levy will be managed within the Learning and Professional Development Management team. This policy does not relate to new apprenticeship applications but for establishing new apprenticeship courses to both Forces.

This policy and procedure details Surrey Police and Sussex Police’s approach to managing probation periods for police staff. Any further queries, advice and support regarding this policy should be directed to the People Resolution Centre (PRC) in the first instance. If appropriate, the PRC will escalate to the People Business Partner, who will make contact with the line manager and offer further advice and guidance.

This policy provides guidance on the grading structure and salary bands to be applied to all police staff grades, payment of salaries, incremental progression, payment of arrears and recovery of overpayments.

This policy details the correct process to be adopted when requesting and paying for medical evidence.