Police investigation into serious sexual offences – Cambridgeshire Constabulary, July 2019
In July 2019 Cambridgeshire Constabulary voluntarily referred an allegation to the IOPC that an investigation conducted by a detective in their Paedophile Online Investigation Team (POLIT) had not been appropriately progressed before he transferred to another force in April 2019. The POLIT investigation had begun in March 2016 and had not been completed by the detective when he left the force.
During our investigation, it was established that a second investigation carried out by the detective from January 2016 to April 2019 may also not have been appropriately
progressed.
Our investigation looked at the progression of the investigations by the detective, and the supervision received from their sergeant and two inspectors. We interviewed all four officers and witnesses. It became apparent that the detective had been performing poorly and had taken some time off work. The detective was supported by their sergeant and Occupational Health Unit. The detective’s performance did not improve once back at work and assessed as fit to work. This was not addressed by the sergeant, who considered an action plan for the detective but did not implement
one.
We completed our investigation in July 2020. We concluded that the detective and sergeant had a case to answer for misconduct. This was in relation to the detective’s lack of progression of both investigations, and the sergeant’s management of the detective’s poor performance. We recommended that the inspectors had no case to answer for misconduct.
Cambridgeshire Constabulary reviewed our report and agreed with our conclusions for the detective and sergeant. They disagreed with our conclusions in relation to the inspectors and suggested that both had a case to answer for misconduct. We agreed with their determinations and all four officers received management action.
We carefully considered whether there were any learning opportunities arising from the investigation. We make learning recommendations to improve policing and public confidence in the police complaints system and to prevent a recurrence of similar incidents. We recommended some learning around training practices for new recruits and what steps can be taken to alleviate delays on forensic downloads. We further identified three areas of learning and progressed these under Paragraph 28A of the Police Reform Act 2002
IOPC reference
Recommendations
The IOPC recommends that Cambridgeshire Constabulary ensure there is sufficient training and support in place for sergeants from both their inspectors and HR to enable them to manage performance effectively.
This follows an IOPC investigation where a sergeant was not confident in managing the performance of a detective, and so did not implement an action plan when the detective did not progress two investigations over a period of years. It became apparent during the investigation that the role of HR in performance management has been reduced in recent years, and that inspectors do not have an active role in the performance management of detectives.
Do you accept the recommendation?
Yes
Accepted action:
Accepted.
Close and, where appropriate, intrusive supervision by Inspectors is advocated within current training and is now reinforced at Chief Inspector level. This ensures that first line supervisors (in this case sergeants) are not only supported in their work but that the activities of the front-line staff are given a second level of scrutiny. This will be fed back to our Continued Professional Development Unit (CPDU) and those responsible for training input for newly promoted supervisory officers. More specifically within the Paedophile Online Investigation Team (POLIT), a mentor is allocated to new in post officers and officers are place initially among officers with greater experience; we do not align new (POLIT) officers with inexperienced staff. Monthly and bi monthly 1-2-1s for new to role staff are now undertaken. Clearly, keeping workloads and staff numbers at manageable levels is pivotal in achieving this level of close supervision. HR and Force SLT are equally aware of the need to routinely require the intrusive supervision of sergeants, their performance and confidence in managing staff and their workload levels and consequently, manage and plan staff levels and team sizes accordingly. Furthermore, the Force has invested in force wide training via a new programme called ‘Stepping Up’ to ensure Supervisors have all the skills and knowledge they need to manage teams effectively.
The IOPC recommends that Cambridgeshire Constabulary ensure that detectives working in the Paedophile Online Investigation Team (POLIT) carry a workload appropriate to their circumstances.
This follows an IOPC investigation in which a part-time detective within POLIT was allocated two cases from a colleague who was on long term leave. Despite working part-time, the detective already had a workload equivalent to a full-time member of staff and therefore struggled to progress the additional investigations in the absence of their colleague.
Do you accept the recommendation?
Yes
Accepted action:
Recommendation response:
Accepted.
This has been addressed. Workloads are regularly reviewed as are the nature, length and scale of the investigations to ensure adequate staffing and supervision. This is considered at Inspector level and fed back to the departmental monthly SLT meeting for the Superintendent (Head of Dept) to review.
Wherever poor performance is identified it is addressed with HR advice having been discussed through SLT referral first. Investigation length/timeliness is also traced through routine force-wide performance data capture and monthly SLT meetings.
The IOPC recommends that Cambridgeshire Constabulary takes steps to ensure that sufficient wellbeing and welfare support are in place for officers and staff working in the Paedophile Online Investigation Team (POLIT). This should include considering:
- psychological screening or assessment as part of the recruitment or vetting process for those applying to join the POLIT or any other department which would regularly expose officers to indecent images of children;
- removing or reducing the reliance on officers to self-identify any wellbeing and welfare issues;
- how to appropriate elements of the College of Policing's (COP) guidance on Supporting the wellbeing of Internet Child Abuse Teams can be implemented.
This follows an IOPC investigation in which a detective in POLIT was struggling with their wellbeing and this led to a failure to progress certain investigations. The detective answered an annual self-assessment questionnaire in a way that did not flag the issues they were having, and therefore they went undetected until they raised them with their sergeant sometime later. Psychological screening at an early stage and the guidance set out by the COP could help identify and address issues at an earlier stage.
Do you accept the recommendation?
Yes
Accepted action:
Accepted:
POLIT roles do already have psychological testing in place. All staff have a questionnaire every 12 months; this is used to evaluate staff members’ continued suitability. However, earlier signs of any fatigue or trauma are identified in monthly 1-2-1s and close personal supervision by the first line manager.
Cambs also have a new initiative called ‘Pause Point’. This requires a review of performance and wellbeing for officers who have been in a particular area for a long period of time and are in need of a mutually agreed redeployment away from an area of high intensity, risk or exposure to traumatic or distressing elements. This process ensures a respite for officers. Welfare is paramount and this is a key way of identifying this without relying on self-referral.
Through the above measures the College of Policing’s guidance for supporting the wellbeing of POLIT officers will continue to inform the SLT and first line managers within Cambs POLIT and adherence to the spirit and letter of this guidance will continue to be ensured.