Frontline Focus – Wellbeing

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Inspection reports

11th April 2024

In developing HMICS’s scrutiny plan in 2022, we committed to engaging with those working on the frontline to better understand the experience of officers and staff who directly provide service to our communities. This was intended to be a short, sharp focus where the voice of the frontline could be heard directly; a ‘frontline focus.’ This intention formed the basis of our inspection design, and focused on engaging with those on the frontline across different geographical and business areas, who deliver services to the public, 24/7, 365 days a year. During our inspection it was clear from conversations with officers and staff that a light touch approach was not sufficient, and that we needed to do more to reflect their views. As a result, this report maintains the focus on the frontline, but in more depth than initially intended.
Number Recommendation
1

Police Scotland should develop a wellbeing plan that has appropriate governance, structure and activity, reflecting the People Strategy, and delivered equitably across the organisation.
2

Police Scotland should implement effective actions to understand and address organisational stressors, including those caused by perceived unfairness in application of process/procedures.
3

Police Scotland should demonstrate flexibility in the deployment of resources across the entire organisation to reduce the impact of low resourcing levels on the wellbeing of frontline officers and staff.
4

Police Scotland should ensure that its Estates Strategy promotes parity and ensures an appropriate standard of facilities are provided across its estate.
5

Police Scotland should conduct wellbeing impact assessments when developing new and existing strategies, policies and procedures.
6

Police Scotland should ensure that wellbeing training is provided to all line managers to ensure a supportive, proactive and preventative approach. Existing training should be reviewed and amended to reflect the new People Strategy.
7

Police Scotland should promote a culture and embed a process of carrying out and evidencing frequent conversations with line managers, which includes a discussion on wellbeing.

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