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Modernise UK Police Recruitment and Training 

Recruitment

Currently, you can only be a senior officer and leader in UK policing if you have worked your way up through the ranks. 

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While there are several reasons why this may be desirable, in our view, the advantages of this approach are outweighed by the problems it creates, such as:

  • UK policing is resistant to change, as attitudes and preconceptions are shaped by predecessors in the force and absorbed from the first day of training. Fresh thinking and perspectives can be met with hostility or cynicism.  

  • Senior officers can be defensive of, even complicit in, historic cases of poor practice, negligence or discrimination.

  • The skills and mentality that make good junior and mid-level officers may not be the same as those needed to apply strategic thought and leadership in management. 

  • Senior officers can only be selected from a very limited pool of candidates, meaning a role may have to be filled with the best option available, rather than a suitable candidate.

  • The lack of turnover can lead to personal animosities, rivalries and politics that persevere for years, even decades.

  • The organisation's familiarity and internal loyalty derived from the nature of the work and training makes it difficult to speak out against, or even recognise, bad behaviour.

 

SPP would allow different recruitment entry points into the police, as well as encouraging external engagement on specialist areas.  New recruits at senior levels would be required to undergo additional training to understand the realities of police operations, but not to have served at a junior level.

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Training

It currently takes two years to train as a police constable, and all recruits follow the same training. 

 

We propose a review of the training content to bring it up to date and to reduce this to 12 months of general training for all, with testing to assess the each candidate is suitable for the specialist division they have applied to join (see Restructuring page).

 

Additional training beyond the 12 months would depend on the specialist division the recruit will be joining.  For example, Traffic Enforcement may require less additional training than Terrorism.

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After finishing their training, officers may apply to switch between divisions, but if accepted must then take the whole of the related specialist training module.

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Expected Outcomes
We believe that when combined, these approaches to training and recruitment will help to:

  • Modernise thinking within the force and open it up to adopting new approaches to crime and disorder.

  • Drive a more effective and efficient policing response.

  • Restore public trust in the police.

  • Combat institutionalised racism and sexism and increase diversity and representation at all levels.

  • Prepare new officers more appropriately for the challenges of modern society.

  • Allow for deeper specialisms and more flexible approaches to crime prevention and resolution.

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