In a recently published report, Her Majesty’s Inspectorate of Constabulary in Scotland (HMICS) has shed light on both commendable practices and concerning gaps within Police Scotland’s vetting system. The report, part of a broader thematic inspection of organisational culture within Police Scotland, emphasises the need for improvements to manage risks more effectively.
While praising examples of good practice, training, and a learning culture within Police Scotland’s vetting team, the report points out gaps in the system and instances of poor decision-making. The review calls for specific recommendations to enhance the vetting process.
Mr. Craig Naylor, HM Chief Inspector of Constabulary in Scotland, highlighted the crucial role of vetting in ensuring the integrity of individuals working within policing. Acknowledging recent incidents in England that damaged public confidence in policing, he emphasised the need for thorough and effective vetting to prevent unsuitable individuals from holding positions of trust.
The report urges the Scottish Government to legislate a minimum level of vetting for all officers and staff in Police Scotland, empowering the Chief Constable to dismiss anyone unable to maintain suitable vetting. Mr. Naylor emphasised that vetting should be part of an overall system to identify and manage potential risks posed by officers and staff.
The review underscores the historical inconsistency in vetting practices before the creation of Police Scotland, emphasising the absence of checks or reviews when the new organisation was established. It calls for mandatory periodic re-vetting, suggesting a review every 10 years and the introduction of an annual integrity review to identify risks associated with changes in personal circumstances.
Highlighting critical posts requiring management vetting, the report reveals that the list of designated posts has not been revisited since 2013, raising concerns about the criteria for classification not always being met. An appeal process for refused vetting exists, but the report raises questions about a disproportionate number of overturned vetting refusals, urging a reassessment of associated risks.
Police Scotland’s commitment to randomly reviewing recruitment vetting is acknowledged, but the report emphasises the priority of ensuring all officers and staff undergo at least recruitment vetting, with plans for renewal every 10 years and annual integrity reviews.
The report concludes by emphasising the need for a clear process for individuals to report significant changes in personal circumstances or convictions, suggesting that vetting clearance should be reviewed following misconduct proceedings to address new risks.
