The Commitment

This priority highlights the importance of Surrey Police operating with the highest standards of integrity, professionalism, and accountability. A well-supported and motivated police force is essential to delivering the best possible service to the public. By fostering a transparent and supportive workplace culture, the aim is to improve officer wellbeing, boost morale, and reduce staff turnover. Recognising the challenges of a growing and less experienced workforce, there will also be a focus on providing tailored support and development opportunities for officers and staff at all stages of their careers. These efforts will help build trust and confidence in the police, ensuring they are well-equipped to meet the needs of Surrey’s communities.

Data for this Priority of the Police and Crime Plan is drawn from a range of different datasets. Please use the main menu to explore information on Workforce Demographics, Complaint Data, and related areas.

Activity & Progress

Police & Crime Plan Activities

Green Amber Red

Owner	Activity	RAG
OPCC	Ensure sufficient resources are in place within the Professional Standards Department (PSD) to manage an increase in demand in public complaints, together with misconduct hearings and police appeal tribunals, building on the recruitment of new Legally Qualified Persons (LQPs) and Independent Panel Members (IPMs).	Green
OPCC	Maintain close collaboration with Surrey Police’s Professional Standards Department and Joint Vetting Unit to carry out statutory reviews of complaints. Advance the implementation of dip sampling for complaints and vetting decisions to identify trends and address potential issues proactively.	Green
OPCC	Explore ways to improve transparency on police misconduct outcomes, including publication of outcomes and promotion of hearings to build trust and confidence. Align with best practices and broader calls for greater accountability in policing.	Green
OPCC	Ensure robust scrutiny of Surrey Police’s savings programme.	Amber
Joint	Ensure delivery of the Estates Strategy and provide the workforce with fit-for-purpose work environments, with a specific focus on the redevelopment of Surrey Police HQ.	Green
Joint	Ensure ongoing compliance with the Equality Act 2010 and the Public Sector Equality Duty (PSED), ensuring our workforce understand how diversity, equality and inclusion are fundamental to improving trust, confidence and legitimacy in policing.	Amber
Surrey Police	Improve response times when handling public complaints against the police, ensuring meaningful updates are provided every 28 days, as per IOPC Statutory Guidance.	Green
Surrey Police	Improve vetting processes to ensure greater consistency in decision-making, including better use of the National Decision Model (NDM), reducing unnecessary appeals, more risk-based decisions and addressing backlogs to prevent delays in officer recruitment.	Green
Surrey Police	Ensure the Force’s Wellbeing Strategy is regularly refreshed to reflect emerging needs and priorities, embedding ongoing learning and feedback to enhance its effectiveness.	Green
Surrey Police	Conduct regular staff surveys and gather feedback from exit interviews to identify key trends, address emerging issues, and tackle retention challenges. Act on these insights to enhance workplace wellbeing and foster a supportive, professional environment.	Amber
Surrey Police	Support and promote initiatives that enhance the wellbeing of officers and staff, including Surrey Police sports teams. Champion support groups such as the Armed Forces Support Group, Surrey Police Association of Culture & Ethnicity (SPACE), and the Women’s Support Group, which provide mentoring and support to encourage retention and recruitment from more diverse backgrounds.	Amber