By Chris Williamson-
Craig Naylor, His Majesty’s Chief Inspector of Constabulary for Scotland (HMICS), is urging the Scottish government to introduce legislation that would empower chief constables to dismiss officers and staff members who pose a risk due to inadequate vetting.
This call for action comes as part of a wider thematic inspection of organizational culture within Police Scotland conducted by HMICS.
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Naylor emphasizes the need for a minimum level of vetting for all officers and staff within Police Scotland, asserting that vetting should not be viewed as a standalone process but as part of a comprehensive system to identify and manage potential risks associated with personnel. He acknowledges that vetting provides only a snapshot in time and cannot guarantee that an individual will not become a risk in the future.
While Naylor commends Police Scotland’s vetting team for its commitment and high standards, he also highlights certain gaps in the vetting system and instances of poor decision-making. He recommends several measures to improve risk management within the police force.
One key recommendation is the introduction of a minimum vetting level for all personnel. Additionally, Naylor suggests that personnel should be re-vetted at least every ten years to identify evolving risks. He proposes the implementation of an annual integrity review to note any changes in personal circumstances that may affect an individual’s vetting clearance.
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Furthermore, Naylor highlights the absence of a clear process for individuals working within Police Scotland to report significant changes in personal circumstances or convictions. He argues that in cases where individuals can no longer maintain their vetting clearance, it should be withdrawn or suspended, especially following misconduct proceedings.
While certain critical posts within Police Scotland currently undergo management vetting every seven years, HMICS found that the criteria for designating such posts had not been revisited since 2013. Naylor emphasizes the need for a consistent and updated approach to management vetting criteria.
Naylor also raises concerns about the appeal process for refused vetting. During HMICS’s inspection, it identified cases where the refusal of vetting had been overturned, resulting in clearance being granted. Although these cases were historical, Naylor suggests a review to assess whether the clearance remains appropriate.
Police Scotland has indicated its intention to randomly review recruitment vetting for a portion of its personnel. While HMICS acknowledges some merit in this approach, it prioritizes the assurance that all officers and staff members undergo at least recruitment vetting, with a plan to renew it every ten years and conduct annual integrity reviews.
Naylor concludes by highlighting the significance of vetting in identifying individuals unsuitable to work within policing and ensuring public confidence in the integrity of those in positions of trust. He stresses the importance of protecting vulnerable individuals from harm and the need for decisive steps to prioritize their safety.
This call for legislative changes and enhanced vetting procedures underscores the ongoing efforts to strengthen the vetting process within the Scottish police force and uphold the highest standards of integrity and public trust.
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