Information about the role of a custody inspector, including the role purpose, key responsibilities and the skills required.
About the role
A custody inspector is a custody position within the operational support sector of policing. It's a team leader role in the policing professional profiles.
Role purpose
The custody inspector is responsible for the performance, leadership and effective management of the custody suite and all associated staff. They ensure that high standards of professionalism, accountability, safety, security and operational efficiency are maintained.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Monitoring demand and capacity levels within the custody suite, ensuring resourcing levels are sufficient for the safe and effective operation of the suite.
- Overseeing the welfare and effective supervision of all custody staff, assigning responsibilities in line with roles and operational needs. Ensuring that each carries out their duties in accordance with Police and Criminal Evidence Act 1984 (PACE) Codes of Practice regarding the rights and treatment of persons detained in a custody suite.
- Overseeing the review of all factors relating to the dignity and well-being of detainees to ensure these issues are given due consideration at all stages of their detention and release, or transfer.
- Conducting timely reviews of detention in accordance with PACE Codes of Practice. Making effective use of available technology to support efficient and accurate review processes where appropriate, ensuring that detention remains lawful, necessary, and proportionate, while safeguarding the welfare of detainees.
- Reviewing risk assessments to ensure that all risks, vulnerabilities and welfare needs of detainees are being adequately managed throughout detention and that the control measures put in place are both proportionate and effective.
- Undertaking quality assurance of custody records, ensuring accuracy of data to comply with PACE Code C and PACE Codes of Practice.
- Monitoring and managing the condition of the custody environment to ensure the welfare and safety of detainees, staff and visitors in compliance with legislative requirements.
- Overseeing the investigation of complaints, working collaboratively with relevant stakeholders to ensure all matters are managed transparently, proportionately, and in line with national standards and force policy.
Competencies, values and core skills
The competency and values framework (CVF) provides clear expectations for everyone working in policing. It describes the behaviours required by police officers and staff to be effective in their roles and uphold the Code of Ethics for policing.
Competencies
The CVF has six competencies, which are split into levels. These levels can be used flexibly to allow for a better fit with frontline and non-frontline policing roles, and at different levels of seniority. This ensures that there is consistency throughout all the policing professional profiles. Some roles may contain different CVF levels due to the specialist nature of the role. Those working at higher levels should also fulfil the requirements of the lower levels.
This role should be operating at or working towards the following competencies.
- We are emotionally aware – Level 2: supervisor or middle manager
- We take ownership – Level 2: supervisor or middle manager
- We collaborate – Level 2: supervisor or middle manager
- We support and inspire – Level 2: supervisor or middle manager
- We analyse critically – Level 2: supervisor or middle manager
- We are innovative and open-minded – Level 2: supervisor or middle manager
Values
The CVF has three values that apply to everyone in policing, regardless of their role or seniority.
Core skills
All roles in policing have nine core skills in common. These are split into levels that represent the different levels of policing. This role should be operating at or working towards the following core skills.
- Communicating and influencing – Level 3
- Problem solving – Level 3
- Performance management – Level 3
- Relationship management – Level 3
- Change management – Level 3
- Managing people – Level 3
- Managing resources – Level 3
- Planning – Level 3
- Use of IT – Level 3
Education, qualifications and experience
To achieve effective performance in the role, the following standards, training and qualifications should be met.
Previous education, qualifications and experience
- Substantive inspector or have met the force requirements for temporary or acting promotion.
Continuing professional development
Continuing professional development (CPD) enables everyone in policing to develop and gain recognition for their professional skills, knowledge and competence. CPD ensures that we continue to provide high-quality policing to keep the public safe and help to drive career aspirations. Discussion of CPD is usually included as part of professional development review (PDR) conversations.
Learning and accreditation
- Complete all core training and learning required by the force.
- Any exemptions to learning and accreditation requirements are at chief constable discretion, in line with the local force policy.
Professional development
This role should consider the following CPD:
- maintaining knowledge, understanding and skills relating to legislation policy and practice relating to custody and detention
- maintaining knowledge and understanding of police regulations and College of Policing guidance, good practice and any local policy applicable to the operational police context and leading and managing teams
- maintaining knowledge and understanding of the performance management and assessment process and ensuring they are implemented effectively when leading and managing teams
- keeping up to date with guidance and best practice on health, safety and welfare
- ensuring knowledge and application of operational command responsibilities, including authorisation of legislative powers, follows current good practice
- keeping up to date with the policing evidence base and new approaches to evidence-based policing
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