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An officer’s guide to reflective practice

The Reflective Practice Review Process (RPRP) CONSISTENCY AND PROPORTIONALITY and failing to engage could result in the
aims to give officers and line managers a To ensure consistency, fairness and matter being referred for formal
chance to discuss where things have gone proportionality, RPRP will be centrally proceedings or the officer being moved
wrong and look for ways of addressing recorded but managed locally by a line on to the Unsatisfactory Performance
them. manager. It will also be used to establish Procedure (UPP)
The RPRP sits above normal patterns and trends – not only in an l The discussion will cover the incident
management interventions on minor individual case but also for the Force in that led to RPRP - learning, training
matters. The behaviour in question will have general to identify areas causing problems. needs, welfare, and actions moving
been referred to the Professional Standards forward
Department (PSD) which, along with the line THE PROCESS l It is an opportunity to reflect on what
manager, will have decided not to take l An officer will be informed they are went wrong, or what could go better
formal discipline but to deal with any subject to RPRP, possibly in writing next time
shortcomings by this process. l They will be invited to give an account of l Officers can speak freely because
Matters may be referred directly from their actions and the event, with five matters discussed cannot be used in any
managers as well as by way of public working days to respond misconduct proceedings in the future.
complaint or other means. It is not a l They can seek advice from a Federation
misconduct finding and is designed to be a representative THE REPORT
way of dealing with relatively low-level l They will then be invited to a Reflective After the discussion, a report will be
misconduct or performance issues in a Practice Review discussion with their line completed by the line manager which will be
proportionate way. manager. retained and reviewed as part of the officer’s
The RPRP cannot be used to block Performance and Development Review
promotions or job moves. It is not a THE DISCUSSION (PDR). It will include what was discussed, as
disciplinary process so does not lead to a l This will be between the officer and their well as any actions agreed, if any, moving
finding of misconduct. line manager, a Fed rep cannot attend forward.
l There is an expectation of engagement

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