Of Thinnest Blue
Earlier on this week, I learned that another of my former Sussex colleagues had resigned. I’ve heard it said of this particular officer that he had never raised his voice when dealing with an incident as he never felt the need to. His judgement, instincts and ability to communicate effectively with the public represented a culmination of character, skills and experience. Clearly, some aspects of policing can be taught in a classroom whilst other aspects cannot. Sadly, the younger serving officers on his team will not enjoy the benefit of his experience in order to develop their own style. Inexperienced, unseasoned and unsure, they are left to find their own way, whilst to the taxpayer, the loss of their investment in the experienced officer is demonstrable.
Without doubt, one of the first concerns a fledgling officer signed off for independent patrol will face during their two-year probation is a general lack of experienced colleagues to guide, support and reassure. Whilst they are not without the supervision of their sergeants when completing paperwork and investigation plans, it is out on the street where officers who are young in age and/or service need the most guidance. More often than not their initial means of support is a colleague with marginally more service than they who is also learning to find his/her feet. The only other recourse for a probationer constable is a frantic phone call to the sergeant asking for reassurance and direction. In situations where a quick attendance and even quicker response is required, such uncertainty can be both stressful and a hinderance. The theoretical understanding of the law is but one component of competent and confident policing whilst the practical application is the other.
Indeed, academia simply cannot teach interpretation, discretion and judgement. The role of the experienced officer is pivotal in the development of those who are young in service. Without particular guidance in the early stages, officers learn by trial and error and quickly develop an ability to blag or fudge their way through an incident. Such artifices often belie a lack of confidence and will only become evident to the public in the event that something goes wrong. Depending on necessity, novice officers can expect before long to find themselves on a driving course to become proficient to drive at high speeds in order to attend incidents requiring an immediate response. Once they have passed their course and are back at their stations, they can often find themselves alone, (known as being single-crewed), unseasoned and en route to an incident of which they may have had little or no previous experience. It is not atypical on a busy shift for there to be only one or two response drivers covering a large area and who can expect to be mercilessly pulled from pillar to post. It is also not uncommon for there to be no response drivers available at all. For the public, the latent consequences of unresourced immediate incidents does not bear thinking about. For response officers, such a high level of intensity cannot be indefinitely sustained.
In lieu of a more efficient structure, the day-to-day experiences of rank and file officers are often as fraught, strenuous and frustrating as the demands placed upon them are conflicting. Due to a sense of self-preservation, officers who are barely out of their probation look to move on to other departments to escape the relentless grind of response. As a consequence, they create a dearth of experienced officers from whom the skills of effective policing can be learned. Ask any rank and file officer what the average length of service is on their team and what proportion of it consists of probationer constables. Excessive paperwork, relentless radio calls, target driven policing, a lack of resources, a lack of response drivers, arrest quotas, detection quotas, stop & search form submission quotas, intelligence submission quotas, live investigations to complete, demands from the CPS, inordinate amounts of time spent processing prisoners and a self analysis portfolio (known as PDP or PDR) are just a small measure of how uniform officers are torn from pillar to post. The often competing demands placed upon them are considerable and their effects cumulative. Experienced constables are driven out of the role and in some cases out of the job. The quality of service given to the public suffers. Not for nothing is the thin blue line so called and one which cannot endure much more before, as a result of being mismanaged, overworked and under-resourced, it inevitably breaks.