►
Description
In this part of the webinar you'll hear from:
Helen Vine on the 'Sexual Safety Project'
Liz Ratcliffe on 'Why safeguarding is everyone’s responsibility'
Dr Suzanne Smith from the Disclosure & barring service on the 'Barred list referrals'
Grant de Jong from the Health Practice Associates Council
James Brown from Norfolk Police on the 'Warning Indicators and measures for tackling them'
B
Thank
you,
liz
thanks
for
that
and
for
the
tip
about
mute,
I'm
just
going
to
speak
to
everyone
about
learning
and
improving
our
response
together
could
have
the
next
slide
please.
B
B
As
this
was
a
localized
observation,
an
inspector
and
other
colleagues
from
our
analytical
teams
completed
an
internal
audit
of
intelligence
received
and
the
actions
that
cqc
had
taken.
As
a
result,
the
audit
indicated
that
allegations
about
sexual
safety
were
a
theme
in
the
intelligence
we
received
about
ambulance
providers.
B
It
also
indicated
that
there
was
some
opportunity
for
improvement
in
some
of
cqc's
processes
to
support
our
colleagues
to
follow
up
those
concerns
appropriately,
as
well
as
making
those
small
changes
to
procedures
we
developed
and
delivered
awareness
sessions
for
our
inspection
and
call
handling.
Colleagues,
these
sessions
increase
their
knowledge
and
understanding
of
sexual
safety
and,
as
a
result,
staff
felt
more
confident
to
support
people
raising
concerns
and
to
gather
as
much
information
as
possible
at
the
earliest
point
of
contact
enabling
them
to
take
the
most
appropriate
action
to
protect
patients
and
staff
next
slide.
Abigail.
B
B
Having
established
that
the
sexual
safety
of
patients
and
staff
is
a
concern
in
the
sector,
cqc
decided
to
gather
more
detailed
information
about
those
concerns
and
about
how
the
sector
is
responding
to
them.
By
sending
out
to
provide
a
survey,
the
survey
was
sent
via
email
to
the
registered
manager
or
senior
person
in
all
independent
and
nhs
ambulance,
inspect
or
organizations.
B
B
Sexual
safety
refers
to
being
and
feeling
psychologically
and
physically
safe,
including
being
free
of
and
feeling
safe
from
behavior
of
a
sexual
nature
that
is
unwanted
or
makes
another
person
feel
uncomfortable,
afraid
or
unsafe,
and
this
can
include,
but
is
not
limited
to
sexual
assault
and
harassment
being
spoken
to
using
sexualized
language,
observing
other
people
behaving
in
a
sexually
disinhibited
manner,
including
nakedness
and
exposure
or
masturbation
being
made
to
watch,
participating
or
being
shown
intimate
images
lacking
privacy
and
dignity
when
naked
next
slide.
Please.
B
B
We
received
103
responses
from
approximately
300
invitations
to
participate,
so
roughly
a
30
return.
The
survey
included
14
statements,
which
were
to
be
rated
on
a
continuum
from
strongly
agree
to
significant
improvement.
Necessary
participants
were
given
the
opportunity
in
the
free
text,
questions
to
tell
us
about
areas
for
improvement
and
to
provide
examples
of
best
practice.
B
B
B
B
The
free
text
option
in
question:
15
corroborated
the
responses
in
the
earlier
questions,
with
the
topics
receiving
most
attention
being
policies
and
procedures,
training
and
staff
engagement.
This
is
represented
along
with
other
themes
which
emerged
in
the
wordle.
On
the
slide,
we've
endeavoured
to
include
information
relating
to
these
themes
in
the
session
today.
B
B
B
99
of
respondents
also
stated
they
had
robust
processors
to
manage
and
any
allegations
made
against
their
staff
next
slide.
Please
94
of
respondents
stated
they
made
referrals
to
the
police
in
the
event
of
sexual
safety
allegations
next
slide.
Please
95
of
respondents
stated
they
made
referrals
to
the
local
authority
safeguarding
team
in
the
event
of
a
sexual
safety
allegation.
B
B
If
you
become
concerned
in
any
way
about
the
issues
we
covered
today,
we
would
recommend
you
have
a
conversation
with
your
line
manager
as
soon
as
possible
and
if
you
don't
feel
able
to
discuss
it
with
them,
there's
some
suggested
organizations
who
would
be
able
to
support,
as
well
as
those
that
liz
listed
on
her
slide
next
slide.
Please.
A
A
A
A
A
We
actually
know
of
situations
where
people
could
wear
a
hi-vis
suits
jacket
and
they
can
gain
access
to
certain
areas
in
in
organizations
in
hospitals,
another
accommodation,
and
that
is
quite
frightening,
because
what
we
do
know
predators.
Sexual
perpetrators
will
do
what
they
can
to
get
access
to
vulnerable
people,
and
we
actually
know
this,
and
we
do
have
the
evidence
of
this,
and
this
is
why
safeguarding
is
everybody's
business
and
we
need
to
be
vigilant.
A
We
need
to
make
sure
that
people
understand
and
have
the
competencies
to
see
and
notice
what
could
be
wrong
in
health.
We've
got
these
documents
that
support
our
roles
and
competencies,
which
are
demonstrated
on
this
particular
slide,
and
that
also
works
in
conjunction
with
the
safeguarding
assurance
accountability.
A
So
signs
and
symptoms
are
red
flags.
You
might
observe
under
18's
an
older
boyfriend
with
a
with
an
older
boyfriend
or
girlfriend
and
again
you
in
the
ambulance
service
in
1-1-1
in
call
handling
have
access
to
these
kind
of
situations
where
you
might
think
a
bit
differently
of,
what's
going
on
where
there's
a
situation
where
the
patient
or
the
person
is
not
allowed
to
speak
for
themselves.
A
What
are
the
questions
we
need
to
ask
ourselves?
How
can
we
discreetly
get
some
confidential
information
for
people
under
16
pregnancy?
Why?
Why
is
somebody
pregnant
under
16
who've?
They
got
pregnant
by
what's
actually
going
on
here?
What
can
we
do
to
support
this
child
because
they
are
a
child
over
sexualized
behavior?
A
A
Unkempted
parents,
our
environments,
they're
safeguarding
issues
because
they're
indications
of
neglect,
they're
indications
of
self-worthlessness,
so
again,
what's
different
about
this
person,
what
could
be
going?
What
could
be
going
on
missing
from
home?
We
get
a
lot
of
children,
go
missing
from
home
and
they're
drawn
to
these
areas
where
there
are
people
that
are
happy
to
entice
them
into
drug
use,
sexual
exploitation
and
trafficking.
A
Where
are
the
bruises?
What's
significant
about
the
bruises?
What
about
the
story
that
they're
telling
you
I
was
talking
to
a
one-on-one
call
handler
the
other
day
and
what
she
was
explaining
to
me?
Was
she
hears
so
much
on
the
end
of
that
phone?
She
hears
about
safeguarding
situations.
She
hears
volatile
situations
so
they're
the
people
that
we
need
to
make
sure
are
equipped
and
able
to
deal
with,
safeguarding
and
know
what
to
do.
A
The
other
area
which
we
come
across
a
lot
is
the
reluctance
for
an
independent
interpreter,
and
we
have
to
be
really
mindful
about
that.
We
have
to
be
mindful
that
we
can't
always
rely
on
family
to
be
the
interpreter,
because
we
actually
don't
know
what
the
relationship
is
between
the
family
and
the
patients.
A
A
We
can't
assume
everything's
fine
what
we
do
in
safeguarding
we
investigate
we're
non-judgmental
we
investigate,
but
we
have
processes
that
we
have
to
adhere
to,
and
I
will
never
apologize
for
processes
what
I
will
apologize
for
if
people
are
made
to
feel
really
bad,
when
we
don't
even
know
the
outcome
of
a
situation,
and
sometimes
that
does
happen
unfortunately,
next
slide.
Please.
A
A
You
know,
and
we've
got
these
people
are
so
bright
and
clever
in
what
they
want
to
do.
They
will
find
every
way
that
they
can
get
modes
of
transport
of
moving
people
around
the
system,
so
that
they're,
not
obvious
neglect
neglect
happens
in
many
forms:
neglect
for
adults
and
children
and
that's
what
we've
got
to
remember:
safeguarding
is
about
the
whole
family,
about
vulnerable
people,
how
we
can
support
vulnerable
people,
sexual
exploitation,
that's
what
we're
here
about
today.
A
What
does
sexual
exploitation
mean
as
well?
It's
got
very
many
different
connotations
about
what
we
mean
by
sexual
exploitation
and
it
comes
in
very
many
forms,
and
that's
what
myself
and
helen
and
the
people
we've
been
working
together
in
our
task
and
finnish
group
have
come
across
in
the
deaf,
the
different
modes
of
being
able
to
exploit
people
and
radicalisation
self-neglect.
A
A
A
So
what's
not
quite
right
about
this
situation,
what
can
we
do
about
it?
Documentation
is
perfect
to
be
able
to
articulate
what
was
going
on
at
the
time
of
the
incident
or
the
time
of
what
you
were.
Having
that
curiosity
about,
we
have
tools,
we
have
guidance
use
it.
We
have
safeguarding
boards,
we
have
websites,
you
must
use
them,
maintain
that
professional
curiosity,
if
it
doesn't
feel
right
the
likelihood
it's
not
right,
have
a
conversation
run
things
by
somebody.
A
There's
always
somebody
around
that
you
can
run
by
a
situation
and
just
get
that
kind
of
feel
about
what
what
which
way
I
want
to
go
next,
there's
always
somebody
around,
because
we
run
a
24-hour
service
in
many
areas
in
health
and
social
care
and
make
the
safeguarding
referral
record
your
actions
and
follow
up
your
referral,
there's
no
right
and
wrong
as
long
as
you
decide
and
make
sure
that
you've
documented.
Why
or
what
you're
doing?
A
That's
absolutely
fine
next
slide.
Please,
methods
of
reporting,
we've
got
adults,
and
these
are
our
protective
factors.
We've
got
adult
social
care,
children,
social
care,
the
police
directly,
if
somebody's
in
immediate
harm.
That's
when
you
might
consider
calling
the
police
people
a
person
of
position
in
trust,
you
may
have
heard
of
pip-pop,
which
is
the
acronym
there's
local
authority,
designated
officers,
laddos
and
freedom
to
speak
up
guardians.
These
are
all
people
in
your
organizations
that
you
can
go
to
for
support.
A
If
you
do
make
referrals
and
you're
not
happy-
and
you
feel
that
you're
not
being
listened
to,
there
are
processes
for
escalation,
so
please
consider
those
and
go
to
your
line,
magic
manager
or
look
for
those
escalation
processes
in
your
next
slide.
Please,
information
sharing,
there's
quite
a
lot
of
myths
about
information
sharing.
A
No,
in
most
cases,
if
you're,
protecting
somebody
or
they're
in
immediate
harm,
it
is
great
and
it's
ideal
to
get
consent
and
be
open
and
transparent
with
people
to
make
sure
they're
aware
of
what
you're
doing,
but
in
a
dangerous
situation
you
don't
often
need
that
consent
and
any
court
will
tell
you
that
they
would.
Rather
you
make
that
referral
and
do
something
about
something
than
nothing.
A
It's
not
a
part
of
my
role
to
get
involved
in
safeguarding
practitioners
should
not
assume
someone
else
will
pass
the
information
on
it's
central
to
safe
gardens
and
individuals
welfare.
What
referral?
What
referrers
don't
want
to
hear
is
a
third
party
referral,
because,
if
you're,
the
one
that's
seen
the
situation
you've
been
there
you're,
the
one
that
needs
to
make
that
referral.
A
Okay,
next
slide,
please,
and
just
very
quickly
before
I
close,
I
suppose
what
we
want
to
look
at
from
nhs
england's
an
improvement
point
of
view.
We
have
priority
work
streams,
we're
looking
at
a
trauma-informed
approach,
we're
looking
at
think
family.
We
look
at
looked
after
children
and
care
leavers.
These
are
the
most
vulnerable
in
our
society.
A
We're
tackling
serious
violence,
we're
preventing
radicalisation,
hidden,
harms
domestic
abuse,
there's
all
those
underpinning
little
nuances
that
cause
safeguarding
situations
and
cause
harm
to
people,
the
mental
capacity
at
liberty,
protection
of
safeguards
they're
the
key
issues
that
you
may
come
across
a
lot
in
your
world:
what's
the
capacity
of
the
patient?
What
do
they
understand
about?
What's
going
on?
What
are
we
doing
with
people
so
they're
considerations
that
you
know
it's
something
to
think
about
how
we
we
develop
competencies
in
these
areas?
A
A
It
gives
you
information
on
how
to
report
a
safeguarding
concern.
It
includes
the
directory
of
safeguarding
contacts
and
every
local
authority
in
england.
You
can
search
that
through
region,
and
it
also
explains
our
show
takes
you
to
their
website,
so
you
can
see
how
to
make
that
referral
and
it
can
be
accessed
on
your
devices,
and
this
next
slide
is
my
last
slide.
A
Thank
you
key
messages.
Then,
if
you
have
a
concern,
do
something
you're,
never
alone
in
safeguarding
there's,
always
support
available,
which
is
something
I've
just
alluded
to.
If
you
raise
a
concern
and
you're
not
happy
with
the
response
formally
escalate,
there's
enough
people
around
there
to
give
you
that
support.
A
Never
worry
about
that.
There's
always
somebody
around
that
can
give
that
support.
Documentation
must
be
thorough
and
timely
and
record
management
standards,
and
please
don't
be
frightened
of
that.
You
know
it's
about
understanding
what
was
going
on
at
that
time
of
the
incident
all
that
time,
that
you've
become
aware
of
a
situation
considerations
going
forward
for
the
impacts
of
co
of
safeguarding
the
pandemic.
I
think
the
ambulance
services
are
key
people
that
have
got
immediate
access
to
to
the
population,
and
it's
key
that
you're
the
first
responders.
A
You've
got
the
first
eyes
on
people
and,
what's
going
on
the
covid
recovery,
there's
a
lot
about
covert
recovery
where
we're
going
to
have
to
pick
up
the
pieces
and
we'll
kind
of
have
to
deal
with
the
the
outfall
of
covid.
We've
got
refugees
and
asylum
seekers.
That's
well
documented
and
it's
even
increased
now
because
of
the
afghan
situation.
A
C
Thanks
very
much
liz
next
side.
Please
abigail,
I
hope
you're
going
to
be
ready
on
the
next
slide
button,
because
I'm
going
to
plow
through
these
at
a
rate-
if
not
so
I'm
sue
smith-
and
I
am
the
executive
director
of
borrowing
and
safeguarding
for
the
dbs,
which
is
you
know,
is-
is
a
national
organization,
and
I
want
to
underline
the
fact
that
we
are
a
safeguarding
organization.
C
Purpose
is
just
to
not
only
to
protect
the
people
by
helping
employers
make
safer
recruitment
decisions
through
issuing
of
dbs
certificates,
but
also
by
barring
individuals
who
pose
a
risk
to
vulnerable
groups
from
working
in
certain
roles.
Next,
one,
please
abigail,
so
we,
how
are
we
a
safeguarding
organization?
Well,
we
form
one
of
those
lines
of
defense
around
children
and
vulnerable
adults
and
the
public
generally
next
slide.
C
C
C
C
This
is
in
statute,
so
and
if
you
basically
regulated
activity
that
there's
a
proper
definition
for
it,
that
you'll
find
in
a
link
that
I'll
send
you
shortly,
but
it's
working
closely
with
children
and
vulnerable
adults,
so
the
regulated
activity
providers
and
the
personnel
suppliers
have
a
legal
duty
to
make
a
referral
to
barring
if
two
conditions
next
slide.
Please.
C
Keep
chunking
on
through
the
you
go.
One
is
that
you
have
withdrawn
permission
to
engage
in
regulated
activity,
so
you've
dismissed
somebody
you've
redeployed
them.
You've
moved
them
out
of
regulated
activity
for
some
reason
or
another
they've
retired
or
been
made
redundant,
which
was
handy
because
they
were
going
to
be
dismissed
if
they
didn't
or
they've
resigned
again,
which
would,
if
they
hadn't
have
done,
they
would
have
been
dismissed.
So
that's
one
of
those
conditions.
C
The
second
is
that
you
think
that
the
person
has
either
engaged
in
something
called
relevant
conduct
or
satisfied
the
harm
test,
or
you
know
that
they've
got
a
cautionary
conviction
of
a
relevant
defense,
now
engaged
in
relevant
contact
or
satisfied.
The
harm
test,
in
a
nutshell,
means
that
you're
concerned
that
they
have
in
the
past
they
are
doing,
or
they
are
likely
to
present
a
risk
to
children
or
vulnerable
adults.
Next
slide,
please.
C
So
just
going
to
quickly
recap,
so
you
must
make
a
referral
under
statutes
to
dbs
if
you've
dismissed
somebody,
even
if
the
legal,
even
if
the
local
authority
and
police
were
involved,
the
legal
duty
sits
with
the
employer,
so
we'd
rather
get
it
three
times
than
not
get
it
at
all,
and
our
numbers
of
referrals
from
the
nhs
are
much
much
lower
and
I'll.
Take
you
through
that
in
a
minute.
Could
you
also
just
check
your
managing
allegation
policies?
I
mean
liz
talked
about
sorry.
C
Helen
talked
about
policies
and
procedures
coming
up
really
loudly
and
clearly
in
the
in
the
survey
that
that
was
undertaken
by
cqc.
Do
your
managing
allegations
policies
make
it
absolutely
clear
that
hr
make
the
referrals
and
involve
the
safeguarding
lead
in
that,
but
you
should
be
checking
that
that
referral
has
gone.
C
The
more
information
that
we
get
at
dbs,
the
quicker
and
the
higher
quality
decision
that
we
can
make
okay,
so
I've,
given
you
a
list
there
of
all
the
things
that
we
need
to
receive
or
would
like
to
receive
if
possible,
just
send
us
as
much
as
you
possibly
can
is,
is
what
I
would
say
next
slide.
Please.
C
And
we
have
five
different
stages
through
that
involve
the
referred
person
as
well,
who
we
obviously
inform
before
we
make
a
final
decision
to
bar.
We
can
decide
at
any
point
not
to
bar
okay.
Next
slide,
please
the
impact
of
being
bad.
Is
that
guess
what
you're
not
allowed
to
work
with
inregulated
activity
with
children
or
you're
not
allowed
to
work
in
regulated
activity
with
adults,
depending
on
which
list
you're
on
and
if
you're,
on
both
lists
you're
not
allowed
to
work
in
regulated
activity
with
either
next
slide?
C
Please,
and
if
you
do
that,
carries
with
it
it's
a
criminal
offence.
So
if
you
were
working
or
seeking
work
or
offering
to
work
in
regulated
activity,
either
as
an
employee
or
as
a
volunteer,
then
you
can
you'll
be
fined
and
or
you
can
have
a
maximum
penalty
of
five
years
imprisonment.
C
C
I'm
not
going
to
go
through
this
in
detail.
It's
reiterating
what
lizards
just
said.
There
is
nothing
to
stop
you
sharing
information
about,
safeguarding
if
you're,
sharing
it
with
the
relevant
people
and
sharing
in
good
faith,
and
it's
covered
in
gdpr
under
substantial
public
interest.
Next
slide,
please,
and
also
in
the
data
protection
act
also
under
substantial
public
interest,
there's
a
whole
section
on
safeguarding
children
and
individuals
at
risk.
So
nothing
stopping
you
sharing
that
information
next
slide.
Please
just
want
to
flick
through
a
couple
of
case
studies.
C
We
have
different
sides
of
the
coin.
We
protect
people's
freedoms
as
well
as
protecting
vulnerable
children
and
adults,
and
this
is
a
case
study
where
a
teacher
a
three
month
son,
had
a
head
injury.
Whilst
in
his
care
and
the
partner
rang
the
police,
he
was
arrested,
the
teachers
regulatory
agency
were
informed
and
the
only
information
we
had
was
from
the
police,
where
it
said
that
the
medic
stated
unlikely.
C
Both
injuries
occurred
at
the
same
time
and
the
referred
person
told
medics
that
the
child
fell
off
his
lap
when
he
stood
up
now,
often
in
in
cases
that
we
deal
with
under
this
route
of
referral.
The
cps
criminal
prosecution
service
advise
no
further
action
or
when,
if
it
does
get
to
court,
there's
not
enough
evidence
to
prove
beyond
reasonable
doubt
that
the
allegations
are
true
or
not
actually
happened.
C
So
in
this
case
there
was
no
further
action.
We
got
requested
information
from
cqc.
I
went
to
the
named
nurse
who
went
to
the
ladder
I
got
passed
between
the
legal
department
and
every
man
in
his
dog.
Basically
next
slide.
Please.
C
Eventually,
I
did
get
something
we
got
passed
back
to
league.
We
had
a
bit
ping
pong
between
data
protection
and
legal.
I
did
get
something,
and
I
was
asking
for
the
child
protection
medical
and
that
very
clearly
disputes
the
police
information
and
says
that
the
injury
was
probably
accidental
and
occurred
as
the
referred
person
had
described.
C
That
teacher
had
19
months
of
wondering
if
he
was
ever
going
to
work
with
children
again
or
if
he
was
going
to
be
prevented
from
working
with
children.
Next
slide,
please
the
information
that
is
important
for
us
in
order
to
bar
people.
It's
also
important
to
stop
them
working
with
the
public,
so
we
got
a
referral
from
a
fostering
team
back
in
june
17..
C
Really
poor
referral
only
gave
us
strategy
meeting
minutes,
and
those
of
you
who've,
worked
in
safeguarding
in
a
length
of
time
know
that
that's
very
very
early
on
in
an
investigation.
So
there
was
absolutely
nothing
regarding
anything
concrete
around
this
baby's
injuries
it
was
was
it
was
it
a
birth
injury?
Was
it
clotting?
Was
it
infection
and
it
was
possible
abusive
head
trauma.
C
It
was
eventually
escalated
to
me,
which
it
does
when
nothing's
moving,
especially
if
it's
to
do
with
nhs,
because
I
used
to
work
in
the
nhs
for
20
odd
years
and
went
back
to
the
designated
nurse
again
backwards
and
forwards
contacted
the
ladder.
Eventually,
I
got
a
report
detailing
the
previous
concerns
about
the
referred
person
and
finally
got
the
ladder
minutes
which
confirmed
that
the
cps
felt
no,
it
didn't
meet
the
criminal
threshold,
but
there
was
a
high
level
of
concern
about
the
individual
and
the
risk
they
presented
to
children.
C
Very
finally,
we
got
a
consultant
pediatric
neurologist
report
confirming
the
diagnosis
of
abusive
head
trauma,
so
those
people
have
been
barred
and
no
longer
have
access
to
children
or
to
adults
in
regulated
activity.
Next
slide,
please-
and
we
have
referred
to
this
case
helen
and-
and
this
have
referred
to
this
case-
where
we
know
that
somebody
has
been
accused
of
several
occasions
of
sexual
assault
or
sexual
harm
and
different
police
forces
know
about
it
as
well,
but
it
doesn't
appear.
C
However,
there
might
be,
you
might
have
more
information
than
the
police
have
now.
So
I
would
recommend
make
that
barring
referral,
because
we
make
a
decision
on
the
balance
of
probabilities,
not
not
we're
not.
Looking
to
prove
something
beyond
reasonable
doubt,
if
you
were
concerned,
make
that
referral
as
liz
said,
it's
your
responsibility
next
slide,
please
so
just
to
finish
off
and
next
slide.
Please,
how
can
we
work
together?
We've
all
said,
and
we
all
know
we
can't
protect
children
and
vulnerable
adults
if
we
don't
work
together.
C
So
what
I
want
you
to
do,
if,
if
you
wouldn't
mind
after
this
conference,
is
go
and
check
your
managing
allegations
policy,
I
ask
cqc
and
I
ask
nhs
england,
an
improvement.
Can
you
check
people's
managing
allegations
policies?
Can
you
advise
what
should
be
in
there
to
make
sure
there
is
something
explicit
about
hr,
considering
making
a
referral
to
dbs
barring
following
a
disciplinary
and
that
they
involve
the
safeguarding
lead?
C
And
the
other
question
I
want
to
ask
is:
how
can
we
help
what
will
make
it
easier
for
you
to
be
able
to
understand
your
responsibilities
in
this
regard,
and-
and
that's
all
I'm
going
to
say
on
that
subject?
So
if
anybody
has
any
questions,
please
contact
me
directly.
I'm
just
checking
that's
the
last
slide.
Please
abigail
and
I
am
now
going
to
hand
you
over
to
granty
young,
who
is
the
ceo
of
health
practice
associates
council
thanks.
D
D
So,
like
our
colleagues
in
ireland,
you
have
the
pre-hospital
emergency
care
council
who
will
regulate
everyone
from
your
first
responders
right
up
through
emergency
care
assistance
technician
through
to
paramedic,
as
well
as
the
hcp
in
south
africa
who
regulate
all
those
groups
and,
of
course,
in
our
emt
in
america.
So
what
we're
trying
to
do
is
identify.
D
D
So
also
come
to
the
next
one,
so
we
have
a
council
which
has
existed
for
some
years
now
in
our
early
years
of
formation.
It
was
a
two-year
consultation,
the
seven
different
nhs
ambulance,
trusts,
trusts
and
john's
the
red
cross
and
private
sector
independence,
sector
ambulance
services
and
on
the
council
we
have
a
good
cross-section
of
backgrounds
and
experience
people
bringing
expertise
from
the
nhs
from
the
independent
sector
from
the
voluntary
sector
and
so
forth.
Could
we
go
into
the
next
slide?
Please?
D
So
I'm
going
to
be
whistling
through
this,
and
I
should
have
said
at
the
very
beginning,
kenny
gibson
was
going
to
co-present
with
me
and
he
does
pass
his
apologies
on
and
actually
I'll
just
quickly
read
a
little
statement.
He
wanted
me
to
to
say,
on
his
behalf,
says
due
to
unforeseen
technical
issues.
I'm
unable
to
join
this
morning.
D
So
the
could
you
go
to
the
next
next
bit,
please
yeah
we
can
just
skip
through.
I
think
this
is
a
slightly
older
iteration
of
the
presentation
we
can
sort
of
skip
through
to
the
next
one
I
painfully
painstakingly
removed,
slides
and
kenny
was
going
to
keep
me
on
time.
So
I
didn't
take
too
long.
So
if
we
just
so,
the
gap
that
exists
in
the
uk
is
pretty
much
that
little
step
between
when
the
person
leaves
an
employer
and
works
for
another
employer.
D
And,
of
course,
what
happens
when
someone
is
working
for
an
employer
and
they
have
another
job
in
a
different
county
and
one
of
the
most
vulnerable
areas
that
was
identified,
particularly
for
nhs
trust,
who
are
doing
their
utmost
to
to
to
to
keep
patients
safe,
as
as
are
many
of
the
independent
sectors.
Alan
rightly
said
earlier.
But
we
have
people
who
are
working
on
zero
hour
contracts
for
different
analyst
providers
around
the
country.
D
And
what
tends
to
happen
is
you
can
have
situations
where
there
has
been
an
event
of
concern
and
perhaps
the
person,
as
we've
heard
before,
jumps
before
they
pushed
and
they're
just
going
to
work
on
a
different
contract
in
one
of
my
previous
roles
for
an
nhs
trust,
we
discovered
someone
who
had
been
working
on
contract
for
some
six
months,
but
there
had
been
significant
concerns
with
another
trust,
but
then
managed
to
find
their
way
onto
contract
through
the
private
sector.
Now
it's
not
just
the
the
independent
sector,
where
the
risk
exists,
of
course
not.
D
But
we
know
that
that
is
an
open
market
and,
as
alan
said,
it's
quite
a
large
open
market
for
the
the
continuity
of
care
and
continuity
of
safeguarding.
It's
important
that
we
do
regulate
these
people,
that
we
have
them
on
the
radar
that
you
can
look
them
up
on.
The
register,
like
you,
would
a
paramedic
on
the
hcpc
and
see
that
they're
active,
there's
not
in
the
court,
not
a
caution
or
an
interim
suspension,
or
something
of
the
like
that
could
be
going
to
the
next
slide.
Please.
D
So
I
I've
put
a
whole
lot
of
slides
in
here,
just
so
that
you
know
afterwards.
People
can
download
it
and
really
get
a
feel
for
who
we
are,
and
if
you
don't
know
about
us,
the
reason
mike
will
will
be
is
that
we've
spent
a
lot
of
time,
the
last
five
years
getting
our
ducks
in
a
row
before
we
really
do
a
big
push
on
getting
all
the
ambulance
services
on
board.
D
What
we
want
to
see
is
this
reduction
of
the
transfer
of
risk
between
ambulance
providers.
We
often
realize
that
it's
a
it's
difficult
to
write
out
a
bad
reference.
We
get
that.
We
also
recognize
that
the
dbs
system
is
which
is
fantastic
and
we
use
it
a
lot.
Obviously,
just
like
you
and
there
are
certain
incidents
that
might
not
get
picked
up
as
we've
heard
that
don't
go
reported
and
I
remember
it
a
situation.
We
were
looking
at
on
boarding
a
paramedic
and
looking
at
the
dbs
certificate.
D
It
was
clear,
but
we
looked
them
up
on
the
hcpc.
It
was
unbelievable.
The
sort
of
content
was
on
there
and
it
was
an
immediate
rejection
from
contract.
So
why
was
that
is
because,
as
a
regulator,
there
is
more
stuff
that
you
are
able
to
pick
up
on
and
put
onto
the
register,
because
you've
got
a
code
of
conduct.
You've
got
a
a
an
expectation
of,
or
so
you
have
a
presence
for
for
people
to
make
those
referrals
through
to
you,
that's
staff,
that's
the
public,
it's
employers
and
various
other
stakeholders.
D
D
D
So
we
can
actually
skip
this
one
if
we
can
skip
this
one
completely.
It's
just
a
little
extract
from
a
news
interview
talking
about
the
public
expectation
for
regulation
of
those
individuals.
D
Now
the
the
national
police
chiefs
council,
we
were
privileged
enough
to
be
invited
to
do
a
presentation
to
the
custody,
to
a
custody,
suites
hearing
and
what
we,
what
we
told
them
about
the
fact
that
is
ten
thousand
patient
contacts
rough
roughly
for
the
unregulated
ambulance.
Responder
was
so
shocking
to
them
that
they
actually
got
behind
us
straight
away
and
they've
signed
posted
the
hpac
in
all
the
custody
suites
across
the
country
as
the
non-paramedic
referral
pathway.
So
what
does
this
mean?
D
D
D
So
this
means
that
if
someone's
devious
certificate
becomes
invalid
and
they
would
have
to
be
on
the
update
service,
but
if
it
does
become
invalid,
our
system
would
automatically
pick
that
up
and
we
would
know
within
an
hour
which
allow
us
to
make
rapid,
have
a
rapid
reaction
to
that
situation
and
inform
the
employer
and
quote
that
they're
no
longer
active
on
the
on
the
system
and
that
person
will
have
to
obviously
give
an
account
to
us
because,
of
course
they
have
to
self-refer
and
if
they
haven't
done
that.
That
raises
other
questions.
D
D
We
can
just
go
to
the
next
one:
it's
fine,
so
yeah.
How
does
our
safeguarding
alert
system
work?
So
we
have
a
portal
for
organization
stakeholders
to
to
to
log
into
and
the
ambulance
staff
who
are
on
the
register
they
associate
or
link
in
to
the
employer,
and
so
what
this
means
that,
if
say,
for
example,
someone's
doing
some
work
up
north
and
then
they're
employed
down
south
and
something
goes
wrong
up
north
there
and
that
gets
reported
to
us
immediately.
Their
employer
down
south
would
receive
a
alert
from
our
system.
D
They'd
only
be
alerted
that
by
by
us,
if
that
person
is
associated
to
them,
so
the
safeguarding
lead
does
not
get
inundated
with
lots
of
referrals
so
go
to
the
next
slide.
Please
so
some
examples
of
the
referrals
we've
been
working
with
we've
had
sexual
assault
and
staff
member
sexual
assault
and
a
minor.
We
actually
had
one
of
the
victims
contact
us
and
make
a
referral
with
contact
us
we've
had
we've
worked
with
laddo
we've
worked
with
about
four
or
five
different
police
forces.
D
We've
we've
been
really
hard
at
work
behind
the
scenes
just
to
try
and
reduce
the
public
and
the
employer,
exposure
and
staff
exposure
to
people
who
are
putting
on
the
green
uniform,
but
taking
advantage
of
the
trustee
that's
been
given
to
them
and,
of
course,
taking
advantage
of
those
those
patients
as
well.
So
it's
a
really
really
important
thing
to
to
recognize
that
in
the
short
time
the
hpac
has
been
in
existence.
D
We've
had
many
many
referrals
already,
and
you
know
we've
had
referrals
from
staff
members
as
well
they're,
you
know
referring
colleagues
in
just
as
they
would
for
the
hcpc.
So
it
absolutely
makes
sense
that
we,
you
know
square
off
the
circle,
cover
the
section
around
non-paramedic
clinicians
and
get
them
regulated
as
well.
We
have
fantastic
support
and
cooperation
from
ambulance
trusts
that
help
us
to
make
sure
people
are
accredited,
etc
and,
of
course,
from
the
independent
sector
as
well
and
other
stakeholders.
Can
we
go
on
to
the
next
slide?
Please.
D
So
yeah
we've
just
got
our
own.
This
is
just
a
little
flashcard
on
our
register
and
checking
process.
We
will.
We
will
check
that
people
are
registered
with
other
that
are
not
have
not
been
struck
with
other
registers,
we'll
obviously
go
through
the
dbs
check,
we'll
check
their
their
credentials
etc,
and
it's
pretty
solid.
So
you
can
get
that
off
the
downloaded
presentation
to
go
to
the
next
slide.
Please.
D
So
yeah,
this
is
just
a
screenshot.
You
can
look
someone
up
on
the
register
and
you
can
see
that
they're
active
or
not
and,
as
I
say,
one
of
the
great
things
with
our
system,
plugging
straight
in
to
disclosure
and
borrowing
services
system.
The
way
that
they've
they've
done
that,
if
they're
active
on
our
system,
you
can
be
fairly
confident
that
their
dbs
is
still
is
still
valid.
If
they're
on
the
update
service,
which
is
something
that
we're
rolling
out
to
every
single
one
of
our
registrants,
can
we
go
to
the
next
slide?
Please.
D
I'll
just
bring
up
all
those
points
there.
We
can
skip
this
one,
it's
fine.
This
is
just
just
a
little
summary
of
the
sort
of
things
that
we
are
checking,
which
a
lot
of
the
trust
a
lot
of
employers
will
check
as
well.
Of
course,
it's
just
natural
part
of
our
due
diligence
as
well,
just
to
make
sure
that
we
are
seeing
the
right
people
get
onto
the
register.
D
We
will
do
background
checks,
identity
checks,
we'll
even
do
biometric
face,
match
checks
to
make
sure
the
person
matches
you
know
their
their
passport
and
they
belong
to
their
certificates.
D
So
this
is
just
stuff
to
ensure
you
know
we
have
that
professional
professional
behavior
from
them
and
that
they
are
who
they
say
they
are.
It
is
about
protecting
the
public
is
about
supporting
a
professional
behavior.
It's
about
encouraging
staff
to
encourage
each
other
to
get
registered,
to
become
accountable
and
to
actually
take
away
the
opportunity
for
people
to
hide
in
plain
sight
when
people
are
on
the
register
they're
on
the
radar.
D
D
This
is
so
yeah.
We
can
go
through
this
one
very
quickly,
so
this
is
just
a
hierarchical
structure
of
the
way
the
system
will
just
allow.
So,
for
example,
the
nhs
could
have
a
parent
organization
register
and
just
share
intelligence
with
other
trusts
if
they
receive
referrals-
and
it's
also
possible
for
private
independent
sector
and
voluntary
registrants
organizations.
Could
we
go
to
the
next
slide.
D
Please,
with
the
system
also
has
some
really
helpful
little
bits
just
to
help
people
with
the
action
plans
and
keep
track
of
event
logs
of
the
individual
who's
on
the
register.
So
if
you've
noticed
concerning
behavior
within
a
person's
profile
for
one
of
a
better
word
as
an
organization
with
access
to
the
system,
you
can
record
that
and
you
can
build
up
a
picture
and
that
just
allows
you
or
your
safeguarding
legal
hr.
D
D
So,
what's
our
main
message:
yes,
it's
help
to
protect
patients
and
staff,
reduce
risk
being
passed
on
support,
regulation
compliance-
and
you
know
I
recognize
we
do
at
the
council-
recognize
the
incredibly
hard
work.
Everyone
is
doing
and
you
know
it's
it's
a
very
difficult
landscape
out
there
and
we
just
want
to
do
our
part-
we're
a
non-profit,
we're
a
community
interest
company,
which
means
we're
owned
by
the
public
interest,
and
we
just
want
to
support
you
as
key
stakeholders
in
this
difficult
landscape.
E
Okay
good
good
morning,
everyone.
Thank
you
good
evening.
My
name
is
chief
inspector
james
brown.
I
work
in
norfolk,
suffolk,
professional
standards
department,
I'm
in
charge
of
the
serious
case
unit
and
the
intercultural
unit
for
the
north
and
southwest
police.
I've
been
asked
to
come
along
today,
just
to
give
you
an
input
really
on
some
of
the
work
that
we've
been
doing
around
trying
to
identify
sexual
predators.
Obviously
within
the
police
as
you'll
probably
be
aware.
E
Unfortunately,
it's
not
something
that
purely
affects
yourselves
and
the
end
is
trusting
affects
all
sorts
of
homelessness,
particularly
where
there's,
obviously
a
position
of
trust
involved
and
I've
been
asked
come
on
today,
we've
been
doing
some
work
very
closely
with
the
east
england.
Members
trusted
that
who's
also
on
the
call
today
and
we've
been
delivering
some
awareness
raising,
I'm
gonna
put
to
to
hairstyle.
E
I
think
the
caveat
today
really
don't
this
is
input
usually,
with
the
input
we've
been
giving
to
her
staff
usually
lasts
about
90
minutes,
so
I'll
do
give
it
a
very
little
stop
tour,
some
of
the
some
of
the
work
that
we've
been
doing
so
next
slide.
Please.
E
So
I
think,
just
to
start
we'll
talk
about
some
sort
comparators
between
our
roles
between
the
police
and
the
ambulance
service.
We'll
then
move
on
to
identification
and
and
warning
signs
that
we
picked
up
during
doing
some
of
our
work
and
then
finally,
we'll
finish
on
sort
of
some
detection
and
prevention
measures
that
that
we've
also
picked
up
as
well.
E
Next
slide,
please
so,
first
of
all,
comparatively
between
the
the
the
police
and
the
ambulance
service,
there
will
be
many
more
than
these,
but
this
is
just
something
that
I
thought
of
the
other
day
when
I
was
going
through
this
presentation
again,
our
relationship
with
the
public
is
is
built
on
trust.
There's
very
few
other
organizations
where
you
know
when
we
turn
up
at
the
doorstep
in
uniform,
whether
it
be
in
a
green,
uniform
or
black,
uniform
that
we're
actually
invited
into
people's
homes.
E
There's
very
few
other
agencies
that
get
that
that
sort
of
level
of
trust,
where
we're
simply
invited
in
people's
homes,
purely
based
on
on
our
on
our
uniform,
we're,
often
making
life
changing
or
life
saving
decisions,
whether
it
be
within
the
police
or
for
the
ambulance
service
and
again,
quite
often
that
we're
those
scenes
together
or
working
together
as
well.
E
We
also
look
at
the
potential
deprivation
of
liberty,
so
again,
that's
quite
straightforward,
with
police
officers
again,
unfortunately,
we
quite
often
have
to
working
to
arrest
people
and
take
away
their
liberty,
but
likewise,
with
the
ambulance
service,
I
think
you've
got
powers
and
the
mental
capacity
act
in
order
to
to
also
remove
people
from
from
location.
E
So
again,
that's
that
that
use
of
power
that
you,
your
staff,
have
also
got
also
in
terms
of
vulnerabilities
again,
we
are
working
all
the
time
with
people
with
all
sorts
of
different
illnesses,
sort
of
mental
health,
physical
illnesses,
dealing
with
victims
of
domestic
abuse,
we're
dealing
with
those
with
alcohol
and
drug
dependency,
and
I
put
in
there
who
will
believe
it.
So
again,
we
found
through
some
of
our
research
where,
unfortunately,
police
officers
have
targeted
people
who
are
vulnerable,
particularly
those
who,
again,
you
know,
who's
actually
going
to
believe
them.
E
E
I've
already
mentioned
about
that
imbalance
of
power.
Again
anybody
who's
perhaps
can
use.
This
could
be
using
the
law
or
procedures.
You
know,
let's
look
at
that
sort
of
imbalance
of
power.
Where
does
that
balance
of
power
actually
sit
access
to
personal
data?
E
So
again,
you
know,
as
the
police
service
we've
got
access
to
all
sorts
of
personal
data
held
on
on
individuals,
whether
that
be
mobile
phone
numbers,
home
addresses,
criminal
convictions
etc,
but
your
staff
also
will
also
have
access
to
those
sorts
of
personal
information,
whether
it
be
again
mobile
phone
numbers
where
perhaps
they
can
then
contact
them
after
they've
dealt
with
the
event
or
obviously
they'll
know
home
addresses
in
the
fact
sure
that
they've
been
there
so
again,
just
think
about
the
access
that
some
of
your
staff
have
got
to
that.
E
That's
a
level
of
personal
data
and
then
loan
working,
there's
opportunities
and
also
risks
there.
So
again,
unfortunately,
opportunities
for
predators
again,
a
lot
of
our
officers
work
on
their
own
they'll
be
going
along
to
these
incidents
on
their
own.
But
likewise
so
some
of
your
some,
your
paramedics,
I
know
they've
got
single-proof
vehicles
where
they'll
be
going
on
their
own,
so
again,
there's
opportunities
if
they
are
predators,
but
also,
as
we
know,
unfortunately,
there's
also
risks
of
false
accusations,
and
you
have
to
look
at
ways
that
people
can
protect
yourselves
and
again.
E
You'll.
Be
aware
that
there
are
police
officers
now
across
the
across
the
country,
the
body
war,
video-
and
I
know
that's
something
that
perhaps
some
analyst
trusts
are
looking
at
as
well,
albeit
you've
got
different
considerations
around
privacy
that
you'll
need
to
pursue,
and
then
finally,
you
support
some
physical
contacts.
Again,
police
officers
quite
often
have
to
lay
hands
on,
as
we
call
it
they
have
to
use
force
against
against
individuals.
E
We
need
to
make
sure
that
they're
not
using
those
those
powers
reducedly
all
likewise
again,
your
ambulance
crews.
They
can
only
do
their
job
made
by
unfortunately
laying
hands
and
touching
people.
You
know
in
order
to
provide
medical
treatment
for
them
and
again
that's
where
some
of
those
risks
and
opportunities
for
perpetrators
and
creditors
come
about.
E
So
next
slide,
please
so
again,
these
are
just
some
of
the
possible
warning
signs
again
now,
but
probably
many
more
so
again.
E
Police
officers
quite
often
are
seen
as
that
night
in
shining
armor
we're
going
along
to
incidents
where
people
have
never
ever
called
the
police
in
their
life
and
we're
happy
to
go
in
and
potentially
sometimes
say
that
save
their
lives
and
quite
rightly,
sometimes,
unfortunately,
I'll
see
that
that
night
in
showing
armor
there's
important
officers
don't
play
upon
on
that
role,
that
they're
given
and
and
likewise
again,
your
staff
are
going
to
be
going
in
and
more
often
than
not,
sometimes
you
know
again
saving
people's
lives.
E
Sometimes
we
find
that
and
then
the
public
will
have
a
favorite
officer
who
they
will
phone
up
and
ask
for
and
again
might
not
be
anything
wrong
with
that.
Because
again,
the
officer
might
do
a
really
good
job,
but
again
that
might
be
a
potential
warning
independent
to
us
where
again,
the
member
public
is
pulling
up
and
asking
for
a
particular
officer
all
the
time
again.
That
might
not
happen
so
much
within
your
within
your
service,
but
again
that's
something
that
we've
seen
we've
contacted
within
police,
unexpected
visits
again.
E
If
an
officer
was
going
around
and
visiting
a
victim,
you
know
quite
often,
we've
got
a
reason
to
do
that.
Again.
It
is
an
unexpected
visit
and
again
those
businesses
are
taking
place
on
a
regular
basis.
Again,
that
might
be
something
that
we're
concerned
about
again
might
not
be
something
that
happens
within
within
your
trust,
favorable
decisions.
So
again
we
this
is
where
we've
had
that
imbalance
of
power.
E
Again
so
again,
you
know
we
made
a
police
officer
who
you
stop
someone
for
a
speeding
offense
or
for
using
a
mobile
phone
and
again,
unfortunately,
we
have
seen
situations
where
again,
the
officer
has
asked
for
that
for
the
mobile
phone
number
of
the
person
who
stopped
in
order
to
not
receive
a
receiver
ticket,
and
unfortunately,
we've
also
seen
them
incidents
where
officers
have
actually
been
engaged
in
sexualized
behavior
and
not
hand
out
not
providing
someone
with
speed
and
ticket
or
a
mobile
phone,
or
something
similar
to
that
so
again,
those
sort
of
favorable
decisions
in
order
to
in
order
to
be
in
return
for
sexual
favors.
E
Unfortunately,
flirtatious
behavior
again
something
that
you,
you
know
again,
your
staff,
hopefully
won't
get
engaged
in
again
we're
dealing
with
most
of
the
public.
We've
certainly
got
really
high
standards
of
behaving
expect
of
our
start.
We
certainly
wouldn't
be
expecting
any
of
our
staff
engage
any
sort
of
flirtatious
behavior.
So
again,
that's
something
that
again
might
be.
It
would
possibly
be
a
potential
warning
signal
for
us
nicknames
and
pet
names.
So
again
again,
if
someone
is
having
regular
contact
with
the
same
member
of
the
public
again
we'd
be
really
concerned.
E
If
they
some
had
some
someone
has
some
sort,
nickname
or
pet
name
for
them
again.
That
would
demonstrate
to
us
a
certain
level
of
unprofessional
contact
between
them.
Then
we
move
on
to
unnecessary
communication,
that
being
through
social
media
or
phone
or
email,
and
we've
got
really
strict
instructions
to
our
staff,
but
at
no
point
should
they
be
handing
out
their
personal
phone
numbers
or
any
form
of
social
media
contacts
to
any
member
of
the
public.
There's
no
reason
for
them
to
do
that.
E
They've
all
got
tablets
issued
to
them
now
a
lot
of
the
job
issued
phones.
So
there
should
be
no
reason
whatsoever
for
them
to
be
handing
out
their
personal
phone
numbers
to
the
members
of
what
they
deal
with.
E
You
would
be
very
concerned
if
they
were
doing
that
and
again
that
might
be
a
potential
indicator
to
us
that
we
need
to
know
about
kisses
on
the
end
of
messages
and
again
with
some
of
the
flirtation
emojis
and
other
centralized
comments
again
from
some
of
the
the
language
that
we
have
picked
up,
particularly
on
some
of
our
force
issued
mobile
phones.
Again,
we've
got
access
to
order
all
of
their
text,
messages
that
they
send
again.
E
This
is
where
some
of
our
auditing
work
in
the
background
might
pick
up
on
indicators
where
they've
perhaps
put
like
the
kiss
on
the
end
of
it
on
the
end
of
a
message
again,
that
would
be
a
real
concern
to
us
on
any
sort
of
force
issued
device
with
people
using
that
sort
of
behavior
and
we've
been
doing
some
more
we've
been
doing
some
more
work
around
that
context
of
business
off
duty.
E
Again,
there's
no
reason
whatsoever
why
a
police
officer
should
be
visiting,
amend
the
public
off
duty
even
to
go
around,
and
do
it
any
sort
of
welfare
check
again.
That
would
be
a
real
risk
not
only
to
them
in
terms
of
accusations,
but
of
this
to
the
to
the
member
public
as
well.
E
Quite
rightly,
I
wouldn't
imagine
that
any
of
your
staff
would
be
doing
or
shouldn't
be
doing
any
visits
to
patients
off
duty
presence,
gifts
and
letters,
but
again
number
nine
might
have
anything
wrong
with
an
officer
receiving
a
gift.
What
sometimes
we
do
hopefully
do
a
good
job
and
we
will
receive
gifts
or
a
letter
thanks
again,
if
the
same
officer
was
getting
regular
gifts
coming
through
again,
that
might
be
a
concern
to
us
continued
contact
after
the
incident
or
cases
has
concluded
again.
E
E
The
use
of
dating
websites
and
risky
sexualized,
behavior
and
affairs,
we
often
say
we
are
not
the
moral
police,
my
department,
we
are
not
involved
with.
Unfortunately,
during
our
work,
we've
all
come
across
some
really
sensitive
information
about
other
individuals,
whether
that
be
use
of
dating
websites
or
having
having
affairs
with
boys
and
again.
We
are
not
laurel
police,
however,
that
that's
repetitive
and
is
seen
as
an
individual,
and
perhaps
we
all
know
those
individuals
with
our
organizations
who
perhaps
may
just
display
those
sorts
of
behaviors
again.
E
That
may
be
an
additional
risk
that
we
might
want
to
consider.
You
know
how
much
is
it
for
them
to
then
step
over
that
line
to
then
have
have
some
sort
of
sexualized
contact
with
the
member
public.
E
You'll
see
that,
on
the
right
hand,
side
I
put,
the
victim
will
often
see
there's
nothing
wrong
with
the
voracious
power
staff.
E
So,
quite
often,
when
we
go
and
see
the
the
victims
of
these
cases
again,
they'll
think
well
what's
wrong
with
me
being
in
a
relationship
with
an
officer,
I
said,
there's
only
until
we
sort
of
point
out
that
imbalance
of
power,
you
know
how
did
they
actually
form
that
relationship
with
them
they'll
actually
then
start
to
realize
that
actually,
yes,
they
were
preyed
upon
at
a
really
vulnerable
time
in
their
lives.
E
So
we've
got
a
as
you
say:
the
national
police
chiefs
council
commissioned
the
university
of
bournemouth
back
in
2017,
as
this
issue
was
raising
his
head
within
the
police
service
and
we
pumped
up
the
university
of
bournemouth
and
commissioned
them
to
do
some
work
around
developing
a
risk
assessment
tool
for
us.
So
we
could
try
and
identify
some
of
these
offices
earlier
and
police
staff
earlier.
You
might
use
their
position
for
sexual
purpose.
E
There's
a
data
collection
over
500
cases
from
from
33
out
of
43
courses.
You'll
see
that
there's
some
just
some
headlines
in
here
there's
a
lot
more
research
to
come
out
and
things
come
out
from
this
research,
but
72
of
the
sample
were
between
the
ages
of
31
and
50,
and
that's
largely
supported
by
some
other
work
and
research.
That's
been
done
as
well.
Majority
of
the
officers
had
less
than
10
years
service
in
terms
of
marital
status.
E
E
Over
a
third
of
them,
I
haven't
had
in
excess
of
six
disciplinary
events,
and
again
I
just
put
there:
does
the
nhs
stroke
ambulance
trust,
have
any
method
of
logging
that
sort
of
intelligence,
so
transferees
will
also
linked
to
a
high
number
of
risk.
Behaviors
an
overall
payment
has
been
of
increased
risk.
E
So
again,
we've
got
now
got
a
framework
in
place
for
sharing
any,
obviously,
not
only
just
normal
information
about
about
people
transferring
from
one
place
store
to
the
next,
but
also
our
counter
corruption
units
will
also
be
important
at
each
other
and
we'll
share
that
intelligence,
which
the
officer
and
one
are
actually
learning
about.
So
again,
we've
got
a
process
in
place
for
that,
so
also
the
research
picks
up
behaviours,
which
also
indicate
issues
with
their
sort
of
work
ethic
and
their
conscientiousness.
E
There's
something
to
suggest
that,
like
a
work,
ethic
is
related
to
an
increased
risk
of
all
forms
of
corruption,
but
also
an
abusive
position
for
sexual
purpose,
and
then
police
officers
are
just
things
like
going
missing
on
duty.
Taking
long
work,
breaks,
break
some
work,
all
standard
work
and
be
having
an
inappropriate
way
of
duty,
for
example,
flashing
at
work
partying,
unfortunately,
and
again,
as
I
said
earlier,
on
having
extramarital
affairs
on
duty,
etc.
E
So
the
system
of
the
researchers
come
out
and
having
spoken
to
the
the
lead
researcher
from
university
boards
recently
and
she's
very
interested
in
doing
some
further
research
for
the
ambulance,
trust
so,
and
that
might
be
some
work
that
what
she
wants
you
to
do
for
you
next
slide.
Please.
E
E
Some
some
very
quick
ideas
for
a
detection
convention
you
need
to
have
you
know.
Certainly
the
police
we've
got
a
real,
clear,
an
ambiguous
message
around
this
sort
of
behavior
we've
had
regular
campaigns
and
publicity
cap
raising
campaigns
that
enforcers
that's
included
on
our
internal
internet
pages.
We
also
publish
all
our
misconduct
findings.
E
You
may
well
be
aware
that
any
gross
misconduct
I'm
hearing
now
is
held
in
public
there's
any
very
rare
circumstances
when
they're
not
so
again,
the
public
gets
to
hear
or
any
any
voiceless
conduct
finding,
and
we
also
engage
in
a
lot
of
training
to
both
new
students
and
supervisors,
to
make
those
messages
really
clear
around
what
it
says
and
what
isn't
early
identification
of
potential
sexual
predators
is
vital.
E
Sometimes,
when
we
pick
up
on
some
really
low
level
intelligence,
we
may
decide
to
actually
hold
what
we
call
a
vulnerability
to
interview
with
that
member
of
staff
with
with
my
colleagues
from
the
production
unit
and
that
and
to
point
out
why
those
behaviors
are
risky
again,
that
can
be
a
really
powerful
deterrent.
E
Organizational
memory
is
also
really
important.
You
know
supervisors
move
on,
and
quite
often
we
found
that
no
handover
is
completed
between
supervisors
to
pick
up
on
those
low
level
risks
and
concerns.
So
again,
part
of
our
performance
development
review
process.
We
tried
to
pick
up
on
those
sorts
of
issues
there
with
a
handover
between
staff
awareness
raising
with
partners.
E
Again
you
are
our
eyes
and
ears,
which
is
why
I've
been
doing
the
work
with
you
saying
that
emblems
trust
again,
your
staff
are
going
along
to
the
same
sort
of
incidents
and
vice
versa.
So
again,
that's
where
we
can
raise
awareness.
You
can
be
our
additional
eyes
and
ears
out
there
to
pick
up
on
some
of
those
individuals
and
also
vice
versa.
E
We've
also
been
looking
at
some
psychometric
testing
and
recruitment
to
see
whether
we
can
tease
out
some
of
these,
these
issues
and
people's
attitudes
towards
towards
towards
the
public
and
again
it's
important
to
have
confidential
reporting
systems,
both
internally
and
externally.
So
we've
got
a
confidential
anonymous
online
reporting
system
internally
for
staff
to
report
those
sort
of
values
and
again,
we've
seen
quite
pleasingly.
We've
seen
staff
report,
these
sort
of
behavior,
but
also
we've
got
an
external
anonymous
corruption
reporting
system
as
well.
E
I
talked
earlier
about
audits
of
systems.
So
again,
we've
got
a
range,
a
wide
range
of
software
tools
that
we
can
connect
orders
of
systems
to
see
who's
had
access
to
particular
records,
which
again
might
indicate
that
that
said,
people
are
our
concern
and
why
those,
while
he's
checking
those
basic
systems,
we've
also
been
doing
some
work
around
phone
records.
So
again
I
mentioned
earlier
on.
The
police
officers
have
got
mobile
phones
issued
by
the
force.
E
So
again
we
can
pick
up
on
high
volume
callers
to
a
particular
number
and
again
then
do
some
research
and
some
health
checking
around
that
and
then
finally,
we've
got
a
national
working
group
formed
around
abusive
position,
which
is
formed
with
police
officers
across
the
country,
which
is
chaired
by
chief
superintendent
and
again,
that's
where
we
look
to
to
share
good
practice
and
tactics
and
techniques
in
order
to
identify
from
preventive
behavior
as
well,
and
that's
the
end
of
my
presentation,
I
understand
that
we
should
be
having
a
comfort
break
at
10
50,
which
also
we're
slightly
over
time
on
for
10
minutes.
E
Yes,
I've
got
a
thumbs
up,
so
I
I'm
assuming,
then
we're
going
to
return
that
to
1053.
Please
thank
you.