Policies S

Sexual Orientation Policy and Procedure
Dorset Police is committed to equality and diversity within its workforce, this policy provides guidance and information to assist all members of Dorset Police in understanding legislative requirements and to ensure that working conditions exist where all staff treat each other with respect and sensitivity regardless of their sexual orientation. This policy is focussed on internal relationships but has an impact and can be considered when engaging with members of the public.
Single Governance Model Policy and Procedure
This Policy sets out the principles and arrangements for governance of the Force. Governance describes how an organisation “ensures it is doing the right things, in the right way, for the right people, in a timely, inclusive, open, honest and accountable manner”.
Standards of Dress and Appearance Policy
The Corporate Aim is to provide a first class, high performing and cost effective service that reassures diverse communities and makes Dorset a safer place.
Stress Management Procedure
This document is designed to improve the working life of everyone in the organisation. It identifies the causes of work related stress, sets out both organisational and individual responsibilities and also provides a clear procedural framework for Managers to follow so that overall a fair, consistent and supportive Force approach is maintained.
Substance Misuse Testing and Welfare Support Policy and Procedure
This policy applies to all Police Officers, Special Constabulary, Volunteers and Police Staff. For the purposes of this policy these groups will collectively be referred to as ‘staff’ unless it is necessary to be more specific to comply with explicit Home Office advice.
Succession Planning Policy and Procedure
This policy is intended to provide a strategic framework to ensure the Force has identified its key posts and has considered issues of resilience in support of the delivery of the Dorset Police Workforce Plan. The policy details the definition of succession planning, the roles and responsibilities of those involved, how to identify successors for vacant posts and how to recruit and select successors.
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