Annex A: glossary
Appropriate authority – the person responsible for making decisions about complaint and conduct matters. This may include:
- the chief officer of the police force
- the police and crime commissioner for the police force the complaint is about
- the Mayor’s Office for Policing and Crime (if the complaint is about the Commissioner of the Metropolitan Police Service)
- the Common Council for the City of London (if the complaint is about the Commissioner of the City of London police)
Conduct – refers to the way someone behaves and the way they treat others. For example, it can include things they say or do not say and their decisions. Police officers and staff must behave in a way that meets professional standards.
Conduct matter – situations where there is an indication a person serving with the police may have committed a crime or behaved in a manner that would justify disciplinary proceedings.
Core work – investigations that have a sufficient level of seriousness and public interest that they require independent or directed investigation by the IOPC. Other matters may still attract oversight by the IOPC if they fall into one of our current thematic areas.
Disciplinary action – happens at the end of misconduct proceedings and can include the following:
a) written warning
b) final written warning
c) reduction in rank
d) dismissal without notice
Final written warning – this letter is given when a previous written warning has not been effective or where a matter is considered to be sufficiently serious. A copy of the letter will be placed on the individual’s personal file.
Gross misconduct – a breach of the standards of professional behaviour that is so serious it would justify dismissal, if proven.
Management action – steps taken by a manager to improve performance or manage the behaviour of a member of staff. It is an opportunity to learn and improve. It addresses performance and conduct in a timely, proportionate and effective way. Management action is not a formal disciplinary outcome.
Management advice – for situations when management action is imposed as a formal disciplinary outcome, following misconduct proceedings or an appeal meeting.
Misconduct – a breach of the standards of professional behaviour that is so serious it would justify disciplinary action, if proven.
Misconduct hearing – deals with gross misconduct and can impose disciplinary action up to and including dismissal. It also deals with misconduct, where there is a final written warning in place.
Misconduct meeting – deals with misconduct and can impose disciplinary action up to and including a final written warning.
Misconduct proceedings – for a member of a police force or a special constable, misconduct proceedings means a misconduct meeting or a misconduct hearing. For a member of police staff, misconduct proceedings means any proceedings or management process that considers their conduct (as opposed to their performance), in order to decide whether their conduct warrants a sanction.
Reflective practice review process – the procedures set out in part six of the Police (Conduct) Regulations 2020 for handling practice requiring improvement.
Reduction in rank – this is where an officer’s rank is reduced by one or more ranks.
Thematic work – thematic areas are topics we choose to focus on, that are of public concern. Thematic work includes investigations involving these areas, even if they do not meet the requirements for core work. Our thematic areas are abuse of power for sexual purposes, domestic abuse, mental health, race discrimination, violence against women and girls and road traffic incidents.
Unsatisfactory performance procedure – used to improve someone’s performance. It deals with inability or failure to perform to a satisfactory level, but without breaching the standards of professional behaviour.
Written warning – this letter may be given when a matter is considered to be sufficiently serious. A copy of the letter will be placed on the individual’s personnel file.