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and Welfare Survey 2016 Surrey Police January 2017

SURREY_Welfaresurvey_2017

3. CAPACITY 3.1. MINIMUM

3. CAPACITY 3.1. MINIMUM OFFICER STAFFING We asked respondents whether or not their team or unit has a minimum officer staffing level and 71% of respondents from Surrey Police indicated that their team or unit had a minimum officer staffing level. Among respondents whose team or unit had a minimum officer staffing level, 24% indicated that this level was achieved never or rarely. 3.2. OFFICER STAFFING ARRANGEMENTS Respondents were asked whether they had been told how officer staffing levels in their team/unit were determined and whether they felt it was effective. 65% of respondents from Surrey Police indicated that they had not been told how officer staffing levels are determined, whilst 76% disagreed or strongly disagreed that the way officer staffing levels are determined seems to be effective. An additional set of statements were developed for this survey to assess aspects of capacity to meet job demands. Results for Surrey Police are below. Figure 3. Surrey Police: Capacity to deal with workload 58 56 % respondents 31 5 6

4. WORK PATTERNS 4.1. SHIFTS Respondents were invited to indicate which of broad shift patterns they typically worked (indicated in Figure 4) and, to the nearest hour, how long their shifts are supposed to last. Figure 4. Surrey Police: Shift rotation 50 3% of respondents from Surrey Police reported their formal shift duration was more than the 8-10 hours advised by the Health and Safety Executive vii and the Police Negotiating Board. viii % respondents 29 15 5

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