Reflective Practice Review Process (RPRP)

Part 6 of the Conduct Regulations make provision for a Reflective Practice Review Process (RPRP). This process does not amount to disciplinary proceedings. RPRP consists of two stages: a fact-finding stage and a discussion stage.

Following completion of the discussion stage, the reviewing officer must produce a reflective review development report in accordance with Regulation 70.

A referral to RPRP can be made at all stages in the handling of a matter from the initial assessment through the investigation or misconduct proceedings. The RPRP allows issues badged as Practice Requiring Improvement (PRI), that are potentially a blend of performance and conduct matters, to be handled proportionately with a focus on lessons that can be learned by either the individual concerned and/or the organisation.

A finding of PRI means under-performance or conduct not amounting to misconduct or gross misconduct which falls short of the expectations of the public and the service as set out in the Code of Ethics. This can include matters that allege that the Standards of Professional Behaviour have been breached but that the alleged breach would not justify misconduct proceedings or warrant a referral to the Performance Regulations.

The reflective review development report and review notes must be discussed as part of the officer’s performance and development review during the 12-month period following agreement of the report.

There are no sanctions following a finding of PRI and the officer must not be prevented from applying for or obtaining a promotion or a transfer. The appropriate authority must take action to ensure that any lessons identified for the line management or Force are addressed. If the reviewing officer considers that the officer concerned is failing to engage with the RPRP, the reviewer may refer that failure to the appropriate authority to conduct a severity assessment under Regulation 14