Regulation 17 Procedure at first stage meetingI1

England and Wales

(1)

This regulation applies to the procedure to be followed at the first stage meeting.

(2)

The meeting must be conducted by the line manager.

(3)

A human resources professional or a police officer may attend the meeting to advise the line manager on the proceedings.

(4)

Any other person specified in the notice referred to in regulation 16(1) may attend the meeting if the officer concerned consents.

(5)

The line manager must—

(a)

explain to the officer concerned the reasons why the line manager considers that the performance or attendance of the officer is unsatisfactory;

(b)

provide the officer with an opportunity to make representations in response, and

(c)

provide the police friend (if the officer has one) with an opportunity to address the meeting in accordance with regulation 8(3)(a).

(6)

If, after considering such representations (if any) and address (if any), the line manager finds that the performance or attendance of the officer concerned has been unsatisfactory, the line manager must—

(a)

inform the officer in what respect the officer’s performance or attendance is considered unsatisfactory;

(b)

inform the officer of the improvement that is required in performance or attendance;

(c)

inform the officer that, if a sufficient improvement is not made within F1such period as the line manager specifies in accordance with paragraph (6A), the officer may be required to attend a second stage meeting in accordance with F2regulation 30;

(d)

inform the officer that the officer will receive a written improvement notice, and

(e)

inform the officer that if sufficient improvement is not maintained during any part of the validity period of the notice remaining after the expiry of the period specified in accordance with sub-paragraph (c), the officer may be required to attend a second stage meeting in accordance with F3regulation 30.

F4(6A)

The period specified must be three months, except where the line manager considers that there are circumstances which justify a longer period, in which case the period specified must be a reasonable period not exceeding 12 months.

(7)

The line manager may, if the line manager considers it appropriate, recommend that the officer concerned seek assistance in relation to any matter affecting the officer’s health or welfare.

(8)

The line manager may postpone or adjourn the meeting to a specified time, or date and time, if it appears to the line manager necessary or expedient to do so.

Annotations

Textual amendments

F1: Words in reg. 17(6)(c) substituted (28.5.2025) by The Police (Conduct, Performance and Complaints and Misconduct) (Amendment) Regulations 2025 (S.I. 2025/558), regs. 1(1), 30(2)(a)(i) (with reg. 65)
F2: Words in reg. 17(6)(c) substituted (28.5.2025) by The Police (Conduct, Performance and Complaints and Misconduct) (Amendment) Regulations 2025 (S.I. 2025/558), regs. 1(1), 30(2)(a)(ii) (with reg. 65)
F3: Words in reg. 17(6)(e) substituted (28.5.2025) by The Police (Conduct, Performance and Complaints and Misconduct) (Amendment) Regulations 2025 (S.I. 2025/558), regs. 1(1), 30(2)(b) (with reg. 65)
F4: Reg. 17(6A) inserted (28.5.2025) by The Police (Conduct, Performance and Complaints and Misconduct) (Amendment) Regulations 2025 (S.I. 2025/558), regs. 1(1), 30(3) (with reg. 65)

Commencement

I1: Reg. 17 in force at 1.2.2020, see reg. 1