UK Police Sift (SJT) flashcards
UK Police Sift (SJT) · Build recall with a focused review session.
32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- Code of Ethics
- College of Policing document containing nine policing principles and ten standards of professional behaviour that every officer and staff member must follow.
- Nolan principles
- Seven principles of public life - selflessness, integrity, objectivity, accountability, openness, honesty and leadership - that underpin the nine policing principles.
- Honesty and integrity standard
- A standard of professional behaviour requiring officers not to make false or misleading statements and to correct mistakes promptly and openly.
- Gross misconduct
- A breach of professional standards serious enough to justify dismissal, such as dishonesty, excessive force, or using authority for personal gain.
- Conflict of interest
- A situation where an officer's personal interests could influence their duties; it must be declared and managed, often by stepping back from the matter.
- Confidentiality standard
- An officer must not disclose information obtained through their role except for a policing purpose, in line with the Data Protection Act 2018.
- Challenging improper conduct
- A duty on every officer to challenge or report a colleague's behaviour that breaches professional standards, regardless of that colleague's rank.
- Ethics toolkit test
- A decision aid asking whether an intended action is lawful, necessary, proportionate, and defensible if it were explained publicly.
- Active listening
- Fully concentrating on the speaker, then clarifying, summarising and reflecting back what was said in order to confirm understanding.
- PEACE interview model
- Planning and preparation, Engage and explain, Account, Closure, Evaluate - a framework for conducting ethical and effective interviews with witnesses and suspects.
- Open questioning
- Questions beginning with tell, explain or describe that invite a full narrative answer rather than a yes or no response.
- SMEAC briefing
- Situation, Mission, Execution, Administration and logistics, Command and signal - the standard structure for delivering a clear operational briefing.
- BATNA
- Best Alternative To a Negotiated Agreement: the fallback position if talks fail, used to judge whether an offered outcome is acceptable.
- Separate people from problem
- A negotiation principle meaning challenge the issue rather than the person, so the working relationship survives while the disagreement is resolved.
- Reasonable adjustments
- Changes an employer must make under the Equality Act 2010 so a disabled person is not disadvantaged, such as adapted equipment or altered shift patterns.
- Behaviour and impact feedback
- Describing the specific behaviour observed and its effect on others, rather than labelling the person, so the feedback is accepted rather than resented.
- National Decision Model
- A six-stage policing framework: gather information and intelligence, assess threat and risk, consider powers and policy, identify options, act, then review.
- THRIVE
- Threat, Harm, Risk, Investigation opportunities, Vulnerability, Engagement - the factors used to assess risk within police decision-making.
- PLAN
- Proportionate, Legal, Accountable, Necessary - a test applied before choosing a course of action or using a police power.
- SARA model
- Scanning, Analysis, Response, Assessment - a problem-solving cycle used to address recurring incidents by targeting their underlying cause.
- Least restrictive option
- Where more than one lawful option exists, choosing the one that limits a person's rights and freedoms to the smallest extent possible.
- Decision log
- A contemporaneous written record of the information, options considered and rationale behind a decision, used to justify the action later.
- Use of force test
- Force is lawful only where necessary, proportionate, and used for a lawful purpose such as self-defence or effecting a lawful arrest.
- Root cause analysis
- Investigating the underlying reasons for a problem, often by repeatedly asking why, so the response addresses the cause rather than the symptom.
- Personal responsibility
- Being answerable for your own decisions and actions, admitting errors promptly and reporting them to a supervisor rather than concealing them.
- Oscar Kilo
- The National Police Wellbeing Service, providing evidence-based mental health, resilience and fatigue support for police officers and staff.
- TRiM
- Trauma Risk Management: a peer-led support process that screens officers after a critical incident to identify those needing further help.
- Reflective practice
- Reviewing your own actions and their outcomes to identify learning, often structured through Gibbs' cycle from description through to an action plan.
- Continuing professional development
- Ongoing learning that officers must record to maintain competence, covering legal updates, practical skills and reflection on incidents attended.
- Employee Assistance Programme
- A confidential counselling and advice service provided by the force for personal and work-related problems, available around the clock.
- Burnout warning signs
- Sustained exhaustion, cynicism about the role and a reduced sense of achievement; early indicators include disturbed sleep, irritability and withdrawal from colleagues.
- Duty of care
- The legal and ethical obligation on the force and on individuals to protect the health, safety and wellbeing of colleagues and the public.