Name badges

Report: 4
Date: 24 Jan 2003
By: Commissioner

Summary

For some time, the MPA has been pressing for police officers and other staff to wear name badges. The Commissioner and Deputy Commissioner support this desire and following consideration of the subject at the Commissioner’s Management Board (on 18 December 2002), this paper sets out the implications of and proposed arrangements for introducing name badges.

A. Recommendations

That the Committee

1. Notes this report; and
2. Endorses the direction outlined with a view to implementation as soon as possible in 2003/04.

B. Supporting information

1. It is intended that the policy will apply to all police officers, special constables and specified operational civil staff. Specified operational civil staff include Police Community Support Officers, Traffic Wardens, Station Reception Officers and any other civil staff that are involved with meeting the public or who maintain external contacts on a regular basis. The name badge will normally consist of forename and family name though not rank.

2. All Police Officers and Special Constables will wear the name badge at all times whilst on duty but the following exemptions may apply with the express permission of a supervisor of at least Chief Inspector rank or Civil Staff Band C. If the relevant supervisor declines an exemption, the individual may appeal to the OCU Commander or Head of Branch whose decision will be final. The possible exemptions are:

1. Plain clothes officers undertaking operational duties away from police premises when those duties make it inappropriate to be identified as an officer;
2. Detective officers whose core role requires anonymity, other than when on police premises;
3. Uniform or detective officers whose operational demands for a specified relevant period make it inappropriate to wear personal name badges. In this instance, the decision to make such an exemption will be taken by the OCU Commander or Head of Branch or above. There will be no general permanent exemption to the wearing of name badges;
4. When situations arise that require police officers to exercise their judgement and remove the badge for the duration of a particular set of circumstances. As soon as is practicable, the name badge will be re-attached
5. Civil staff may also apply the same discretion but, in normal circumstances, this should only be after consultation with a senior supervisor.
6. Undercover officers
7. Any other circumstances expressly authorised and which are not covered above.

Advantages and disadvantages

3. The policy is unlikely to attract universal support from those required to wear name badges. There are a number of advantages and disadvantages to introducing the policy. In sum, these are:

Advantages

1. Name badges are currently worn by motorcyclists from the Traffic Unit and Special Escort Group. This was introduced originally to wear at court or in a police station. However, practice appears to be that they are worn at all times in lieu of epaulettes. There appears to be little of concern with this issue.
2. Other police officers and some civil staff have plastic name badges, with pin attachment, and wear these from personal choice. The principle appears to be established.
3. Contact with other forces has identified five police services who have a policy where the wearing of a name badge is compulsory. Three have the name stitched onto the garment so they cannot be removed (Suffolk, West Midlands and Merseyside). Again, the principle is established elsewhere.
4. The introduction of name badges can be seen to support our Mission, Vision and Values by ‘being open and honest, working in partnership and changing to improve’. It would provide the public with the opportunity to note an officer’s name, without first having to ask for it, demonstrating that the Service has nothing to hide. It helps to demonstrate that the MPS is open and transparent in its dealings with the public.

Disadvantages

1. There are provisions under PACE 1984 which allow an officer to use a warrant number rather than a name for custody purposes involving terrorist prisoners. The wearing of a name badge might interfere with this provision. Currently consideration is being given to extend this towards other ‘serious crime’ or particularly violent people where harm may be caused to the investigator.
2. At a time when the MPS is vigorously attempting to recruit visible ethnic minorities, it may place such recruits at risk and discourage applicants, whose religious or ethnic background may be inferred by name.
3. Employees/officers with an unusual name, could be traced to home address easier, subjecting them and their family to a risk of harassment or violence or subjecting an officer to insulting comments. This is known to be a concern of the Police Federation. That said, enquiries of the five forces who do display name badges and of the MPS Traffic motorcyclists, have not identified any individual instances that support this view.
4. Under the Human Rights Act, the MPA, as a public authority must have regard to their legal duty to uphold the rights of everyone, including MPA employees/MPS officers who, under Article 8, have the right to respect for family and private life.

Consultation

4. A meeting with the Police Staff Associations and Civil Staff Trade Unions took place on 16 December 2002. In sum, their views are summarised as:

1. Police Federation
   General acceptance that badges will be introduced but concerns expressed about style, content and policy around exceptions. They would prefer to use the title ‘identification badge’ and believe that, for health and safety reasons, the badge should be fabric rather than plastic. They seek an element of personal choice about what is placed on the badge (e.g. Robert, Bob, Robbie etc). Some officers should be given the option of using a warrant number.
   It is believed that all of these issues are resolvable.
2. Superintendents Association
   Generally accepting of the instructions though have some concerns about a minority of officers who may suffer personal embarrassment or harassment.
   Again, these concerns are considered to be resolvable.
3. Civil Staff Trade Unions
   The Civil Staff Trade Unions are not supportive of the policy. Principally, their concern is based on the fact that many civil staff live and work locally and there is an enhanced risk of harassment. They would prefer a scheme whereby staff might select an alias if felt to be at risk. If the policy is to be introduced, it should be done on a voluntary basis.
   We hope – in further discussion - that the civil staff Trade Union’s concerns can be overcome.
4. In general:
   Style of badge
   General view that a cloth badge or one fixed by Velcro is preferable.
   Content of badge
   General view that the rank or post should not be prescriptive. The badge should contain forename and family name with choice left to individual preference. Nicknames should not be used.
   Clothing
   It was felt that the badge should be worn on uniform shirt, pullover, anorak and high visibility jacket but not on tunic or Met Vest.
   Implementation
   A phased implementation is favoured based on clothing reissue, spreading cost over a number of years.

Conclusion

5. The Commissioner’s Management Board has agreed that the principle of the introduction of name badges, with exceptions for undercover and other officers as advised, be agreed. It is also agreed that these should be introduced on an incremental basis in a manner to be the subject of further consideration and consultation with the Police Federation, Superintendents Association and Civil Staff Trade Unions. It is also agreed that the badges should be of a suitable good quality and probably, heat-sealed type, though again this will be subject to further consideration.

C. Equality and diversity implications

Clearly there are diversity implications generated by the implementation of this policy, which have been alluded to elsewhere in this report. Staff with unusual names of an ethnic minority nature may not wish to have their full name displayed either because of ease of use or because of a real/perceived threat to themselves. In determining the eventual guidelines, the MPS will take full account of cultural, equality and diversity to ensure no member of staff is disadvantaged.

D. Financial implications

Only two options are truly viable, namely a velcro and heat-sealed sewn badge. Obviously, the cost of implementation is dependent on the type chosen but based upon initial cost estimates, the costs of heat-sealed badges are around £300,000. At the same time, the cost of velcro badges are in the order of £60,000. The source of finance needs to be identified but it is anticipated that the costs will be contained within existing MPS budgets.

E. Background papers

None

F. Contact details

Report author: Martin Tiplady, Director of Human Resources, MPS.

For more information contact:

MPA general: 020 7202 0202
Media enquiries: 020 7202 0217/18

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