Former Teesside Crime Commissioner voices concerns over recruitment process...

Former PCC Steve Turner has raised concerns over the recruitment of a new Chief & Assistant Chief Constable of the troubled Teesside force.

The former PCC for Teesside expresses alarm at the current handling of the forces recruitment process to find a new Chief & Assistant Chief Constable.

16th April 2025

The former Police and Crime Commissioner for Teesside Steve Turner has raised serious concerns about the recruitment process for a new Assistant Chief Constable and Chief Constable for Cleveland Police highlighting what hje claims is a perceived erosion of local influence and a worrying shift in decision-making power, which could have lasting implications for the force and the communities it serves.

The former Conservative Crime Comissioner for Teesside took to social media this week to expresses alarm at the current Labour PCC’s Matthew Storey's handling of the forces recruitment process, accusing him of "caving to external pressures and relinquishing their authority to appoint the next Chief Constable". Historically, the PCC has played a role in ensuring that the leadership of Cleveland Police reflects the needs and priorities of the local area. However, the former Conservative PCC claims that the influence of external bodies—specifically His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) and the College of Policing—has grown disproportionately, sidelining local voices, with Steve Turners post suggesting the current Labour PCC Matt Storey has accepted a diminished role, allowing HMICFRS and the College of Policing to dominate the final decision-making process raising questions about accountability and whether the selected candidates will truly ever understand the unique challenges facing local communities on Teesside. .

A Flawed Recruitment Process

According to the former PCC, the previous recruitment process for Cleveland’s Chief Constable was rigorous and inclusive. A panel of six senior individuals from diverse backgrounds thoroughly assessed candidates, engaging in robust debates to ensure the best fit for the force. This approach, while demanding for candidates, reportedly prioritised the needs of the police force and the public it serves.

In contrast, the new process appears to centralise power in the hands of HMICFRS and the College of Policing, alongside the PCC. The former PCC argues that this is problematic because these external bodies are responsible for grading and scrutinising police forces, creating a potential conflict of interest. Allowing the same organisations that assess Cleveland Police to handpick its leadership risks undermining impartiality and could lead to candidates being chosen based on external agendas rather than on local needs.

One of the most troubling aspects highlighted is said to be the lack of local representation in the decision-making process. Neither HMICFRS nor the College of Policing is based in Cleveland, and their representatives are unlikely to have an intimate understanding of the area’s specific challenges, such as its socio-economic issues, crime patterns, or community dynamics. The former PCC laments that the current PCC has failed to advocate for a broader, more locally focused panel, which could have ensured that the recruitment process remained grounded in the needs of Cleveland’s residents.

The concerns raised in the post are not isolated either. The former PCC notes that HMICFRS has been attempting to influence senior police promotions and appointments not just on Teesside, but across the country for years, a trend observed by other PCCs as well. This suggests a systemic issue within the policing governance structure, where local accountability is increasingly overshadowed by centralised control. For Cleveland Police, still trying to shake off decades worth of corruption scandals & even a murder probe, the stakes are particularly high, as the force has faced significant challenges in recent years, including scrutiny over performance and leadership stability.

The departure of both a Chief Constable and an Assistant Chief Constable within weeks, as flagged by the former PCC, underscores the urgency of appointing capable and locally attuned leaders. A recruitment process that prioritises external influence over local expertise risks further destabilising the force and further eroding public confidence. The implications of a flawed recruitment process extend far beyond the police force itself. Teesside’s residents rely on their police leadership to address pressing issues such as epidemic proportions of violent crime, anti-social behavior, and community safety. A Chief Constable who lacks the deep understanding of the area or who is selected to align with external priorities may struggle to build trust and deliver results.

Moreover, the perceived weakness of the PCC in standing up to external pressures could undermine their credibility as a champion for local interests. The role of the PCC is to represent the public and hold the police to account, but this can only be achieved if they retain meaningful control over critical decisions like leadership appointments.

The concerns raised by the former PCC Steve Turner paint a troubling picture of a recruitment process that risks prioritising external influence over local needs. As Cleveland Police faces a pivotal moment in its leadership transition, the stakes could not be higher. A strong, independent, and locally attuned Chief Constable is said to be 'essential' to rebuilding trust and delivering effective policing.

By addressing these concerns and restoring balance to the recruitment process, the current PCC has an opportunity to demonstrate his commitment to local communities. However, failure to act could once again cement perceptions of weakness and leave the force—and the public—vulnerable nce more to the consequences of “inept decision making” with far-reaching consequenses. .