Rising Number of Cleveland Police Officers with Second Jobs: A Growing Trend Raising Questions.....

The number of police officers on Teesside taking on second jobs is said to be 'increasing' raising questions about the commitment of officers to their primary roles within the force, and the potential impact on the quality of policing in the region.

16th November 2024

A recent Freedom of Information (FOI) request has unearthed a worrying trend of police officers employed at one of the countries worst performing forces taking on second jobs raising questions over whether their supplementary roles in other areas is creating dangerous conflicts of interest within their police work.

Its claimed Cleveland Police disclosed a significant number of their officers and staff holding down second jobs or having 'other business interests' over the past five years. This revelation is said to be raising questions about the commitment of these officers to their primary roles in law enforcement and the potential impact on the quality of policing in the region.

Increasing Numbers of Business Interests being declared.

The data provided by Cleveland Police shows a notable rise in recorded business interests among its personnel:

The number of officers said to be holding down second jobs or having other business interests outside of the force itself is increasing

In just five years, the total number of Cleveland police officers and staff with secondary business interests has more than doubled, increasing from 32 in 2019/20 to 81 in 2023/24. The surge is particularly notable among officers, suggesting a shift towards supplementary income pursuits outside their policing duties.

Just what Types of Secondary Employment are officers pursuing ?

The FOI response provides further insights into the nature of these second jobs. For the financial year 2023/24, the breakdown includes:

• Volunteering: 48 individuals (32 officers, 16 staff)

• Paid Employment: 33 individuals (11 officers, 11 staff)

• Self-Employment: 34 individuals (18 officers, 16 staff)

  
  

The data reveals that volunteering is a significant activity, which can be commendable as it often contributes to community service. However, the extent of paid employment and self-employment roles is worth examining, especially in terms of its potential conflict with policing responsibilities.

Breakdown of Secondary Jobs

A deeper look into the types of businesses and paid employment these officers and staff are involved in shows a diverse range of activities:

Self-Employment Examples:

• Rent and lease property (9 individuals)

• Arts and crafts (5 individuals)

• Business ownership/partnership (2 individuals)

• Sales, catering, retail, and other roles (various individuals)

  
  

Paid Employment Examples:

• Sport/leisure roles (4 individuals)

• Consultancy (2 individuals)

• Nursing/care, bar work, child-minding, TV extra work, and even fostering (various individuals)

The variety of roles is extensive, spanning from running a management company to being a referee or a safety steward. While some of these activities might be manageable alongside their police duties, others, such as consultancy or operating a business, could present significant time and attention demands not to mention sparking potential conflicts of interests in their roles as an officer.

The Implications for Policing on Teesside and Public Trust

The increasing trend of officers seeking secondary income streams raises important questions:

1. Work-Life Balance and Performance: Policing is inherently a demanding job that requires full attention, physical presence, and mental alertness. When officers are preoccupied with secondary employment, it can impact their performance, potentially affecting their decision-making, response times, and overall effectiveness.

   
   

2. Conflicts of Interest: Certain secondary jobs, such as rent and lease of properties or consultancy roles, has raised significant questions regarding potential conflicts of interest. Officers may find themselves in situations where their professional judgement could be influenced by their financial interests.

   
   

3. Public Perception and Trust: The public rightly expects police officers to be fully dedicated to their roles. The idea that officers are actively seeking additional income may actually further erode trust, especially in a region like Teesside, where policing standards have been under almost constant scrutiny due to previous incidents of corruption and misconduct.

   
   

4. Management Oversight: The role of Cleveland Police's management in vetting and approving these business interests is critical, raising the question of how these roles are assessed for potential conflicts and whether the approval process is in fact stringent enough to safeguard the integrity of the force.

   
   

Critics claim the FOI data sheds a worrying light on a growing trend amongst Cleveland Police officers and staff to seek additional income through secondary employment.

Whilst the desire to supplement earnings is understandable given the countries economic pressures, it does however raise a potential risk to the quality of policing and public trust. The situation is said to be fuelling calls for stricter oversight and more transparent policies put in place to ensure that secondary jobs don't compromise the primary responsibilities of those tasked with upholding law and order in our communities with many claiming that Cleveland Police should be fully focused on its role in serving and protecting the community, free from the distractions and potential conflicts of secondary employment.