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Source: United Kingdom London Metropolitan Police

An investigation by the Independent Office for Police Conduct under Operation Embley has concluded that no officer or member of police staff has a case to answer for misconduct.

Some organisational learning was identified and has been taken forward as changes to working practices.

In November 2017 the Metropolitan Police Service referred allegations regarding the conduct of staff within the Directorate of Professional Standards to the IOPC. The IOPC began an independent investigation.

The investigation, which the Met fully co-operated with, focused on whether eight officers and one member of police staff had abused their position to affect ongoing internal misconduct investigations.

The IOPC investigation concluded in July 2020 that the allegations were either not corroborated or disproved and no officer or member of police staff had a case to answer for misconduct, nor were any performance issues identified. Some individual learning for two officers was identified.

Some learning was also identified around the DPS’s working practices at the time such as a lack of communication to the wider team, particularly about policy and police regulation changes.

Commander Paul Betts, Professionalism, said: “We are pleased following a complex and lengthy IOPC investigation that no evidence of misconduct was identified for these experienced members of the DPS team. It is of course important these allegations were thoroughly investigated but the impact on those directly affected should not be underestimated.

“We have improved communication within the DPS by making changes to our structure. This includes how we appoint an ‘appropriate authority’, a more senior officer who makes decisions on misconduct investigations, and the creation of a dedicated team to liaise directly with the IOPC. We have also improved our record keeping and trained officers and staff around the importance of this and how to use new IT systems now in place.

“These measures allow us to be far clearer on correct processes to follow, clarify roles and responsibilities and avoid any confusion and misunderstanding by colleagues. Our aim is to encourage a culture of openness, transparency and accountability in all our decision making.”

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