In regard to REAP
1. Performance & Outcome Measurement
- How is the Performance and Outcomes Framework being structured to include SMART objectives across all five workstreams (Internal Culture, Community Engagement, Professionalism, Protection, and Accountability)?
- What are the short-, medium-, and long-term objectives referenced in
- Workstream 5.1.1? Are these specified numerically or qualitatively?
- What baseline data (e.g., from 2024–2025) has been established, and what 5-year historical datasets are being used to measure progress?
Answer
REAP is an integrated component of the PSNI Equality Scheme and action planning. It is set in the context of the Northern Ireland Policing Plan 2025/30: in particular indicators 1.4 and 3.1.
REAP was launched in August 2025. The plan has five workstreams, one of which is dedicated to performance monitoring and evaluation.
- Specifically with regards to the Performance and Outcome Measurement of REAP:
- A programme board has been set up which feeds into the PSNI’s strategic and statutory commitments to inclusion and equality. The programme will oversee the operational delivery of the five workstreams (one of which is dedicated to performance management of the plan).
- PSNI has adopted the national Police Race Action Plan’s maturity matrix which will allow for benchmarking to assess PSNIs current position and to monitor progress.
- The programme board’s immediate focus is to establish SMART objectives and baseline data for the five workstreams
- Specifically in consideration of workstream 5:
- Short-term objectives are to establish baseline data and quantitative targets for each workstream.
- Medium-term objectives are to monitor and report against the delivery of the identified outputs ensuring improved data completeness, transparency, and performance tracking.
- Long-term objectives are to demonstrate measurable improvements in trust, confidence, and equitable outcomes.
- 2024–2025 provides the baseline year and 5-year historical datasets (workforce, complaints, stop/search, hate crime) will be used to establish context and trends
2. Quantitative and Qualitative Evaluation
- What qualitative and quantitative indicators will be used to evaluate each workstream’s impact? For example, will surveys, focus groups, or case studies be applied alongside statistical measures?
- Will victim and witness feedback, trust metrics, and satisfaction surveys be systematically gathered, and how will these feed into the evaluation process?
Answer
- Evaluation will combine quantitative indicators (e.g. workforce diversity, complaints, hate-crime outcomes, staff surveys with qualitative evidence (e.g., workforce focus groups, established engagement such as our internal group ‘Your Voice’, community focus groups and engagement calendar (Strategic Community Engagement Plan) and victim case studies.
- Workstream 1 is dedicated to internal culture and inclusion (which links to the Equality and Disability Actions Plans) and Workstream 2 is dedicated to Community Engagement and relations.
- Yes, the focus of the programme board is to define the data set, establish the baseline and the systematic feedback mechanisms to inform both service improvement and governance reporting.
3. Reporting and Accountability
- How frequently will annual progress reports be produced, and what metrics will they include? Will these be aligned with the broader Policing Plan outcomes?
- What form will external accountability take—e.g., review by the NIPB, oversight by statutory bodies like the ECNI or others?
Answer
- REAP is a core element of PSNI’s Equality Scheme commitments. Internal reporting will monitor progress against SMART objectives and maturity levels.
- In addition to internal governance, progress against the REAP, as a central element of the Equality and Culture update will be reported to Resources’ Committee via the established programme.
- Externally, the annual statutory return will be made to the Equality Commission for Northern Ireland (ECNI).
- Independent and community input will be systematically and continuously gathered as a key deliverable of Workstream 2.
4. Tangible Improvement and Community Feedback
- How will the PSNI demonstrate tangible improvements for ethnic minority communities—such as increased trust, confidence, and satisfaction?
- Will victim and witness feedback (e.g. from hate crime survivors) be collected consistently and incorporated into performance indicators?
Answer
- As stated in response to Q1, long-term objectives are to demonstrate measurable improvements in trust, confidence, and equitable outcomes.
- Over time, success will be shown through increased trust, confidence, and satisfaction among ethnic minority communities.
- Victim feedback, particularly from hate-crime victims will be collected consistently and used as a key performance indicator.
- Evidence of tangible improvement will include published data trends and community feedback.
5. Partnerships and Innovation
- What external partnerships are being formed to support robust evaluation (e.g., with universities, research institutes, community organizations)?
- Are there plans to collaborate with independent researchers or use participatory methods that involve BAME community voices in tracking progress and outcomes?
Answer
- NISRA colleagues provide official statistics which will be central to performance management.
- Workstream 2, which includes PSNI’s Strategic Community Engagement programme aims to capture the lived experience of ethnic minority communities (beyond BAME) and collaboration these communities will continue to develop as maturity increases, enabling innovative, community-led approaches to data, insight, and accountability.
- PSNI’s relationship with NPCC supports good practice and benchmarking against most similar police forces.
- As stated, we do not consider REAP standalone however, it is a core element of the Equality Scheme which sets out the intersectionality considerations for PSNI.
Dr Kate Laverty