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A new report commissioned by the College of Policing and led by former Home Secretary David Blunkett is proposing a fundamental overhaul of how policing attracts, recruits, develops, appoints and supports its leaders at all levels, in all ranks, grades and roles.
Trailing the publication of the report today, Lord Blunkett told the BBC’s Laura Kuenssberg at the weekend that “the police service isn’t good enough.” With eight current or former chiefs under some form of investigation he said there is a need to “get rid of nepotism within the service” because it affects peoples confidence about promotion and how they are treated. To address these problems, he told Laura, “a new ethical reset is required.”
“Our stark conclusion is uncomfortable, and we do not make it lightly: that despite overall reductions in crime and many examples of outstanding leadership in the service, the overall quality of police leadership is inconsistent and fails to provide the policing that the public deserves.”
Lord David Blunkett and Lord Nick Herbert.
The report calls for “radical change” in the way that police officers are trained, promoted and supported. The nascent National Police Service should “take a lead role in promoting ethical and inclusive policing” with the introduction of a national ethics capability.
“We must ensure that every officer is trained to the highest standard, can show the necessary leadership, and are themselves well led.”
The Police Leadership Commission was set up in October 2025 by the College of Policing with the support of the Home Office and was led by former Labour Home Secretary Lord David Blunkett and former Conservative Policing Minister, Lord Herbert. The ten other members of the commission included former PFCC Julian Mulligan along with current senior police leaders Matt Jukes from the Met, Sir Stephen Watson from Greater Manchester and Maggie Blythe from Gloucestershire.
Their report recommends a “root and branch modernisation” of policing in England and Wales. This is one of 27 recommendations set out over 150 pages. Focusing on the recruitment of the most senior police officers, the report also recommends that the central appointments panel for chief constable appointments should be established quickly, having been promised in the Police Reform White Paper back in January.
“Our reforms are intended to prepare the service for the challenges of the future, and to reset police leadership culture towards high performance around what matters most: cutting crime and keeping people safe.”
The creation of a National Academy of Police Leadership that would see it sit as part of the upcoming National Police Service. Housed in its own dedicated building, it would embrace many functions set out in this report including setting standards and running a new promotion process, designing and delivering the police leadership fast stream and deliver senior workforce planning.
Echoing another part of the Police Reform White Paper exploring direct entry for police officers and fast tracking them to the rank of superintendent, the leadership report goes further and recommends a
police leadership fast stream “to support the development of all those with talent and ambition to be senior police officers.” It notes that this would be “the largest talent scheme in policing ever introduced since policing first began talent schemes in the 1960s.”
Police Superintendents’ Association President Nick Smart welcomed the report. He said: “Our members do not have faith in promotion or appraisal processes. They tell us repeatedly that they lack transparency, and they speak of vast inconsistencies in the training and development on offer.” While these concerns are recognised and reflected in the recommendations in the report Smart urged caution. “These changes must be mandated, overseen and subject to governance to ensure they are truly meaningful.”
Not only are the senior ranks discussed in this report, the authors turn their attention to the entry level police constables. The report recommends the introduction of a consistent national process for annual reviews for police officers along with a national system for recognising learning and experience captured in a professional digital passport. This is all linked to the proposal in the White Paper for a Licence to Practise to boost a culture of professional development.
Read the report in full – Professionalism and performance – police leadership for the future.
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