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Methods of Policing

Methods of Policing

The method of policing used in an area is determined by the nature of that area, the type and frequency of crime and other incidents and the availability of resources including manpower and transportation. A combination of policing methods may be employed according to circumstances. These may include beats patrolled on foot, or mobile area patrols, special operations and other activities performed by officers in uniform or plain clothes.

Traditional Foot Beats: In town areas, particularly where there is a high incidence of crime or street offences, beats should be patrolled on foot 24 hours each day following the usual “three shift” principles. The hours of these shifts should be as to meet the operational needs and at the same time minimize the difficulties of officers travelling to and from work.

Patrols: In addition to beat officers, there may be a need for fixed short patrols in the most vulnerable or high activity areas to supplement the police presence and provide cover during periods of changes of shift etc.


Beats and Patrols: The methods of working a beat or patrol is usually left to the discretion of the constable posted to that area. While maintaining supervision over the whole of the area of his beat or patrol he is expected to exercise initiative and judgment in his working, particularly with regard to paying particular attention to any part as indicated by his own observation, reports or complaints from the public and his responsibility for keeping his beat in order as regards public behaviour, crime prevention and detection and control of traffic and public safety.

Mobile Patrols: mobile patrols assigned to cover larger areas than the single beat should also be manned throughout 24 hours where appropriate to give support to beat officers and foot patrols and to give a quick response service to calls from the public. These patrols may be single or double manned, preferable double manned in towns and may also have a plain clothes observer as part of the crew to enable a covert approach to be made to an incident or to patrol on foot while in contact with the vehicle to detect offences. The crews of mobile patrols should make contact with beat officers frequently during their patrols for the exchange of information but beat officers should not ride in patrol cars except for specific purposes.

Policing Stations: Stations are established in areas some distance from the divisional station. They should be opened to the public at all times and the officers posted there should patrol the area, visiting the other villages in the station area frequently.


The offshore islands and cayes are policed either by police posted to Carriacou and Petite Martinique are visited by patrols of the Coast Guard as required

Training Opportunity

Training Opportunity

Career specialty in-service training is designed to provide training opportunities for all positions classified as specialities. The nature and scope of such speciality training is determined by the Knowledge, Skills and Attitude required of each specialized position. Such advanced training is considered as part of the career development. As members are promoted, they will be provided with the skills training necessary for that position.

Temporary assignments shall enable members to gain knowledge, skills and abilities while performing new tasks. When opportunities for temporary assignments occur, all eligible members shall be provided the opportunity to apply for such assignments.

Management training is required for each member promoted into positions of Sergeant and above. Such training will include: supervision, administrative skills, planning, decision making, communication and the setting of objectives.

Records will be maintained on each member of all proficiency and career specialty in-service training. Information to be recorded will include: title of course, date of completion, grade (if any), and achievement of any special honors. These records shall be maintained by the Administration Section.

An inventory of internal and external training resources will be maintained in the Training School, and made available to individual members. This inventory will be maintained by subject matter.


Equal Opportunity

It is the policy of the Police Force that sworn members shall be afforded an equal opportunity in career development, and selections of training programs.


Evaluation Checklist

An evaluation checklist shall be used as a tool in evaluating the effectiveness of the training process. Indicated on the checklist are the criteria that determine whether the member has reached an effective performance level in the area of career development.


The following elements may be used for the evaluation checklist:

  1. Employee performance appraisal – reflects areas of strength and developmental needs.
  2. Documentation of special courses and training attended.
  3. Disciplinary action reports.
  4. In-service records (firearms, written scores, etc).
  5. Review member’s objectives and progress towards his aspiration.
  6. Review the goals and standards previously discussed and agreed upon with the member (plus any new notes relating to his/her achievements).
  7. Review the member’s history including: job skills, training, experience, special or unique qualifications, past jobs and job performance.
  8. Note any variances in the member’s performance that need to be discussed.
  9. Description of job requirements to be achieved.
  10. Review of member’s job satisfaction or dissatisfaction.
  11. Analyze job suitability to talent and/or experiences.
  12. Self-analysis – each member is encouraged to examine his job performance in an attempt to establish the following:
  • Satisfaction and/or dissatisfaction with his performance.
  • Progress in his career.
  • Areas in which he needs further improvement.
  • Areas in which he needs further training.
  • Does the member know what knowledge, skills and abilities must be achieved to meet job requirements and career goals?
Our History

Our History

The earliest record of the existence of any police service in Grenada dates back to the year 1853; when Policing was a part-time occupation and the magistrate’s of the major towns were given charge of the police for that district. In 1854 the Colonial Government took over Fort George and established it as the headquarters for the Police and the Militia. The fort was named Fort Royal when constructed in 1705, but was later changed to Fort George.


The Police were then given arms and the authority to administer their own affairs and it was at that time the modern Police Force began to take shape. The flagpole, which stands high above the fort, was erected in 1915.The first record of enlistment into the service was that of 3rd class constable James B Williams. A native of Nevis, he was enlisted on the 13th September 1880 . In 1893 Andrew James and Taylor Williams were enlisted into the service; between the years 1894 and 1913 there were sixty-one enlistments.


The first known Chief of Police was Major A E Cappel, who as Chief during the period 1912 – 1920 ran the Force along strict military lines. In 1923 when Major Heider-Stan assumed that responsibility, the Force was reorganized; Regulations and Standing Orders were developed and at that time the Force was segmented into Divisions and Departments with a clearly defined chain of command. Seven police stations were established in 1923; namely Central, Gouyave, Victoria, Sauteurs, Grenville, St. David’s and Hillsborough.


The Establishment of the force at that time consisted of; 1 Chief of Police, 1 Sergeant Major, 2 Station Sergeants, 4 Sergeants, 6 Corporals, 15 Lance Corporals, 27 2nd Class Constables, 35 3rd Class Constables and 1 Armourer Sergeant who served all the windward Islands. The strength of the force in 1923 was 92.


The Royal Grenada Police Force is established under The Police Act, Cap 244, Revised Laws of Grenada 1990 (hereinafter the “Police Act”) which provides for the Organisation, Administration, Discipline, Powers and Duties of the Royal Grenada Police and for matters related to policing. The Force shall consist of a number of officers, whose numbers will from time to time be regulated by the Governor General and enrolled in the Force. All members of the Royal Grenada Police Force employed at the date of the coming into operation of the Police Act, shall be deemed to have been appointed under the Act and to have taken the oath of office prescribed for a police officer appointed under the Act.


Past Chief’s of Police

Major A Cappel 1912-1920
Major D Kerr 1920-1922
Major O Heidenstan 1923-1928
Major Turner 1928-1937
Major Arniston 1938-1947
Major Marden 1947-1950
Colonel Donald 1950-1951
Brigadier Pickthal 1951-1953
Major E M James 1953
Mr. J B G Austine 1953-1956
Mr. Mc Colgan 1956

With the enactment of the Police Regulations Section 66, Chapter 244 of Volume IX of 1960 revised Laws of Grenada, the officer appointed to the office of the Chief of Police was changed to “Commissioner of Police” and a new rank structure was created.


Past Commissioners’ of Police before the Revolutionary period

Major J H Holley 1956-1967
Mr. M C Roberts 1967-1968
Mr. Ivan Quarless 1968-1969
Mr. Stephen Bascombe 1969-1970
Mr. R King 1970-1971
Mr. Nugent David 1971
Mr. R L Barrow 1971-1973
Mr. Nugent David 1973-1974
Mr. Osbert James 1974-1975
Mr. J Usen 1975-1976
Mr. Osbert James 1976
Mr. Adonis Francis 1976
Mr. Osbert James 1976-1978
Mr. Anthony Bernard 1978
Mr. Osbert James 1978-1979



During the Revolutionary period

Mr. Raphael Stanislaus 1979
Mr. James Clarkson 1979-1981
Mr. A B Bernard 1981
Major Ian St. Bernard 1981
Major Patrick Mc Leish 1981-1983



Commissioners’ of Police Post Revolutionary Period

Mr. Mervyn Holder 1983-1985
Mr. Russel Toppin 1985-1987
Mr. Cosmus Raymond 1987
Col. G Mignon 1987
Mr. Cosmus Raymond 1987-1989
Mr. Samuel H Brookes 1989-1990
Lt. Col. Nestor Ogilvie 1990-1997
Fitzroy F.A. Bedeau 1997-2005
Mr. Winston James 2005 – 2008
Mr. James Clarkson 2008 – 2013
Mr. Willan Thompson 2013 – 2014*

* Mr. Winston James is currently acting Commissioner


The March 13th Revolution of 1979 brought about many changes including an end to the long period in which the police occupied Fort George. This occupancy began in 1854 and ended in 1979 when the Police Department was transferred to a building on Melville Street, St. George’s on 24the May 1979. The Headquarters of the force was later returned to Fort George in 1983.

The RGPF Police Band (Bugles and Drums) is among the oldest Military Bands in the West Indies.


Past Band Masters

Mr. Mc Darport 1910-1914
Inspector Wilson 1914-1918
Mr. Coard 1918-1932
Inspector De Coteau 1932-1970
Inspector Clarkson 1970-1972
Inspector Mitchell 1972-1984
ASP Ignatius Roberts 1984-2001
Inspector Brian Hurst 2001- 2007
Inspector John Amede 2007 – 2008
Assistant Superintendent Brian Hurst 2008 – Present


People’s Law No. 38 of 1980 Gazetted August 1 1980 brought about the change of the name from “Force” to “Service” by its amendment. It was then called the “Royal Grenada Police Service” but later Ordinance No. 14 dated September 17 1984 further amended it to “Royal Grenada Police Force” as it is now called.

Core Values

Core Values

Core Values

The Royal Grenada Police Force operates under a number of core values and principles. These are embodied in a number of codes and statements, including; the official Code of Ethics for all sworn officers,

the Royal Grenada Police Force Vision Statement; the Royal Grenada Police Mission Statement. However within the context of this new dispensation the following core values must be foremost in our public and personal personas.


  • Pride – Committed to conducting ourselves in a manner that brings honor to ourselves, the force and country.
  • Integrity – committed to the public trust by holding ourselves to the highest standards of professionalism.
  • Respect – committed to respecting individual rights, human dignity and the value of all members of the community irrespective of standing or status.
Vision Statement

Vision Statement

Vision Statement

The Royal Grenada Police Force shall be at the forefront of modern policing, driving forward problem solving police work, through close collaboration with the communities we serve.

This will be achieved by investing in and supporting our staff, giving them the skills and equipment they need to deliver the professionalism that the public deserves.


Statement of our Common Purpose and Values

Statement of our Common Purpose and Values

The purpose of the ROYAL GRENADA POLICE FORCE is to uphold the law fairly and firmly; to prevent crime; to pursue and bring to justice those who break the law; To keep the Queen’s Peace, to protect, help and reassure people in GRENADA , CARRIACOU and PETITE MARTINIQUE, and to be seen to do all this with integrity, common sense, sound judgement and impartiality.

We must be compassionate, courteous and patient acting without fear or favour or prejudice to the rights of others. We need to be professional, calm and restrained when molested or in the face of violence, and apply only that force which is necessary to accomplish our lawful duty.

We must strive to reduce the fear to the public and as far as we can, to reflect their priorities in the action we take. We must respond to well founded criticism with willingness to change.

We will strive to give the best quality of service to possible at all times, with the help of the Lord Jesus Christ.