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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?
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.
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.