National vulnerability action plan

The national vulnerability action plan (NVAP) is a framework that supports forces by identifying cross-cutting themes of vulnerability and draws on an extensive range of evidence to provide a concise, clear plan for forces to use in shaping and delivering their approaches. 

The vulnerability knowledge and practice programme (VKPP) is supporting police forces to develop their implementation of the NVAP to both understand and measure the impact of the NVAP work. This is being achieved by creating action impact toolkits. These contain logic models that show suggested actions alongside the output and impact for each action, with suggested measures that forces can choose from based on local context.

How it works

A NVAP impact toolkit has been developed on the theme of workforce wellbeing. The NVAP Action 2.6.2 Officer Norms provides suggested actions as to how leaders can help address and improve workforce wellbeing as well as suggested impact measures.

‘Officer Norms’ refers to officers’ way of behaving or doing things and the accepted standards they apply when assessing and responding to vulnerability and risk. However, these ‘norms’ can change over time. Repeated exposure to traumatic incidents may mean that staff become desensitised to such incidents and become normalised to the experiences of children, young people, and adults at risk who experience violence and abuse.


To re-set thresholds of acceptability through training and briefings, ensuring staff are better equipped to recognise individuals at risk of harm and respond to their own vulnerability appropriately.

Ensure through supervision and leadership that staff are better supported to re-set their thresholds of acceptability and thus recognise and respond to vulnerability-related risk consistently.


A supported and resilient workforce who can recognise and manage the effects of exposure to aspects of criminality/vulnerability (for example compassion fatigue, moral injury and vicarious trauma) leads to a healthier workforce, reduced sickness levels and increased retention.

Victims, communities, and the public experience an appropriate level of response from police and are always treated with dignity and respect, leading to improved relationships and better engagement.

Examples of wellbeing activities:

  • all staff to receive training in identifying and managing secondary trauma/compassion fatigue/burn-out
  • forces provide space and time for briefings and/or peer support
  • strong leadership to create a compassionate and supportive culture that values the wellbeing of the workforce
  • senior leaders work to ensure that staff feel safe and supported in their working environment
  • the force provides a range of wellbeing practices that can be tailored to need
  • supervisors are supported in being able to care for the wellbeing of their teams.

Top tips for implementation

Tip 1
Use the logic model to identify current gaps in activity.
Tip 2
Link with your force NVAP lead to see how you can work together to deliver activities.
Tip 3
Use the NVAP as an overarching umbrella plan.
Budget required


Ease of implementation

Impact on investigators