The argument for investing in appropriate staff training is a strong one. Joan Grady sees the force of it in Strathclyde Police

YOU can't have too much of a good thing, as Strathclyde Police have proved by gaining IIP status - twice. The IIP standard is designed to to be used and adapted by any company, large or small. And Stratchlyde Police has embraced it on a grand scale. The largest police force in Scotland, Strathclyde Police employs more than 10,000.

It was first accredited in January 1995, then again in November 1997. It decided to repeat the performance after the more than 2,000 Force Support Officers, formerly employed by Strathclyde Regional Council, became full-time members of the force during the local government reorganisations of 1996.

The move towards IIP began five years ago with an audit into the position of the force in relation to IIP standards. This was part of the force's Mission Statement: ''To deliver the highest possible standards of policing, addressing community needs, expectations and concerns in a professional, caring and sensitive manner.''

It was also hoped undertaking the assessment and accreditation process might further the force's goals of reducing crime and increasing detections.

Strathclyde Police aims to promote high-profile policing to reduce the fear of crime and to improve road safety by influencing the behaviour of road users and improving the flow of traffic. It also aims to create safer communities - and it wants to achieve all of this by continuously improving its quality of service through promoting the highest standards.

The force hoped an audit would highlight the ways in which it was achieving those goals - and those in which it could improve. ''Our audit covered training, finance and quality of service,'' said Hilary Davidson at Strathclyde Police. ''The auditors commented favourably and suggested the force seek IIP accreditation.

''On the basis of the audit, and after consideration of our resources, the Chief Constable formally committed the force to seeking recognition with final assessment being targeted for December 1994.''

Strathclyde Police's beat covers an area of more than 5,000 square miles - from Argyll to Ayrshire, from Lanarkshire to Mull - so instituting and applying the IIP system was a long and involved process.

A project team was given the task of distributing the news to staff throughout the force. Officers in a supervisory role were targeted to make sure they were aware of their roles in preparing to meet the IIP standard. Internal force newsletters were used to explain and spread the IIP philosophy.

It was a challenging time for the force but it had help. ''GDA provided us with everything from excellent support materials to training,'' said Davidson.

''It worked with the project team members, helping them become internal advisors and undertook audit and evaluation of our efforts - all of which assisted tremendously. We have maintained a continuing partnership with GDA which provides us with benchmarking exercises and opportunities to network with other accredited organisations. It keeps the whole process going.''

As implementation progressed problem areas were dealt with through a combination of altering existing systems and offering training. In January 1995 Strathclyde Police received IIP accreditation.

The practice was useful in 1997 when force support officers joined the force as employees. Using the same model, the force achieved re-accreditation easily.

''Staff have a sense of belonging, particularly support officers,'' said Davidson. ''It was important to acknowledge the significant change in their employment status and recognise the specific needs and opportunities associated with it.

''Awareness seminars also offered real benefits - they gave staff a clearer understanding of their value to the organisation and the crucial part they play in achieving force goals. All our achievements are largely attributed to the combined efforts of the staff. Commitment to each individual's development directly impacts on the quality of service provided to local communities.''

As the first police force in the UK to achieve the IIP standard, Strathclyde Police set the benchmark. Many of the country's forces have now attained IIP.

''The flexibility of the IIP standard allows any employer, large or small, to examine core business practices,'' said Davidson. ''The design of the framework, once applied, identifies areas which are already strong as well as those which could be made stronger.

''Once an organisation has committed to the process it engenders a philosophy throughout the establishment of the need constantly to review processes and to have a vision of continuing that improvement. It also highlights awareness of the opportunities for personal development available to employees and supported by the organisation.

''The stringency of the assessment process brings a real sense of achievement when the standard is eventually attained,'' she added.