Creating accountable & transparent reporting that lives and breaths our values

When Police Hour launched in 2014 we did not expect our brand to be as busy as it is within 2019, 2.5 Million people visit our site each week.

Over the years we have built a loyal following of readers who believe and trust the content we produce we've earned that respect over a number of years by our readers trusting the content we produce, we want to further deepen that trust by ensuring we are credible, accountable and transparent.

Police Hour has developed into a credible and accountable news platform. We've always had these values within our media group but we would like to share the steps we are taking to ensure you can have trust within the stories and content we publish.

We are making a couple of changes within our platform to deepen this trust and enable us to operate within a more trustworthy, credible, transparent way ensuring we are accountable for the stories we tell. We are making these changes because we want to continue to a relationship of trust between our authors and readers.

Police Hour has a commitment to countering fake news and misinformation


To ensure we are accountable we have ensured we have introduced a Corrections and Clarifications  policy and page with a direct point of making a complaint in relation to our content. The content we believe should be amended following an editorial review we'll make a log and a public record of all corrections. we've made.

This creates a clear process of our readers having an open channel of communication with our editorial team and enables us to hold our hands up when we get it wrong enabling us to create a level of trust with our readers.


We'll be open about who writes and published our content, all content will have the name of the author attached with a visible list of the team who produces the content.

We'll be open an honest about how we make our money from producing our content and we'll ensure you know if the content you are reading has been paid for by another company. We'll mark all of this content as a Paid - Advertorial within the subheading of the content.

We'll be clear about how we make our income which is via advertising and the displaying of adverting content via partner agencies which will be clearly marked as an advertisement.

We are making these changes to ensure we fight misinformation and to ensure you can trust that Police Hour does not produce content to deliberately mislead our readers and if we do unintentionally mislead our readers we will ensure we hold our hands up and admit we got it wrong.

Our Values

Misinformation We’ll ensure our content is accurate, honest and written with integrity and is free from misinformation.

Credibility – We’ll not intentionally publish and repeatedly publish misinformation, We’ll always fact check the credibility of our content usually by credible reliable sources such as Police Press Team & Government Agencies. We’ll always ensure our content is verified by two independent sources before we go ahead and publish content.

We will ensure we always gather our content responsibility and publish that content within a fair and accurate way. If we make a mistake we’ll ensure we are open and transparent about making these. We’ll always make clear the difference between News and opinion to ensure this cannot be deemed as misinformation.

We will avoid deceptive headlines and will not include content that is click bait, false information or significantly sensationalize our headlines so that it does not reflect the story we are telling.

We’ll also ensure the same applies within relation to our in-house produced video content in relation to our commitment to credibility.

Accountability  -by ensuring we are a transparent media we are demonstrating that we are accountable for the content we produce, ensuring we provide content that is trustworthy and can be relied upon as a valid source of content. By ensuring our team names are displayed next to the content along with ownership details of Police Hour.

We ensure we are accountable by ensuring we run a fair complaints system shall you believe we need to make corrections or amendments to our content because it is inaccurate and we will ensure we keep a public log of these errors, amendments and corrections.

We provide our readers with clear channels of communications to ensure they are able to reach us when they need us especially if Police Hour have gotten it wrong.

Supporting Policing

Police Hour is a non-political site, we do not write our content with a political motive or agender. We write our content with a reflection of what is happening within policing within the front line, with a reflection of what officers are telling us.

We will write our content where possible in a way and an editorial style that supports policing but stays balanced and always promises to tell the truth. If the Police get it wrong we won’t be afraid to provide content on that but we will ensure we try and remain positive where possible.

Our Aim 

Is to provide crime and policing news that people can trust, we want to be the most trusted crime and policing media org, by being honest, credible and accountable we’ll provide balanced factual news to our readers.

We aim to ensure our media org is positive of policing across the UK and is free from misinformation.

Our Promise “We will tell you the news that may be controversial, it will be balanced & not sensationalised. We’ll try and remain positive within our content and support of policing but we won’t be afraid to tell the truth”


Journalist Lyra McKee has been shot dead as she covered riots in Northern Ireland

A Journalist who was covering disturbances in Londonderry has been shot dead in what police have declared an act of terror.

Journalist Lyra McKee who was aged just 29 was shot dead as she covered the disturbances in Londonderry.

Police believe the new IRA, described as a dissident republican group was, was most likely behind the reporter's murder.

Trouble flared on Thursday night when officers attempted to carry out a search operation aimed at disrupting dissident republicans ahead of this weekend's commemoration of Irish Independence.

The Assistant Chief Constable Mark Hamilton said: "This murder demonstrates all too starkly that when terrorists bring violence and guns into the community, members of the public are placed in severe danger. It is abundantly clear that they do not care who they harm.

During the trouble, more police believe more than 50 petrol bombs have been thrown at officers with two cars hijacked and set on fire.

Within another incident, a gunman fired a number of shots at police one of those shots hit the journalist Ms Mckee in the head.

The incident is being treated as a terror incident.

Penny Lancaster joins Care Of Police Survivors as a patron

TV personality and model Penny Lancaster has joined Care of Police Survivors (COPS) as a patron for the charity.

COPS support families of police officers and staff who die on duty.

Penny, who recently joined Special Constables in the Channel 4 television show Famous and Fighting Crime, said: “COPS is an amazing charity, having experienced first-hand how difficult, stressful and potentially dangerous policing can be I realised immediately the importance of their work. I am delighted to join them as a Patron.”

During filming for Famous and Fighting Crime Penny was threatened with being stabbed by a suspected shoplifting drug addict she had chased.

Penny said: “I can only imagine the agony of losing a loved one who dies while working for the police. The role is so full-on that family members are certainly invested in the job which makes the impact even worse when something happens.

“The fact that COPS help those families to rebuild their shattered lives is amazing and something I am proud to help with.”

Chair of Trustees, Sir Peter Fahy, said: “We are delighted to welcome Penny as a patron, her experiences with Famous and Fighting Crimehave obviously given her insight to the tough job of policing and an appreciation of the devastating impact a death on duty has on a family.”

The regular panellist on ITV’s Loose Women show has even considered joining the police after her experience on the Channel 4 programme. She said: “It’s such a difficult job, but the camaraderieand team work coupled with the knowledge you are making a difference make it very rewarding.”

COPS was founded in 2003 by Christine Fulton MBE and retired Strathclyde police officer Jim McNulty nine years after Christine’s husband, PC Lewis Fulton, died on duty when he was stabbed in an incident in Glasgow.

The charity enables the families, who refer to themselves as survivors,to support each other as well as providing them access to counselling services. Built around a peer-support model the charity supports more than 400 survivors who have lost a family member while they were serving with the police.

COPS National President Denis Gunn, whose son Richard died on duty responding to an emergency call 15 years ago, said: “Only a survivor can fully understand what another survivor endures, that shared experience is the basis of our peer support programme.

The charity holds a number of events each year for the survivors including an Annual Survivor Weekend which culminates with a remembrance service at the National Memorial Arboretum in Staffordshire.

Teenager arrested on suspicion of drug dealing after death of 13-year-old Carson Price

Carson aged just 13 tragically died after falling to the ground unconscious in a children's play park. His mum believes he was sold drugs and urged police to find the dealer before another child dies in such tragic circumstances.

Carson Price aged 13 was found dead in a park having just taken drugs he was found unconscious and his mum had launched an appeal to find the dealer who sold her son drugs.

Police have now arrested another teenager aged just 14 years old on suspicion of dealing drugs.

Police confirmed the 14-year-old is currently being held by police after being taken into custody at Newport Central Police Station and will be interviewed by detectives investigating the tragic case.

Police have said he has been arrested on suspicion of supplying class A drugs by police investigating the death of a boy found unconscious in a park.

Tragically Carson Price was found in Ystrad Mynach Park in South Wales at around 7.20pm on Friday, Dog walkers attempted CPR on Carson.

The 13-year-old was rushed to hospital but was later found dead after being taken to the University Hospital of Wales in Cardiff, 12 miles away, and police have said they are treating his death as unexplained.

Officers have moved quickly to locate those involved within Carsons death and this morning raided an address in Pontllanfraith, Blackwood, this morning and arrested a 14-year-old boy on suspicion of supplying class A drugs.

The teenager was taken into Newport Central Police Station and in due course will be interviewed by detectives.

Detective Chief Inspector Alun Davies said: "I would like to take the opportunity to thank the community who have assisted the investigation"

"I would encourage anyone with any further information that may assist with our enquiries to make contact with Gwent Police and we will keep you updated with any further developments."

Notre Dame Cathedral could be restored using Assassin’s Creed game tech

Following the tragic fire at Notre Dame Cathedral in Paris, It is believed that the creators of Assassin's Creed could enable the building process of the Cathedral because of the digital technology they have of inside the Cathedral.

Apparently the video game Assassin's Creed: Unity which is created by Ubisoft have 3D mapping technology from inside which will aid re-building the Cathedral.

It will take about 5 years to restore Notre Dame following the intensive fire which broke out luckily all artefacts and items of values were saved during the fire.

Credit - Ubisoft

It's thanks to the emergency services that the Cathedral was not completely lost, Notre Dame is a 800 year-old Gothic cathedral which is believed to be one of the greatest and most important in the world in terms of architecture.

Over £700 million has been raised by people from all over the world to help restore the Cathedral back to its former glory.

A number of billionaires around the world have also pledged millions to help restore the Cathedral, But it is hoped that Ubisoft's mapping technology will be used to aid companies to restore the historic building.


CVF: We Are Emotionally Aware

CVF Emotional Intelligence

"If your emotional abilities aren't in hand... then no matter how smart you are, you are not going to get very far." - Daniel Goleman

Competencies communicate how an organisation wants its people to behave. They refer to the behaviours and/or personal qualities required to perform the role you aspire to. ‘We are emotionally aware’, is a competency assessed in UK police promotion processes for Sergeant, Inspector and other ranks. The World Economic Forum (WEF) alludes to it in the Future of Jobs report, highlighting the top ten skills required by first and second line managers from 2020 onwards.

Emotional intelligence (EQ) describes your capacity to be aware of, control and express your emotions and to handle interpersonal relationships empathetically. In short, it’s what makes us human. As a leader operating in today’s volatile, uncertain, complex and ambiguous world (VUCA), being emotionally aware is important. Psychologist and best-selling author Daniel Goleman argues that without emotional intelligence:

“A person can have the best training in the world, an incisive analytical mind and an endless supply of smart ideas, but still won’t make a great leader.”

In this blog we take a look at the competency ‘We are emotionally aware’ and the official available guidance, followed by a more in-depth view of the different elements of emotional intelligence.

The Competency and Values Framework (CVF)

“The purpose of introducing the CVF is to adapt policing to new demands and challenges, and ensure we achieve the highest standards of professional conduct”. – College of Policing

The ‘Competency and Values Framework’(CVF) published by the College of Policing (COP) sets out nationally recognised behaviours and values for assessing police promotion candidates. For Sergeant, Inspector and Chief Inspector candidates, competencies are assessed at Level 2 of the framework.

The College of Policing guidance for ‘We are emotionally aware’ consists of the following descriptors:

  • I consider the perspectives of people from a wider range of backgrounds before taking action.
  • I adapt my style and approach according to the needs of the people I am working with, using my own behaviour to achieve the best outcome.
  • I promote a culture that values diversity and encourages challenge.
  • I encourage reflective practice and take the time to support others, to understand reactions and behaviours.
  • I take responsibility for helping to ensure the emotional wellbeing of those in my teams.
  • I take responsibility to deal with any inappropriate behaviours.

At first glimpse, this appears to be just a list of statements. If you require further assistance to interpret them, the guidance simply refers you back to the list:

“It is expected individuals will use professional judgement to assess the complexity and suitability of any evidence provided against the framework”

Signposting and Direction

“A lot of people never use their initiative because no-one told them to.” - Banksy

Rather than becoming frustrated with this, as many candidates do, it’s exactly the time to demonstrate this competency! One aspect of emotional intelligence is ‘self-awareness’; insight to your own emotions and understanding your strengths or limitations. Another aspect is ‘self-management’; your resilience and ability to remain calm under pressure. With shifts and other life commitments, compiling a promotion application and/or prepping for a promotion board with just a few weeks notice can certainly put you under pressure.

The list of competency descriptors offers only signposting and direction. From there it’s over to you and your initiative. It is time to think things through; to reflect and to start considering what (if any) evidence you have to support the case for promoting you. This is when the realisation dawns; that it is not easy preparing for promotion, it’s hard.

Underestimating the time it can take to articulate your promotion evidence and align it with competency descriptors provided; is something many unsuccessful candidates have in common. This is partly because the CVF requires a focus on how you achieved tasks, not just what you achieved. So time spent now, familiarising yourself with the CVF descriptors is time well spent…

Moving Goalposts

“Change is the only constant” - Marcus Aurelius

Any progressive organisation will change the process by which it selects and promotes individuals to leadership positions. That’s certainly true of the police service. It is sometimes summarised as “Moving the goalposts”. No matter which selection process or promotion framework is in place, you only have to scratch the surface of the topic of promotion and you’ll find strongly held views and opinions.

In recent years it is true that different frameworks have been used to assess promotion candidates. Aspiring Metropolitan officers have had to contend with three changes to promotion frameworks in the last few years alone! For many, this is understandably a source of significant frustration and ‘change fatigue’. Here are some recently used frameworks.

  • The Integrated Competency Framework (ICF)
  • Policing Professional Framework (PPF)
  • Metropolitan Performance Framework (MPF)
  • The Metropolitan Leadership Framework (MLF)
  • The Competency and Values Framework  (CVF)

Luckily, all forces are now aligning to the CVF, which at least provides some national consistency (albeit with local “tailoring”).

It’s Emotional

“For news of the heart, look at the face.” – West African proverb

The best candidates have confidence and it shows. Confidence has its roots in the depth and breadth of preparation for an interview opportunity and it’s often what makes the difference. Being interviewed with only a superficial knowledge of the competency being assessed is a choice, in the same way developing your understanding well ahead of your board is a choice.

Happiness, delight and elation are associated with promotion boards. Those who prepare effectively often stand out from their competition. It is a pleasure when a promotion panel have in front of them a candidate who is clearly well prepared; who persuades the panel via their responses to questions that they are the leader, manager and supervisor the force is looking for. It makes the decision to promote you over others easier, because in the 45 minutes available you made the best use of the opportunity.

On the other side of the coin, disappointment, anger and frustration are also prevalent in the aftermath of promotion boards (if you are supported for promotion). Being told you were unsuccessful in a selection process can feel like the organisation has rejected you. Some candidates react emotionally. For those with growth mind-sets, the sting of disappointment is short-lived and alleviated with time. They reflect on the whole experience and commit to a fresh attempt using any feedback and learning gained.

In my previous blog, 'CVF: We Deliver, Support and Inspire', I alluded to the fact that your force instructions and CVF guidance published by the College of Policing should provide you with some golden nuggets, tips and insights. But here’s the thing, it’s sometimes not enough. ‘We are emotionally aware’ may be a new competency on the police promotion scene, but its importance in terms of underpinning communication, trust and importantly, leadership has been known for years.

If you are to be assessed around your capacity for emotional intelligence you may not want to rely on the competency guidance alone. Seizing the opportunity to discover more about it’s relevance to leadership helps you interpret the competency descriptors and align your promotion evidence to ensure a better ‘fit’.

A Deeper Dive, A Different Take…

“Few travel far enough along the path of personal or professional development to realise their full potential.” – Sir John Whitmore

Well-read candidates will be aware that Daniel Goleman defines emotional intelligence into four aspects:

  1. Self-awareness: Having insight to your own emotions and an understanding of your own strengths and limitations.
  2. Self-Management: Resilience to external challenges/upsets and remaining calm under pressure.
  3. Empathy & Social Awareness: Understanding others’ perspectives and emotions, while having good listening skills, to aid more effective communication.
  4. Relationship Management: Clearly and persuasively conveying your point while encouraging others to feel relaxed when working with you.

1. Self-Awareness: ‘Know Thyself’

“Self-awareness is our capacity to stand apart from ourselves and examine our thinking, our motives, our history, our scripts, our actions, and our habits and tendencies” – Stephen Covey

Self-awareness is about how accurately you can assess your emotions. It is about being conscious of what you’re good at and what makes you tick, while accepting and acknowledging you still have things yet to learn. It’s about stepping back and thinking about how you are responding to situations, how you come across to others and how others respond to you. Self-aware people understand themselves and this helps them understand the people around them. Getting honest feedback including soliciting negative feedback is a good way to develop self-awareness and insight.

Various CPD instruments, tools or methods can also assist with this including:

  • Myers Briggs Type Indicator (MBTI): This is an introspective self-report questionnaire with the purpose of indicating differing psychological preferences in how you perceive the world around you and make decisions. The best reason to choose the MBTI instrument to discover your personality type is that hundreds of studies over the past 40 years have proven the instrument to be both valid and reliable. In other words, it measures what it says it does (validity) and produces the same results when given more than once (reliability).
  • 360-degree feedback: 360-degree feedback is a useful source of learning about yourself, from the perspective of others you work with. A typical 360-degree feedback is conducted via a questionnaire and the results will score you on personal attribute themes such as leadership, teamwork, communication, decisiveness and adaptability. This snapshot then gives you a basis from which to recognise your strengths and take action to improve in areas requiring development.
  • Johari’s Window: Viewing yourself through Johari’s window is useful to gain insight into your behaviour and that of others. In short, the window has four quadrants, with the aim being to expand the ‘Known Self’.

“Smart people learn from everything and everyone, average people from their experiences, stupid people already have all the answers.” – Socrates

The Greek philosopher Socrates believed the highest form of human excellence is to question one’s self and others and that wisdom comes from introspection. He believed he was wise because he knew that he had no knowledge, whereas others thought they were wise but did not know their ignorance.

Introspective questions such as 'How are your values?' are powerful, because they compel you to look inward for answers and in doing so enhance your self-awareness.

Defining your values forces you to decide what is most important in your life. Only you can decide what they are for you. It’s an essential step and a great exercise for anyone who aspires to lead others e.g. the position of sergeant or inspector in itself, does not contain values. Only when the role is occupied does it take on your values. If your values ‘mesh’ with your force and wider policing values, promoting you to that position is a good fit.

Given that you will ‘behave’ according to your values and that those values can be defined, and discussed, it is not surprising that you may be required to share some insights about your personal values with your interview panel. So how are your values?

  • What is important to you?
  • How do your values inform your actions?
  • What is the leadership you need to provide?

This is important because practicing introspection develops your self-awareness and ability to lead with compassion.

2. Self-Management: Resilience

“Grit is a passion or perseverance for long-term goals. Having stamina, sticking with your future, day in and day out, not for a month, but for years to make that future a reality” – Angela Duckworth

Self-management is the ability to control your own emotions. Effective self-management is an important skill that underpins resilience. A significant question if you are aiming to occupy any leadership position is: How do you manage stress?

Emotionally resilient people are more effective at managing stress than non-resilient people. You’ll have down days, that’s natural but how do you bounce back? Don’t be surprised if you are asked about this in an interview. If you are not aware of how you behave when under stress, you’ll not be aware of your impact on others.

If you are able to effectively manage stress in a leadership role, you’ll be more emotionally resilient. Emotionally resilient people tend to:

  • Have realistic and attainable expectations and goals
  • Be empathetic toward other people
  • Be effective communicators with good people skills
  • Show good judgment and problem-solving skills
  • Feel in control of their lives and good about themselves

Mental toughness can be defined as the ability or inner quality that enables individuals to work hard and stick to their long-term goals, despite difficulties, obstacles or barriers encountered. It is a collection of attributes that allow a person to persevere through difficult circumstances, such as difficult competitive situations, and emerge without losing confidence e.g. not all candidates succeed at their first attempt at promotion.

Angela Lee Duckworth studied high achievers and believed they were special in two specific ways. First they were unusually resilient and hard-working and secondly they knew in a deep way what they wanted. They had determination and direction. From a motivational perspective, in her TED talk on mental toughness, Duckworth uses the term ‘grit’ to describe the passion and perseverance to achieve your goals. In short, it is your amount of grit, mental toughness and perseverance that predicts your level of success in life more than ‘talent’ or any other factor. You will need it as a police leader, manager and supervisor.

Do you have grit? Which way do you believe you think?

3. Empathy & Social Awareness

"Empathy is seeing with the eyes of another, listening with the ears of another, and feeling with the heart of another” - Alfred Adler

Empathy is the ability to communicate and lead by understanding others’ thoughts, views, and feelings. Empathy is a critical skill for any leader. Daniel Goleman suggests that there are three types of empathy that operate in different areas of the brain. Putting all three together is a recipe for better relationships:

  1. Cognitive Empathy: When you hear the phrase “walk a mile in the other person’s shoes,” you’re discussing cognitive empathy. It’s awareness of and understanding someone else’s perspective, which is a crucial part of maintaining a good connection and communication.
  2. Social Empathy: The social side of empathy is sensing immediately what the other person is feeling.This is how you create rapport with another person. You’re only going to have rapport if you pay full attention to the other person. Listen attentively, as Goleman plainly states “Poor listening habits are like the common cold of leadership”.
  3. Empathic Concern: The third type of empathy is extremely important and equally underrated. Goleman calls this empathic concern. “If I have someone in my life who’s in distress, I’m not just going to feel it. I’m going to want to help them.”

“If you don’t tune in, if you don’t know what’s going on with another person, you’re going to be ‘off, so, you need to have all three to have a good interaction.” – Daniel Goleman

Social awareness gives you the ability to understand and respond to the needs of others. If you get this wrong, you may well be seen as uncaring and insensitive. Understanding other people's feelings is central to emotional intelligence. Enhancing social awareness can be achieved by improving listening skills, thinking before you answer and providing clear answers. Paying close attention to interactions with other people and taking time to think about your feelings will also assist.

4. Relationship Management

Relationship management means you know how to develop and maintain good relationships, communicate clearly, inspire and influence others, work well in a team, and manage conflict.

Competence in relationship management as described by Daniel Goleman includes:

  • Influence: Your ability to build a consensus and win people's support by being able to focus on what is important to others.
  • Leadership: Be the person that others choose to follow.
  • Developing others: Recognising their strengths and offering opportunities and challenges to develop them.
  • Communication: Plan your communications to ensure the right emotional tone is used.
  • Conflict management: Realising when it is arising and taking quick and decisive action to resolve it.
  • Teamwork and Collaboration: Defining your success criteria in such a way that everyone can make their own unique and valued contribution.

Let’s Reflect…

Ok, time to surface after that deeper dive into the subject. Try now revisiting the CVF competency descriptors for ‘We are emotionally aware’ and consider how being “emotionally aware” underpins communication, trust and leadership.

Now what evidence do you have?

If you found this blog helpful and you’d like more guidance on promotion, why not download a FREE GUIDE: ‘7 Things Promotion Boards Also Look For’ to help you on your way?

You can also use the code POLICEHOUR20 at checkout, to save 20% on any Rank Success digital promotion guides or bundles.

Urgent appeal Vikki Gibson last seen at North Tees hospital

Police are urgently appealing to trace 33-year-old Vikki Gibson who may be in the Hardwick area of Stockton.

Vikki was last seen in the area around the University Hospital of North Tees in Hardwick.

She is described as a white female, around 5ft 4” tall, with brown shoulder-length hair and of large build. She was wearing black trousers, black boots, a burgundy coat, a multi-coloured scarf and was carrying a bag.

Anyone with information regarding Vikki’s whereabouts is asked to contact Cleveland Police on 101.

Hunt underway for drug dealer after boy 13 dies

Police are hunting for a drug dealer who supplied a 13-year-old boy with illegal drugs.

Police want the local community and youngsters to name the dealer after Carson Price was found unconscious in a park on Friday.

On Monday, Superintendent Nick McLain from Gwent Police issued an appeal on YouTube asking for help piecing together Carson’s final movements before he fell unconscious.

Mr McLain said: “At this moment, we don’t want to rush to any conclusions about the circumstances of how this happened. This is a difficult time for Carson’s family and friends, school friends and for the community of Ystrad Mynach.

“That said, we are aware that there has been a lot of speculation about the cause of death in the media and on social media which I feel it is important to address.

“At this moment, we are still awaiting official medical confirmation about how Carson died, which may take some time. Until then we cannot confirm that taking drugs caused Carson’s death.

“What we do know, tragically, is that Carson died in the public park and our inquiry does focus on illegal drugs being a contributing factor.

“Our inquiries to date have indicated that drugs were supplied prior to him visiting the park and as a result, our investigation is broader than Ystrad Mynach and our inquiries are extended throughout the Caerphilly borough area.

“We are particularly interested in Carson’s movement prior to him visiting the park that night.

“I believe somebody, somewhere, sold illegal drugs to Carson, and other people in the area will know who that person was. We will not tolerate this in Gwent.

“The supply of drugs can ruin people’s lives and we ask residents that if they have any information regarding these suppliers, please contact us immediately.

“I want to encourage people to talk about what has happened. You may have a teenage child that wants to talk, for example – and we all need to make sure they are given the confidence to come forward.

“Ystrad Mynach Park is a busy park, that families enjoy and I want to encourage residents to continue to use it.

“Like many parks, we’ve received reports of anti-social behaviour and large congregations of children and our neighbourhood policing team along with partner agencies have worked tirelessly to keep it safe.

“No arrests have been made as yet but our investigation team are following many lines of inquiry.

“We are keeping the police and crime commissioner fully briefed with the developments of this case. ”

A short statement from Carson’s family described him as “kind and loving” and “a cheeky little boy”.

Thanks to everyone who shared Middlesbrough teen found safe and well

Thanks to everyone who shared the appeal Rhiannon has been found safe and well.

Huge thanks to the police officers who successfully located her.

Thanks to everyone who shared the appeal.

Missing people

if you are reading this help and support, is available we will simply call or text 116000 for free confidential advice.

If you are yourself sat reading this and thinking of running away from home please be assured help and support is out there for you.

Simply call or text 116000 they will be able to help you free and confidential.

Anyone who is currently missing from home ‘Missing people’ are here to help you whenever you are ready; they can listen, talk you through what help you need, pass a message for you and help you to be safe.

Call. Text. Anytime. Free. Confidential.

Boy nine who killed by dog was left alone in caravan has been named

The nine-year-old boy who was sadly killed by a dog at a holiday park has today been named by police.

Frankie Macritchie who from Plymouth was believed to be along in the caravan with a "bulldog-type breed" was found dead in the early hours of Saturday morning.

It is believed that those who were looking after him were in another caravan within the Tencreek Holiday Park. It is not known what he was left alone with the dog.

Devon and Cornwall police have today Sunday 14th April 2019 named the boy who was staying within the holiday park located in Looe, Cornwall.

He had been on holiday for a number of days before he was attacked by the dog at about 5am on Saturday.

Detective Superintendent Mike West, from the D&C Major Crime Investigation Team, said: “Frankie had been staying at the holiday park in the company of adults for a number of evenings prior to his tragic death.

“We believe that Frankie was alone in a caravan with the dog as he was attacked, whilst that the adults that he was on holiday with, were in an adjacent unit.

"These two groups of people were all known to each other and all from the Plymouth area.

“This is a desperately sad event which has seen a nine-year-old boy lose his life whilst on holiday; our thoughts and sympathies are with the loved ones of Frankie and all of those who knew him.

“I also wish to recognise those who came to his aid at the scene; members of the public and emergency services staff who had to work in deeply upsetting conditions.”

Adding “We appreciate that this case will shock and upset the public, however, we urge the public not to apportion blame on this tragic incident, and to allow us to do our job and to fully investigate this matter.

“Please do not speculate via social media.

"There is a good chance that this will be seen by those who knew and loved Frankie and speculation will only lead to a further upset.”

Three hours after the attack police arrested a woman aged 28 in Plymouth on suspicion of having a dog dangerously out of control and manslaughter, and have since released her under investigation pending further inquiries.

It is not yet clear why she was arrested three hours later within Plymouth, these details we are sure will become clear when detectives release further information.

Police have seized the dog under the dangerous dogs act with the dog being held within kennels in Cornwall.