What is the 1in4 fund?
The OneInFour Fund is so called because, according to the Health Survey for England, one in four adults have been diagnosed with a mental illness at some stage during their lives. Its purpose is to:
- Develop the capacity and capability of police forces to support those who have suffered psychological harm as a result of their policing role
- Contribute to an evidence base of “What Works” to share learning across the police service
£3m will be made available to police forces over the next 3 years. The maximum grant available over the 3 year period will be £150,000 and all UK police forces will be eligible to apply. Projects must be designed to assist in addressing formally identified gaps in provision e.g. for England as identified by undertaking a Public Health England Workplace Wellbeing Charter gap analysis or to address concerns / gaps identified via PEEL Inspections.
The purpose of the 1in4 programme is to stimulate innovation and develop the capacity and capability within police forces to support the wellbeing of police officers and other frontline staff. Research published by the Police Dependants’ Trust in 2016, Injury on Duty, has identified a need for additional mental health support and therefore projects specifically focussed on improved mental health outcomes are likely to be prioritised.
Applications for smaller amounts are encouraged, and those where forces are contributing to the costs of the project, especially match-funded, will be looked on favourably by the Trust. The maximum amount which may be awarded for any projects is £150,000 (over 3 years). Projects lasting up to 1 year can apply for a maximum of £60,000.
Frequently Asked Questions
Applications may be submitted by UK police forces only and need to be supported by a Chief Officer.
We will consider funding:
- Staff costs (including sessional staff)
- Volunteer costs
- Training courses
- Events to support the wellbeing of police officers and staff (excluding travel costs of beneficiaries)
- Refurbishment of facilities which are clearly demonstrated to contribute to the health and wellbeing of officers and staff
We will NOT consider funding:
- Core or ongoing running costs
- Overhead allocations
- Costs of undertaking a Workplace Wellbeing Charter gap analysis
- Capital works that add value to a publicly owned asset (eg force estate)
- Statutory responsibilities
- Overseas travel expenses
- Personal debts
- Grants to individuals
- Legal costs
- Redundancy payments
The Workplace Wellbeing Charter is an opportunity for employers to demonstrate their commitment to the health and well-being of their workforce. The positive impact that employment can have on health and wellbeing is now well documented. There is also strong evidence to show how having a healthy workforce can reduce sickness absence, lower staff turnover and boost productivity – this is good for employers, workers and the wider economy.
The Workplace Wellbeing Charter provides employers with an easy and clear guide on how to make workplaces a supportive and productive environment in which employees can flourish.
More details can be found online by visiting http://www.wellbeingcharter.org.uk.
The Board of Trustees will be looking for, but not limited to, the following aspects of a grant proposal:
- The originality of the idea and strength of the project concept
- The potential impact the project will have on police officers and staff
- The feasibility of the project and quality of the project management
- Whether the project offers value for money
- The evaluation plans and how any learning gained might be shared for the benefit of the wider police family
Anyone within your force can submit the application, but it must be signed off by a Chief Officer before it is submitted. Incomplete forms without the necessary authorisation will be rejected.