Presentation on theme: "Hamilton Police Service"— Presentation transcript:
1 Hamilton Police Service Use of Police Public Sector CompetencyPresented byRosemarie Auld C.H.R.PManager, Human ResourcesFebruary 2, 2011Chief will introduce and will speak to how the Command team has made an assessment.
2 Overview Use of competency framework. Hiring requirements. Performance Appraisals and Development Plan (PADP)Employee DevelopmentPromotional ProcessUse of PADPDivisional Tool (Competency based)Chief
3 Basic use of Competency Framework Competency Framework Hiring PracticesCoachOfficer tool – new recruitsPromotional ProcessCompetencyFrameworkPerformance AppraisalsEmployeeDevelopmentPlans
4 Hiring PracticesIn Ontario, we subscribe to the Constable Selection System (CSS)Data on competencies from CSS shared with Public Sector Council (overlap)Opportunity for individual agencies to have “local” requirements. These competencies can then be explored at the local focused interview stage.
5 Coach Officer – Recruit Development: Measure performance against hiring criteriaWhere a performance issue is identified, refer to the competencies to assist with a benchmark for setting expectations.Use in the development of any performance improvement plan
6 Employee Development Plans Use in the development of any performance improvement planSets clear expectations and are bona fide competencies (tested and validated)Example: Employee requires development in Teamwork. Use the competency to set expectations.Fosters teamwork (Level 2)• Promotes team goals• Seeks others’ input and involvement andlistens to their viewpoints• Recognizes when a compromise isrequired for the greater good of the team• Suggests or develops methods and meansfor maximizing the input and involvementof team membersTEAMWORKWorks cooperatively with members of the workteam. Contributes to the development of a teamenvironment where team members ultimatelyachieve established goals.
7 Promotional Process:Use of PADP (competency based)Divisional Tool (Competency based)Interviews for rank of Staff Sergeant and Inspector (questions based on competencies and/or situational based. Task list assists with situational questions.
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