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1 Hamilton Police Service Use of Police Public Sector Competency Presented by Rosemarie Auld C.H.R.P Manager, Human Resources February 2, 2011.

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Presentation on theme: "1 Hamilton Police Service Use of Police Public Sector Competency Presented by Rosemarie Auld C.H.R.P Manager, Human Resources February 2, 2011."— Presentation transcript:

1 1 Hamilton Police Service Use of Police Public Sector Competency Presented by Rosemarie Auld C.H.R.P Manager, Human Resources February 2, 2011

2 2 Overview 1.Use of competency framework. 2.Hiring requirements. 3.Performance Appraisals and Development Plan (PADP) 4.Employee Development 5.Promotional Process –Use of PADP –Divisional Tool (Competency based)

3 3 Competency Framework Hiring Practices Performance Appraisals Employee Development Plans Promotional Process Basic use of Competency Framework Coach Officer tool – new recruits

4 4 Hiring Practices In 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 5 Coach Officer – Recruit Development: Measure performance against hiring criteria Where 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 6 Employee Development Plans Use in the development of any performance improvement plan Sets clear expectations and are bona fide competencies (tested and validated) Example: Employee requires development in Teamwork. Use the competency to set expectations. TEAMWORK Works cooperatively with members of the work team. Contributes to the development of a team environment where team members ultimately achieve established goals. Fosters teamwork (Level 2) Promotes team goals Seeks others input and involvement and listens to their viewpoints Recognizes when a compromise is required for the greater good of the team Suggests or develops methods and means for maximizing the input and involvement of team members

7 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.

8 8 QUESTIONS?


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