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National Occupational Standards Professionalising the police service.

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Presentation on theme: "National Occupational Standards Professionalising the police service."— Presentation transcript:

1 National Occupational Standards Professionalising the police service

2 Knowledge and understanding Skills Standards of performance expected of staff and volunteers Providing visible written expectations What are National Occupational Standards?

3 Why National Occupational Standards? Improve the skills of those working in the police family Create a more flexible workforce by enhancing the transferability of skills Create more coherent career development paths Raise professionalism

4 Uses of the ICF Succession & Workforce Planning Recruitment & Selection Performance Assessment & PDRs (appraisal) Inefficiency Procedures Training & development Obtaining qualifications Promotion

5 How can the Standards be used? Benchmarking organisational practices Developing job descriptions and person specifications Recruiting and inducting new staff and volunteers Identifying individual learning needs and organisational skills gaps Designing, delivering and evaluating learning and development Managing and developing individual and team performance As a common language for developing the police family A national base for standards

6 Behaviour Area - Leadership Strategic perspective Looks at issues with a broad view to achieve the organisations goals. Thinks ahead and prepares for the future. (A, B or C) Openness to change Recognises and responds to the need for change, and uses it to improve organisational performance. (A, B or C) Negotiation and influencing Persuades and influences others using logic and reason. Sells the benefits of the position they are proposing, and negotiates to find solutions that everyone will accept. (A or B) Maximising potential Actively encourages and supports the development of people. Motivates others to achieve organisational goals. (A or B)

7 Benefits for individuals Support individuals professional development Open a wider range of career possibilities Help them to transfer their competencies to other jobs or work contexts Give them confidence they are working to good practice standards Help them speak with authority & present a professional image Provide nationally recognised qualifications

8 Generic Units Unit Summary Elements Performance Knowledge and Understanding Skills

9 Firstly there is a Firstly there is a Rank Profile The Activities and Behaviours required by every person of that rank or grade Lets look at a specific rank, that of Constable

10 Firstly there is a Firstly there is a Rank Profile The Activities and Behaviours required by every person of that rank or grade Lets look at a specific rank, that of Constable

11 Rank Profile A list of things that any Constable should do Rank Profile Core Responsibility Personal Responsibility Health, Safety & Welfare Community Safety Intelligence CONSTABLE ACTIVITIES The role holder should effectively deliver these key requirements: Maintain standards of professional practice Promote equality, diversity & Human Rights in working practices Comply with Health & Safety Legislation Work as part of team Complete administration procedures Make best use of technology Provide a force response recognising the needs of all communities Provide first aid Adopt a problem solving approach to community issues Use intelligence to support policing objectives Behavioural profile Core Responsibility Areas Make best use of technology Use intelligence

12 BEHAVIOURAL LIBRARY Behavioural Framework Click on letter to view AreaBehaviourCategory LeadershipStrategic perspective Looks at issues with a broad view to achieve the organisations goals. Thinks ahead & prepares for the future. ABC Openness to change Recognises & responds to the need for change & uses it to improve organisational performance ABC Negotiation & influencing Persuades & influences others using logic & reason. Sells the benefits of the position they are proposing & negotiates to find solutions that everyone will accept AB Maximising potential Actively encourages & supports the development of people. Motivates others to achieve organisational goals AB Working with others Respect for diversity Considers & shows respect for the opinions, circumstances & feelings of colleagues & members of the public, no matter what their position, background, circumstances, status or appearance AB Teamworking Develops strong working relationships inside & outside the team to achieve common goals. Breaks down barriers between groups & involves others in discussions & decisions ABC Community & customer focus Focuses on the customer & provides a high quality service that is tailored to meet their individual needs ABC

13 Role Profile - P atrol Constable Provide an initial response to incidents Respond promptly & take control of the incident by correctly identifying the nature of incident & take appropriate action to ensure that it is dealt with & recorded effectively. Effective performance will include the following: Where possible attend the incident within specified Charter Standard response times. Accurately identify the nature of the incident. Take immediate action in line with the nature of the incident. Follow procedures for the type of incident, prioritising your actions. Recognise where an incident is a racial incident & respond accordingly. Consider your safety & that of others at the scene. Direct people positively to a place of safety. Act to prevent other Police staff from coming into danger areas. Attend to casualties at the scene, taking account of personal safety, providing First Aid where appropriate. Assess the facts. Provide situation reports to the control room & supervisors including information on the location, casualties, hazards, access routes & emergency services present & required. Request further resources as appropriate. Provide adequate advice & support to those involved, explaining legal & procedural processes. Communicate sensitively in line with peoples needs & take into account community & diversity issues. Accurately complete all incident related documentation & submit for supervision within agreed timescales. Inform & update other staff as appropriate. When dealing with a major incident, assume interim command until relieved by a more senior officer & liaise closely with other emergency services & agencies present. Knowledge & Skills

14 Role Profile Patrol Constable Behaviours Patrol Constable Resilience (A) Shows reliability & resilience in difficult circumstances. Remains calm & confident & responds logically & decisively in difficult situations. Effective Communication (B) Communicates all needs, instructions & decisions clearly. Adapts the style of communication to meet the needs of the audience. Asks probing questions to check understanding. Community & Customer Focus (C) Provides a high level of service to customers. Maintains contact with customers, works out what they need & responds to them. Is aware of issues of diversity & understands & is sensitive to cultural & differences. Respect for Diversity (B) Understands other peoples views & takes them into account. Is tactful & diplomatic when dealing with people. Treats people with dignity & respect at all times, no matter what their background. Status, circumstances or appearance. Teamworking (C) Works effectively as a team member & helps build relationships within it. Actively helps & supports others to achieve team goals. Personal Responsibility (B) Takes personal responsibility for own actions & for sorting out issues or problems that arise. Is focused on achieving results to required standards & developing skills & knowledge. Problem Solving (C) Gathers enough relevant information to understand specific issues & events. Uses information to identify problems & draw logical conclusions. Makes good decisions.

15 Role Profile Patrol Constable Role Profile Core Responsibility Community Safety Police Operations Investigation PATROL CONSTABLE To patrol the area for which responsible, to prevent crime& disorder, maintain safe road conditions & to respond to calls from the public. ACTIVITIES The role holder should effectively deliver these key requirements: Conduct patrol Contribute to maintaining road safety Drive police vehicles safely Provide initial response to incidents Participate in operations Conduct initial investigations Search person(s) Interview victims & witnesses Behaviour details Activities Behaviours and…. For this role there are….

16 Role Profile Patrol Constable Effective Communication (B) Communicates effectively, both verbally & in writing. Uses listening & questioning techniques to make sure that they & others understand what is going in & can effectively transfer ideas & information. Communicates al needs, instructions & decisions clearly. Adapts the style of communication to meet the needs of the audience. Asks probing questions to check understanding. Positive Indicators Deals with issues directly Clearly communicates needs & instructions Clearly communicates decisions & the reasons behind them Communicates face to face wherever possible & if it is appropriate Speaks with authority & confidence Manages group discussions effectively Summarises information to check people understand it Supports arguments & recommendations effectively in writing Produces well-structured reports & written summaries. Negative Indicators Is hesitant, nervous & uncertain when speaking Speaks without first thinking through what to say Uses inappropriate language or jargon Speaks in a rambling way Does not give full information without being questioned Writes in a unstructured way Uses poor spelling or grammar Assumes others understand what has been said without actually checking Does not listen & interrupts at inappropriate times.

17 Identifying Relevant Standards 1. List the task, duties or responsibilities of the job 2. Identify relevant generic units 3. Identify relevant knowledge units 4. Produce the role profile

18 Guide to Good Practice 1. Choose a task 2. Identify relevant standards 3. Plan the task 4. Use the standards as checklists 5. Evaluate your performance

19 Performance Management 2. Identify relevant standards 3. Agree support required 4. Perform to standards 5. Appraise performance 6. Provide feedback 1. Agree objectives Strategic objectives and personal aims Regular reviews and support Preparation

20 Benefits for Individuals support their professional development open up a wider range of career possibilities help employees to transfer their competence to other jobs or work contexts give employees confidence that they are working to best practice standards help employees to speak with authority and present a professional image Make clear the development requirements and improve fairness for selection For individuals, National Occupational Standards…

21 Benefits for Line Managers ensure their staff are clear about their responsibilities and competent to carry them out provide a ready-made framework for performance management and appraisal make assessment an integral part their work help employees to provide specific feedback designed to improve performance Allow employees to delegate responsibility to staff with confidence ensure their staff comply with legal and organisational requirements For line managers, National Occupational Standards…

22 Management/HR uses National occupational standards Workforce planning Job descriptions Recruitment & selection Induction Training & development Succession planning & promotion

23 Benefits to the organisation Improved quality of service by raising the motivation & skills base Standardisation with external organisations Align individual effort with organisational goals & targets Assure the quality required to win & regain contracts Enhance public confidence in the sector Benchmarking with other forces Strategic & coherent training provision Ready made tool for Performance Needs Analysis (T/PNA) Provide integrated structure for HR management and development

24 Putting the Standards to Work Workforce planning Job design Recruitment & selection Induction Personal performance Recognition Assessment Continuing personal & professional development Career development Succession planning Learning & development needs analysis, design, delivery & evaluation Performance management Working in teams/ partnerships Assuring quality Developing organisational culture & competence Strategic objectives People management and development

25 Does this provide for better policing Explains what a persons role is Does it benefit the public Does it benefit the manager Does it benefit the individual Is it an iron cage


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