PROMOTING NEW PARKING ENFORCEMENT OFFICER AND MANAGEMENT QUALIFICATIONS Learning & Development can only increase the professional image

Why the Need for L & D in Parking Civil Enforcement Officers (CEO) are engaged in a service that penalises wrong doing; hence it is a role that demands respect Members of the public (MOP) need to place a value first on the person & secondly on the service. The person in uniform must have the relevant, adequate & appropriate knowledge of the service he is providing Translating to public moving away from the culture of looking down on the parking profession.

My journey through Parking In 2000, I entered the parking sector as a Parking Attendant All that was required was a basic level of literacy & numeracy. No qualifications required Other than passing the initial interview Advertisements read “no qualification is required” Most candidates who applied for the Parking Attendant / Civil Enforcement Officer (CEO) positions were not capable of actually doing the job

While in training after I had been recruited- l began to realise the infinite & detailed technicalities involved in the role. I found myself struggling. I sought help & enrolled in the only programme available at the time, Level 2 in Parking Control (NVQ)

My confidence rapidly increased during & after completing the course I also realised I had less & less confrontation with the MOP I could better explain the reasons why l had issued PCN.

I came to understand that my profession is responsible for orderliness & fairness on the road Contributing to and increasing the awareness of health & safety of all road users That the drive for revenue generation is not the primary target.

After l completed the NVQ qualification- I became more confident & wanted to learn more It enhanced my promotion to the post of Parking Supervisor And to Training & Recruitment Officer.

Enabled me to work various departments within the parking sector The in-service learning and development has benefited me in carrying out my role more efficiently. It is much more rewarding to work in a profession, having gained the adequate and necessary knowledge to do the role well.

The Benefits of the new L & D suites With the introduction of the new suite of leadership and management qualifications, parking is indeed becoming a profession! It is important that learning providers offer the different modules so that individuals pursuing different careers can all benefit from the qualifications. Completing Level 3 of the qualification could open up opportunities such as Parking Supervisor, Deputy Parking Operations Manager, Deputy Contracts Manager. Levels 4 and 5 would offer further promotion to Parking Operations Manager and Contracts Manager

On Employee’s part If the relevant learning & development is acquired before being confirmed in the role, new employee’s efficiency, professionalism, confidence and readiness for employment will all be increased.

Gaining qualifications opens the door to a wide range of job roles and allows the employee to become the right person for the employer and gives them a multi- skilled approach to a career in the parking sector.

On Employers’ part Have a lower staff turnover means that more experienced staff can concentrate their efforts on carrying out their everyday role, rather than mentoring and supervising new staff.

Parking contractors / companies are likely to have more satisfied clients due to staff being better qualified and experienced to meet the contractual KPI.

On the Part of BPA & IPP Everyone in this room knows the answer! Thank you for your time & attention Any questions