National Occupational Standards

1. National Occupational Standards Professionalising the police service

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

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 perspectiveLooks at issues with a broad view to achieve the organisation’s goals. Thinks ahead and prepares for the future. (A, B or C) Openness to changeRecognises and responds to the need for change, and uses it to improve organisational performance. (A, B or C) Negotiation and influencingPersuades 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 potentialActively 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 aRank 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 aRank 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 ProfileA list of things that any Constable should do Make best use of technology Core Responsibility Areas Use intelligence Behavioural profile

12. BEHAVIOURAL LIBRARY

13. Role Profile - Patrol Constable

14. Role ProfilePatrol Constable Behaviours

15. Role ProfilePatrol Constable For this role there are…. Activities and…. Behaviours Behaviour details

16. Role ProfilePatrol Constable

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

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

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

20. Benefits for Individuals For individuals, National Occupational Standards… • 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

21. Benefits for Line Managers For line managers, National Occupational Standards… • 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

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

23. 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 Benefits to the organisation

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

25. Does this provide for better policing Explains what a person’s role is • Does it benefit the public • Does it benefit the manager • Does it benefit the individual • Is it an iron cage