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POLICING COMPETENCY FRAMEWORK

POLICING COMPETENCY FRAMEWORK. From Constable to Commissioner: A Framework to Support HR Mgmt & Training Stanhope 2010. Policing Competency Framework. A Framework To Support Police HR Mgmt & Training. a PSC update Culmination of: 3 Years of Research

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POLICING COMPETENCY FRAMEWORK

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  1. POLICING COMPETENCY FRAMEWORK • From Constable to Commissioner: • A Framework to Support HR Mgmt & Training Stanhope 2010

  2. Policing Competency Framework A Framework To Support Police HR Mgmt & Training a PSC update Culmination of: • 3Years of Research • Reflects Canadian and International Best Practices • 70+ member Steering Committees • 70+ Contributing Police Organizations • Validation with over 700 SMEs

  3. Council Backdrop Who What Why How

  4. WHO WHO - Mandate Police Services 209 Academies 15 Governments F/P/T/ M Employees 84,000 “Connecting forces - securing futures” • we facilitate policing organizations, partners, stakeholders to implement innovative, practical and shared mgmt solutions

  5. Who - PSC Board includes all stakeholders CAPB CACP FCM

  6. WHO WHO - our governance • Currently 11: • CACP - pres • CAPB - v pres • FCM - v pres • CPA - director • RCMP - CHRO • PS - DG • BC - ADM • SASK - ADM • NB - ADM • Academies - APA • CAPE - pres Justice Ministries network network network network network

  7. WHAT WHAT - Our focus 178 85%

  8. Volunteers Strategic Planners HR Practitioners Other Stakeholders Recruiters Researchers E/T Professionals WHAT WHAT - we really are … “networks” - communities of practice - with a mission of improved HR planning and management Strategic Leaders

  9. WHAT WHAT we do … • leveraging and developing common HR tools • improving performance management • providing HR support for policing excellence - sustainability POLICING EXCELLENCE AND SUSTAINABILITY Performance Management Recruitment & Selection Leadership Development & Succession Planning Training & Development COMPETENCY-BASED HR PLANNING & MANAGEMENT

  10. WHY - the “Perfect Storm” • three advancing “low pressure systems” • changing face – demographics • changing work – demands, complexity • changing management – budgets, governance • an urgency to act • demographic change is relentless • competition for resources are increasing • workforce leadership turnover is underway • demands on public policing - growing more complex • technological advancements expensive • budgets are strained and inflexible • “bottom line” - we’re vulnerable • committed, focused and integrated action by all policing is required immediately WHY

  11. HOW HOW - Value Proposition - products & services • products • information - website as virtual library - research, tools, news • training - “free” national e-learning courses - partner with CPKN • diversity, ethics, firearms verification, mental health • HR tools • guides, tools - competency-based occupational standards • social marketing campaign/ e-candidate portal • employee database • research • youth - perceptions of policing longitudinal study( Ipsos-Reid) • environmental scan - national scan • communications and support - e-watch, workshops, “networks” - E&T professionals HR practitioners recruiters strategic planners researchers Strategic Leadership Advisory Group

  12. Policing Competency Framework A Framework To Support Police HR Mgmt & Training now complete Culmination of: • 3Years of Research • Reflects Canadian and International Best Practices • 70+ member Steering Committees • 70+ Contributing Police Organizations • Validation with over 700 SMEs

  13. Policing Competency Framework - roles fully defined Chief Deputy Chief Chief Superintendent Superintendent Inspector Staff Sergeant Sergeant Constable

  14. Policing Competency Framework … Job Analysis • Extensive Research – national and international • Review of existing practices/materials • Interviews • Focus Groups • Surveys • Validation with 500+ SMEs

  15. Policing Competency Framework … Rank – Staff Sergeant General Policing Role Manages the operations of a division of a police service. They supervise and coordinate activities of uniform officers and personnel engaged in providing services within the police service.

  16. Policing Competency Framework …

  17. InspectorTask List Main Task Areas • Ensure application of relevant legislation, policies, procedures • Ensure policing equipment and technology is available to support policing activities • Maintain safety of self and others • Develop strategic plan for area of responsibility • Lead and support change • Oversee administrative functions of area of responsibility • Direct operations in area of responsibility • Manage financial resources • Oversee human resources management • Oversee community policing • Maintain media relations

  18. InspectorTask List - Oversee HR Mgmt

  19. InspectorTask List - Oversee HR Mgmt

  20. Policing Competency Framework …

  21. What are Competencies? Observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviours needed for successfuljob performance.

  22. Policing Competency Framework …

  23. Policing Competency Framework - Leadership Development

  24. Policing Competency Framework - Leadership Development

  25. Policing Competency Framework COMPLETED

  26. Policing Competency Framework Policing now has a common language and national understanding of • work tasks associated with general duty policing at all levels • underlying competency requirements Framework includes: • Shared Policing Competency Dictionary • Job Descriptions by rank • Task Lists by rank • Competency Profiles by rank

  27. Policing Competency Framework • is well supported by practical information and tools • Guides – six instructive guides to support implementation • Toolkit – over 40 templates and tools

  28. Introductory Guide • A Guide to CBM in Police Services • describes competency based management and explores the benefits of CBM implementations • offers information and tools to support competency based management for four key Human Resource areas: • recruitment, selection and promotion • learning and development • performance management • succession management • includes: • information • theory • step-by-step instructions • practical tips • relevant research • describes use of Toolkit items

  29. Policing CBM Guides • A Guide to CBM in Police Services • A Guide to Constable Selection • A Guide to Executive Selection • A Guide to Succession Mgmt • A Guide to Leadership Development • A Guide to Police Coaching & Mentorship • all include: • information • theory • step-by-step instructions • practical tips • relevant research • describes use of Toolkit items

  30. Policing CBM Toolkit • includes over 40 tools and templates that police services can use and customize according to their needs • includes (sample): • competency resources by rank • interview guides by rank • reference check guides by rank • learning plan templates • performance management templates • succession management templates • recommended additional readings reference

  31. Policing Competency Framework … Informs HR Mgmt POLICING EXCELLENCE AND SUSTAINABILITY Performance Management Recruitment & Selection Leadership Development & Succession Planning Training & Development COMPETENCY-BASED HR PLANNING & MANAGEMENT

  32. Policing Competency Framework … Informs HR Mgmt To access the Policing CBM Materials please email Portia Dewhirst pdewhirst@policecouncil.ca

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