National Occupational Standards

Professionalising the police service

Knowledge and understanding

Skills

Standards of performanceexpected of staff and volunteers

Providing visible written expectations

What are National Occupational Standards?

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

Uses of the ICF

• Succession & Workforce Planning

• Recruitment & Selection

• Performance Assessment & PDRs (appraisal)

• Inefficiency Procedures

• Training & development

• Obtaining qualifications

• Promotion

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

BehaviourArea - 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)

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

Generic Units

• Unit Summary

• Elements

• Performance

• Knowledge and Understanding

• Skills

Firstly there is aFirstly 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

Firstly there is aFirstly 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

Rank ProfileRank ProfileA list of things that any Constable should A list of things that any Constable should

dodo

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

BEHAVIOURAL LIBRARYBEHAVIOURAL LIBRARY Behavioural Framework

Click on letter to view

Area Behaviour Category

Leadership Strategic perspectiveLooks at issues with a broad view to achieve the organisation’s goals. Thinks ahead & prepares for the future.

A B C

Openness to changeRecognises & responds to the need for change & uses it to improve organisational performance

A B C

Negotiation & influencingPersuades & influences others using logic & reason. Sells the benefits of the position they are proposing & negotiates to find solutions that everyone will accept

A B

Maximising potentialActively encourages & supports the development of people. Motivates others to achieve organisational goals

A B

Working with others

Respect for diversityConsiders & shows respect for the opinions, circumstances & feelings of colleagues & members of the public, no matter what their position, background, circumstances, status or appearance

A B

TeamworkingDevelops strong working relationships inside & outside the team to achieve common goals. Breaks down barriers between groups & involves others in discussions & decisions

A B C

Community & customer focusFocuses on the customer & provides a high quality service that is tailored to meet their individual needs

A B C

Role Profile - PRole Profile - Patrol Constable atrol Constable

Provide an initial response to incidentsRespond 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 people’s 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

Role ProfileRole ProfilePatrol Constable Patrol Constable

BehavioursBehaviours 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 people’s 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.

Role ProfileRole ProfilePatrol Constable Patrol Constable

Role Profile

Core Responsibility

Community Safety

Police Operations

Investigation

PATROL CONSTABLETo 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….

Role ProfileRole ProfilePatrol Constable 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 IndicatorsDeals with issues directlyClearly communicates needs & instructionsClearly communicates decisions & the reasons behind themCommunicates face to face wherever possible & if it is appropriateSpeaks with authority & confidenceManages group discussions effectivelySummarises information to check people understand itSupports arguments & recommendations effectively in writingProduces well-structured reports & written summaries.

Negative IndicatorsIs hesitant, nervous & uncertain when speakingSpeaks without first thinking through what to sayUses inappropriate language or jargonSpeaks in a rambling wayDoes not give full information without being questionedWrites in a unstructured wayUses poor spelling or grammarAssumes others understand what has been said without actually checkingDoes not listen & interrupts at inappropriate times.

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

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

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

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…

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…

Management/HR uses

National occupational

standards

National occupational

standards

Workforce planning

Workforce planning

Job descriptions

Job descriptions

Recruitment & selection

Recruitment & selection

Induction Induction

Training & development

Training & development

Succession planning & promotion

Succession planning & promotion

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

Putting the Standards to Work

Workforceplanning

Job design Recruitment &selection

Induction

Personal performance

Recognition

Assessment

Continuingpersonal &

professionaldevelopment

Careerdevelopment

Succession planning

Learning & development

needs analysis, design, delivery

& evaluation

Performancemanagement

Working in teams/

partnerships

Assuring quality

Developing organisational

culture & competence

Strategicobjectives

People management and development

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