POLICING COMPETENCY FRAMEWORK

POLICING COMPETENCY FRAMEWORK

From Constable to Commissioner: A Framework to Support HR Mgmt &

TrainingStanhope 2010

POLICE SECTOR COUNCIL

connecting forces – securing futures

Policing Competency FrameworkPolicing Competency Framework

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a PSC update

Culmination of:

- 33 YearsYears of Research

- Reflects Canadian and International Best PracticesBest Practices

- 70+70+ member Steering Committees

- 70+ 70+ Contributing Police Organizations

- Validation with over 700 SMEs700 SMEs



Council BackdropCouncil Backdrop

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1. Who

2. What

3. Why

4. How



WHO - MandateWHO - Mandate

“Connecting forces - securing futures”

we facilitate policing organizations, partners, stakeholders to implement innovative, practical and shared mgmt solutions

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WHO

Police Services 209

Academies 15

Governments F/P/T/ M

Employees 84,000



Who - PSC Board includes all stakeholdersWho - PSC Board includes all stakeholders

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CAPB

CACP

FCM



WHO - our governanceWHO - our governance

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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

JusticeMinistries Justice

Ministries

WHO



WHAT - Our focus WHAT - Our focus

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Service SizeNo. of

EmployeesNo. of Services in

category

Very Large >1000 15

Large 300 to 999 16

Medium 100 to 299 40

Small 25 to 99 60

Very Small < 25 78

Total 209

178

85%

WHAT



WHAT - we really are …WHAT - we really are …

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Volunteers

RecruitersOtherOther

StakeholdersStakeholders

HR Practitioners

Researchers

Strategic

Planners

E/T Professionals

Strategic

Leaders

“networks” - communities of practice - with a mission of improved HR planning and management

“networks” - communities of practice - with a mission of improved HR planning and management

WHAT



WHAT we do … WHAT we do …

leveraging and developing common HR tools

improving performance management

providing HR support for policing excellence - sustainability

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WHAT

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COMPETENCY-BASED COMPETENCY-BASED HR PLANNING & MANAGEMENTHR PLANNING & MANAGEMENT

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POLICING EXCELLENCE AND POLICING EXCELLENCE AND SUSTAINABILITYSUSTAINABILITY



WHY - the “Perfect Storm”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

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HOW - Value Proposition - products & servicesHOW - Value Proposition - products & services

products - information - website as virtual library - research, tools, news- training - “free” national e-learning courses e-learning courses - partner with

CPKN• diversity, ethics, firearms verification, mental health

- HR tools• guides, tools - competency-based occupational standardsguides, tools - competency-based occupational standards• social marketing campaign/ e-candidate portalsocial marketing campaign/ e-candidate portal• employee database

research- youthyouth - perceptions of policing longitudinal study( Ipsos-Reid)- environmental scan - national scan

communications and support - e-watch, workshops, “networks” -

E&T professionals HR practitionersrecruiters strategic plannersresearchers Strategic Leadership Advisory Group

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HOW




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now complete

Culmination of:

- 33 YearsYears of Research

- Reflects Canadian and International Best PracticesBest Practices

- 70+70+ member Steering Committees

- 70+ 70+ Contributing Police Organizations

- Validation with over 700 SMEs700 SMEs



Policing Competency Framework - Policing Competency Framework - roles fully roles fully defineddefined

Chief

Deputy Chief

Chief Superintendent

Superintendent

Inspector

Staff Sergeant

Sergeant

Constable

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Policing Competency Framework … Policing Competency Framework … Job AnalysisJob Analysis

- Extensive Research – national and

international

- Review of existing practices/materials

- Interviews

- Focus Groups

- Surveys

- Validation with 500+ SMEs

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Policing Competency Framework …Policing Competency Framework …

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Rank Job Description

Chief

Deputy Chief

Chief

Superintendent

Superintendent

Inspector

Staff Sergeant

Sergeant

Constable

Rank – Staff SergeantGeneral 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.




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Rank Task Lists

Chief

Deputy Chief

Chief

Superintendent

Superintendent

Inspector

Staff Sergeant

Sergeant

Constable



InspectorInspector Task List Task List

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Main Task Areas

A. Ensure application of relevant legislation, policies, procedures

B. Ensure policing equipment and technology is available to support policing activities

C. Maintain safety of self and others

D. Develop strategic plan for area of responsibility

E. Lead and support change

F. Oversee administrative functions of area of responsibility

G. Direct operations in area of responsibility

H. Manage financial resources

I. Oversee human resources management

J. Oversee community policing

K. Maintain media relations



InspectorInspector Task List Task List - Oversee HR Mgmt- Oversee HR Mgmt

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InspectorInspector Task List Task List - Oversee HR Mgmt- Oversee HR Mgmt

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Rank Competencies

Chief

Deputy Chief

Chief

Superintendent

Superintendent

Inspector

Staff Sergeant

Sergeant

Constable



What are Competencies?What are Competencies?

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Observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviours needed for successful job

performance.


connecting forces – securing futures22

CONSTABLE COMPETENCY PROFILE

ADAPTABILITY

ETHICAL ACCOUNTABILITY AND RESPONSIBILITY

INTERACTIVE COMMUNICATION

ORGANIZATIONAL AWARENESS

PROBLEM SOLVING

RISK MANAGEMENT

STRESS TOLERANCE

TEAMWORK

WRITTEN SKILLS



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Rank Job Desc. Tasks Competencies

Chief

Deputy Chief

Chief Supt.

Superintendent

Inspector

Staff Sergeant

Sergeant

Constable



Policing Competency Framework - Policing Competency Framework - Leadership Leadership DevelopmentDevelopment

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Leadership Level Rank

ExecutiveChief

Deputy Chief

Senior MgmtChief Supt.

Superintendent

Mid-Level MgmtInspector

Staff Sergeant

Front Line Mgmt Sergeant

Constable



Policing Competency Framework - Policing Competency Framework - Leadership Leadership DevelopmentDevelopment

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Leadership Level Description Competencies Rank

Executive Chief

Deputy Chief

Senior Mgmt

Chief Supt.

Superintende

nt

Mid-Level

Mgmt

Inspector

Staff

Sergeant

Front Line

Mgmt

Sergeant

Constable



Policing Competency Framework Policing Competency Framework COMPLETEDCOMPLETED

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Leadership Level Rank Job Desc. Tasks Comps

Executive

Chief

Deputy

Chief

SeniorChief Supt.

Supt.

Mid-Level Inspector

Staff Sgt.

Front Line Sergeant

Constable



Policing Competency Framework 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

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connecting forces – securing futures30


is well supported by practical information and tools

• Guides – six instructive guides to support implementation

• Toolkit – over 40 templates and tools



Introductory GuideIntroductory 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

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Policing CBM GuidesPolicing CBM Guides

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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



Policing CBM ToolkitPolicing 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

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Policing Competency Framework … Policing Competency Framework … Informs HR Informs HR MgmtMgmt

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POLICING EXCELLENCE AND POLICING EXCELLENCE AND SUSTAINABILITYSUSTAINABILITY



Policing Competency Framework … Policing Competency Framework … Informs HR Informs HR MgmtMgmt

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To access the Policing CBM Materials please email

Portia Dewhirst

[email protected]

POLICING COMPETENCY FRAMEWORK

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