Head of Investigative Skills Progression

Job title: Head of Investigative Skills Progression
Grade: PO 5
Role code: EV0813
Status: Police Staff
Home Office code: Organisational Support

Main purpose of the role:

Development of the Civilian Investigative and Detective Career pathways, both strategically and tactically in order to ensure that those officers and staff choosing to take the Investigative and Detective route are suitably trained and skilled to undertake the requirements of Investigative, Detective and Specialist Detective posts and meet the organisational demands. Development of sustainable, initial and continuous improvement of investigative skills and training for all staff involved in crime investigation at practitioner, supervisor, manager and senior manager levels through stakeholder and staff engagement; supporting the identification of training needs analysis for all staff involved in crime investigation, detectives and police staff in investigative roles, liaising with The Operational and Investigative Skills Training Team to ensure these are catered for and integrated into initial courses and delivery of Continuous Professional Development. Development of a strategy that ensures the force is adequately prepared and equipped to meet crime investigation expectations of the public, governing bodies, and the force as a whole at all times, which will include the evaluation and identification of investigative skills required to support the Essex Police operating model.

Main responsibilities:

• Develop sustainable, initial and continuous improvement of investigative skills and training for all staff involved in crime investigation at practitioner, supervisor, manager and senior manager levels.
• Development of strategies and plans to improve the quality of case file performance and investigation standards and supervision across the Force.
• Define responsibility for the strategic management of investigators and detectives at all levels of the organisation to accurately define the number of accredited investigators and detectives and their location within the workplace ensuring accurate data management is maintained enabling effective organisational analysis.
• Review, track and monitor investigative skills development including accreditation completion and progress ensuring that officers and staff are supported and assisted in their skills development; including preparation for the National Investigators Exam, portfolio progression and completion; including the provision of the relevant manage ent information to support DCIs, District Commanders and Divisional Managers to maintain local oversight and support for their staff within investigative programmes.
• Develop strategies for recruitment, retention and succession planning in conjunction with Human Resources for investigative and detective posts at all ranks/grades, identifying projected leavers through retirement and identification of specialist skills gaps, ensuring risk to operational performance is mitigated.
• Develop strategy, direction and policy within the Learning and Development command and in support of the Head of Crime, specifically in investigation standards, utilising research, professional networks and environmental scanning to determine future opportunities to create new frameworks for investigative skills and crime investigation programmes in order to provide continuous improvement of performance. Implement systems to track re-accreditation in line with mandates set by the College of Policing (CoP) and ensure that all those taff involved in crime investigation, its supervision and management are appropriately trained and their CPD maintained, regardless of whether they are in a detective or uniformed post.
• Maintain an awareness of proposed changes to the Essex Police Model proactively identifying skills and development required to meet new modelling and changing demands for detective and investigative roles.
• Liaising with the Principle Advisor for Crime and PPU in Essex and Head of the Serious Crime Directorate to ensure a consistent approach across all key investigative functions.
• Review current compliance with portfolio completion at Detective Sergeant and Detective Inspector ranks with identification of strategies to increase completion and levels of nationally accredited staff in order to meet necessary national requirements and provide sufficient resources to operate effectively.
• Develop strategies to provide a career pathway and develop Police Staff in investigative roles, ensuring appropriate governance structure are in place to manage detectives for the organisation and link to other appropriate forums such as the Career Detective Pathway Board.
• Line manage the Detective Inspector Crime Training Manager and their teams.

- July 2020.

Necessary experience:

The post holder will be qualified in the following areas:

Experience of working at a strategic or senior level with an ability to understand business issues in respect of broad organisational challenges to reflect the compliance with National Standards for this role.

Excellent interpersonal/communication skills, both verbal & written and a flexible approach to hours of work to meet operational and strategic demands.

Detective and Investigative experience is essential for the role with previous working experience as an accredited detective. It is essential that the individual is accredited to PIP III and desirable that they would have 2 to 3 years as an SIO, dealing with serial, series and complex investigations and have an in depth knowledge of crime investigation across the whole range of crimes and specialisms.

It is preferable that the candidate has experience in working across different detective roles within different departments eg. level one, level two or public protection.

It is essential that they have experience of devising strategic plans and deliverin strategic projects to achieve the aim of those plans which have force wide impact.

Behaviours:

Analyse Critically (Level 2)

I ensure that the best available evidence from a wide range of sources is taken into account when making decisions. I think about different perspectives and motivations when reviewing information and how this may influence key points. I ask incisive questions to test out facts and assumptions, questioning and challenging the information provided when necessary. I understand when to balance decisive action with due consideration. I recognise patterns, themes and connections between several and diverse sources of information and the best available evidence. I identify when I need to take action on the basis of limited information and think about how to mitigate the risks in doing so. I challenge others to ensure that decisions are made in alignment with our mission, values and the Code of Ethics.

Collaborative (Level 2)

I manage relationships and partnerships for the long term, sharing information and building trust to find the best solutions. I help create joined-up solutions across organisational and geographical boundaries, partner organisations and those the police serve. I understand the local partnership context, helping me to use a range of tailored steps to build support. I work with our partners to decide who is best placed to take the lead on initiatives. I try to anticipate our partners' needs and take action to address these. I do not make assumptions. I check that our partners are getting what they need from the police service. I build commitment from others (including the public) to work together to deliver agreed outcomes.

Deliver, Support and Inspire (Level 2)

I give clear direction and expectations, helping others to understand how their work operates in the wider context. I identify barriers that inhibit performance in my teams and take steps to resolve these, enabling others to perform. I lead the public and/or colleagues, where appropriate, during incidents or through the provision of advice and support. I ensure the efficient use of resources to create the most value and the right impact within my areas. I keep track of changes in the external environment, anticipating both the short and long term potential implications for the Police Service. I motivate and inspire others to achieve their best.

Emotionally Aware (Level 2)

I consider the perspectives of people from a wide range of backgrounds before taking action. I adapt my style and approach according to the needs of the people I am working with, using my own behaviour to achieve the best outcome. I promote a culture that values diversity and encourages challenge. I encourage reflective practice among others and take the time to support others to understand reactions and behaviours. I take responsibility for helping to ensuring the emotional well being of those in my teams. I take the responsibility to deal with any inappropriate behaviours.

Innovative and Open-minded (Level 2)

I explore a number of different sources of information and use a variety of tools when faced with a problem and look for good practice that is not always from policing. I am able to spot opportunities or threats which may influence how I go about my job in the future by using knowledge of trends, new thinking about policing and changing demographics in the population. I am flexible in my approach, changing my plans to make sure that I have the best impact. I encourage others to be creative and take appropriate risks. I share my explorations and understanding of the wider internal and external environment.

Take Ownership (Level 2)

I proactively create a culture of ownership within my areas of work and support others to display personal responsibility. I take responsibility for making improvements to policies, processes and procedures, actively encouraging others to contribute their ideas. I am accountable for the decisions my team make and theactivities within our teams. I take personal responsibility for seeing events through to a satisfactory conclusion and for correcting any problems both promptly and openly. I actively encourage and support learning within my teams and colleagues.

Values:

Impartiality (Accredited)

I take into account individual needs and requirements in all of my actions. I understand that treating everyone fairly does not mean everyone is treated the same. I always give people an equal opportunity to express their views. I communicate with everyone, making sure the most relevant message is provided to all. I value everyone's views and opinions by actively listening to understand their perspective. I make fair and objective decisions using the best available evidence. I enable everyone to have equal access to services and information, where appropriate.

Integrity (Accredited)

I always act in line with the values of the police service and the Code of Ethics for the benefit of the public. I demonstrate courage in doing the right thing, even in challenging situations. I enhance the reputation of my organisation and the wider police service through my actions and behaviours. I challenge colleagues whose behaviour, attitude and language falls below the public's and the service's expectations. I am open and responsive to challenge about my actions and words. I declare any conflicts of interest at the earliest opportunity. I am respectful of the authority and influence my position gives me. I use resources effectively and efficiently and not for personal benefit.

Public Service (Accredited)

I act in the interest of the public, first and foremost. I am motivated by serving the public, ensuring that I provide the best service possible at all times. I seek to understand the needs of others to act in their best interests. I adapt to address the needs and concerns of different communities. I tailor my communication to be appropriate and respectful to my audience. I take into consideration how others want to be treated when interacting with them. I treat people respectfully regardless of the circumstances. I share credit with everyone involved in delivering services.

Transparency (Accredited)

I ensure that my decision-making rationale is clear and considered so that it is easily understood by others. I am clear and comprehensive when communicating with others. I am open and honest about my areas for development and I strive to improve. I give an accurate representation of my actions and records. I recognise the value of feedback and act on it. I give constructive and accurate feedback. I represent the opinions of others accurately and consistently. I am consistent and truthful in my communications. I maintain confidentiality appropriately.

Technical skills:

Budget Management (Level 4)

Accountable for and capable of managing a set budget. Fully conversant with financial regulations, processes and procedures and the responsibilities placed upon the budget holder. Capable of and responsible for authorising expenditure from a local budget and aware of the implications of certain courses of action. Can make budgetary decisions having given due consideration to best value.

Business Planning (Level 4)

Gathers relevant information and statistics to support the business planning process at Division/Department level. Identifies key objectives in order to improve local performance and ensures these are aligned with the Force Strategic Aims. Effectively communicates agreed objectives and targets to the local workforce. Plans for and ensures the best use of resources and value for money.

Health and Safety (Level 5)

Has received training which enables the effective completion of risk assessments and Health and Safety inspections of premises. Identifies defects or hazards and takes action to resolve any apparent health and safety issues within an area or department. Fully accepts responsibility for the safety of members of staff, as well as visitors and contractors. Monitors the application of health and safety related procedures for the area or department. Possession of a certificate level qualification in Health and Safety is desirable.

Information Gathering and Analysis (Level 5)

Information gathered is sufficient, valid and reliable and is consistent with the organisation's values, policies, guidelines and procedures. Able to deal with situations when information is insufficient, contradictory or ambiguous. Able to organise and interpret information so that conclusions can be drawn.

Information Management and Technology (Level 4)

Can conduct basic computer searches and can correctly interpret data generated. Can create and amend records, according to role requirement. Knows established rules and protocols. Understands impact of data quality, and is self-monitoring on data quality issues.

Interviewing - General (Level 4)

Has received some training in reliable interviewing techniques and is able to apply these techniques fairly, consistently and to good effect. Identifies the key issues for examination and tests these using open and probing questions. Identifies weaknesses and inconsistencies in the account and seeks clarification. Keeps good written records of the interview for future.

Knowledge of Police Environment and Policy (Level 5)

Has a thorough understanding of the police service, nationally and locally, and is proactive in developing proposals which affect the way Kent Police and/or Essex Police operates. Possesses a detailed understanding of the inter-relationships between activities, roles, functions, and how organisation structures and police systems work. Understands and impacts on working procedures, practices and policies within areas of responsibility and ensures that these are followed at all times. Contributes to Force goals and is laccountable for delivering local business plan objectives.

Management of Police Information (MOPI) (Level 5)

Has sufficient understanding of the NPCC records management policies be able to offer appropriate guidance and support to staff. Is able to identify the appropriate MOPI group for any record with a policing purpose and ensure that all policing records within the team are retained, reviewed or destroyed in line with the MOPI codes of practice. Quality assures staff to ensure a full understanding and compliance with the APP for Information Management (incorporating MOPI guidance), highlighting failings and taking appropriate action as required. Ensures training and/or refresher training is provided and completed. Ensures that systems are correctly linked together to ensure effective management and recording of information across systems. Appropriately reviews digital information held on system(s) and physical records in storage to ensure that they are retained only where there is a policing purpose. Complies with relevant policies and procedures in respect of prioritisation, sanitisation, dissemination, sharing, relevancy, accuracy, adequacy and timeliness.

Office Technology (Level 3)

Able to utilise relevant Force standard office software products such as word processing and document creation, spreadsheet, database, presentation and desktop publishing packages to a standard that matches the requirements of the current role in terms of quality and speed. Can operate other items of essential office technology such as photocopiers and shredders and can utilise IT products available through Office 365 to share information and aid communications and to effectively undertake the requirements of the current role. Aware of the implications of Data Protection and acts appropriately in this respect.

Risk Management (Level 4)

Able to anticipate risks likely to affect the team's ability to execute their function, in terms of likelihood and impact, and assesses how the challenges facing the wider organisation might affect their team and their objectives. Has an understanding of pathways to alert local managers to flawed or ineffective operational control strategies and provide continuity/recovery options. Has an appreciation that seizing opportunities also generates risks.

Training (Level 7)

Able to effectively plan long term, force wide training programmes, balancing available resources and competing priorities. Examines alternatives and produces costed business plans to assist with the delivery of cost effective training throughout the Force. Identifies skills gaps and initiates appropriate training.