Grade: SCALE 6
Role code: EBC0492
Status: Police Staff
Home Office code: Organisational Support

Main purpose of the role:

Manage, on a day-to-day basis, a range of people development and talent management activities to assist both Essex Police and Kent Police in maximising the potential of their officers and staff. Assist with the delivery of the forces Talent Management strategy through the management, co-ordination and continued development of career progression projects and initiatives, including the provision of information, advice and guidance relating to people development matters.

Main responsibilities:

  • Co-ordinate the implementation of high volume promotion processes in a timely manner to ensure effective process management and customer service.
  • Co-ordinate the succession planning framework for all officers and staff for Kent and Essex including accurate collation and maintenance of data and liaising with internal stakeholders to ensure the process is fair, clear and transparent and managed professionally.
  • Co-ordinate officers participation in the National Police Promotion Framework Sergeant and Inspector exams in line with College of Policing requirements.
  • Co-ordinate strategic flagship initiatives including (but not limited to) fast track schemes for Police Constable to Inspector and Inspector to Superintendent, Direct Entry to Superintendent, Graduate programme, Police Now, Police Staff Leadership Programme, Investigate First, Cambridge masters and Leading Greater Essex. Maintaining regular communication with candidates to ensure progress in line with programme expectations, identifying areas for development and liaising with stakeholders to identify opportunities to support individuals.
  • Develop and maintain working relations with the Positive Action Team, Diversity and Inclusion Team and Staff Support Networks in order to assist in promoting Kent and Essex Police and the careers offered by the organisation.
  • Support on the delivery of training e.g. workshops, briefings and other related events, on topics which support and enhance the development of all elements of the workforce, including the regular production of internal marketing material, in order to support officers and staff to achieve job satisfaction throughout their working life with Kent and Essex Police.
  • Support in the development of local targeted talent and development support strategies, including developing working relations with officers and staff from all elements of the workforce, providing confidential, impartial, objective support and guidance, whilst promoting effective talent management and career development advisory services and raising awareness of the assistance that is available in respect of career development guidance, work/life balance support, coaching and other related activities, ensuring that all such materials and activities remain current and relevant to force strategy and objectives.
  • Supervise and motivate the team, providing direction and leadership, undertaking staff appraisals, addressing welfare, capability and disciplinary issues, advising on personal development, training and coaching, in order to maximise performance from individuals, satisfy personal aspirations and ensure that staff fulfil their potential and contribute effectively to force business.

- July 2020.

Vetting level:

Necessary experience:

The People Development Officer will be educated to A level or equivalent. Ideally, they will have commenced their studies towards the CIPD qualification. The post holder will be able to demonstrate knowledge of current equality and diversity practice, developments, and statutory requirements as well as a sound understanding of business/operational needs.

The post holder will need to possess excellent presentational and interpersonal skills and have the ability to coach and guide people on an individual and group basis in respect of their personal development.

The post holder must demonstrate high levels of personal motivation, drive and discretion and have the capacity to manage a substantial and varied workload. Excellent interpersonal skills are essential, both verbal and written, these will need to be applied both robustly and sympathetically whilst handling a variety of situations involving sensitive personal issues as well as providing advice and guidance to staff and managers.

The People Development Officer will be proficient in their knowledge relating to the six strands of diversity.

The post holder must be fully conversant with a range of Microsoft Office products, including Word, Excel, email and the intranet, and have previous experience of using a computerised management information system.


Analyse Critically (Level 1) 

I recognise the need to think critically about issues. I value the use of analysis and testing in policing. I take in information quickly and accurately. I am able to separate information and decide whether it is irrelevant or relevant and its importance. I solve problems proactively by understanding the reasons behind them, using learning from evidence and my experiences to take action. I refer to procedures and precedents as necessary before making decisions. I weigh up the pros and cons of possible actions, thinking about potential risks and using this thinking to inform our decisions. I recognise gaps and inconsistencies in information and think about the potential implications. I make decisions in alignment with our mission, values and the Code of Ethics.

Collaborative (Level 1)      

I work cooperatively with others to get things done, willingly giving help and support to colleagues. I am approachable, and explain things well so that I generate a common understanding. I take the time to get to know others and their perspective in order to build rapport. I treat people with respect as individuals and address their specific needs and concerns. I am open and transparent in my relationships with others. I ensure I am clear and appropriate in my communications.

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 1)        

I treat others with respect, tolerance and compassion. I acknowledge and respect a range of different perspectives, values and beliefs within the remit of the law. I remain calm and think about how to best manage the situation when faced with provocation. I understand my own emotions and I know which situations might affect my ability to deal with stress and pressure. I ask for help and support when I need it. I understand the value that diversity offers. I communicate in clear and simple language so that I can be easily understood by others. I seek to understand the thoughts and concerns of others even when they are unable to express themselves clearly.

Innovative and Open-minded (Level 1)   

I demonstrate an openness to changing ideas, perceptions and ways of working. I share suggestions with colleagues, speaking up to help improve existing working methods and practices. I constantly reflect on my own way of working and periodically review processes and procedures for continuous improvements. I adapt to change and am flexible as the need arises while encouraging others to do the same. I learn from my experiences and do not let myself be unduly influenced by preconceptions.

Take Ownership (Level 1)  

I actively identify and respond to problems. I approach tasks with enthusiasm, focusing on public service excellence. I regularly seek feedback to understand the quality of my work and the impact of my behaviour. I recognise where I can help others and willingly take on additional tasks to support them, where appropriate. I give feedback to others that I make sure is understandable and constructive. I take responsibility for my own actions, I fulfil my promises and do what I say I will. I will admit if I have made a mistake and take action to rectify this. I demonstrate pride in representing the police service. I understand my own strengths and areas for development and take responsibility for my own learning to address gaps.


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:

HR - Employee Relations (Level 3)

Possesses a sound knowledge of documentation and procedures relating to personnel administration, including salary adjustments and contracts of employment. Able to give basic advice on the interpretation and application of police regulations and police staff conditions of service across a broad range of employment issues. Possesses a general awareness of current employment legislation.

HR - Org Development (Level 3)  

Possesses a sound knowledge of local organisational structure and the interaction of roles. Has a basic knowledge of local roles.Provides basic information in respect of local establishment data. Makes accurate local changes to the HR database in accordance with established policy and working practices and procedures. Views and runs reports on the computerised HR information system in order to inform management decisions in respect of local establishment issues.

HR - Staff Development (Level 4) 

Provides advice to managers on PDR, career development programmes and training courses currently available to members of the force.Dependent upon role, able to provide more specific career development feedback and guidance to individuals. Able to produce skills audits to assist with career pathways, succession planning and selection options to enable informed decision making by managers/local management teams. This may involve utilisation of the computerised HR database. Possession of Certificate in Personnel Practice is desirable.

Health & Safety (Level 3)   

Has a basic understanding of Health and Safety issues affecting the current role and working environment. Takes responsibility for personal safety and the safety of others. Aware of hazards and reports problems identified to line manager. Understands and minimises the physical risk of injury through the use of proper manual handling procedures.

Information Management & 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 3)   

Demonstrates the ability to conduct effective routine interviews for a variety of purposes. Prepares and plans carefully and is clear about the purpose of the interview. Asks relevant questions and is able to obtain the required information. Regularly reviews personal interview performance. Adapts style to suit the needs of the interview.

Know. of Police Environment & Policy (Level 4) 

Displays a general appreciation of changes affecting the police service. Understands the inter-relationships between the roles of the various Operational and Support activities, and how organisation structures and police systems work. Possesses a detailed understanding of working procedures, practices and policies relevant to the current role and the roles of subordinates and ensures that these are followed at all times. Is clear about Force goals and effectively contributes to local business plan objectives.

Mgmt of Police Information (MOPI) (Level 4)    

Full compliance with Level 3. Has successfully completed all standard relevant Information Management and Security training package(s). Accurate use of Government Security Classification (GSC). Ensures physical and digital records are stored with appropriate security relevant to the sensitivity of the documents and has working understanding of appropriate National Retention Schedules. Is able to quality assure own records management processes as well as those of any staff for whom they have supervisory responsibility. Is aware of where to seek further support in relation to Records management within force when necessary. If nominated as an Information Asset Assistant is familiar with the NPCC Information Asset Owners Handbook.

Office Organisation (Level 4)       

Fully conversant with organising an office and able to develop working practices which impact on productivity. Able to adapt and innovate so that the office environment contributes to increased efficiency and effectiveness. Can plan and control office activities to meet objectives. Able to prepare and present management information which facilitates action. Effectively evaluates information/products and makes recommendations on following a course of action.

Office Technology (Level 4)

Demonstrates advanced skills in the use of one or more office software products Able to use these packages to enhance the quality or presentation of work required within the role. Manages data files and file structures. Provides on the job training and guidance to other staff in the use of specific or specialist software, if required. Familiar with established IT rules and protocols and shows a good understanding of data protection requirements.

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.

National Occupational Standards: