Background

At a time when UK police services are experiencing a period of unparalleled change brought about by budget cuts of 26 per cent, new supervisors need to fully understand the principles of leadership and management to enable them support police officers and staff to achieve extremely challenging organisational goals.

To reduce costs, the Met has instigated large reductions in the number of police staff. It expects first and second line supervisors to provide help and assistance to displaced officers as well as police staff who are subject to redundancy. However, large numbers of constables are working as acting sergeants whilst having no management, leadership or change management training - a situation that in the current climate exposes them and their force to high levels of risk.

Police Promotion

While many forces have continued to run promotion processes, in order to make savings the Met decided to increase supervisory ratios by reducing the number of sergeants and inspectors posts and suspended its promotion processes. The Met anticipates that the necessary reductions will be reached soon and it then intends to recommence its promotion processes. Good news in part for over 4,000 constables and sergeants with Object Structured Performance Related Examination (OSPRE) Part 1 passes who can begin the frantic clamor for promotion, but competition will be fierce.

Nationally, a recent ‘Freedom of Information Act’ request submitted by Police Oracle found that there are at least 14, 244 constables and sergeants who have passed both OSPRE Part 1 and 2, or work-based equivalents and have not been substantively promoted.

The National Police Promotion Framework

Between 2009 and 2012 the National Police Improvement Agency or College of Policing as it’s now become, ran a trial with seven forces for a new National Police Promotion Framework (NPPF). This was designed to investigate introducing an individual development programme featuring Work Based Assessment to replace the existing OSPRE Part II Assessment Centre.

Stage three of the process involves officers with OSPRE Part 1 passes providing evidence of their potential for promotion under relevant rank related competencies. Although there are minor variations between forces, this involves candidates completing a competency based application and for those who get through this stage, a selection interview.

In March 2013 the College of Policing announced plans to roll-out the NPPF to all UK forces.

Support for officers seeking promotion

Accelerated and direct entry schemes are not bound by the timescales associated with normal promotion processes as candidates are promoted when they are judged to be ready. Participants receive intensive support and assistance from The College of Policing and their own force talent management teams. Most officers who are not on these schemes do not qualify for support.

Instead, constables are encouraged to work in acting roles. Those working in non-supervisory posts can gather evidence for promotion by seeking out management and learning opportunities, such as running proactive police operations, becoming a Volunteer Police Cadet leader and undertaking externally run professional development training.

The BEAT (Building Expertise Advancing Talent) Programme

To provide additional assistance for officers who are activity seeking promotion, Precision Professional Development Limited has designed an innovative and unique two-day BEAT programme. Designed and delivered by highly experienced police and commercial trainers it gives an insight into the skills, knowledge and abilities necessary to become an effective leader within a modern police service. It also ensures promotion candidates have the best chance of success in what has become an extremely competitive process by increasing their knowledge of completing competency based applications and selection interviews.

For more information visit precision-pd.com or send a email