It is proposed that the Kent Police site on Sutton Road, Maidstone will be sold and all staff currently working there will be redeployed to other workplaces and/or required to work in a more agile way. View further information.
People Development Partner
Job title: People Development Partner Grade: Grade G Role code: SHR104 Status: Police Staff Home Office code: Organisational Support
Main purpose of the role:
Manage and lead the development, co-ordination and provision of people development services, initiatives and procedures, for both Kent Police and Essex Police. Design and co-ordinate career development pathways , succession management frameworks, officer promotion processes, high potential development schemes and initiatives to support enhancement of workforce skills and diversity, managing work streams and staff, reviewing performance and quality assuring products and practices in order to enable the provision of a high quality, professional people development service and to con.
plan, lead, and manage a range of people development and career progression initiatives including career pathways, progression opportunities, high potential schemes, performance development review and leadership development initiatives, enabling individuals to fully understand their opportunities as well as rights and responsibilities in line with force diversity strategy, policy, practice and working procedures and ensuring equality of access to career and personal development and the provision of an innovative and quality service that delivers the requirements of both forces.
provide expert advice and guidance to senior leadership teams relating to the effective introduction and operation of succession management, talent management, and Develop You processes; Assisting with the design and development of overall strategy and taking lead responsibility for ensuring the effective local implementation and delivery of initiatives, influencing key senior leaders and providing guidance and support to leadership teams to ensure that each force is appropriately skilled and best placed to meet current and future operational demands.
review, develop and lead officer promotion processes and initiatives throughout Kent Police and Essex Police, working with key stakeholders within both forces in order to provide a professional, consistent and ethical service, ensuring the most talented individuals progress through the process.
oversee, in conjunction with Learning and Development Department, the co-ordination and delivery of an apprenticeship scheme in both forces that will include securing an apprenticeship provider, networking with external organisations, and recruiting and developing 20 apprentices per force over the forthcoming year, ensuring the recruitment and development of new talent and supporting the increased diversity of the workforce.
develop, maintain and report on management information and performance measurement processes in respect of all people development initiatives throughout both forces, reviewing systems and implementing revisions where feasible, in order to continually enhance the provision of people development and talent management processes for Kent Police and Essex Police.
direct and manage the work of the People Development department for both forces, determining day to day priorities, co-ordinating and deploying staff resources, providing guidance and undertaking appropriate quality assurance to ensure that all products and processes are fit for purpose.
provide direction and leadership to the team, including individual performance appraisals, target setting, and personal development, promote effective communication and ensure that the development, health, welfare and performance issues for all staff are effectively addressed, in order to ensure that individuals fulfil their potential and contribute effectively to the force business aims and deputise for the Talent and People Development Manager as needed.
undertake and lead projects as directed by the Talent and People Development Manager; analyse reports and data, collate information, produce reports with recommendations and options, participate in working groups, develop working relationships with external organisations and agencies and maintain a professional awareness of industry developments, in order to maximise the benefits of sharing best practice and utilising development opportunities for the Force.
November 2016, Amended January 2018
Recruitment Vetting (RV)
The People Development Partner will be a fully qualified graduate of the Chartered Institute of Personnel and Development or will hold an equivalent level HR qualification. Ideally the post holder will be a Chartered member of the CIPD backed up with a proven track record of around 5 years in a human resources environment. They will develop, advise and impact over a broad range of people development activities, particularly career development pathways, succession management frameworks, officer promotion processes, high potential development schemes and wider initiatives to support enhancement of both individual and specific group workforce skills. As such, They will also be required to demonstrate strong project management skills and experience to be able to develop, implement and lead on initiatives that will further enhance the people resource and resilience of within each force.
The post holder must be innovative, flexible, self-motivated, organised, have the capacity to manage a substantial and varied workload, be able to meet challenging business targets including all people development project requirements, able to work under minimal supervision, use their own initiative and possess the ability to manage multiple customer requirements, projects and initiatives simultaneously. Good organisational skills are essential for the effective performance of this role as is the ability to influence and challenge senior leaders within each force.
The post requires a flexible, creative and dynamic individual who can drive development initiatives and is forward thinking and passionate about improving operational and organisational performance through people. They will be a highly effective communicator, with excellent verbal and written interpersonal skills. The post holder will also be confident, and credible in building and managing relationships with a variety of stakeholders.
The post holder will have a sound understanding of the policing environment and hold the credibility and confidence of senior police management. They will operate with a high degree of autonomy and will need to demonstrate sound decision-making and problem solving skills, being able to efficiently manage their time and prioritise their workload.
The post holder must be fully conversant with a range of Microsoft Office products, including Word, Excel, e-mail and the intranet, and have previous experience of working with computerised management information systems, ideally SAP based systems.
The post holder will be required to travel to locations within both Essex and Kent.
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 the activities 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.
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.
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.
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.
HR - employee relations (level 4)
Demonstrates a thorough knowledge of police and police staff conditions of service and able to offer detailed and considered advice and information to managers and members of staff. Possesses a broad understanding of current employment legislation relevant to the service and able to reply appropriately to queries and problems relating to employment issues. Able to communicate effectively with local union stewards and staff association representatives. Possession of Certificate in Personnel Practice is desirable.
HR - recruitment and selection (level 4)
Possesses basic selection interviewing skills and able to assist in the organisation of assessment centres, including assisting with the design of basic tests and other assessment tools. Provides advice on media selection and associated costs. Able to draft more complex/senior/specialist job advertisments. Able to brief and de-brief job applicants and provide feedback to internal candidates. May be qualified to administer psychometric testing. Possession of Certificate in Personnel Practice is desirable.
HR - staff development (level 5)
Able to provide advice and guidance to managers and staff regarding a wide range of staff development policies, process and programmes. Provides constructive feedback and guidance to staff relating to personal skill sets and abilities. Assists with the development of staff appraisal processes. Usually qualified to Graduate level of the Chartered Institute of Personnel & Development (CIPD) and committed to continuing professional development.
Health and safety (level 4)
Has received Supervisor training and takes responsibility for the safety of directly subordinate staff and visitors. Understands the procedures in place for the safe storage of hazardous substances, fire precautions and evacuation. Resolves hazards or problems identified within roles or work environments. Undertakes skills passport assessments for new and existing staff. Re-assesses passport as and when new equipment/technology is introduced.Completes annual reviews of skills passports, training needs analysis.
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.
Internal consultancy (level 5)
Provides expert consultancy support, advice and guidance to senior managers in Departments and Areas. Understands and agrees client requirements. Agrees the level of service required after exploring all relevant options and consequences to ensure best value. Utilises appropriate techniques to gather and analyse specific, high quality data. Possesses the ability to influence others and gain commitment to action. Able to provide a seamless consultancy service.
Interviewing - general (level 5)
Is a highly experienced interviewer (having accredited skills in recruitment, selection, appraisal, return to work, exit, and / or other managerial type interviews). Has an awareness of non-verbal communication. Provides feedback to colleagues to assist them with the development of their interview techniques. Identifies key issues for examination and maintains effective interview skills even in difficult circumstances and / or complex cases. Has a thorough knowledge of available interview techniques and their applications. Trains and develops others in these techniques.
Knowledge of police environment and 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.
Management 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 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.
Project management (level 5)
Able to initiate project plans and procure resources for projects which span Division or Departmental boundaries. Able to use estimating techniques and develop risk management approaches. Demonstrates an in depth and practical understanding of how to maximise the effectiveness of project teams. Able to prioritise activities within the project. Effectively controls costs and project budgets. Able to liaise with business sponsors and fully understands the business issues and impact on benefits management.
Research techniques (level 4)
Has a thorough understanding of research methods and is able to fully utilise these for a range of research projects. Able to analyse reports and data produced by other individuals/ organisations and extract relevant details to support the project in hand. Produces a range of options for consideration. Aware of the financial, organisational and service delivery implications of options.
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:
AA1 (level accredited)
Promote equality and value diversity.
AA2 (level accredited)
Develop a culture and systems that promote equality and value diversity.