Fast Track (Constable to Inspector) Programme 2014 Candidate Pack

Transcription

1 Fast Track (Constable to Inspector) Programme 2014 Candidate Pack

2 Introduction Fast Track Police Constables to Inspector The College of Policing has launched a Fast Track Programme (Constables to Inspector) designed to attract high grade leaders into the Police Service. British Transport Police (BTP) has two fantastic opportunities. A national force, BTP plays a critical role in safeguarding the railway network. With over five million passenger journeys and more than 250,000 tonnes of freight being moved from depots to docks every day, this is a unique, high pressured, and dynamic operational and commercial environment. The Fast Track Programme is an accelerated three-year promotion and development course that will equip the most talented individuals with the skills, knowledge and experience to advance from the rank of Constable to Inspector. As an Inspector you will need superb leadership, judgement, the ability to rapidly assess risks, an innovative approach to problem solving, and a real skill in building relationships with officers, railway staff and passengers. In this environment, only the very best will do. The Fast Track Programme is a blend of classroom elements, delivered at regional training centres, and operational training and development with BTP. Throughout the process, you will learn what it takes to become a police officer charged with ensuring a safe and secure railway. Many of BTP s posts are in London/Southern England, but as a national force you may be deployed across the Country in accordance with operational needs. This is a fantastic opportunity for two high quality individuals with the ambition and potential to progress rapidly to join a national police force at the heart of Britain s railways. BTP Fast Track Timeline Advert opens (19 May 2 June) Application sifting (26 May 7 June) Invitations sent for BTP Assessment Centre (9 June - 30 May) BTP Assessment Centre, London (provisionally booked for 5 July 6 July) College of Policing Assessment Centre (two-day assessment centre held between 14 July to 26 July)

3 Contents Section One Section Two Section Three Section Four Section Five Section Six Application Process Training and Support Pay and Benefits FAQs Contact Us Appendices

4 Section One Application Process

5 Application Process Pre-application Questionnaire This tool helps you to explore both your eligibility to join the police and to assist you in deciding if you are suitable and have the commitment to undertake the Fast Track Programme. This questionnaire is accessible via Application Form Candidates are asked to complete a competency-based application form which is accessible via During the Fast Track Selection Process candidates will be assessed against the competencies within the Policing Professional Framework (PPF) at the Senior Manager level (Appendix 1) Initial selection assessment All applications will be shortlisted against the initial eligibility criteria to join the police and in accordance with the core competencies of a Senior Manager as detailed in the Policing Professional Framework. This will be completed by the British Transport Police. Assessment Centre Candidates that have met our standards at application stage will be invited to attend an assessment centre in London and take part in: - A competency based interview and presentation - Testing session - Fitness test Assessment Centres will be during week commencing Monday 30 June College of Policing National Assessment Centre The National Assessment Centre will take place over 2 days between 14 July 2014 to 26 July You will be assessed over two days through job simulation exercises, a competencybased interview, a presentation and tests of your cognitive ability to evaluate your potential to be successful on the programme. Detailed information about the Assessment Centre will be made available in advance to those candidates who are selected to attend. Start Successful applicants will join the police service on 29 September Section Two Training and Support

6 Section Two Training and Support

7 Training and Support The Fast Track Programme is designed to attract highly talented graduate applicants from outside the police service and equip them with the leadership qualities, operational skills, and strategic understanding required for them to be promoted to the rank of inspector within three years. Candidates will be supported throughout the programme with mentors, supervision trainers and The College. Although your selected force will take responsibility for much of your training, the worldclass learning and development training delivered by the College of Policing will be on hand at various stages of the programme to support you. You will be supported with: mentors for each fast track candidate tailored personal development plans immersive learning simulating real-life police operations On the job learning with supportive supervision. The national Fast Track Programme may include elements of residential training.

8 Section Three Pay and Benefits

9 Pay and Benefits Police Officer s within British Transport Police can expect a competitive pay and benefits package which include: Competitive salaries paid 4-weekly up to 22,000 On commencing service 4,338 London allowance 2,277 London weighting 2000 Ashford, Guildford, Milton Keynes, Reading, Southend allowance 1000 Brighton, Southampton, Portsmouth allowance Annual leave entitlement Police Officer s are entitled to 22 days annual leave for less than 2 years service, rising to 30 days after 20 years service. A total of 8 Bank/Public Holiday with pay is granted annually. These will be compensated if you are required to work any of these days. Contributory Final Salary Pension Scheme Subject to the provisions of the Social Security Act, 1986, you will be required to become a member of the British Transport Police Force Superannuation Fund on the day you enter BTPF employment, which includes service in a probationary capacity, provided that your age does not exceed 52 years. Pension entitlements of members of the BTPF Superannuation Fund accrue in accordance with the rules of the scheme, which are available on request. If you join the BTPF Superannuation Fund, a contracting-out certificate issued under Section 31 of the Social Security Pensions Act, 1975 will be in force in respect of your employment. On becoming a member of the BTPF Superannuation Fund you will be bound by the rules of the scheme from time to time in force and will make such contributions as are laid down in the rules. The contributions payable by you will be deducted from your salary. Travel Police Officers are entitled to free or reduced rate rail travel facilities for residential purposes only in accordance with the current regulations. Currently officers in London and the South East receive 70 miles free mileage, and those outside London and the South East receive 8 miles. Travel concessions are granted at the discretion of A.T.O.C. and will be withdrawn in the event of their misuse. Full Occupational Health Service Covering advice to management and employees on all work related health matters including physical and psycho-social, and assisting in the prevention of adverse health effects. We also provide welfare support through Care First for all employees. Financial Services Benefits Through access to Police Mutual (PMAS), the Police Service s very own financial services company. PMAS consists of a range of financial service products covering savings, investments, pensions, mortgages and insurance. Key Worker Housing Living in some locations, particularly London, can be expensive. Police Officers are often eligible for Key Worker Housing which can help you get on the property ladder through a range of government backed low cost ownership options. Some sites you may find useful include and Further information can be found in the Benefits Summary (Appendix 2).

10 Section Four FAQs

11 FAQs Will successful applicants need a Certificate in Knowledge of Policing (CKP)? This year there is no requirement for applicants to have completed a CKP prior to joining. However, this decision will be kept under review for future years. Is there an age limit to becoming a police officer? Applications from people between the ages of 18 and 57 years at the time of application will be considered. I don t have a 2:1 honours degree; can I still apply to the British Transport Police? You must hold an honours degree from a recognised UK university or overseas equivalent at normally a 2:1 or be in the final year of studying the same. In certain circumstances a 2:2 degree is acceptable, such as if you also hold a Master s degree. I hold a foundation degree in Policing, Law and Investigation can I apply? No, you must hold an honours degree from a recognised UK university or overseas equivalent at normally a 2:1 or be in the final year of studying the same. In certain circumstances a 2:2 degree is acceptable, such as if you also hold a Master s degree. I hold a 2:2 honours degree; can I apply to the British Transport Police? In certain circumstance, the British Transport Police will accept a 2:2 degree, such as if you also hold a Master s degree. I am internal Police Staff and don t hold a 2:1 honours degree on the national website it doesn t say I need a 2:1 honours degree to apply, can I still apply to the British Transport Police? You are not required to hold a degree but you do need to be able to show that you can cope with the intellectual and academic demands of the Fast Track programme. You must also have been directly employed or sworn into a Home Office police force in England and Wales by 1st April in the year of application. I am Special Constable and don t hold a 2:1 honours degree, on the national website it doesn t say I need a 2:1 honours degree to apply, can I still apply to the British Transport Police? You are not required to hold a degree but you do need to be able to show that you can cope with the intellectual and academic demands of the Fast Track programme. You must also have been directly employed or sworn into a Home Office police force in England and Wales by 1st April in the year of application. When will successful applicants begin the development programme? Successful applicants will join the police service and begin the development programme on 29 th September Will candidates complete the full Initial Police Learning and Development Programme (IPLDP)? Officers selected for the Fast Track Programme will complete the IPLDP to ensure that they have the same level of knowledge and practical application opportunities as other student officers. However it envisaged that this will be completed in a condensed time period. Will fast-track applicants take the Objective Structured Performance Related Exam (OSPRE) during the programme? Yes, OSPRE will be a mandatory element of the programme.

12 When will candidates know whether they have passed the national assessment centre? Forces will be informed in early August if they have been successful. Forces will make the final selection and inform all candidates. What will the salary be for successful candidates on the programme? The starting salary for Fast track Constables in the British Transport Police will be spine point 1 which is currently 22,221 per annum rising to 47,000 after 3 years upon successful completion of the programme and promotion to inspector. What happens to candidates who are subsequently deemed unsuitable during the ongoing assessment part of the programme or who decide the programme is not suitable for them? Fast Track candidates will be able to revert to a standard track route into policing. Regulation 13 of the Police Regulations 2003 procedures may be appropriate for candidates who are subsequently deemed unsuitable for either fast track or standard track. Will Fast Track applicants be able to pause their participation in the programme if they want to spend more than one year as a constable or two years as a sergeant? No, the development programme cannot be paused unless there are exceptional circumstances such as illness or maternity leave. When can candidates apply? Applications will open for the British Transport Police on the 19 th May 2014 and close on the 2 nd June Applications received outside of this timeframe will be rejected. Can candidates apply to more than one force? Candidates can only apply to one police force for the Fast Track Programme. Applicants may apply for other roles, e.g., Special Constable, within the police service at the same time as applying for this programme. Are there a maximum number of times that candidates can apply for the programme? Candidates can apply for the programme a maximum of two times. When is the closing date for applications? The closing date for applications to the British Transport Police is the 2 nd June Does having a disability affect applications? The Equality Act 2010 applies to all appointments in the police service and we welcome applications from individuals with disabilities. Adjustments will be made to the selection process and / or the working environment, provided it is reasonable in all circumstances to do so. Is there anything that candidates can do to help prepare for the assessment? Candidates should refer to the relevant level of the competency framework to make an honest assessment of strengths and areas for development. Focusing on developing these will enable candidates to provide the best evidence of how they are suitable for the programme. Can any adjustments be made if candidates have a specific learning difficulty, for example dyslexia? All candidates attending the British Transport Police Assessment Centre will be able to apply for a reasonable adjustment if they have a recognised disability in line with the Equality Act Candidates who would like further information on this are advised to

13 review the Reasonable Adjustment and Accommodation policy which will be made available through the National Assessment Centre website. Is the self-selection tool part of the application process? Although it is not part of the official application process, we strongly recommend that applicants complete this before beginning the application process to ensure that they are eligible for their chosen programme and suitable for a career in the police service. How can candidates check on the progress of their application? Candidates may be able to find out more about the progress of their application via the website of the force they apply to. When will remuneration for successful applicants commence? Starting salaries will commence upon day one of appointment, when the development programme starts. Will successful applicants have the same powers as a regular police officer? Successful applicants will be warranted police officers. This means they will have the full powers of any other regular officer. I am a serving police constable, can I apply? Please note that the Fast Track Programme is not open to serving constables at this time. The applications window for internal applicants, who will join at the second year of the programme, is anticipated to open early in Why are police sergeants not eligible to apply for the Fast Track Programme? This programme is a fast track from constable to inspector with defined promotion dates to sergeant and integrated development at this rank. Consequently the programme would not be suited to a candidate already serving as a sergeant. Existing sergeants should look to alternative force development programmes, which vary across the forces, or traditional promotion opportunities. Will successful applicants have to pass a probationary period? Yes. The normal probationary period is two years. Will successful applicants have to work shifts? Policing is a 24-hour operation which makes shift work a necessary element of the job. The shifts that police officers work depend on the needs of individual forces but it is likely that the shifts will include working at night and over weekends. How many hours will successful applicants work per week? You will be required to work approximately 40 hours per week, in line with other police officers. Are candidates guaranteed a job at the end of the programme? Yes, all candidates who successfully complete the full programme, including passing the ongoing and final assessments, will be guaranteed continued appointment. What happens if I don t pass the ongoing assessments? If you don t pass the ongoing assessments for the programme but meet the standards required for the role of a Police Constable you will be offered the opportunity to move onto the standard constable route. I don t have my degree result yet, can I still apply? You will need to supply details of your predicted grade and have confirmation of your grade prior to the beginning of August 2014.

14 Section Five Contact us

15 Contact Us If you require further information regarding the BTP Fast Track Programme please contact Recruitment Advisor, Sophie Morris via Alternatively further detailed information is available via

16 Section Six Appendices

17 Appendix 1 Police Professional Framework Fast Track Competencies Serving the public Promotes a real belief in public service, focusing on what matters to the public and will best serve their interests. Ensures that all staff understand the expectations, changing needs and concerns of different communities, and strives to address them. Builds public confidence by actively engaging with different communities, agencies and strategic local stakeholders, developing partnerships and ensuring people can engage with the police at all levels. Understands partners' perspectives and priorities, and works co-operatively with them to deliver the best possible overall service to the public. Leading change Establishes a clear future picture and direction for the operational unit, focused on delivering the force vision and strategy. Identifies and implements change needed to meet force objectives, thinking beyond the constraints of current ways of working, and is prepared to make radical change when required. Thinks in the long-term, identifying better ways to deliver value for money services that meet both local and force needs. Encourages creativity and innovation within the Operating Unit. Leading people Inspires people to meet challenging organisational goals, creating and maintaining the momentum for change. Gives direction and states expectations clearly. Talks positively about policing and what it can achieve, building pride and self-esteem. Creates enthusiasm and commitment by rewarding good performance, and giving genuine recognition and praise. Promotes learning and development, giving honest and constructive feedback to help people understand their strengths and weaknesses, and invests time in coaching and mentoring staff. Managing Performance Creates a clear plan to deliver operational unit performance in line with force strategy and objectives. Agrees demanding but achievable objectives and priorities for the operational unit, and assigns resources to deliver them as effectively as possible. Identifies opportunities to reduce costs and ensure maximum value for money is achieved. Highlights good practice and uses it to address underperformance. Delegates responsibilities appropriately and empowers others to make decisions. Monitors progress and holds people to account for delivery. Professionalism Acts with integrity, in line with the values and ethical standards of the Police Service. Delivers on promises, demonstrating personal commitment, energy and drive to get things done. Defines and reinforces standards, demonstrating these personally and fostering a culture of personal responsibility within the operational unit. Asks for and acts on feedback on own approach, continuing to learn and adapt to new circumstances. Takes responsibility for making tough or unpopular decisions. Demonstrates courage and resilience in difficult situations, defusing conflict and remaining calm and professional under pressure. Decision making Assimilates complex information quickly, weighing up alternatives and making sound, timely decisions. Gathers and considers all relevant and available information, seeking out and listening to advice from specialists. Asks incisive questions to test facts and assumptions, and gain a full understanding of the situation. Identifies the key issues clearly, and the inter-relationship between different factors. Considers the wider implications of different options, assessing the costs, risks and benefits of each. Makes clear, proportionate and justifiable decisions, reviewing these as necessary. Working with others Builds effective working relationships with people through clear communication and a collaborative approach. Maintains visibility to staff and ensures communication processes work effectively throughout the operational unit. Consults widely and involves people in decision-making, speaking to people in a way they understand and can engage with. Treats people with respect and dignity regardless of their background or circumstances, promoting equality and the elimination of discrimination. Treats people as individuals, showing tact, empathy and compassion. Sells ideas convincingly, setting out benefits of a particular approach, and striving to reach mutually beneficial solutions. Expresses own views positively and constructively, and fully commits to team decisions.

18 Appendix 2 Benefits Summary Benefit Salary Sacrifice Childcare Vouchers Cycle to Work Travel Annual Season Ticket Residential Free Rail Travel Health and Insurance Health Care Eye Tests Insurance Benevolent Funds Eligibility All employees All employees All Police Staff All Police Officers All employees All employees All Employees All Employees (railway industry related) Work/Life Balance Maternity, Paternity, Adoption Leave and Pay Counselling and Advice Discount Offers Individual Store Discounts Various retail outlets Payroll Deductions Charity contributions (non-gaye) Credit Unions Reward Programmes Long Service Awards Bonus Payments Housing Key Workers Housing Scheme Sports and Social Sports Clubs (Police) Social Clubs (Railways) All employees All employees and their families All employees All employees Various All qualifying employees including Special Constables All Employees Police Officers and PCSOs All Employees All active and retired railway industry employees