Information Pack for the Chief Inspector Promotion Process

Transcription

1 Information Pack for the Chief Inspector Promotion Process Cheshire Constabulary Chief Inspector Promotion Process Chief Constable, Cheshire Constabulary, Clemonds Hey, Oakmere Road, Winsford, Cheshire CW7 2UA July

2 Contents Cheshire Our county at a glance... 3 Map of Cheshire... 4 Letter from the Chief Constable... 5 Selection process Key dates... 8 Personal qualities Guidance notes for completion of application form Example application form Additional information

3 Cheshire Our county at a glance Cheshire has a population of just over one million people The policing area of Cheshire covers 919 square miles with a strategic crossroads in the national motorway infrastructure Cheshire consists of four unitary borough councils: Cheshire East, Cheshire West & Chester, Halton and Warrington There are 440,000 households in the county with an average of 2.33 people per household Whilst Cheshire has some highly affluent areas, there are also areas of multiple deprivation with pockets of deprivation in each of the four council areas The population of Cheshire is predicted to rise by approximately 60,000 in the next fifteen years The county is home to 53,108 students The average age of residents is 40.4 years Cheshire s population is predominantly made up of White British which account for 96.9% of the population. Mixed race is the next highest ethnicity at 1%, with Asian British Indian 0.5%, Asian British Other at 0.4%, Asian British Chinese at 0.3% and Black British at 0.2% Cheshire covers an area of great diversity, with large rural expanses, areas of extensive heavy industry and a number of urban areas 3

4 Map of Cheshire Please note that when applying to Cheshire, postings are determined taking into account the organisational demand, the needs of the community and individual preference. Whilst every effort will be made to meet individual preferences this, regrettably, cannot always be guaranteed. 4

5 Letter from the Chief Constable Thank you for your interest in the advertised post of Chief Inspector at Cheshire Constabulary. This information pack contains information on the recruitment process as well as competencies and essential criteria specific to the post. It is designed to assist you in making your application. Neighbourhood policing is at the heart of Cheshire Constabulary s policing model and you will bring operational and leadership credibility to help ensure we provide a policing service that keeps our communities safe and feeling safe. You will have a strong commitment to and the highest respect for diversity amongst your colleagues and the communities you serve. A clear understanding of the need for efficient, high levels of performance and a demonstrable openness for change are essential. We are a high performing, ambitious force where energy, enthusiasm, a commitment to openness and a willingness to drive improvement is essential. We work collaboratively with other forces as part of our award winning, Multi Force Shared Service and we are currently entering a BlueLight Collaboration with Cheshire Fire and Rescue Service and continue to explore other opportunities. Application forms will be available on the Force website from 7th July Completed application forms are to be submitted through WCN by the closing date, 10th September Applications received after this date will not be accepted. Cheshire Constabulary is committed to Equality & Diversity and is keen to recruit people with a wide range of skills and experiences and an understanding of cultural issues. We are particularly encouraging people to join us from black, Asian and other minority ethnic communities who are underrepresented in the Force. Detailed below is an overview of the recruitment process that will be followed for this appointment. 5

6 Selection Process Pre-Process A seminar will be held at the beginning of July Senior managers will facilitate the session, providing an overview of the role of a Chief Inspector within Cheshire Constabulary as well as an insight into the promotion process. In addition to these there will be a number of online Q & A Sessions, as well as a positive action focused sessions for applicants with protected characteristics. Application An application form will be required where applicants will be required to evidence seven personal qualities for the role of Chief Inspector. Each area of evidence must be verified and dated and should be referencing experience gained in the last two years. Operational competence will also be evidenced via individuals PDRs that clearly demonstrates this at their current rank within Continual Professional Development. PDRs for the period will be reviewed for the promotion process. Shortlisting This will be conducted by a panel consisting of Chief Superintendent, Superintendent and a HR Manager. Shortlisted applicants will be invited to attend a Q&A Session about the promotion process with the Chief Constable. Candidates will also be required to complete the following assessments. Stakeholder Panel and Psychometric Assessments Shortlisted officers will be invited to attend a Stakeholder panel. This is an opportunity to meet Cheshire Constabulary staff and officers as well as key partners for an informal discussion. Panel members will ask each candidate a question, responses to these questions will not be marked but feedback from the session will be provided to the interview panel. The discussion will be no longer than one hour. The panel will be a mixture of Cheshire Constabulary representatives and key partners and may be from the IAG, Bluelight Services, Local Councillor, CPS, Community Partnerships, Local Charities as well as staff support networks, staff associations, the Special Constabulary, PSCOs and officers. This panel will be chaired by Chief Superintendent, People & Professional Standards and will be facilitated by a HR Manager. Upon completion of the Stakeholder panel officer will be required to complete the following testings: Management scenario Officers will be required to complete an Inductive Reasoning and Situational Judgement test under test conditions. These tests will take approximately two hours to complete. The SHL CEB Direct platform is used for these tests. Inductive Reasoning An inductive reasoning test measures abilities that are important in solving problems. They may also be referred to as abstract reasoning tests or diagrammatic style tests. These tests measure the ability to work flexibly with unfamiliar information and find solutions. People who perform well on these tests tend to have a greater capacity to think conceptually as well as analytically. 6

7 Situational Judgement Situational judgement tests assess your ability to choose the most appropriate action in workplace situations. These assessments are designed to assess how you would handle situations that you could encounter in the job you are applying for. Results are compared to a large group of similar applicants and provide an objective measure of ability. Assessment Officers will be invited to attend a structured interview panel where they will be required to deliver a presentation to the interview panel, candidates will have ten minutes to present evidence on the following: Within the first six months as a Chief Inspector, how will you deliver improved operational performance through the identification and management of talent? Please select a current Chief Inspector role to present your approach and application. The presentation will be scored against the competency area Leading People. This is a competency based question where candidates will be required to meet key indicators through the delivery of proven and future examples to support their presentation. Upon completion of the presentation the candidate will have a formal interview. The interview will be no longer than 45 minutes duration. Questions will be based on the national personal qualities and the code of ethics required for the Inspector rank. The appointment panel will consist of the Deputy Chief Constable as Chairperson with a Superintendent and a HR Manager. Post Process Feedback following the process will be provided by a member of the panel with assistance from HR. 7

8 Key dates Date w/c 3 July 2017 Activity Process information published 7 July 2017 Application opens 10 September 2017 Application closes w/c 11 September 2017 w/c 25 September 2017 w/c 2 October 2017 w/c 9 October 2017 Shortlisting Q&A Sessions Stakeholder Panel & Management Scenarios Presentation & Interview Please note that due to operational commitments these dates may be subject to change but only in exceptional circumstances. Any applicant who can not make any of the dates highlighted above should inform the Constabulary as soon as possible, police.officer.recruitment@cheshire.pnn.police.uk Reasonable adjustments and accommodations: If you would like to request arrangements that will assist you in completing the selection process please police.officer.recruitment@cheshire.pnn.police.uk at the earliest opportunity. For example, in relation to disability, pregnancy or injury etc. Any requests for reasonable adjustments will be considered and arranged where possible. This information will be treated with the utmost confidence. 8

9 Personal qualities Chief Inspector le: Middle manager (Chief Inspector / Inspector and police staff middle manager) Evidenced by: Serving the public Demonstrates 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 strive to address them. Builds public confidence by actively engaging with different communities, partners and stakeholders. Identifies the best way to deliver services to different communities. Understands partners perspectives and priorities, and works cooperatively with them to deliver the best possible overall service to the public. Application Form Interview Leadership Leading change Positive about change, adapting to changing circumstances and encouraging flexibility in others. Identifies and implements improvements to service delivery, engaging people in the change process and encouraging them to contribute ideas. Finds more cost-effective ways to do things, taking an innovative approach to solving problems and considers radical alternatives. Application Form Interview Leading people Inspires people to meet challenging goals, maintaining the momentum of change. Gives direction and states expectations clearly. Talks positively about policing, creating enthusiasm and commitment. Motivates staff by giving genuine praise, highlighting success and recognising good performance. Gives honest and constructive feedback to help people understand their strengths and weaknesses. Invests time in developing people by coaching and mentoring them, providing developmental opportunities and encouraging staff to take on new responsibilities. Managing performance Translates strategy into specific plans and actions, effectively managing competing priorities with available resources. Takes a planned and organised approach to achieving objectives, defining clear timescales and outcomes. Identifies opportunities to reduce costs and ensure maximum value for money is achieved. Demonstrates forward thinking, anticipating and dealing with issues before they occur. Delegates responsibilities appropriately and empowers others to make decisions. Monitors progress and holds people to account for delivery, highlighting good practice and effectively addressing underperformance. 9

10 Professionalism Acts with integrity, in line with the values and ethical standards of the Police Service. Acts on own initiative to address issues, showing energy and determination to get things done. Takes ownership for resolving problems, demonstrating courage and resilience in dealing with difficult and challenging situations. Upholds professional standards, acting as a role model to others and challenging unprofessional conduct or discriminatory behaviour. Asks for and acts on feedback, learning from experience and continuing to develop own professional skills and knowledge. Remains calm and professional under pressure, defusing conflict and being prepared to make unpopular decisions or take control when required Application Form Interview Decision Making Gathers, verifies and assesses all appropriate and available information to gain an accurate understanding of situations. Considers a range of possible options, evaluating evidence and seeking advice where appropriate. Makes clear, timely, justifiable decisions, reviewing these as necessary. Balances risks, costs and benefits, thinking about the wider impact of decisions. Exercises discretion and applies professional judgement, ensuring actions and decisions are proportionate and in the public interest. Application Form Interview Working with others Builds effective working relationships with people through clear communication and a collaborative approach. Maintains visibility by regularly interacting and talking with people. 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 the benefits of a particular approach, and striving to reach mutually beneficial solutions. Expresses own views positively and constructively, and fully commits to team decisions. Application Form Interview 10

11 Guidance notes for completion of the application form This application form has been designed to provide us with sufficient information to carry out a preliminary assessment of your suitability for promotion to the rank of Chief Inspector with Cheshire Constabulary and will be used for the purpose of shortlisting. Before completing this application form you are advised to read the instructions for completion carefully. Information given will be treated in confidence. Applicants are strongly advised to read the Personal Qualities for the role of Chief Inspector referencing experience gained in the last two years. Any officer applying to Cheshire Constabulary looking for promotion to the rank of Chief Inspector must have all of their evidence verified and be supported by their line manager, Head of department and/or Chief Superintendent. Any application forms received that are not endorsed will not be considered. 1. The form should be completed in Arial 11pt typeface. A maximum 500 word limit for each evidence area has been set. No attempt should be made to redesign the form. 2. Applicants are required to complete all sections of the form. Only the information contained within this form will be evaluated at shortlisting. 3. It is imperative that you are open and honest with your answers. Evidence needs to be specific and focused on your personal involvement/experience and actions. Please provide examples in your answers. The evidence you present must be from within the last two years. The appropriateness of your application will be determined by the extent to which your evidence relates to the competency area being asked about, how thoroughly you respond to the questions asked and how appropriate your examples are in relation to the issues facing Cheshire Constabulary. 4. At the end of each competency area you are required to provide a verifier who can vouch for the accuracy of the information you have provided. As part of the assessment process this person may be contacted to verify the information and evidence provided. At the end of each section in Part Ten, you are required to provide a verifier who can vouch for the accuracy of the information you have provided. As part of the assessment process this person may be contacted to verify the information provided. 5. Your application form must be endorsed, you are also required to sign the Declaration. 6. Treat the questions as an opportunity to demonstrate the skills, experience and values that you think are important for the role. Completed forms should be submitted via the MFSS e-recruitment system by midnight on Sunday 10 September

12 1. Personal details Surname: Rank: Forename(s): Current Posting: Contact details Work telephone: Mobile telephone: address: 2. Education Secondary School From To Qualification College/University From To Qualification 12

13 3. Training Please list any training courses attended that you consider are relevant Course title From To Summary of course content 4. Driving Skills Do you hold a current driving licence? If yes, what is your driving licence number? If yes, which groups? Have you any endorsements on your licence? If yes, how many? What is your Force driving grade/level? Yes Yes No No 13

14 5. Disability The Equality Act 2010 makes it unlawful to discriminate against a disabled person in all areas of employment including recruitment. A disability as defined by the Equality Act 2010is a physical or mental impairment which has a substantial and long term effect on his / her ability to carry out normal day to day activities. If you have a disability please provide details of the category which most clearly represents your disability and details of any adjustments you require to be made in the event that you are invited for interview. Do you have a disability you wish us to know about at this stage? Do you believe that this impacts on your daily life within the terms of the Equality Act? Yes No If yes, please provide details of any reasonable adjustments you would require during this process and that have been agreed to enable you to carry out your role as a police officer. 6. Business interests Do you currently have any business interest, which you intend to continue should you be successful? Yes No If Yes, please state the nature of this job or business and the extent of your involvement, include hours spent on it. (Any business interest will need to be approved by the Chief Officer in order for you to continue with it.) Do you or your spouse / civil partner / partner or any relative living with you own or intend to run a shop or business which requires a licence (e.g. liquor, gaming, refreshment house, entertainment)? If Yes, please give full details Yes No 14

15 7. Record of Police Service Which Force are you currently serving in? Force Identification Number: Original Service date: Current security clearance level Warrant Number (if different): Date started in Force (if different): Date of clearance: 8. Career history (External applicants only) Please list your complete career history during your time as a serving officer. Please include details of service with other Forces. Name & address of employer Position held Dates from and to Reason for leaving 9. References Please give names, addresses, telephone numbers and occupations of two persons willing to give you a reference. Employment Name: Address: Personal Name: Address: Telephone numbers Occupation: Telephone numbers: Occupation: 15

16 10. Assessment Evidence needs to be specific and focused on the personal qualities for the role of a Chief Inspector and must include your personal involvement/experience and actions. Please provide evidence and examples of how you meet each of the competencies. The evidence you present must be from within the last two years. SERVING THE PUBLIC Date of evidence provided: Name and rank of verifier: 16

17 10. Assessment (continued) LEADING CHANGE Date of evidence provided: Name and rank of verifier: 17

18 10. Assessment (continued) LEADING PEOPLE Date of evidence provided: Name and rank of verifier: 18

19 10. Assessment (continued) MANAGING PERFORMANCE Date of evidence provided: Name and rank of verifier: 19

20 10. Assessment (continued) PROFESSIONALISM Date of evidence provided: Name and rank of verifier: 20

21 10. Assessment (continued) DECISION MAKING Date of evidence provided: Name and rank of verifier: 21

22 10. Assessment (continued) WORKING WITH OTHERS Date of evidence provided: Name and rank of verifier: 22

23 11. Any other comments you wish to make about your application 12. DISCLOSURE Please give details below of any convictions and any outstanding criminal investigations or disciplinary proceedings being carried out in relation to your conduct and or any previous disciplinary offences which have not been expunged. 23

24 13. Application endorsement Current Line Manager (Rank/ Name/ Collar Number): I am the Line Manager of the officer submitting this application form and I am confident that they are fully operational competent and have the required skills, knowledge and experience to be ready for promotion. This is also evidenced within the officers PDR demonstrating their competence in their current rank and Continual Professional Development. Signed: Date: Head of Department (Name/ Collar Number): The officer submitting this application is known to me and I am confident that they are fully operationally competent and have the required leadership and managerial skills to be ready for immediate promotion to the rank of Chief Inspector. They are fully supported by the force in their application. Signed: Date: Chief Superintendent (Rank/ Name/ Collar Number): The officer submitting this application is known to me and I am confident that they are fully operationally competent and have the required leadership and managerial skills to be ready for immediate promotion to the rank of Chief Inspector. They are fully supported by the force in their application. Signed: Date: 14. Declaration I declare that to the best of my knowledge and belief, all statements contained in this form are correct. I agree that the information contained therein should be treated in the strictest confidence. I declare that I have support to proceed with this application Signed: Date: 24

25 Additional information Eligibility To apply for a Chief Inspector position, applicants must be a substantive Inspector from a Home Office Force. Any officer applying to Cheshire Constabulary looking for promotion to the rank of Chief Inspector must have all of their evidence verified and be supported by their Line Manager, Head of Department and/ or their Chief Superintendent. Any application forms that are received and not endorsed will not be considered. References Any officer applying for the Chief Inspector promotion process is required to provide reference details, these references will be sought if you are successful through the shortlisting process, prior to interview. To be successfully promoted, officers must have a satisfactory attendance record in line with the Cheshire Constabulary attendance criteria. Vetting Any officer successful through the Chief Inspector promotion process will be required to successfully undergo the vetting to process. Pre-employments If you are successful and you are transferring from another Force you will be required to undertake preemployment checks which include medical and drugs screening. Other conditions This post will be offered in accordance with the Police Regulations and any other Laws, Regulations or requirements in Force. Cheshire Constabulary is committed to Equality & Diversity and is keen to recruit people with a wide range of skills and experiences and an understanding of cultural issues. We are particularly encouraging people to join us from black, Asian and other minority ethnic communities who are under represented in the Force. 25

26 Produced by Cheshire Constabulary HR and Corporate Communications.