Metropolitan Police Service (MPS)

Transcription

1 Metropolitan Police Service (MPS) Information Pack Superintendent Selection Process Promotion Process April 2018

2 Contents Section Page Number Introduction 3 The Selection Process 4 How to Prepare 10 Appendix One: Timetable 12 Appendix Two: Met Leadership Framework 13 Appendix Three: Met Values 14 Appendix Four: Assessment Matrix 18 Appendix Five: Performance and Potential Matrix 19 2

3 Introduction Thank you for downloading this information pack and for your interest in the Superintendent role. This pack is intended for officers thinking about applying for the Superintendent promotion process. It should be read alongside the relevant section of MyHR and the Police Promotions SOP (available via Policy Pages on the intranet). The Met is going through the most significant period of change it has ever experienced, alongside the unique and ever evolving challenge of Policing London. Against this backdrop, the future of the Met is exciting but not without challenge. This is a really exciting opportunity to join the Met and lead people through the change we are facing, to engage and inspire communities and to build trust with partners. We are looking to identify candidates with a proven track record, as well as the ability to work at a strategic level, and work effectively across the diverse communities of London with a range of stakeholders. We are looking for applicants who will instill confidence that they can deliver strong outcomes across their command, regardless of the context in which they are operating. Naturally this will be an extremely competitive process where we are seeking to identify the best leaders for the Met and the communities we serve. To be successful in this process, individuals will need to demonstrate the behaviours, as set out in the Met s Leadership Framework for Superintendents, and also have a commitment to our Met Values. Deputy Assistant Commissioner Graham McNulty is the Assessment Director for this process, and he is really looking forward to the part he will play in ensuring the best candidates are selected as future Superintendents: I am delighted to have the opportunity to lead this Superintendent Promotion Process as Assessment Director. The rank of Superintendent has always carried significant responsibility making it an extremely challenging one but I believe that the leadership qualities required of our superintendents as we move forward will be even greater. Superintendents will be key not only in leading our workforce through significant change over the coming years but also maintaining effective relationships with our partners and ensuring that we continue to provide an outstanding service to the people of London. I believe that it is vital that we select only the very best people for this rank, the process will be both highly challenging and extremely competitive but I am confident that we have the talent within policing to select some outstanding superintendents for the future. If this sounds like you, and you also fulfil the eligibility criteria listed on page 4, we look forward to hearing from you. 3

4 The Selection Process 1. ENTRY TO THE PROCESS Entry into this process will be through the Performance & Potential Matrix (PPM). If you re rated as C2, C3 or B3 on the PPM (see Appendix Five), and you meet the standard eligibility criteria to apply through a selection process, you ll go through to the next assessment stage. Expressions of interest are invited during the period of Tuesday 3 rd April to 23.55pm on Tuesday 10 th April You will be able to complete your full application as soon as you have submitted your expression of interest. The following timeline applies in respect of the application window: You will need to complete your expression of interest by 23:55pm on Tuesday 10 th April 2018; You should submit your full CV application within WCN as soon as possible after submitting your expression of interest, with the deadline being 23.55pm on Sunday 22 nd April; Once your application has been submitted, your line manager will be granted access to confirm eligibility, along with providing supporting detail in respect of your key strengths and development areas. This needs to be completed within WCN by 23:55pm on Tuesday 1 st May. For Met officers who are seconded to another force the expression of interest and CV application form timelines are the same as above. The only differences is that the Career Transition manager will be granted access to your online application to confirm eligibility and your line manager within your seconded force will be sent a short questionnaire asking to confirm your key strengths and development which will need to be returned by Tuesday 1 st May. Before applying, we recommend that you read through this pack carefully, as well as the relevant section on MyHR. To be eligible to apply for this process, you must: 1. Be a current substantive Chief Inspector / Detective Chief Inspector; 2. Have a marking of C2, C3 or B3 in the most recent round of the PPM; 3. Meet the Met s attendance management criteria for selection (see MyHR for more information); 4. Be free of any bar to promotion as a result of disciplinary outcomes. 4

5 Disability and Health Queries We welcome all applications to this promotion process. If you consider yourself to have access or reasonable adjustment requirements that need to be accommodated should you be invited to an assessment centre, we would ask that you contact us at the earliest opportunity to request consideration of your needs. When submitting your application form online, you will be asked if you wish to request consideration of a reasonable adjustment or access request should you be invited to an assessment centre. Should you indicate that you wish for us to consider a reasonable adjustment or access request, we will contact you to discuss your request further, and will seek receipt of a medical report from you to inform the assessment of your request. The Met Recruitment Team will work with you and your Line Manager where necessary, in consultation with a medical / specialist / professional advisor to develop suitable adjustments where appropriate, to enable equality of opportunity for success in this promotion process. Professional advice (medical or otherwise) related to a request for access / adjustment needs will be sought in all cases. All matters will be treated in strict confidence. To ensure that you are assessed in line with other candidates and within the assessment window we will require your medical report to be sent to us by Sunday 22 nd April. If the report is received after this date there may be a delay in you being assessed. ONLINE CV APPLICATION FORM CANDIDATE ACTION The online application form follows the format of a structured CV template, asking you to provide information in respect of your experience and achievements. You must complete all sections on the online CV application form before you are able to submit this via the system. Please note that once you submit your online CV application you will have no further opportunity to amend your information, so it is important that you have fully checked your application before submitting it. The online CV application form won t be scored, but will be given to the assessors at interview so that they can understand your experience. ONLINE CV APPLICATION FORM LINE MANAGER ACTION Once your application has been submitted, your Line Manager will be granted access to WCN in order for them to confirm eligibility and provide supporting details in respect of your key strengths and development areas. In answering these, line managers will need to think carefully about the candidate s strengths and areas for development. They may refer to the 5

6 applicant s current PPM assessment to help them complete this section. Candidates who are successful in this process should have an up-to-date Personal Development Plan (PDP) so it is important to recognise early on where these development areas lie. The deadline for line manager action is 23:55pm on Tuesday 1 st May ASSESSMENT STAGE In response to the increasingly competitive nature of promotions, our promotion assessment process is more rigorous than ever, designed to measure those who demonstrate the skills and behaviours needed to be a Superintendent. Internal candidates meeting the eligibility criteria will automatically be invited to assessment. During the assessment process, you will be observed by multiple assessors across different exercises to maximise the fairness of the process and your opportunities to demonstrate your skills and abilities. It will also provide you with a realistic preview of the types of tasks and situations which you will face in the role. Further detailed guidance and support for how to approach this assessment process will be provided in the form of candidate briefings and webinars. The assessment centre for this process will comprise of 2 assessment centres, which can be sat in any order: Assessement Centre hosted at Empress State Building from late May through to mid-july Interview Interactive Exercise (Internal Scenario) Interactive Exercise (External Scenario) Assessment Centre hosted at Hatton Gardens on the 6 th or 13 th June Written Analysis Exercise In the Interview, you may be asked for a combination of previous work examples and how you would deal with some hypothetical situations. For the previous work examples, you will be asked to outline the situation you were faced with, the task you had to address, the action you took and the result. For the hypothetical questions, you will be presented with an example situation, which you could face in the role of Superintendent. You will be asked how you would respond to the situation. 6

7 The Interactive Exercises and the Written Analysis Exercise have been designed specifically for the Superintendent role, and they are underpinned by a thorough design process. Broadly, the first step is job analysis and stakeholder consultation, this is followed by development of potential scenarios which are signed off by the Assessment Director. The exercises are piloted by a range of officers at the target rank, and the Assessment Director signs off the final exercises. All exercises will be set in a fictitious London area, and you will take on the role of the Superintendent responsible for making decisions that are in line with the strategy locally and London-wide level, as well as for the excellent and consistent performance of operational police officers within the area For the Interactive Exercises you will be provided with information about a particular scenario in which you are to assume the role of a Superintendent, and will be given time to prepare before a discussion takes place. This will either be an internal or external stakeholder. At the end of each interactive exercise, you will be asked to provide a short written output relating to the discussion had, and this will also be assessed. For the Written Analysis Exercise you will also be provided with information about a particular scenario in which you are to assume the role of Superintendent. You will be required to analyse this information and produce a written report with your findings. This exercise will be completed on a laptop. It is important to note that you will only be assessed during the timed portions of the exercises, each of which have set timings so as to be fair to everyone. You will be fully briefed on arrival and there will be breaks throughout the session for you to reflect upon how it is going and take a few minutes to mentally prepare yourself for the next exercise. Any other interactions with assessors will not be assessed so feel free to ask any questions you may have. What You Will be Measured Against The basis for the assessment is the Met s Leadership Framework, which consists of four key competencies: 1. A Sharp Mind 2. Drive and Energy 3. Being Yourself 4. Leading Others These competencies have been broken down into 11 sub-competencies, and it is these sub-competencies that you will be measured against. Different exercises within the assessment process will focus on different sub-competencies, with each sub-competency being measured in at least two independent exercises. 7

8 Underpinning each competency and throughout all exercises, the Met values will also be considered: Compassion, Courage, Integrity and Professionalism. Appendices Two and Three provide you with the definition of what behaviours are expected for each competency within the Superintendent role, and more detail in relation to the Met Values themselves. Appendix Four provides you with the detail as to which sub-competencies will be measured in each assessment element. How You Will be Scored Candidates will be assessed against the 11 sub-competencies across the assessment exercises, to support a balanced and rounded assessment of their suitability for promotion. This means that if you don t perform at your best in one exercise, you still have the opportunity to show what you can do in another exercise. Following conclusion of the assessment processes, your scores will be averaged to form 11 sub-competency averages, with total score used to inform candidate selection. You will need to achieve a minimum acceptable standard across the sub-competency areas to be in with a chance of being successful in this process. The minimum acceptable standard will be defined following the assessment centre, looking at performance across the cohort as a whole. The final review panel, chaired by the Assessment Director, including representation from staff associations and the business, will be presented with options relating to the performance standard and projected vacancies to determine the promotion pass mark. During this process, scoring results are anonymised and all outcome decisions are made in respect of performance and anticipated vacancies. You will be provided with your scores and a summary of your performance across all exercises to help you identify your likely strengths and development areas at the Superintendent rank. Appendix Two provides indicators as to which sub-competencies will be assessed in which exercise. 3. POST PROMOTION PROCESS If you are successful through the final assessment stage, you will either be offered immediate promotion to Superintendent, or be placed in our promotion pool to await a vacancy (which will be for a maximum of 12 months). Candidates unsuccessful at the final assessment stage will be advised in writing. 8

9 Thank you again for your interest in the Superintendent role. The next section provides you with some detail as to how you can best prepare yourself for assessment. We wish you the best of luck with your application, should you choose to proceed. Thank you, and good luck. 9

10 How to Prepare The process is just as much about ensuring that you feel you are ready for the promotion as measuring your potential. Please ensure that you are yourself throughout the promotion process. You will be assessed based on how you answer and what our assessors observe; remember that credit cannot be given for things you may be thinking unless you express these. The assessment process has been designed to give everyone a fair chance to display the necessary skills and behaviours; it is not about trying to catch you out so be yourself and be honest. Interview You can prepare for the interview by considering some previous examples of where you have demonstrated the key competencies and behaviours detailed in the Leadership Framework. In the interview, it is important for the observer to gain a better understanding of what you have done so be careful to choose examples where you can illustrate what you did, and not just the things you did as part of a group. Ensure you consider the situation and task you were faced with, what action you took and what the results were. For the hypothetical questions in the interview, you should just take your time to think about what you might do if faced with such a situation. Think about what action you would take and why. Consider the competencies against which you are being measured and ensure that these come across in your responses. Regardless of the type of question, within the interview do feel free to take a moment or two to think about which example or response you wish to give to best reflect the relevant competencies. It is in your best interests to take the time to think about what you have been asked and how you can best respond before speaking. Time will be built into the interview to allow for you to reflect and choose appropriate examples. Interactive Exercises and Written Analysis Exercise During the interactive exercises and written analysis exercise, you will be presented with situations which you are likely to face in the role of Superintendent. In the interactive exercises you will be assessed on the communication which takes place in the room, and also the written output that follows on from the discussions. In the written analysis exercise you will be assessed on the written output you produce. You will benefit from considering how you can best manage your time for the exercises think about the information you have and then plan your time accordingly. Also, consider what messages you are trying to convey and who the information is intended for, so you can take on an appropriate style (written and verbal). You may find that drafting a rough plan is helpful, but be sure to complete the output within the time available. 10

11 Remember that the content relates to a fictitious London area so try to only consider the factual information contained in the brief, rather than drawing upon your own knowledge and experience of real life London areas. You can, however, draw upon your policing experience and technical knowledge when role-playing as a Superintendent. How Will it Feel? The purpose of the assessment centre is to see if you have the potential to perform at the level required for the Superintendent role, so the assessment exercises are designed to stretch and challenge you. As such, you may feel pressured at times, so it is important to prepare as fully as possible and plan your time accordingly. Due to the fact you are being assessed, you may be tired after the event so it is advisable to avoid booking in any other challenging meetings or events on the days of assessment if you can avoid it. Tips for the Assessment Days Take your time to read the brief or instructions presented to you carefully. Think about how your experiences might help you to address the potential issues in the interactive exercises and written analysis exercise. Take your time to consider the best example you can use for the interview questions. Take your time to read the information made available to you, and the questions asked of you under each behavioural heading. I Have a Question If after reviewing this internal candidate pack and MyHR you have an unanswered question, please contact the Met Recruitment Team - Enquiries.PoliceJobs@sscl.gse.gov.uk or (option 5 followed by option 3) between the hours of 8.00am and 6.00pm, Monday to Friday. We are able to support with questions in respect of the promotion process delivery, and to support you in your application journey. Please note, whilst we want to help you prepare for your promotion journey, we cannot support any one candidate more than the other, so at times we may not be able to provide you with the information you desire. It is essential that we preserve the integrity of assessment centres, and with this being the case, the information we are able to release in respect of the assessments is published to all on MyHR. 11

12 Appendix One - Timetable Activity Date Launch Superintendent promotion process 3 rd April 2018 Candidate completes the Expression of Interest via WCN Candidates complete their full CV application via WCN Internal candidates Line Manager confirms eligibility along with supporting detail in respect of key strengths and development areas via WCN. By 23:55pm on Tuesday 10 th April 2018 By 23:55pm on Sunday 22 nd April 2018 By 23:55pm on Tuesday 1 st May 2018 Seconded Candidates Line Manager within Career Transition team will confirm eligibility via WCN and contact will be made with your line manager within your seconded force requesting completion of a short questionnaire Application outcomes confirmed to candidates via WCN w/c 7 th May 2018 Invitations to assessments sent via WCN w/c 7 th May 2018 Centrally Managed Assessment Centre 28 th May through to mid-july with the written analysis exercise on either the 6 th or 13 th June 2018 Promotion review panel w/c 6 th August 2018 Results to candidates via WCN w/c 14 th August

13 Appendix Two - Met Leadership Framework The assessment exercises will be assessed against the Met s Leadership Framework for the rank of Superintendent, which is underpinned by the Met Values. More detail on the Values is included on the next page. Leadership Sub-Competency Key behaviours Defined at Superintendent Level A Sharp Mind Timely - Accurately analyses diverse information sources. Decisions - Takes a strategic view when making decisions, considering the long term impacts on a wide variety of stakeholders. A Sharp Mind New Ideas - Provides creative and innovative solutions to problems. - Takes fresh ideas and ways of working from outside sources. A Sharp Mind Sound - Has a keen awareness of strategic and operational risk. Judgment Drive and Energy Positive - Projects energy and positivity in the face of challenge. Attitude - Drives successful change through positivity and determination. Drive and Energy Drive and Hunger to Progress - Shows personal flexibility and resilience in the face of change. Drive and Energy Willingness to Learn - Enthusiastic about learning new skills, knowledge and ways of working. Being Yourself Courage - Is willing to challenge if there is a genuine belief that something is wrong. - Demonstrates humility in their decision making. Being Yourself Self- Confidence - Has a buoyant level of self-confidence. - Has the confidence to speak their mind and make difficult and unpopular decisions where necessary. - Is aware of own strengths and weaknesses. - Is aware of own impact on others. Leading Others Inspiration - Provides a clear vision and direction through visible, approachable leadership creates and maintains effective governance structures in order to realise their vision. - Communicates clearly and inspirationally and with credibility to others in writing and verbally. Leading Others Inclusivity - Values and promotes diversity and difference. - Breaks down barriers from different groups both inside and outside the MPS. Leading Others Mindfulness - Builds collaborative and empowering relationships with colleagues, local communities and partners, making it clear their input is important. 13

14 Appendix Three - Met Values 14

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18 Appendix Four - Assessment Centre Matrix COMPETENCIES AND SUB-COMPETENCIES TO BE USED IN PROMOTIONS PROCESS Interactive Exercise (Internal) Interactive Exercise (External) Interview A Sharp Mind: Timely Decisions A Sharp Mind: New Ideas A Sharp Mind: Sound Judgement Drive and Energy: Positive Attitude Drive and Energy: Drive and hunger to progress Drive and Energy: Willingness to learn Being Yourself: Courage Being Yourself: Self-Confidence Leading Others: Inspiration Leading Others: Inclusivity Leading Others: Mindfulness Written Analysis Exercise 18

19 Appendix Five Performance and Potential Matrix 19