NOT PROTECTIVELY MARKED FORCE PROCEDURES. Core Leadership Development Programme

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1 FORCE PROCEDURES Core Leadership Development Programme Procedure Reference Number: Procedure Author: Jenny Smith, Human Resources Procedure Review Date: March 2011 At the time of ratifying this procedure, the author is satisfied that this document complied with relevant legislation and Force requirements. Sign and date J Smith, 27 th January 2009 (Author(s)) CLDP v3 - Published NOT PROTECTIVELY MARKED 1

2 Procedure Index ELECTRONIC NAVIGATION: - move the cursor over the page number in the index or blue underlined text until a hand appears. Click the left mouse button once and it will jump to the specified part of the document. 1. Responsibilities Individuals Line Managers Second Line Managers Areas/Departments People Development Services Guidance Introduction Routes Accreditation of Prior Learning Procedure Aim Appeals Review...7 CLDP v3 - Published NOT PROTECTIVELY MARKED 2

3 The Core Leadership Development Programme is a blended learning programme designed to help develop the leadership and role skills of post probationary constables, sergeants, inspectors and corresponding police staff across the service. The emphasis is on personal and professional development of leadership and management skills whether managing oneself, a team or a larger group of people. The goal is to improve individual performance and ability providing a better service, both internally and within the communities that they serve. 1. Responsibilities 1.1 Individuals Individuals will be responsible for: Enrolment on a Core Leadership Development Programme Induction regardless of whether the individual is deemed to be a mandatory or aspirational candidate Reading all the relevant material on the force Intranet before enrolment (found under Learning and Development>People Development Services>Core Leadership Programme>Are you new to CLDP) Making a decision regarding which Core Leadership Development Programme route they wish to commence upon attendance on the Induction Forwarding payment (if applicable) within four weeks of the induction Completing the workbooks, workshops, action plans, modular assessment questions and work based project (in the case of the diploma) in line with the timelines provided Identifying if they are struggling with completing the workbooks within the timescales advised and raising this with their line management Discussing with their line manger or second line manager, what appropriate support measures can be put in place if there is a lack of support available from their current line manager and/or Area/Department Attending study groups if available and requesting assistance if needed Payment of an additional 40 if they wish to purchase an additional 12 months from the Chartered Management Institute if they have not completed the qualification within the 3 years (not applicable to non-accredited) Repayment of the Police Authority s contributions if they do not complete the qualification successfully or leave the organisation within 2 years of completing the qualification Appendix 1 illustrates the agreement between the individual and the Constabulary (not applicable to non-accredited) 1.2 Line Managers Line managers will be responsible for: Discussing the options available with their member of staff and Ensuring that they understand the expectations placed upon them in terms of time commitments and completion dates CLDP v3 - Published NOT PROTECTIVELY MARKED 3

4 If they are aspirational candidates, discussing the time commitments involved in completing the Core Leadership Development Programme course and ensuring that these can be accommodated Supporting a member of staff with completion including protected learning time as per the Protected Learning procedure Ensuring that staff are aware of funding that is available under the Study Scheme procedure, providing they meet the specified criteria Signing off workbooks, including checking all sections of the workbook have been completed Utilising monthly supervision meetings to set targets to facilitate completion, ensure work is ongoing and work life balance is acceptable Agreeing action plans and project topics and supporting staff with evidence gathering to support completion of their workbooks and Modular Assessment Questions Supporting a member of staff with completion of their work based project (Level 5 Diploma only) 1.3 Second Line Managers Second Line Managers will be responsible for: Ensuring protected learning time is being offered and supported as per the Protected Learning procedure Dealing with barriers or circumstances (where appropriate) which are preventing individuals progressing with the Core Leadership Development Programme 1.4 Areas/Departments Areas/Departments will be responsible for: Ensuring progress on the programme by those officers who wish to pursue promotion under the new promotions framework Providing an environment and culture that supports development and recognises the value of the Core Leadership Development Programme Dealing with barriers or circumstances (where appropriate) that are impacting upon completion of Core Leadership Development Programme across the Area/Department Ensuring that line managers are supporting the Core Leadership Development Programme process and promoting protected learning locally. 1.5 People Development Services People Development Services will be responsible for: Providing an environment and culture that supports development and recognises the value of the Core Leadership Development Programme Providing frequently updated information on the force intranet to ensure those completing the programme have access to relevant resources Providing advice and guidance on completion including suitability of qualifications Delivering induction sessions and providing information on Core Leadership Development Programme Processing applications for Core Leadership Development Programme CLDP v3 - Published NOT PROTECTIVELY MARKED 4

5 Initial assessment and internal verification of the workbooks, Modular Assessment Questions and action plans on a monthly or quarterly basis Arrangement of the quarterly external verification visit of the Chartered Management Institute Providing a link to the Chartered Management Institute in terms of assessment Running a suite of workshops to build on workbooks Reviewing the policy Contacting individuals 6 months before they are due to complete their qualification and giving them their continuation options 2. Guidance 2.1 Introduction The Core Leadership Development Programme is mandatory for all those who have been promoted to a supervisory position or passed OSPRE part 2 since 1 January The Core Leadership Development Programme is also open to aspirational members of staff and Specials (Specials are capped at 20 per rolling 12 months) The Core Leadership Development Programme is designed to support and inform individual s current and future career options, improve effectiveness in leading others, and offer an insight into personal strengths and development The Core Leadership Development Programme supports Cheshire s Core Values of Professionalism and Service An individual can sign up to the Core Leadership Development Programme at any time of year. 2.2 Routes There are 2 routes available (Appendices 2 and 3) which all members of staff and Specials can choose from The Level 5 Diploma option (Appendix 4) is recommended for second line managers, Inspectors or above. It is open to all staff (and Specials who have achieved Independent Patrol Status) who are currently first line managers, sergeants or above, but it is recommended that these staff complete the Level 3 Diploma before embarking upon the Level 5 Diploma If a first line manager wishes to complete the Level 5 Diploma as they have relevant experience to evidence at the higher strategic level, and is in a post where the next progression is likely to be into a second line management post or similar, then approval may be granted for that individual to enrol upon the Level 5 Diploma course at the Force reduced rate. This is done via a business case (pro forma Appendix 5) CLDP v3 - Published NOT PROTECTIVELY MARKED 5

6 2.2.4 Although the Level 5 Diploma is recommended for those in a management role only, if an individual who is not in a management role feels that they have relevant previous experience that can be used to evidence performance and behaviour at Level 5, and completion of the Level 5 Diploma is directly related to their development, then they can request approval for enrolment. This is done via a business case (pro forma appendix 5) to the People Development Services Team with a copy of their current appraisal Following submittal of the business case, a response will be given within four weeks of receipt There are two methods of Core Leadership Development Programme completion, either through paper based books or using the National Centre for Applied Learning Technologies. This is an online tool which can be accessed from the workplace and at home, all of the workbooks are on the site and for further information, see Looking Glass II It is the individual s choice as to what method they use to complete the programme; however, line managers do require sight of the E-books in order to sign them off An individual has 3 years to complete the programme There is an option to apply to the Chartered Management Institute for an additional 12 months to complete the programme, however, this must be funded by the individual and will not be refunded by the Police Authority upon successful completion of the qualification If an individual feels they will not complete their Core Leadership Development Programme qualification within the 3 or 4 years they can convert their qualification over to an introductory qualification which requires less input than the other qualifications. 2.3 Accreditation of Prior Learning If an individual has prior learning or experience that they feel matches the learning descriptors within either of the qualifications, they may submit this evidence to the Chartered Management Institute, via the People Development Unit, for consideration for Accreditation of Prior Learning. If successfully recognised by the Chartered Management Institute, it can be accredited towards completion of part of the appropriate workbook Protected Learning time can be offered to assist with completion of the Core Leadership Development Programme, however individuals are expected to take responsibility for completing work within their own time to coincide with this and should not rely solely on the Protected Learning procedure. All protected learning must be agreed with your line manager. CLDP v3 - Published NOT PROTECTIVELY MARKED 6

7 3. Procedure Aim NOT PROTECTIVELY MARKED 3.1 This procedure sets out the formal process for signing up to and completing the Core Leadership Development Programme. 3.2 The Core Leadership Development Programme supports the Cheshire Constabulary s core values of Professionalism and Service. 4. Appeals 4.1 If an individual is refused permission to complete any aspect of the qualification they can appeal against this decision. The appeal should be written in the format of a report providing evidence to support the change in decision; this should then be passed to the Director of Human Resources in writing within 10 days of notification of the decision. 4.2 The appeal will be answered within 28 days of receipt by the Director of Human Resources. The decision of the Director of Human Resources is final. 4.3 If a line manager is refusing to sign off any workbook or provide the appropriate support this must be raised with the second line manager. 5. Review 5.1 Monitoring of the procedure will take place throughout the year using the Learning & Development Managers Meeting as a vehicle to raise issues and action areas for change. 5.2 This procedure will be reviewed annually. CLDP v3 - Published NOT PROTECTIVELY MARKED 7