OVERVIEW and STATUS
STANHOPE CONFERENCE
October 5 2010
PEI
POLICE SECTOR COUNCIL
Conseil sectoriel de la policeWHO
PSC…
a “centre of excellence” for:
- national HR information, tools and networks
- national networking - focus on national workforce solutions
facilitate policing organizations, partners, stakeholders to:
- “implement innovative, practical national solutions to challenges in HR planning
and management”
a sector that is
- informed about HR issues and challenges
- aligned and networked "sector-wide“
- integrated in HR planning and management
“connecting forces - securing futures”
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
How ...
Board of
Directors
Executive
Director
Director
Administration
Director of
Programs
CURRENTLY 12 members:
• Man - ADM
• SASK - ADM
• NB - ADM
• PS - ADM
• CAPB - President
• CACP - Chief OPS
• FCM - VP
• CPA - President
• RCMP – Strategic P & P
• Academies - APA
• CAPE - President
• CACP HR - Chair
Justice
Ministries
Audit
Committee
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Networks
SLAG
Researchers
network
network
connecting forces – securing futures
Policy/
planners
network
Governance
Committee
HR
Practitioners
network
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CAPE Educ/Training
network
POLICE SECTOR COUNCIL
Conseil sectoriel de la police
Goal - Improved HR Planning/Management
THE RIGHT PEOPLE
national recruitment/selection
framework
• recruitment and selection system
• performance management
THE RIGHT SKILLS
national occupational standards
• qualifications framework
• education training
• professional development
• succession planning
THE RIGHT TOOLS
• performance management
national competency-based
management framework
• guides and tools
• software supported
• ever-greening
• evidenced-based research
TARGET - high performing and sustainable policing
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
Research tells us …
 leverage best practices
and common effort
• Strategic Human Resources Analysis of Public
Policing in Canada, PWC(2001)
• Policing Environment, IBM (2005)
• National Diagnostic on HR in Policing,
HayGroup (2007)
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connecting forces – securing futures
Performance Management
 improve policing
performance
Leadership Development
& Succession Planning
 modernize HR planning
and management
Training & Development
 develop common HR tools
Recruitment & Selection
POLICING EXCELLENCE AND
SUSTAINABILITY
COMPETENCY-BASED
HR PLANNING & MANAGEMENT
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
What the studies said …
 PWC - 2001 - Sector Study
- “… the sector has created barriers along these jurisdictional lines that have
resulted in duplication of efforts and inefficiencies among the jurisdictions.”
• develop common competency profiles and training standards for all jobs in policing…
 IBM - 2005 - Policing Environment
- “… HR practices have evolved only modestly since 2000. Individual services
continue investing but working independently. There is some urgency to act.”
• build a common integrated and implemented competency framework
• identify common foundation of skills and competencies across jurisdictions
• citizens expect service standards/quality
 Hay Group - 2007 - HR Diagnostic
- “… investments are not utilized to the full potential … smaller services have
been unable to take advantage ...”
• sector-wide, shared competency regime that all organizations can use
• HR resource management, mobility within policing, and the sharing of HR tools
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
COMPETENCY - BASED
MANAGEMENT
Performance Management
Leadership
Development
Succession Planning
Training & Development
Recruitment & Selection
&
POLICING EXCELLENCE AND
SUSTAINABILITY
COMPETENCY-BASED
HR PLANNING & MANAGEMENT
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
Competency-Based Management “framework”
 April 2010 - successfully completed a multi-year project delivering
a competency based framework to support HR management
 “for policing by policing” - all materials developed with
- extensive input/involvement from police professionals
- best practice research and expertise
- 35 member project team (HR professionals)
- 400+ subject matter experts
- 50+ policing organizations
- national and international perspectives and research
 Results: materials to support HR at no cost to policing
- CBM Framework
- CBM Guide
- CBM Toolkit
- Constable Selection Guide
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Conseil sectoriel de la police
CBM Framework … objective
- Examine all existing competency-based materials
- job analysis for:
•
•
•
•
-
constable
sergeant
staff sergeant
inspector
“work/tasks” associated with general duty policing
competency requirements
competency profile validated nationally
in-depth guide(s) and toolkit
 Produce “framework”:
- common language and understanding - competency dictionary
- task lists by rank
- competency profiles by rank
- tools for HR management
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
Provide CMB tools …
 Guide/ Toolkit
- explores competency-based management
• theory/info
• relevant research
• step-by-step instructions/practical tips
- offers information to support:
•
•
•
•
recruitment, selection and promotion
learning and development
performance management
succession management
 Reference materials & tools
- not meant to replace practices in use by
police services
- meant to either:
• inform /supplement existing practices and tools
• assist those organizations who do not have CMB
to implement
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
HR Management/Planning
 Reference materials & tools
- not meant to replace the practices already in
use by police services
- meant to either:
• inform or supplement existing practices and tools
• assist those organizations who do not have
Competency Based Management in implementing a
new methodology
- offers over 30 tools and templates customizable:
• competency resources by rank
• interview guides by rank
• reference check guides by rank
• learning plan template
• performance management template
• succession management template
• recommended additional readings reference
“Policing” now has rigorously developed and nationally validated HR
materials, available at NO cost
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Conseil sectoriel de la police
By end of December…
 Complete LEADERSHIP COMPETENCY FRAMEWORK
- build on the developed CBM materials for constable through Inspector
- a full analysis and articulation of the more senior policing ranks
-
chief
deputy chief
chief superintendent
superintendent
- materials, tools, templates for leadership development and succession planning
 Launched Jan 28 2010 - steering cmt meeting
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Conseil sectoriel de la police
LF - Steering Committee
 steering cmt telecon every 2
months
 final steering cmt - October 28
 final documentation - December
Ruth Montgomery
Sharon Trenholm
Sharron Gould
Shelagh Morris
Stan MacLellan
Vern White
Ward Clapham
Curtis Clarke
Cathy Light
Tammy Pozzobon
Jean Bishop
Anita Dagenais
Paul McKenna
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CACP
Royal Newfoundland Constabulary
Winnipeg Police Service
Guelph Police Service
Durham Regional Police Service
Ottawa Police Service
South Coast BCTAP
Alberta gov’t
Calgary Police Service
Calgary Police Service
RNC
PSC
Dalhousie
connecting forces – securing futures
Aileen Ashman
Alok Mukherjee
Andre Fortier
Axel Hovbrender
Cal Corley - chair
Curtis Clarke
Darren Smith
Dennis Fodor
Edgar MacLeod
Pierre Brassard
Frank Trovato
Gary Ellis
Gary Morin
Ivan Court
Jane Naydiuk
John Tod
Mark Potter
Matthew Torigian
Michel Beaudoin
Norm Lipinski - chair
Patricia Tolppanen
Peter German
Rosemarie Auld
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Toronto Police Service
Chair, Toronto Police Services
Ecole nationale de police du Québec
JIBC
Canadian Police College
Alberta Solicitor General
Toronto Police Service
INTERPOL
Atlantic Police Academy
Nicolet
Humber College
Georgian College
Saskatchewan Police College
Saint John Police Board
BC Ministry of Public Safety
OPP
Policing Policy Directorate
Waterloo Regional Police Service
École nationale de police du Québec
Edmonton Police
Alberta Assoc of Police Governance
RCMP
Hamilton Police Service
POLICE SECTOR COUNCIL
Conseil sectoriel de la police
Project Status
- research best practices - development programs, training curricula, and
leadership profiles nationally and internationally
- collect/analyze existing leadership programs, training curricula
- collect/analyze relevant competency materials
- interview leaders to understand tasks/roles and identify gaps in existing
leadership competencies
- identify curriculum requirements by “roles” and map to training/development
- validate and deliver
• a competency framework for leadership in policing
• architecture, common language, profile templates, support tools, and methodology for
occupational standards
• draft description of senior rank duties and responsibilities - competency profile - technical /
behavioural competencies, essential skills
• document experience and qualifications
• develop dictionary and other support tools
• best practices guide to leadership development in policing
2011 - implement - leadership framework/ succession management - nationally
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
Leadership framework - outcomes
 sector-wide integration and improvement
- CBM foundation - for more efficient, effective, and consistent
• selection, training and education, performance management, succession planning
- sector acceptance - occupational standards are possible and valuable
- increasing use - competency profiles/occupational standards for HR plan/mng’t
- efficiencies - training and development, performance management and
succession planning of police leaders
- professional development quality/consistency - evidence-based best practices
- professional development options
 NEXT
- qualification framework
- development plans by role
- training/development by role
- accreditation by role
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Conseil sectoriel de la police
CMB vision - National Work Architecture
 foundation to every project/activity - our core business
 continue to build
 continue to update guide/dictionary for roles, and tools for HR
wo r k
l
e
v
e
l
o
f
w
o
r
k
general duty
s t r e a m s
investigator
org. crimes
forensics
etc ,,,
chief
deputy chief
chief supt
supt
inspector
1. nationally validated occ task list
2. approved behavioural competencies
3. approved technical competencies
staff sgt
sergeant
constable
*Officers could be “role” qualified at their appropriate level of competency within each work stream
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Conseil sectoriel de la police
STRATEGIC FRAMEWORK - Business Planning 2010/11
STRATEGIC
OBJECTIVE
definition/
process
tools projects
initiatives
activities
research
needed
support
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national recruitment
and selection
national training &
professional development
leadership
development
performance
mgmt system
• national recruitment • national training &
• national leadership
selection process
development framework
education program
• national funnel - linked • national delivery
• national succession
– inked and aligned
and aligned HS/colleges/
planning/ mgt
academies/colleges/university
university
• national
performance
management
process
• national recruitment – social marketing
– promotional programs
– portal
• national selection
standards - CBM-based
• nationals testing
standards
• guides/tools etc to
support HR
• evidence-based focus
• best practices review
• attitudes - youth,
influencers, “exiters”
• learning qualifications
framework - CBM - defined
by role, work-stream
• learning standards and
certification
• professional development
planning
• guides/tools to support
• national programs
• qualifications
framework
• education standards
• certification
• selection - nat’l
assessment center
• templates/guides/
succession planning
• development
opportunities, etc
• national
database
• guides
• templates
•
•
•
•
• assess current state
• identify best
practices
• leadership dev
• current state
baseline
• best in class
current state assessment
assess best practices
learning impact
skills perishability
• networks, conferences, liaison, communications, training
connecting forces – securing futures
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
Update - your Sector Council - projects/activities
 Currently underway
- Youth attitudes research
• 2010 - report on youth - on web-site
• 2010/11 focus on influencers of career decisions, immigrants
- Academies Review - underway - review against constable competencies
- Employee Database for policing
• Stats Can contract - 2 years - new Police Admin Survey (PAS)
- State of learning in policing
• e-learning section completed
- Networks
-
strategic leaders met in July
government regulators of private security in August,
educators/trainers in October (Stanhope)
researchers in November,
HR leads in February 1-3/2011
 Projects to start in October
- investigator training standards
- skills perishability
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
Youth research - 2010 - 1600 youth, 16-27 years old
 policing not on the radar for future prospects
- on the list of 12 potential employment fields
• less than 3% - would be ‘most interested’ in pursuing a career in policing
• males more than twice as likely as females to express interest in policing
• only 2% - considered there were ‘good employment opportunities’ in policing
- youth do hold the profession in high regard
•
•
•
•
75% - it’s more than a job, it’s a profession
69% - steady job with good pay
80% - disagree that ‘working as a police officer is no different than any other job’
57% - would be encouraged by family and friends if it were their interest
- youth get information on policing, primarily from:
• 14% - television and news programs
• 9% - first hand contact with police officers/civilian police employees
• 8% - fictional television programs
- youth get information on the hiring process from:
• 17% - contact with police as friends and family members
• 14% - websites
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POLICE SECTOR COUNCIL
Conseil sectoriel de la police
Your Sector Council - get involved
Coming together is a beginning. Keeping together is
progress. Working together is success.
~ Henry Ford
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