PROMOTING NEW PARKING ENFORCEMENT OFFICER AND
MANAGEMENT QUALIFICATIONS
Learning & Development can only
increase the professional image
Why the Need for L & D in Parking
• Civil Enforcement Officers (CEO) are engaged in a
service that penalises wrong doing; hence it is a role that
demands respect
• Members of the public (MOP) need to place a value first
on the person & secondly on the service.
• The person in uniform must have the relevant, adequate
& appropriate knowledge of the service he is providing
• Translating to public moving away from the culture of
looking down on the parking profession.
My journey through Parking
• In 2000, I entered the parking sector as a Parking
Attendant
• All that was required was a basic level of literacy &
numeracy.
• No qualifications required
• Other than passing the initial interview
• Advertisements read “no qualification is required”
• Most candidates who applied for the Parking Attendant /
Civil Enforcement Officer (CEO) positions were not
capable of actually doing the job
• While in training after I had been
recruited- l began to realise the infinite &
detailed technicalities involved in the role.
• I found myself struggling.
• I sought help & enrolled in the only
programme available at the time, Level 2
in Parking Control (NVQ)
• My confidence rapidly increased during &
after completing the course
• I also realised I had less & less
confrontation with the MOP
• I could better explain the reasons why l
had issued PCN.
• I came to understand that my profession is
responsible for orderliness & fairness on
the road
• Contributing to and increasing the
awareness of health & safety of all road
users
• That the drive for revenue generation is
not the primary target.
• After l completed the NVQ qualification- I
became more confident & wanted to learn
more
• It enhanced my promotion to the post of
Parking Supervisor
• And to Training & Recruitment Officer.
• Enabled me to work various departments
within the parking sector
• The in-service learning and
development has benefited me in
carrying out my role more efficiently.
• It is much more rewarding to work in a
profession, having gained the adequate
and necessary knowledge to do the role
well.
The Benefits of the new L & D
suites
• With the introduction of the new suite of leadership and
management qualifications, parking is indeed becoming
a profession!
• It is important that learning providers offer the different
modules so that individuals pursuing different careers
can all benefit from the qualifications.
• Completing Level 3 of the qualification could open up
opportunities such as Parking Supervisor, Deputy
Parking Operations Manager, Deputy Contracts
Manager.
• Levels 4 and 5 would offer further promotion to Parking
Operations Manager and Contracts Manager
On Employee’s part
• If the relevant learning & development is
acquired before being confirmed in the
role, new employee’s efficiency,
professionalism, confidence and readiness
for employment will all be increased.
• Gaining qualifications opens the door to a
wide range of job roles and allows the
employee to become the right person for
the employer and gives them a multiskilled approach to a career in the parking
sector.
On Employers’ part
• Have a lower staff turnover means that
more experienced staff can concentrate
their efforts on carrying out their everyday
role, rather than mentoring and
supervising new staff.
• Parking contractors / companies are likely
to have more satisfied clients due to staff
being better qualified and experienced to
meet the contractual KPI.
On the Part of BPA & IPP
• Everyone in this room knows the answer!
• Thank you for your time & attention
• Any questions