GREATER MANCHESTER POLICE
JOB DESCRIPTION
POST TITLE:
Occupational Psychologist
DEPARTMENT/DIVISION/BRANCH:
People and Development
SECTION/UNIT:
People Services, Assessment and Career
Progression Unit
GRADE:
G/H (career grade)
RESPONSIBLE TO:
Assessment and Career Progression Unit
Head
RESPONSIBLE FOR:
N/A
AIM OF JOB:
Responsible for the development, selection
and continual reassessment of various
testing instruments and overseeing the
administration of tests and the application of
the testing instruments.
To manage Assessment Unit staff and direct
the work of assessors.
MAIN DUTIES AND RESPONSIBILITIES

In consultation with Senior Managers and other key stakeholders design assessments for use in recruitment,
promotion and staff development (for inclusion in the content of assessment processes).

Planning, organising, developing, promoting and evaluating assessment strategies that encompass programs,
initiatives and services in accordance with requirements to meet the strategic objectives of GMP.

To monitor and supervise staff, assessors when running assessment processes.

To advise managers within the organisation on the appropriateness of various methods of assessment,
selection and development.

Manage the evaluation of assessment methods in relation to their fairness and effectiveness, and implement
change if necessary.

To provide training for assessors and interviewers and evaluate their performance. These may include
external contractors and chief officers.

To chair and facilitate workshops for key stakeholders (eg) assessors and candidates, to evaluate
assessment processes.
Occupational Psychologist
March 2010

To facilitate ‘wash-ups’ at the end of assessment and selection processes. To question, direct and
diplomatically challenge assessors to ensure the accuracy of assessment.

To provide written and verbal feedback to assessment candidates up to and including the rank of Chief
Superintendent, and equivalent police staff grades.

To facilitate and mediate between candidates and assessors at ‘face to face’ feedback sessions. To liaise with
outside bodies i.e. Home Office Assessment Unit, Bramshill, CPTU, Assessment Unit Managers and
Psychologists from other Police Forces and organisations regarding trends and best practice.

To maintain policy in relation to police promotions

To review assessment methodologies with client managers and advise upon appropriate assessment
methods for selection and development in conjunction with colleagues in other HR Units.

To design and deliver training courses on selection and assessment techniques.

To maintain policy about use of psychometric tests and maintain an overview of how these are used within the
force

To participate in multi disciplinary project teams to ensure organisational development issues are assessed
and investigated

To comply with the requirements of GMP's policies on Drug and Alcohol testing -requirements in respect of
specific posts/ roles are described in the policies which are available on the Force Intranet

Promote and comply with GMP's policies on equal opportunities and health and safety both in the delivery of
services and the treatment of others.

To be responsible for improving your performance by participating in the Performance Appraisal process with
your manager.

Carry out such other duties that are consistent with the nature, responsibilities and grading of the post.
NOTES
This job description records the principal responsibilities of the job at the date shown. The job description will
be updated from time to time in conjunction with the post holders to reflect changes
Occupational Psychologist
March 2010
LEADERSHIP EXPECTATIONS
The Leadership Expectations is a framework, which describes the attributes, behaviours, and outcomes that are
demonstrated by successful leaders across GMP. They also describe what all our staff and officers need to
deliver in order to achieve the Force’s vision “to become the most effective police force in the UK”
The Leadership Expectations will be embedded in leadership training, recruitment and selection, police officer
promotion, development programmes and appraisal.
Our Leadership Expectations are:
Inspiring Others
Listening to, involving and motivating others to take action and behave with courage and integrity
Enabling Change and Improvement
Taking responsibility to solve problems, implement change and make improvements to our services
Developing Yourself and Others
Developing yourself and others to succeed and increase their contribution to GMP
Responsibility for/to the Team
Setting a clear direction and promoting teamwork to achieve high standards of professionalism and performance
in all situations however challenging
Working in Partnership
Working as one GMP team and with external partners to achieve results that benefit GMP and our communities
Demonstrating Respect and Compassion
Treating all our people, partners and communities with respect and compassion
Service Delivery
Delivering excellent policing services to the people of Greater Manchester
Leaders have been identified at four levels:




Peer
First
Middle
Senior
Occupational Psychologist has been identified as: A Middle Leader.
Please Note: As well as assessing candidates against criteria outlined in the Person Specification, the selection
process will also include candidate assessment of the leadership expectations.
For more information on our leadership expectations please visit our website:
www.gmp-recruitment.co.uk
Occupational Psychologist
March 2010
PERSON SPECIFICATION
Occupational Psychologist
People and Development Branch
Short-Listing Criteria
Essential/
Desirable
(E/D)
Assessment of Criteria
(how the shortlisting
criteria will be assessed)
MSc Occupational Psychology.
E
AF (C)
Level A psychometric test user
E
AF (C)
Experience of managing the administration of
assessment processes.
E
AF/I
Experience of designing assessment processes
for a variety of posts using a range of
assessment tools.
E
AF/I
Experience of evaluating assessment processes.
E
AF/I
Experience of assessor training.
E
AF/I
Experience of supervising staff.
D
AF/I
Experience of dealing with senior level
sponsors/clients
D
AF/I
Experience of developing assessors to ensure
consistently high quality of assessment.
D
AF/I
Experience of giving assessment feedback to
candidates.
D
AF/I
Experience of using assessment for
development.
D
AF/I
Experience in conducting job analysis using a
variety of techniques
D
AF/I
Qualifications/Education
Experience
If in post already:
Achieving an average score of a 3 at appraisal
Occupational Psychologist
March 2010
Knowledge
Up to date knowledge of current trends and best
practice in assessment, occupational psychology
and HR.
E
AF/I
Demonstrates an understanding of how
assessment contributes to, and supports the
force, in achieving change.
E
AF/I
Understanding of research methods and
associated statistical techniques.
E
AF/I
D
AF/I
Computer literate, including experience of using
computers for statistical analysis.
E
AF/T/I
Recognises how assessment links to other HR
processes.
E
AF/T/I
E
AF (E)
Knowledge and experience of the application of
validation methodology.
Skills/Abilities
Other
Has achieved a good attendance record.
Note: Progression to grade H will be subject to successful assessment of competence.
Key
AF(E)
Eligibility (this will be checked at shortlisting by the recruitment team)
AF
Application Form
C
Certificate
T
Test
I
Interview
Please note:
1) Candidates who do not demonstrate on the application form, criteria assessed at eligibility stage (E), may
not be considered for shortlisting.
2) Candidates who do not demonstrate on the application form, criteria identified as essential and being
assessed at application form (AF), may not be shortlisted.
3) All essential criteria will also be discussed in the Performance Appraisal.
4) The desirable criteria marked with an asterisk will be desirable at selection stage but will become
essential once in post and will be discussed in the Performance Appraisal.
5) A good attendance record would be no more than 16 days over a 2 year period from the date of
application, in accordance with force target. Consideration will be given to DDA related
absence/maternity related absence.
Occupational Psychologist
March 2010