GREATER MANCHESTER POLICE
JOB DESCRIPTION
POST TITLE:
Diversity Performance Analyst
DEPARTMENT/DIVISION/BRANCH:
Criminal Justice and Diversity
SECTION/UNIT:
Diversity Command
GRADE:
G-H (Career Grade)
RESPONSIBLE TO:
Policy and Performance Manager
RESPONSIBLE FOR:
N/A
AIM OF JOB:
To facilitate the production and provision of
accurate and timely performance information
relating to diversity.
To drive forward improvements in strategic and
local performance relating to diversity issues.
To produce reports on performance and diversity
issues and for the Force’s strategic assessment
processes.
To develop and deliver performance analysis,
management processes, and data systems
processes to measure diversity performance.
To provide advice and guidance to a range of staff
including senior officers from divisions and
branches taking action on diversity performance
issues.
MAIN DUTIES AND RESPONSIBILITIES
Production of Performance Information

To develop corporate and local performance indicators and targets, and provide advice and
support relating to their implementation.

To monitor Force performance on diversity and report on performance over time, performance
against target and, where appropriate, performance against peers.

To design, collate, analyse, interpret and produce a range of statistical and other performance
information including systems for dissemination including monthly and quarterly performance
bulletins.
Diversity Performance Analyst
August 2008

To interrogate and interpret performance data using a range of techniques to identify patterns
and trends to support to divisions and branches highlighting performance issues and
concerns for Force strategic forums such as GRIP.

To produce briefing papers, written reports and presentations detailing the findings of diversity
performance analysis and research, including making recommendations where appropriate.

To commission and supervise/undertake investigations into data trends at strategic and local
level and consider the implications for policy and procedure.

To assist in the regular assessment of divisions and branches to ensure compliance with and
appropriate practical application of Force policy and statutory requirements.

To undertake quality assurance audits on diversity performance data and co-ordinate
divisional and branch personnel to complete quality resolution exercises.

To research and utilise external sources of diversity data and other contextual information for
comparative analysis purposes.
Scrutiny of Performance

To collate and accurately report all information and data, including statutory data
requirements, as required to external bodies (e.g. Home Office and HMIC).

To produce and publish diversity performance data in a variety of formats and for a range of
audiences, both within and outside GMP, including the development and maintenance of
information on the GMP website.

To facilitate the Police Authority statutory scrutiny of Force diversity performance and attend
Police Authority meetings where appropriate.
Development of Performance Management Systems/Processes

To manage/assist in strategic projects to develop new data capture and analysis processes
for diversity performance information.

To develop performance analysis systems (e.g. design and broadcast business objects
reports), compliance test and assist in the implementation and maintenance of those
processes.

To scope future data collection requirements relating to diversity performance and where
necessary scope associated IT requirements (for systems under the ownership of the
Diversity Command and for systems owned by other branches). To undertake research and
consultation exercises on these IT requirements.

To develop business requirements documents, data models, business flows, reporting
requirements and business processes for new and existing IT systems in relation to diversity
data requirements.

To manage user acceptance testing and assist with the development of user manuals for
diversity data monitoring systems.

To advise and liaise with senior officers and divisional and branch staff on diversity
performance issues, including assisting with the development and delivery of training on
diversity performance analysis systems and processes.
Diversity Performance Analyst
August 2008
Assessment of Strategic/Local Diversity Risks and Opportunities

To undertake research and produce analysis that conforms to the National Intelligence Model
in order to produce strategic assessment reports on diversity issues.

To design and undertake research projects, including background research and devising and
implementing an appropriate methodology to examine issues adversely affecting Force
diversity performance.

To provide advice and guidance to divisions and departments undertaking their own research
projects and data analysis relating to diversity issues, including advice on the use of
appropriate research methods, statistical analysis techniques, data interpretation and project
management.

To maintain a network of contacts with Criminal Justice Agencies, Local Authorities, other
forces and the Home Office in order to monitor good practice and develop policy relating to
diversity performance analysis and strategic threats.
General

To coach and support staff within Diversity Command and across the Force to assist their
understanding of issues relating to performance management and other associated areas.

To support the general functioning of the diversity command and work to the operating
principles of the command.

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

To ensure compliance with statutory requirements in relation to information management
including the Data Protection Act 1998, the Freedom of Information Act 2000 and the Code of
Practice on Management of Police Information 2005, as appropriate

To 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.

To carry out such other duties which 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.
Diversity Performance Analyst
August 2008
POST TITLE:
Diversity Performance Analyst
LOCATION:
Criminal Justice and Diversity
BEHAVIOURAL COMPETENCIES TO UNDERTAKE THE ROLE
GRADE
BEHAVIOURAL COMPETENCIES (at each level)
G
Strategic perspective (C)
Takes an interest in the organisation beyond own role. Acts in the best interests of the
organisation as a whole, rather than just own area or department. Understands policies and
procedures, and prepares for the consequences of own actions.
Negotiating and Influencing (B)
Uses logic and reason to influence others. Persuades people by using powerful arguments.
Identifies clear aims in negotiations and achieves satisfactory outcomes. Challenges others
when it is in the organisation’s best interests to do so.
Effective communication (B)
Communicates all needs, instructions and decisions clearly. Adapts the style of
communication to meet the needs of the audience. Asks probing questions to check
understanding.
Planning and Organising (B)
Plans activities thoroughly for self and others. Builds milestones into plans, monitors progress
and adjusts them as necessary in response to any changes. Provides clear direction and
makes sure that staff know what is expected of them.
Team working (B)
Sets up teams or working groups, and involves them in achieving goals. Develops good
relationships and co-operation within the team, and removes barriers. Supports team
members when necessary.
Personal responsibility (B)
Takes personal responsibility for own actions and for sorting out issues or problems that arise.
Is focused on achieving results to required standards and developing skills and knowledge.
Problem solving (B)
Gathers enough relevant information to understand specific issues and events. Uses
information to identify problems and draw logical conclusions. Makes good decisions.
Respect for race and diversity (A)
Understands other people’s views and takes them into account. Is tactful and diplomatic when
dealing with people, treating them with dignity and respect at all times. Understands and is
sensitive to social, cultural and racial differences.
H
As behaviours at grade G plus:
Strategic Perspective (B)
Concentrates on issues that support to the broad organisational strategy. Maintains a broad
view, and understands and considers the interests and aims of other units or outside
organisations.
Personal responsibility (A)
Readily accepts responsibility for self and others. Takes responsibility for managing situations
and problems. Leads by example, showing a commitment and a determination to succeed.
Continues to learn and develop.
Explanation of competency levels:(A), (B), (C) indicates the level of competency taken
from the National Competency Framework.
All behavioural competencies will be discussed in the Performance Appraisal.
Diversity Performance Analyst
August 2008
SPECIALIST KNOWLEDGE/ SKILLS AND ABILITIES
Essential
Ability to analyse and interpret statistical data,
identifying trends and recognising the
implications.
Ability to communicate statistical information to
a variety of audiences.
Ability to produce accurate and concise written
reports to a high standard.
Ability to learn and use computer systems and
other technical equipment. Comfortable working
with information technology.
Desirable
An understanding of the Race Relations
(Amendment) Act 2000, the Disability
Discrimination Act 1995, and other equality
legislation.
Knowledge of the police service.
Project planning skills. *
Knowledge of one or more of the following
systems/software: *
- GMPICS
- OPUS
- Business Objects
Knowledge and awareness of diversity and
equality issues.
Ability to research, scan and keep up to date
with changes in policy, practices and guidance.
For progression to Grade H
Knowledge of/ability to use Business Objects
Client Version.
TRAINING/EXPERIENCE REQUIRED
Essential
Experience of producing, analysing and
presenting statistical performance management
information in a similar environment.
Experience of researching new data sources or
designing systems for data capture.
Keyboard skills with experience of spreadsheet
and/or database systems.
Experience of managing a number of tasks
simultaneously, managing quick turn around
demands and rescheduling work as appropriate.
Experience of using research or analysis to
inform policy or strategy development.
For progression to Grade H
Experience of owning and leading a project (or
sub project where projects are on a large scale)
including directing and tasking other members
Diversity Performance Analyst
August 2008
Desirable
of staff.
Trained to use one or more of the following:- i2 Workstation
- i2 Analysts Notebook
- Crime Pattern Analysis
Experience of managing the complete design
and implementation of corporate performance
management systems and processes including
the setting of targets.
Experience of advising all levels of personnel on
improving performance and the implementation
of policy and procedure.
Experience of designing and delivering training
on performance management.
OTHER REQUIREMENTS
Essential
Desirable
Has achieved a good attendance record.
All essential criteria above will also be discussed in the Performance Appraisal.
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.
Please note we will consider making reasonable adjustments to the above, in line with the Disability
Discrimination Act.
Diversity Performance Analyst
August 2008