OVERVIEW and STATUS STANHOPE CONFERENCE October 5 2010 PEI
POLICE SECTOR COUNCIL Conseil sectoriel de la police. WHO 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” 2 connecting forces – securing futures unir les force garantes de l’avenir
POLICE SECTOR COUNCIL Conseil sectoriel de la police How. . . Board of Directors Executive 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 SLAG 3 Networks Researchers connecting forces – securing futures Policy/ planners Governance Committee HR Practitioners unir les force garantes de l’avenir CAPE Educ/Training
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 4 connecting forces – securing futures unir les force garantes de l’avenir
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, Hay. Group (2007) 5 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 unir les force garantes de l’avenir
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 6 connecting forces – securing futures unir les force garantes de l’avenir
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 7 connecting forces – securing futures unir les force garantes de l’avenir
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 8 connecting forces – securing futures unir les force garantes de l’avenir
POLICE SECTOR COUNCIL 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 9 connecting forces – securing futures unir les force garantes de l’avenir
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 10 connecting forces – securing futures unir les force garantes de l’avenir
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 11 connecting forces – securing futures unir les force garantes de l’avenir
POLICE SECTOR COUNCIL 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 superintendent - materials, tools, templates for leadership development and succession planning § Launched Jan 28 2010 - steering cmt meeting 12 connecting forces – securing futures unir les force garantes de l’avenir
POLICE SECTOR COUNCIL 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 Mac. Lellan Vern White Ward Clapham Curtis Clarke Cathy Light Tammy Pozzobon Jean Bishop Anita Dagenais Paul Mc. Kenna 13 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 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 Mac. Leod 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 unir les force garantes de l’avenir 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 14 connecting forces – securing futures unir les force garantes de l’avenir
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 15 connecting forces – securing futures unir les force garantes de l’avenir
POLICE SECTOR COUNCIL 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 work streams general duty l e v e l investigator org. crimes forensics etc , , , chief deputy chief supt o f supt w o r k 1. nationally validated occ task list 2. approved behavioural competencies 3. approved technical competencies staff sgt inspector sergeant constable *Officers could be “role” qualified at their appropriate level of competency within each work stream 16 connecting forces – securing futures unir les force garantes de l’avenir
POLICE SECTOR COUNCIL Conseil sectoriel de la police STRATEGIC FRAMEWORK - Business Planning 2010/11 STRATEGIC OBJECTIVE definition/ process tools projects initiatives activities national recruitment and selection national training & professional development leadership development • national recruitment • national training & • national leadership selection process development framework education program • national funnel - linked • national delivery • national succession – inked and aligned HS/colleges/ planning/ mgt academies/colleges/university • national recruitment – social marketing – promotional programs – portal • national selection standards - CBM-based • nationals testing standards • guides/tools etc to support HR • national performance management process • learning qualifications framework - CBM - defined by role, work-stream • learning standards and certification • professional development planning • guides/tools to support • national programs • national • qualifications database framework • education standards • guides • templates • certification • selection - nat’l assessment center • templates/guides/ succession planning • development opportunities, etc • • • assess current state • identify best practices • leadership dev research needed • evidence-based focus • best practices review • attitudes - youth, influencers, “exiters” support • networks, conferences, liaison, communications, training 17 performance mgmt system connecting forces – securing futures current state assessment assess best practices learning impact skills perishability unir les force garantes de l’avenir • current state baseline • best in class
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 18 connecting forces – securing futures unir les force garantes de l’avenir
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 19 connecting forces – securing futures unir les force garantes de l’avenir
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 20 connecting forces – securing futures unir les force garantes de l’avenir
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