Recommendation 8 of the
Leadership Review states:
'The College will design and support opportunities for professional development to ensure professional expertise and leadership are rewarded and recognised. The College will set criteria for advanced practitioners within policing as a whole, not just in 'traditional' specialist roles. The criteria will be equally applicable to officers and staff, providing a lateral pathway that offers reward and recognition for advanced skills and knowledge, and for those who play a substantial role in developing the evidence base of policing and who help to develop others in their roles. The recommendation goes onto make reference to pay and remuneration and the pilot will explore the area of reward and recognition.
Advanced Practitioner Pilot
The pilot will run from November 2016 to autumn 2018. All forces were invited to join the pilot and 8 have decided to join: Cheshire, Lancashire, Metropolitan Police Service, North Wales, South Yorkshire and Humberside, Thames Valley and West Yorkshire.
The pilot will be evaluated and the outcome will inform any decisions about a potential national roll out. In order to enable sufficient evidence to be gathered the pilot is due to be reported on in September 2018, this will include, for example, evidence of impact and the effective of national networks of advanced practitioners.
Advanced Practitioner definition
For the pilot the role of the advanced practitioner is defined as; aiming to provide a lateral career opportunity for constables that recognises professional expertise, independent of seniority. An advanced practitioner will:
POLKA: Advanced Practitioner Pilot Community (please note: you will need to have a pnn or gsi address to be able to access POLKA)
In the first instance the role will be piloted with Constables. This provides a nationally consistent group, enabling coherence between different forces.
For the pilot the precise number will be decided by each force. The College has proposed that there should be a minimum of 5 advanced practitioners in each force, enabling an internal network to be established as well as a wider national network across different national areas of practice. The College will not impose specific numbers.
The College of Policing has defined the eligibility criteria and application process for advanced practitioners and forces will take ownership of their own selection process, with support from the College. There is a need to ensure high calibre people are appointed to the role in order to create a degree of national consistency and credibility. Diversity in the selection process will also be important, as will the Code of Ethics with its emphasis on values.
The evidence from other sectors shows that the following are important; an expert in the field of practice, a strong track record of CPD, strong communication skills, ability to influence policing practice, strong values and behaviours and the ability to lead and develop others. The pilot will need to consider the balance between pre-requisites and potential for development in these areas. The pilot must ensure that those selected are able to contribute to the development of the advanced practitioner model as well as have an ability to influence policing practice.
The pilot will define broad areas of practice at a national level within which forces will have local flexibility to determine priority areas of practice. For the pilot the national areas are: emergency response, public protection, vulnerability, local community policing, investigation and technology in policing.
In order to fulfil the requirements of the role advanced practitioners in the pilot will need to think differently about how they undertake their role, they will need to include elements of research, networking, coaching, team building development and dissemination of practice and CPD. The pilot will determine what works most effectively.
Forces will undertake a range of activities, including leading and managing the advanced practitioner role within their own force, work with other forces and partners and work with the College of Policing through the pilot. It is anticipated that the time commitment will fluctuate through the pilot and recording and evaluating the time spent and associated benefit will form part of the pilot.
Evidence from other sectors shows that success in advanced practitioner practice is linked to more time for CPD beyond than what is normally undertaken. However, the nature of the CPD should reflect the College's approach described in the Professional Development Programme for all police officers and staff where 70% of learning and development is 'on the job', with 20% through peer support and coaching and 10% through attendance at courses, conferences etc.
Advanced practitioners in the pilot will not receive additional financial reward or remuneration. The pilot will lead to recommendations for what reward and recognition could look like if the model was rolled out at 'full scale'.
No, although some of the advanced practitioner activity may span more than one rank. The role emphasises the importance of lateral development and development of expertise. There will be additional responsibilities involving leadership, working across and beyond the force, undertaking activity related to areas of practice that can influence front line service delivery. As the pilot progresses, these will be developed further and inform work that is being undertaken in considering matters of wider organisational design by Chief Constable Habgood for the National Police Chiefs Council.