Information about the role of an intelligence analyst, including the role purpose, key responsibilities and the skills required.
About the role
An intelligence analyst sits within the intelligence sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Establishing and interpreting requirements to ensure the needs of key stakeholders are met.
- Developing and maintaining relationships internally and externally to share data, information and analysis, where appropriate.
- Collecting and evaluating data and information to support the creation of a collection plan, where applicable, and the delivery of analytical products.
- Conducting analysis at a strategic, tactical and/or operational level, identifying and using appropriate analytical tools and techniques to interpret gaps, patterns and trends, assessing threat, risk and harm and making recommendations in support of decision making, prioritisation and resource allocation.
- Producing written and/or verbal briefings and presentations to stakeholders to provide a clear and concise evidence-based understanding of the subject matter, including providing advice and guidance.
- Preparing, delivering and presenting analytical products for use in court proceedings, as required.
- Adhering to all legal frameworks, key working principles, policies, and guidance relevant to the role.
Competencies, values and core skills
The competency and values framework (CVF) provides clear expectations for everyone working in policing. It describes the behaviours required by police officers and staff to be effective in their roles and uphold the Code of Ethics for policing.
Competencies
The CVF has six competencies, which are split into levels. These levels can be used flexibly to allow for a better fit with frontline and non-frontline policing roles, and at different levels of seniority. This ensures that there is consistency throughout all the policing professional profiles. Some roles may contain different CVF levels due to the specialist nature of the role. Those working at higher levels should also fulfil the requirements of the lower levels.
This role should be operating at or working towards the following competencies.
- We are emotionally aware – Level 1: practitioner
- We take ownership – Level 1: practitioner
- We collaborate – Level 1: practitioner
- We support and inspire – Level 1: practitioner
- We analyse critically – Level 2: supervisor or middle manager
- We are innovative and open-minded – Level 1: practitioner
Values
The CVF has three values that apply to everyone in policing, regardless of their role or seniority.
Core skills
All roles in policing have nine core skills in common. These are split into levels that represent the different levels of policing. This role should be operating at or working towards the following core skills.
- Communicating and influencing – Level 1
- Problem solving – Level 1
- Performance management – Level 1
- Relationship management – Level 1
- Change management – Level 1
- Managing people – Level 1
- Managing resources – Level 1
- Planning – Level 1
- Use of IT – Level 1
Education, qualifications and experience
Previous education, qualifications and experience
- College of Policing intelligence professionalisation programme (IPP) certification (or completed within 12 months of appointment).
- Knowledge of national intelligence model.
- Educated to Level 6 (for example, degree with or without honours) or equivalent experience in the field of analysis.
- Experience of utilising different computer software packages.
- Experience of communicating effectively and of undertaking analysis of a qualitative and quantitative nature.
- If permanently attached to a major crime team or major incident room, experience of HOLMES and working as part of a major crime team.
In-role education, qualifications and experience
If not already qualified, successfully complete the College of Policing intelligence professionalisation programme (IPP) certification within 12 months of appointment.
Continuing professional development
Continuing professional development (CPD) enables everyone in policing to develop and gain recognition for their professional skills, knowledge and competence. CPD ensures that we continue to provide high-quality policing to keep the public safe and help to drive career aspirations. Discussion of CPD is usually included as part of professional development review (PDR) conversations.
To achieve effective performance in the role, the following registration, training and learning should be met.
Learning and accreditation
- There is a minimum CPD requirement for this role which maintains professional competency and IPP certification. Full details for the requirements can be found on College Learn in the IPP CPD framework document for the intelligence analyst or by speaking to local IPP lead.
- Complete all core training and learning as required by the force.
- Any exemptions to learning and accreditation requirements are at chief constable discretion, in line with the local force policy.
Professional development
This role should consider the following CPD:
- secondments to IPP partner agencies
- undertaking one of the specialist IPP endorsements
- completion of the mandatory CPD requirements also offers opportunities for developing further skills that can support further progression and development
Related roles
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