Information about the role of an intelligence officer, including the role purpose, key responsibilities and the skills required.
About the role
An intelligence officer sits within the intelligence sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
The intelligence officer develops and evaluates intelligence, assessing the threat, risk, harm, vulnerabilities and opportunities that exist and identifying gaps. They manage the dissemination of the assessment or intelligence product, support reactive, proactive and/or crimes in action and provide advice on appropriate tactical options to support policing priorities.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Receiving and assessing information on the intelligence system and disseminating to relevant parties, in line with confidentiality, sensitivity and duty of care policies and relevant legislation to ensure intelligence is processed correctly.
- Gathering, researching and evaluating information (in accordance with a defined and agreed collection plan where applicable) to identify gaps and patterns, and informing (de)briefing, tasking and Regulation of Investigatory Powers Act 2000 (RIPA) authorities (where appropriate and in accordance with principles of legality, necessity and proportionality).
- Preparing and delivering intelligence products to clearly and accurately inform decision-making and providing advice on tactical options.
- Establishing and maintaining networks with internal and/or external partners at all levels of seniority to ensure appropriate information sharing in support of a timely response and to achieve shared objectives.
- Adhering to all legal frameworks, key working principles, policies and guidance relevant to the role to ensure information and intelligence is handled and processed legally.
- Maintaining awareness of innovation within intelligence to ensure implementation of the latest techniques and tactics, good practices, and information 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
- Experience of researching information from a variety of sources.
- Experience of interrogating, maintaining and utilising data on a variety of computerised systems, including Microsoft Word, Excel, and Outlook.
- Experience of preparing detailed reports and presenting information in a variety of formats.
- Experience of the national intelligence model (NIM).
In-role education, qualifications and experience
- Successfully achieve College of Policing intelligence professionalisation programme (IPP) qualification within 12 months of appointment and maintain IPP compliance.
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 standards, 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 officer or by speaking to local IPP lead.
- Any exemptions to learning and accreditation requirements are at chief constable discretion, in line with the local force policy.
- Complete all core training and learning as required by the force.
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
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