Information about the role of an intelligence researcher, including the role purpose, key responsibilities and the skills required.
About the role
An intelligence researcher is an intelligence position within the intelligence sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
The intelligence researcher undertakes research using a wide variety of sources to assess and evaluate information and inform the creation of intelligence products to support decision making at a strategic, tactical and/or operational level.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Undertaking qualitative and quantitative research to produce intelligence and/or inform analytical products, including collecting, collating and evaluating information from a wide variety of sources at a strategic, tactical, or operational level.
- Preparing and delivering research summaries and findings, such as presentations and reports, to clearly and accurately inform decision-making and/or facilitate analysis.
- Preparing statements of evidence for court and attending court as a witness if required to assist in the criminal justice process.
- Supporting the identification and development of new sources and methods of research to ensure that intelligence products reflect the latest methodologies and good practices.
- Developing and maintaining relationships with colleagues and partners, such as liaising with other agencies to support information sharing and collaborative working.
- Maintaining awareness of innovation within intelligence to ensure implementation of the latest techniques and tactics, good practices, and information relevant to the role.
- 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 1: practitioner
- 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
- Educated to a level 3 standard or equivalent, or two years of research experience.
- Experience in communicating effectively and in undertaking research of a qualitative and quantitative nature.
In-role education, qualifications and experience
- Prepared to undertake and successfully complete 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.
Learning and accreditation
To achieve effective performance in the role, the following standards and accreditation should be met.
- 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 researcher 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
Related roles
You can find other service deliverer roles in the: