Information about the role of an intelligence supervisor, including the role purpose, key responsibilities and the skills required.
About the role
An intelligence supervisor sits within the intelligence sector of policing. It's a team leader role in the policing professional profiles.
Role purpose
The intelligence supervisor supervises a team of intelligence officers to gather, develop and disseminate intelligence in support of local and national crime investigations in line with strategic policing requirements and specified 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.
- Supervising an intelligence team, conducting regular appraisals in line with organisational requirements, and offering advice and support for the development of team members.
- Ensuring intelligence products meet national and local intelligence standards, enabling the drive for continuous improvement.
- Maintaining awareness of innovation within intelligence to ensure implementation of the latest techniques and tactics, good practice, and information relevant to the role.
- Enabling collaboration with colleagues in partner agencies to share data and intelligence to facilitate cross-sector working practices.
- Providing specialist advice and guidance to decision makers to aid in the achievement of the operational outcomes.
- Supervising and/or undertaking intelligence gathering work that might be required within the intelligence unit to support and develop the specialist capabilities of the intelligence team and any investigative objectives.
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 2: supervisor or middle manager
- We collaborate – Level 2: supervisor or middle manager
- We support and inspire – Level 2: supervisor or middle manager
- We analyse critically – Level 2: supervisor or middle manager
- We are innovative and open-minded – Level 2: supervisor or middle manager
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.
Education, qualifications and experience
To achieve effective performance in the role, the following registration, training, registration and learning should be met.
Previous education, qualifications and experience
- College of Policing intelligence professionalisation programme (IPP) qualification (or to complete within 12 months of appointment), and continued IPP compliance.
- Experience of leading diverse teams.
- An understanding of Investigatory Powers Act 2016 and Management of Police Information (MoPI) and other relevant legislation.
- Experience in developing intelligence products.
In-role education, qualifications and experience
- Successfully complete the College of Policing intelligence professionalisation programme (IPP) course within 12 months of appointment and ensure continued 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 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 supervisor 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 endorsement
- completion of the mandatory CPD requirements also offers opportunities for developing further skills that can support further progression and development
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