Information about the role of a senior intelligence analyst, including the role purpose, key responsibilities and the skills required.
About the role
A senior intelligence analyst sits within the intelligence sector of policing. It's a team leader role in the policing professional profiles.
Role purpose
The senior intelligence analyst manages an analytical team or manages a specific area of business within the analytical function to ensure delivery against the vision, objectives and organisational plans that meets national intelligence and analytical standards.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Providing quality assurance against national standards in intelligence and analysis for analytical support across the organisation to drive innovation and best practice.
- Managing the analytical team, conducting regular appraisals in line with organisational requirements (for those who have line management responsibilities). Offering advice and support for the development of team members.
- Informing decision-making around the prioritised deployment of the analytical capability to ensure effective analysis is undertaken and understood, and ensuring analytical support is provided at a strategic, tactical and operational level to mitigate threat, risk and harm.
- Ensuring analytical products are informed and developed by consultation and feedback with key stakeholders, customers and the wider organisation.
- Enabling collaboration with colleagues in partner agencies to share data and analysis to facilitate cross-sector working practices.
- Maintaining awareness of innovation within intelligence to ensure implementation of the latest techniques and tactics, good practice, 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 2: supervisor or middle manager
- We take ownership – Level 2: supervisor or middle manager
- We collaborate – Level 1: practitioner
- 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
- At least 18 months experience of working as intelligence analyst.
- Experience in leading a team.
- Highly developed knowledge of research, analysis and evaluation.
- Experience of training and coaching.
In-role education, qualifications and experience
- Successfully complete College of Policing intelligence professionalisation programme (IPP) training 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 senior intelligence analyst or by speaking to your 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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