Information about the role of a counter terrorism security coordinator (CT SecCo), including the role purpose, key responsibilities and the skills required.
About the role
A counter terrorism security coordinator (CT SecCo) is a specialist operations position within the operational support sector of policing. It's a manager role in the policing professional profiles.
Role purpose
The counter terrorism security coordinator (CT SecCo) is responsible for advising the strategic commander (gold) on the counter terrorism security measures for a specific event or operation for the development of a security plan. They will look to minimise, manage and mitigate risk in support of the police strategic (gold) commander’s overall strategy.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Supporting and advising all command levels on protective security to help develop a seamless and coherent protective security plan.
- Reporting to the strategic commander to ensure any recommended protective security mitigation measures conform to the strategic commander’s intent.
- Working with tactical commander(s) to identify proportionate tactics in support of the strategic commander’s intent.
- Working with operational commander(s) to deliver the counter terrorism (CT) protective security plan endorsed by the strategic commander.
- Quality assuring CT activity on behalf of the strategic commander to ensure it complies with the endorsed protective security plan.
- Deliberately abstaining from any command responsibility to avoid any compromise of a CT SecCo’s judgment, decisions, or actions.
- Ensuring any action taken is proportionate, legal, accountable, necessary and balanced against the rights of participants (for example, the right to protest), to comply with relevant legislation and national standards.
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 3: senior manager or executive
- We take ownership – Level 2: supervisor or middle manager
- We collaborate – Level 3: senior manager or executive
- We support and inspire – Level 3: senior manager or executive
- We analyse critically – Level 3: senior manager or executive
- We are innovative and open-minded – Level 3: senior manager or executive
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 3
- Problem solving – Level 3
- Performance management – Level 3
- Relationship management – Level 4
- Change management – Level 3
- Managing people – Level 3
- Managing resources – Level 3
- Planning – Level 3
- Use of IT – Level 3
Education, qualifications and experience
To achieve effective performance in the role, the following standards, training, learning and qualifications should be met.
Previous education, qualifications and experience
- It is advantageous for individuals performing this role to understand other specialist command discipline, such as tactical firearms, public order or public safety.
In-role education, qualifications and experience
- Achieve occupational competence to perform the role through successful completion of a College of Policing accredited CT SecCo course delivered by the Police National Search Centre (PNSC).
- Achieve operational competence in the role by successfully undertaking at least one assessed live deployment within 12 months of attaining occupational competence.
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
- Maintenance of operational competence in the role is required through annual accreditation as set out in the police national counter terrorism security coordinator board (NCTSB) annual accreditation portfolio.
- Successful completion of a College of Policing accredited CT SecCo re-licensing course, delivered by the PNSC, every three to five years.
- Complete all core training and learning 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:
- undertaking and providing evidence of six hours NCTSB mandated PNSC facilitated CT SecCo input for the reporting period
- participating in training or awareness days that maintain or enhance a CT SecCo’s ability to undertake the role, this list is not exhaustive, but may include:
- regional conference and meetings
- close protection training and exercises
- firearms training
- search training and exercises
- public order training and exercises
- CBRN/EOD training and exercises
- NPSA awareness days.
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