INFORMATION AND BRIEFING PACK

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1 INFORMATION AND BRIEFING PACK

2 WHAT IS POLICE NOW? Police Now exists to transform communities, reduce crime and increase the public s confidence in policing. We do this by recruiting and developing an outstanding and diverse group of individuals to be police officers and leaders, working on the policing frontline and contributing to wider society. Like Teach First (primary and secondary schools), Think Ahead (Adult Social Care) and Frontline (Children s Social Work) we re a charity promoting public service in some of the UK s most challenged areas amongst high achieving graduates. Each Police Now officer we recruit is posted to a uniformed frontline neighbourhood role, where they take responsibility for a specific geographic area. During the two-year programme, officers have the opportunity to showcase their problemsolving skills and leadership potential but fundamentally this is about making a tangible difference to the most challenged communities in a force area. Police Now is not a fast-track promotion scheme and officers are not guaranteed promotion at the end of their two years. While we re looking to recruit graduates, we understand that academic potential isn t everything. That s why we assess each candidate s commitment to public service at every stage of their application.

3 MYTH BUSTING MYTH Police Now is a fast-track promotion scheme Police Now is a rotational programme Police Now officers are paid a higher salary compared to their colleagues Police Now officers are automatically substantive police constables at the end of two years Police Now thinks that all police officers should be graduates Police Now officers are on short-term contracts and will leave policing after two years REALITY Police Now officers start the programme as police constables and will remain at this rank for the duration of the programme. There is no automatic promotion within the programme or following it. Police Now officers remain in the same post for the duration of the two-year programme. They will be responsible for policing the same specific geographic area during this time. Police Now officers are employed directly by the force they work in, and as such are paid the standard salary for a probationer police constable in that force area. Police Now officers will have to meet local force requirements in order to successfully pass their probation just like any other officer. A university education doesn t necessarily make a police officer excellent. This is why our assessment centre is specifically designed to place candidates in real life policing scenarios, and tests their commitment to public service throughout. Our recruitment process is extremely challenging, to ensure we only recruit the very best graduates into the police. Police Now officers work under police regulations, just like any other officer. We anticipate that many of our graduates will choose to remain in the police and have long, successful careers. Those who choose to leave policing will become ambassadors for the police in other sectors of society.

4 Attraction and Assessment Police Now runs a national attraction campaign and a bespoke assessment process which substantially reduces the administrative burden on our force partners when compared to traditional recruitment. WHICH POLICE FORCES ARE INVOLVED? In 2015 the MPS piloted our scheme as we recruited and trained our very first cohort of Police Now officers. Our 2016 intake is our first national cohort. After a national attraction and assessment campaign, we re proud to count the following police forces as our partners and plan to continue to expand rapidly into other forces: Cheshire Constabulary Lancashire Constabulary Metropolitan Police Northamptonshire Police Surrey Police Thames Valley Police West Midlands Police Our national graduate recruitment and marketing campaign aims to attract graduates of the highest calibre and targets those who would not ordinarily consider a career in policing. So far we ve been successful; 10% of our 2016 participants are Oxbridge graduates and 56% of our 2015 Cohort would not have entered policing but for Police Now. Police Now targets specific universities based on the following: Where Police Now has a good profile High percentage of female and BME candidates Previously a high recruiting university for Police Now Feeder university for our forces Our methods have led to a disproportionately high diversity in the cohorts recruited so far. Our 2016 intake is 20% BME and 53% female, which is significantly more diverse than intakes observed in comparative recruitment programmes, both within the police and beyond. Police Now Assessment Centre Police Now runs a unique assessment centre which is designed to place candidates in a neighbourhood policing role and assess their strengths and commitment to public service throughout. Exercises include but are not limited to: cognitive tests, role plays, presentations and a strengths based interview. Throughout the day candidates are assessed on their ability to demonstrate innovation, leadership, effective communication and problem solving skills to name a few. We value input from each of our force partners and therefore every stage of the recruitment and assessment process has significant involvement from our forces, as both assessors and event ambassadors.

5 THE POLICE NOW SUMMER ACADEMY The Police Now Summer Academy is an intensive six-week training programme designed and delivered by outstanding, high performing frontline police officers, many of whom are or have been neighbourhood constables and sergeants themselves. It s underpinned by a comprehensive pre-learn course beforehand so that participants have the legal and procedural knowledge they need to hit the ground running as well as a period of one-to-one mentoring afterwards. Drawing on the best parts of competitive graduate programmes and police training, the Summer Academy is innovative, dynamic, inspiring and challenging. We deliver training through a mixture of classroom-based and practical activities, and encourage participant involvement at every stage. The training meets and exceeds the College of Policing s National Standards and includes all mandatory training e.g. Officer Safety Training (OST) and Emergency Life Support (ELS). Overall our officers complete 27 assessments in 31 shifts to consolidate learning throughout the six weeks and ensure they meet the required standards. In addition to everything you might expect to find in a police constable foundation training course, Police Now training aims to equip officers with the skills they need to be effective in a neighbourhood role. This means there s a specific focus on engaging with stakeholders, partnership work and problem solving. During the academy, Police Now officers are given frontline policing experience through field training. Paired up with an experienced and enthusiastic constable, each officer is deployed to the streets as part of a response team. Throughout these shifts, officers will be assessed on their performance in real-life policing scenarios to ensure they are demonstrating the required competencies. After successfully completing the Summer Academy all officers are then deployed to their home force. Each force then organises a short subsequent input (usually one week in length). This provides any force-specific training and helps officers to acclimatise to local procedures, policies and ICT systems.

6 THE 2016 SUMMER ACADEMY BY THE NUMBERS... Meet the Cohort: OFFICERS AVERAGE AGE FEM LE OFFICERS FROM BLACK OR MIXED MINORITY BACKGROUNDS WHO MAKES UP OUR 2016 COHORT? 2016 Cohort Over 10% Oxbridge Our 7 Partner Forces: 62% Russell Group Universities 20% Black and Minority Ethnic (BME) 53% Female An Intensive training programme: LEARNING OUTCOMES ASSESSMENTS UNIQUE MODULES TAUGHT HOURS OF PRACTICAL TRAINING 8701 HOURS OF FRONTLINE POLICING DURING FIELD TRAINING BY THE END OF THE SUMMER ACADEMY MILLION 2 UK RESIDENTS WILL HAVE A POLICE NOW OFFICER IN THEIR NEIGHBOURHOOD

7 AFTER THE SUMMER ACADEMY... HOW TO GET THE BEST FROM POLICE NOW OFFICERS Provide 28 days of mentoring Each Police Now officer should receive a one-to-one mentor during their first 28-days in-force. This mentor should be a substantive constable, preferably with neighbourhood experience. Most importantly, the mentor officer must be enthusiastic and willing to help a new colleague find their feet. This 28-day immersion period is not about training, but is to provide guidance and support as Police Now officers put the skills learned at the Summer Academy into practice. Challenge and stretch them Police Now officers may have been recruited from the country s top universities but they understand that they have a lot to learn. They are attracted to the scheme because they are looking to be challenged and stretched throughout their careers. They are here to get stuck in and work hard. The neighbourhood role allows these graduates to be progressive, providing them with the independence and autonomy to be innovative and have a positive impact in their communities. Encourage partnership work and innovation Police Now officers are expected to use innovative evidence-based techniques and specialised knowledge of their area to deliver nuanced solutions for their local community. To help them achieve this, our comprehensive 28-day immersion period is essential, as is access to ongoing support and advice. It s important to allow the officers to try new ideas and occasionally fail. They re also there to contribute to and draw upon the evidence base of what works in policing, sharing best practice and learning from their high performing colleagues. Work with Leadership Development Officers Officers receive regular coaching and development support throughout the two-year programme. This will be provided by a Police Now Leadership Development Officer (LDO). They will regularly communicate with line managers to ensure adequate support is provided and resolve any concerns. LDOs will arrange a development/training event at least once a month for all participants in order to equip them with transferable personal and professional skills. Training will cover a variety of areas including public speaking, project management, writing for social change and insight sessions into other sectors of the police. Attend 100 Day Impact Events Over the course of the two-year programme Police Now will run six 100 Day Impact Events. These allow Police Now officers to demonstrate the impact they have had in their communities during the last three months. Each officer is expected to submit a piece of work in advance of each event and present orally to an assembled audience of colleagues and external visitors. We are proud of the work Police Now officers are doing in their neighbourhoods and welcome visitors to these events especially line managers. Provide appropriate supervision and support Line managers should engage with Police Now Leadership Development Officers (LDOs) to resolve any participant welfare issues and support the participant s development plan. They need to be supportive and flexible around the 100 Day Impact dates and the time required to create an effective impact presentation. Line managers also need to allow their participants to attend at least one development session each month during their rostered duty time, where appropriate notice has been given. These usually range from a few hours to half a day in length. Internships As part of the programme, participants can take advantage of the Police Now internship scheme. This gives them the opportunity to go on a placement for up to four weeks during their second year, either elsewhere in policing or in a different sector or business. External internships are with prestigious partners such as KPMG, Accenture, PA Consulting or the Civil Service, to name but a few.

8 Ambassadors for the police in other sectors WHAT HAPPENS WHEN THE PROGRAMME IS OVER? Throughout the two-year programme, Police Now officers are encouraged to think about specific interests and their career direction. Some will remain in their neighbourhood role for longer as they enjoy interacting with their communities and focusing on long term impact. Others would like to move laterally to other policing roles or apply for promotion to sergeant through normal channels. Some officers may also decide to leave the police altogether and pursue alternative routes, which we do not discourage. LDOs and officers will work together to create a Personal Development Plan which will be amended throughout the two-year programme. One of the aims of the Personal Development Plan is to ease the officers into another role whether at the end of the two years or beyond. We anticipate that many Police Now officers will have a long and successful policing career. It is important to realise however that the graduate market is changing, and new graduates want variety in their career profiles and do not always envisage staying in one job long term. Therefore, some will choose to move into different areas within the public or private sector. It s vital that we have continued contact with these alumni. After all, the aim of the programme is to not only create exceptional police officers but to create exceptional leaders in our communities, who can act as ambassadors for Police Now and the policing profession more broadly. By having Police Now Ambassadors in other sectors we can spread our social movement across many areas, not just policing. Those officers may become journalists, MPs, charity workers or work in the corporate sector but they will all have had first-hand experience in a policing role. Police Now Ambassadors will be in a better position than most to make informed decisions around public or social policy change, based on their grounded knowledge of frontline work.

9 Get involved... facebook.com/policenow twitter.com/police_now linkedin.com/company/police-now policenow.org.uk

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