Managing people is one of the core skills in the policing professional profiles.
First published
Managing people involves creating the right climate for people to get the job done to the best of their abilities, ensuring a culture of mutual respect and support.
Level 1 – managing people
- I am able to give clear and organised instructions that others can understand easily.
- I am able to provide sufficient guidance to delegate effectively.
- I am able to share information and keep my supervisor and colleagues informed about actions which could affect the achievement of the team’s or organisation’s objectives.
Level 2 – managing people
- I am able to delegate work in a way that empowers appropriate ownership.
- I identify exceptional situations that merit recognition and take appropriate action.
- I identify situations that require misconduct or attendance intervention/action and respond appropriately.
- I support and manage my team through organisational change, developing relationships with new stakeholders and key partners.
Level 3 – managing people
- I am able to unite a team with a common cause and accomplish tasks together.
- I am able to run participative meetings and processes that harness the contributions of different people.
- I am able to deal with conflict within teams constructively without being defensive.
- I am able to hold individuals to account for their performance and behaviours.
- I identify and constructively address specific concerns relating to organisational behaviours, decisions and actions affecting individuals’ perceptions of fairness in the workplace.
Level 4 – managing people
- I lead, develop and motivate a diverse team; creating strong engagement with the function’s performance objectives and with force values and behaviours.
- I communicate how the overall vision links to specific plans and objectives so that people are motivated and clearly understand our goals.
- I promote the importance of people management skills and set clear standards, ensuring supervisors are supported with practical means to address development needs.
- I am able to create and act on plans for continuity so performance does not suffer when people move on.
- I create a working environment which actively supports individuals to develop and demonstrate effective leadership and people management capabilities.
Level 5 – managing people
- I am able to influence the drivers of workforce engagement in my organisation.
- I am able to craft plans that address the needs of succession planning, resourcing, skills gap analysis and training.
- I am able to lead, develop and inspire people, engaging a diverse range of teams with force strategic priorities, values and behaviours.