Information about the role of an assessor, including the role purpose, key responsibilities and the skills required.
About the role
An assessor is a learning and development position within the business support sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
Assessors make objective assessments of the competence or performance of others in the workplace. Working within their own area of subject matter expertise and to rigorous quality standards, they identify the extent to which individuals meet pre-defined criteria. They provide feedback to the person being assessed and/or to others depending on the context.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Understanding the role and responsibilities of the assessor and their impact on the learner to ensure fair assessment processes.
- Planning and conducting work-based and classroom assessments using a wide range of assessment methodologies appropriate to the programme and learner to meet national assessment criteria.
- Providing objective feedback and advice to the individual and their line manager where appropriate to support the continuing development of competence and performance.
- Identifying and maintaining assessment records of learners’ performance and development, contributing to evidence of competence and to support formal performance procedures as needed.
- Taking part in standardisation activities to ensure that assessment judgements throughout the force and/or nationally are made consistently, fairly and, where relevant, meet national standards.
- Challenging unprofessional actions, attitudes, behaviours and language to ensure the highest standards of professional behaviour upholding the police Code of Ethics.
- Creating and maintaining a safe, inclusive and effective learning environment. Role modelling an inclusive attitude towards diversity and demonstrating fairness, respect and accountability, enabling effective learner engagement and participation and removing potential barriers to learning.
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 1: practitioner
- We are innovative and open-minded – Level 1: practitioner
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 1
- Problem solving – Level 1
- Performance management – Level 1
- Relationship management – Level 1
- Change management – Level 1
- Managing people – Level 1
- Managing resources – Level 1
- Planning – Level 1
- Use of IT – Level 1
Education, qualifications and experience
Previous education, qualifications and experience
- Occupational competence in the area of work that is being assessed.
- Competent to and operating within the College of Policing standards for learning, delivery and assessment for assessors.
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
- Complete all annual and mandatory training.
Professional development
This role should consider the following CPD:
- maintaining competence in own area of training subject matter expertise, including knowledge and understanding of legislation, College of Policing guidance and good practice
- continually reflecting upon existing practice and sharing learning with peers in order to inform and improve policy, processes and practice
- maintaining and enhancing knowledge and understanding of new approaches to assessment identified by evidence-based research and advances in technological assessment methodologies
Related roles
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