Information about the role of a prevention manager, including the role purpose, key responsibilities and the skills required.
About the role
A prevention manager is a crime reduction position within the community policing sector. It's a team leader role in the policing professional profiles.
Role purpose
A prevention manager leads a team in driving the adoption of structured problem solving within the force, to deliver a quantifiable reduction in the threat, risk, harm and demands associated with crime, anti-social behaviour and other preventable demand.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Championing the use of structured problem solving; building awareness of the benefits, (for example, economic), developing the force’s capability to utilise problem solving tools through strategic and tactical tasking, communications and training; and providing expert advice and guidance to prevention plan owners.
- Consulting with the wider organisation and partners to clarify prevention priorities and to develop and agree problem solving plans informed by the National Policing Prevention Strategy.
- Coordinating the collection, analysis and reporting of key data including force performance to inform the evaluation of prevention interventions including quantifiable benefits, (for example, economic), identifying lessons learned and sharing best practices across the organisation to enable continuous improvement.
- Developing strong working relationships with external partners to share prevention best practice and to develop joint/partnership prevention initiatives.
- Managing and reporting on the performance of the team, setting performance objectives, holding staff accountable for delivering these and taking appropriate corrective action where necessary.
- Leading, motivating and developing the team to ensure that they are engaged with and capable of delivering their team and personal objectives.
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 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
Previous education, qualifications and experience
- Strategic and tactical experience of prevention problem solving.
- An awareness of key policing prevention products, (for example, National Policing Prevention Strategy and evidence-based guidelines on the effective implementation of problem-oriented policing).
In-role education, qualifications and experience
- Thorough understanding of the organisation’s operational priorities, risks and vulnerabilities.
- A practical understanding of primary, secondary and tertiary prevention.
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 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:
- keeping up to date with guidance and other resources relevant to problem solving and preventive policing
- reviewing current advice in circulation, in support of force prevention and community safety objectives
- being proactive on emerging national prevention priorities and initiatives
Related roles
You can find other team leader roles in the: