Information about the role of a prevention tactical adviser, including the role purpose, key responsibilities and the skills required.
About the role
A prevention tactical adviser is a crime reduction position within the community policing sector. It's a service deliverer role in the policing professional profiles.
Role purpose
A prevention tactical adviser will provide information, advice and guidance on structured problem solving and the delivery of effective prevention initiatives; to support the achievement of force objectives to reduce harm, offending, demand and drive cultural change.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Providing direct support to prevention plan owners, to guide and assist them in the application of scanning, analysis, response and assessment (SARA) and related problem-solving tools to support the development and delivery of prevention initiatives.
- Carrying out research in the scanning, analysis, research and assessment phases of SARA, providing information in appropriate formats, to enable prevention plan owners to identify and prioritise issues, identify underlying causes, and to develop appropriate interventions.
- Providing data to quantify the benefits, including economic, of prevention activities and inform force reporting on performance against its key performance indicators.
- Representing the force at external meetings, conferences and events to present and explain relevant prevention initiatives and to identify information from other organisations that may contribute to force effectiveness in prevention.
- Delivering presentations and training within the force to raise awareness of problem-solving tools, prevention processes and procedures, and lessons learned to promote the adoption of best practices.
- Liaising with colleagues within the force and beyond to share lessons learned and best practices.
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 1: practitioner
- We take ownership – Level 1: practitioner
- We collaborate – Level 1: practitioner
- We support and inspire – Level 1: practitioner
- 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
- An understanding of problem-solving.
In-role education, qualifications and experience
- A practical understanding of SARA.
- A practical understanding of the National Policing Prevention Strategy.
- 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
Related roles
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