Information about the role of a dog unit instructor, including the role purpose, key responsibilities and the skills required.
About the role
A dog unit instructor is a specialist operations position within the operational support sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
The dog unit instructor conducts and co-ordinates both the initial and continued training of police dogs and dog teams. The instructor contributes to the development and welfare of police dogs by:
- assessing the effectiveness of training methodologies
- providing specialist advice and guidance
- supporting dog handlers
The dog unit instructor identifies and suggests improvements to practice ensuring the continued learning and development of police dogs and those working with them.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Conducting the training of police dogs and police dog teams to ensure their readiness for operational deployment.
- Contributing professional expertise and tactical advice to front line officers in dog training and handling, building on capabilities to ensure their ongoing development and versatility for work in varied environments.
- Recognising immediate threat, risk or harm when delivering training, ensuring proportionate and effective adaptations which can be utilised to protect officers, staff and members of the public.
- Monitoring the activity of police dog teams, in alignment with national guidelines, identifying training gaps and opportunities to improve team and/or individual performance.
- Generating effective working relationships with front line colleagues, partner agencies, and other relevant stakeholders; providing specialist advice and guidance in the procurement, welfare, and training of police dogs to maintain national and local standards.
- Promoting the specialism of police dog teams to colleagues and members of the public to ensure effective training, deployment, engagement, and to increase visibility and understanding.
- Supporting the welfare of dog handlers during training sessions, ensuring their wellbeing.
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 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
To achieve effective performance in the role, the following standards, training and qualifications should be met.
Previous education, qualifications and experience
- Completed initial and passed probation period.
- National Police Chiefs’ Council (NPCC) general purpose dog instructor's course.
- NPCC detection dog instructors course (and relevant modules).
- Must meet the College of Policing standards for instructors.
- Meet NPCC specific risk assessment training for role.
- Meet NPCC specific health and safety training requirements for role.
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.
- NPCC general purpose dog instructor licence.
- NPCC detection dog instructor licence (and relevant modules).
- Complete training with regards to risk assessments in relation to police dog care, training, and deployment.
Professional development
This role should consider the following CPD:
- maintain knowledge and understanding of Police dogs authorised professional practice (APP), NPCC guidance, best practice and any local policy applicable to the operational police context of training police dogs
- maintain and update key knowledge, understanding and skills relating to legislation, research, policy and practice in relation to the dog handler role
- maintain knowledge and understanding of new developments in area of work and translate these into new and innovative working practice(s), sharing knowledge where applicable
- maintain a working knowledge and understanding of new and evolving dog training and welfare methodologies; developing and implementing pro-active and preventative solutions
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